Human Capital Management
Test Preparation
Course Introduction
Human Capital Management explores the strategies and practices organizations use to attract, develop, motivate, and retain talented employees. This course covers key topics such as workforce planning, talent acquisition, performance management, training and development, compensation and benefits, employee engagement, and the use of data analytics in managing human resources. Emphasis is placed on aligning human capital initiatives with organizational goals, understanding legal and ethical considerations, and leveraging technology to enhance HR processes. By the end of the course, students will be equipped to contribute to the development and implementation of effective human capital strategies in a dynamic business environment.
Recommended Textbook Recruitment and Selection in Canada 7th Edition by Victor M. Catano
Available Study Resources on Quizplus
10 Chapters
711 Verified Questions
711 Flashcards
Source URL: https://quizplus.com/study-set/1443 Page 2
Chapter 1: An Introduction to Recruitment and Selection
Available Study Resources on Quizplus for this Chatper
68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/28640
Sample Questions
Q1) What are the advantages of obtaining a professional designation such as the CHRP
Answer: A CHRP or similar designation identifies you as possessing the required knowledge and skills to practise human resources management.t also indicates a professional who will act ethically.ecent research by HRPAO indicates that those with the CHRP have an advantage over those who do not when seeking and maintaining employment, and in terms of compensation levels and stakeholders' perception of their achievement.ncreasingly, employers are requiring the CHRP for employment of all HR professionals.
Q2) Recruitment and selection are the most important talent management functions.
A)True
B)False
Answer: False
Q3) According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentage of investment in human resources will produce an approximate increase of $2800 of profit per employee
A)1 percent
B)5 percent
C)10 percent
D)50 percent
Answer: C
To view all questions and flashcards with answers, click on the resource link above. Page 3
Chapter 2: Foundations of Recruitment and Selection I:
Reliability and Validity
Available Study Resources on Quizplus for this Chatper
58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/28641
Sample Questions
Q1) Which of the following is NOT a reason to use practice-based selection approaches
A)fit with organizational culture
B)comfort with the process
C)consistency of the process
D)flexibility and speed
Answer: C
Q2) An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions.What method of estimating reliability was used
A)test and retest
B)alternate forms
C)internal consistency
D)inter-rater reliability
Answer: A
Q3) When candidates are asked different questions from one interview to the other, validity is reduced.
A)True
B)False
Answer: False
Page 4
To view all questions and flashcards with answers, click on the resource link above.
Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
Available Study Resources on Quizplus for this Chatper
73 Verified Questions
73 Flashcards
Source URL: https://quizplus.com/quiz/28642
Sample Questions
Q1) Which of the following terms refers to the equal application of hiring policies or practices that result in a disproportionate number of a certain gender, racial group, or religious group being excluded
A)systemic discrimination
B)reasonable accommodation
C)undue hardship
D)bona fide hiring practices
Answer: A
Q2) What is the intent of the federal Employment Equity Act
A)to promote equal pay for male and female employees
B)to remove employment barriers for women, Aboriginal peoples, persons with disabilities, and visible minorities
C)to ensure employees are able to join a union of their choice
D)to prohibit discrimination on the grounds of race, colour, religion, age, gender, marital status, disability, or sexual orientation
Answer: B
To view all questions and flashcards with answers, click on the resource link above. Page 5
Chapter 4: Job Analysis and Competency Models
Available Study Resources on Quizplus for this Chatper
92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/28643
Sample Questions
Q1) Which of the following is NOT typically characterized as job context
A)education
B)work schedules
C)organizational culture
D)non-financial incentives
Q2) What source compiled by the Canadian government contains systematically standardized and comprehensive job descriptions in the labour market
A)National Occupational Classification (NOC)
B)Occupational Information Network (O*NET)
C)Dictionary of Occupational Titles (DOT)
D)Canadian Classification Dictionary of Occupations (CCDO)
Q3) Refer to Scenario 4-1.What major strategic focus in employee selection could distinguish Scribe Engineering as a high-performing organization rather than an underperformer
A)a linkage between organizational goals and short-term organizational needs
B)a linkage between organizational goals and long-term organizational needs
C)a linkage between organizational and human resource planning needs
D)a linkage between long-term organizational and human resource goals
Q4) What is the difference between a job description and a job specification What are KSAOs
To view all questions and flashcards with answers, click on the resource link above. Page 6
Chapter 5: Job Performance
Available Study Resources on Quizplus for this Chatper
64 Verified Questions
64 Flashcards
Source URL: https://quizplus.com/quiz/28644
Sample Questions
Q1) Refer to Scenario 5-2.The managers at KM Contracting are not clear on the distinction between performance management and performance measurement.Which of the following best defines performance measurement
A)a means to reinforce an organization's core values in addition to identifying performance differences among employees
B)measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C)organizational processes used to improve employee performance in the workplace
D)organizational processes that evaluate employee job performance
Q2) Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours
A)attributes
B)behaviour
C)criteria
D)performance indicators
Q3) What is contextual performance
Briefly describe two categories of contextual performance.
