Human Resource Management Exam Review
Course Introduction
Human Resource Management explores the strategies, policies, and practices organizations use to effectively recruit, develop, manage, and retain their workforce. The course examines key functions such as job analysis, recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and workplace safety. Emphasizing both legal and ethical considerations, students learn how HR practices influence organizational culture, employee motivation, and overall organizational effectiveness in a dynamic business environment.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor M. Catano
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10 Chapters
711 Verified Questions
711 Flashcards
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Chapter 1: An Introduction to Recruitment and Selection
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/28640
Sample Questions
Q1) Recruitment and selection, training and development, succession planning and compensation are all functions within what process
A)performance management
B)succession planning
C)talent management
D)career management
Answer: C
Q2) Ethical codes place constraints on what members may and may not do when practising human resources management, including recruitment and selection.
A)True
B)False
Answer: True
Q3) Which of the following elements are part of the socioeconomic external environment that affects recruitment and selection
A)national and international organization policies
B)human resources information systems and management
C)globalization and demographics
D)cost containment and marketplace
Answer: C
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Page 3
Chapter 2: Foundations of Recruitment and Selection I:
Reliability and Validity
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) What is the final step in the selection process
A)developing performance indicators for the individuals who were hired with the process
B)gathering feedback from the individuals who were hired with the process
C)demonstrating that hiring decisions based on the selection system have utility
D)demonstrating that hiring decisions based on the selection system are reliable
Answer: C
Q2) When candidates are asked different questions from one interview to the other, validity is reduced.
A)True
B)False
Answer: False
Q3) The reliability coefficient is the degree that true scores correlate with one another.
A)True
B)False
Answer: False
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Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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73 Verified Questions
73 Flashcards
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Sample Questions
Q1) Refer to Scenario 3.5.What legally protected ground seems to be violated in this situation
A)age
B)family status
C)religion
D)marital status
Answer: C
Q2) Which of the following is an example of effective practices for nondiscriminatory recruiting
A)posting job advertisements in-house only
B)relying solely on seniority when promoting employees
C)relying on word-of-mouth advertising
D)using outreach recruiting
Answer: D
Q3) Which interview question is legally valid
A)How long have you lived in Canada
B)What is your current address
C)What is your maiden name
D)Do you have child care arrangements
Answer: B
Page 5
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) Refer to Scenario 4-1.Why would it be important for Scribe Engineering to conduct a job analysis
A)It is the first line of defence when selection procedures are legally challenged.
B)It emphasizes selection skills and responsibilities, and de-emphasizes effort and working conditions.
C)It provides subjective and objective evidence of the skills and abilities required for effective job performance.
D)It establishes the worth of a job and defines it in measurable terms.
Q2) The Ontario Human Rights Commission has stated that "Organizations that have not defined the essential duties of a position, provided required accommodation and individually assessed ability to perform the essential duties will have difficulty defending themselves if a human rights complaint is filed." To which legal principle does this refer
A)equal opportunity
B)employment equity for designated groups
C)discrimination on prohibited grounds
D)bona fide occupational requirements
Q3) Describe one job analysis method.
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Chapter 5: Job Performance
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Define criterion relevance, criterion contamination, and criterion deficiency.
Q2) Define performance management.
Q3) Which of the following best defines job criteria
A)organizational processes used to improve employee and organizational performance in the workplace
B)measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C)organizational processes that evaluate employee job performance
D)a means to reinforce an organization's core values in addition to identifying performance differences among employees
Q4) Refer to Scenario 5-1.Which of the following is NOT considered a counterproductive work behaviour
A)lying
B)theft
C)sabotage
D)exclusion
Q5) Define job performance and criteria.Why is it important to understand job performance and criteria as part of the recruitment and selection process
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Chapter 6: Recruitment: the First Step in the Selection Process
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) What concept refers to the generation of an applicant pool for a position in order to provide the required number of qualified candidates for selection or promotion
A)recruitment
B)human resource planning
C)selection
D)hiring
Q2) Which of the following would NOT be considered an effective recruiting guideline
A)Give serious consideration to the content of information presented to candidates, rather than the context in which it is presented.
B)Present important information about the job and the organization to candidates by several different, reliable, and credible sources.
C)Recognize that the behaviour of recruiters and other representatives gives an impression of the organization's climate, efficiency, and attitude toward employees.
D)Ensure that all recruiting information and materials given to job applicants present accurate and consistent information, whether positive or negative.
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8
Chapter 7: Selection I: Applicant Screening
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) Reference checks require a job applicant's consent for an employer to gather information about the candidate from any referees.
A)True
B)False
Q2) In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following
A)two pages only
B)no GPA
C)a career or job objective
D)specific examples of accomplishments
Q3) List and briefly describe three screening methods that are frequently used.
Q4) Which method is used to determine whether an applicant meets the minimum requirements for the job
A)employment testing
B)employment interview
C)application form
D)job advertisement
Q5) Job applicants have to be screened with great care.Explain.
Q6) How does human rights legislation affect the screening process
Page 9
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Chapter 8: Selection 2: Testing
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Which test has good predictive validity for measuring motor coordination in many industrial jobs
A)a general aptitude test
B)a physical ability test
C)a psychomotor ability test
D)a general ability test
Q2) If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this
A)a general cognitive ability test
B)a practical intelligence test
C)a multiple aptitude test
D)a tacit knowledge test
Q3) What do aptitude or ability tests measure
Explain the difference between an ability, skill, and aptitude, providing an example of each.Describe one test and its relationship to employment testing for selection decisions.
Q4) What is psychological testing, and how are psychological tests used
Q5) What is personality and what are two ways that personality can be measured
Q6) What is the goal of employment testing
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Chapter 9: Selection 3: Interviewing
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Which sentence does NOT describe frame-of-reference training
A)It helps interviewers understand the performance dimensions they are assessing.
B)It contributes significantly to inter-rater reliability and rating accuracy.
C)It defines and describes behavioural examples for different performance levels for each dimension.
D)It allows interviewers to model the acceptable behaviours to the candidates they are interviewing.
Q2) What is one negative outcome of pre-interview chit-chat
A)It is usually a waste of time and deemed unimportant in the screening process.
B)The conversation might lead the candidate to believe that the interviewer is interested in his or her social life.
C)The candidate might not think that the interview has started and be too relaxed.
D)Questions may uncover information on prohibited grounds.
Q3) 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
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) Refer to Scenario 10-1.Which term defines TS Inc.'s president's decision-making style, in which he bases his selection decisions on whether he likes the applicant and how he feels about the applicant
A)implicit theory decision making
B)intuitive decision making
C)rational decision making
D)logical decision making
Q2) Which concept refers to the proportion of applicants who are hired for one or more positions
A)yield ratio
B)applicant ratio
C)selection ratio
D)employment ratio
Q3) What are some of the constraints facing managers during the selection process
Q4) According to the textbook, which of the following is NOT a predictor score for a sales applicant
A)cognitive ability test
B)introversion scale
C)structured interview
D)reference check
Page 12
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