Q4) Describe two methods for measuring job performance.
To view all questions and flashcards with answers, click on the resource link above. Page 7
Chapter 6: Recruitment: the First Step in the Selection Process
Available Study Resources on Quizplus for this Chatper
68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/28645
Sample Questions
Q1) Refer to Scenario 6-2.Which of the following approaches can BCH use to ensure that nurse applicants have a realistic understanding of the job they are to perform
A)realistic job previews
B)decision-making training
C)clarifying organizational values and goals
D)self-selecting out
Q2) Describe an organization you are familiar with.Describe the current and potential influence that the organization's external environment has on the human resource management planning, staffing and retention practices, and how the organization can respond to these challenges.Describe the organization's internal environment and its relationship to the organization's strategy and its human resource planning, recruitment, selection, and retention practices.
Q3) Refer to Scenario 6-3.How could the municipalities build a positive perception about government organizations in the minds of the young business job seekers
A)image advertising
B)a corporate image
C)branding
D)realistic job previews
To view all questions and flashcards with answers, click on the resource link above. Page 8
Chapter 7: Selection I: Applicant Screening
Available Study Resources on Quizplus for this Chatper
69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/28646
Sample Questions
Q1) How does human rights legislation affect the screening process
Q2) What are screening procedures designed to do
A)reduce the number of job applicants
B)eliminate candidates less likely to perform the job effectively
C)decide which applicant should be offered the job
D)identify KSAOs required for top job performance
Q3) Which of the following are criterion measures used to establish the validity of a WAB
A)size of the applicant pool for a specific job
B)absenteeism and turnover
C)previously established BIB categories
D)valid and reliable job evaluation processes
Q4) Which of the following is NOT a commonly used screening method
A)résumés
B)testing
C)application forms
D)reference checks
Q5) Screening seeks to find a sufficient number of qualified applicants.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 9
Chapter 8: Selection 2: Testing
Available Study Resources on Quizplus for this Chatper
87 Verified Questions
87 Flashcards
Source URL: https://quizplus.com/quiz/28647
Sample Questions
Q1) Selection programs seek to predict the degree to which job applicants possess the knowledge, skills, abilities, and other attributes related to the job.Define, describe, and give an example of two work samples and/or simulation tests and how they predict particular job-relevant knowledge, skills, abilities and other attributes.
Q2) Which of the following refers to the ability to appropriately regulate and express emotion
A)emotional intelligence
B)practical intelligence
C)organizational citizenship
D)personality
Q3) The common wisdom in the literature on employee selection-that cognitive ability testing is not biased against minority group members-is now being significantly challenged.
A)True
B)False
Q4) Which of the commonly used predictors used in selection are best Which should be considered for adoption as part of a selection system
Q5) It is important to evaluate the effectiveness of selection tests.Define all the ways in which one might compare integrity tests.
To view all questions and flashcards with answers, click on the resource link above. Page 10
Chapter 9: Selection 3: Interviewing
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/28648
Sample Questions
Q1) Refer to Scenario 9-1.OMC plans to incorporate all of the following to structure its employment interviews and ensure they are reliable and valid.Which one of the following will NOT ensure reliability and validity
A)deriving interview questions from a job analysis
B)using standardized interview questions
C)asking all applicants the same questions
D)asking interview questions that probe for opinions and self-evaluations
Q2) The situational interview is a highly structured interview in which hypothetical situations are described and applicants are asked what they would do.
A)True
B)False
Q3) According to Videotron, which of the following is NOT a benefit of speed interviewing
A)Potential biases of any one interviewer are cancelled out.
B)The performance of new employees can be ensured with standard questions.
C)A large number of candidates can be assessed in a cost-effective manner.
D)The candidate's job suitability is assessed accurately and robustly.
Q4) What is an unstructured interview
Q5) Several elements contribute to a structured interview.Describe five of these.
To view all questions and flashcards with answers, click on the resource link above. Page 11
Chapter 10: Decision Making
Available Study Resources on Quizplus for this Chatper
62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/28649
Sample Questions
Q1) Refer to Scenario 10-1.Why would TS Inc.management be concerned about false positive errors
A)lower turnover
B)lost productivity
C)reduced termination costs
D)loss of competencies
Q2) In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoff scores.
A)True
B)False
Q3) Refer to Scenario 10-1.Why would TS Inc.management be concerned about false positive errors
A)The high-performing applicants were not screened out.
B)These could result in litigation and loss of employees' competitive skills.
C)The low-performing applicants were hired.
D)Individuals who had the qualifications were mistakenly eliminated.
Q4) What are some of the advantages of group decision making in selection
Q5) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
To view all questions and flashcards with answers, click on the resource link above. Page 12