Human Resource Management
Textbook Exam Questions
Course Introduction
Human Resource Management explores the strategies, policies, and practices that organizations employ to effectively recruit, develop, motivate, and retain their workforce. The course covers essential topics such as job analysis, employee selection, training and development, performance appraisal, compensation and benefits, labor relations, and legal aspects of employment. Students will examine the role of HR professionals in fostering ethical workplaces, promoting diversity, and aligning human resource strategies with organizational goals. Through case studies and practical exercises, learners gain insights into both operational and strategic HR functions within contemporary business environments.
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Recruitment and Selection in Canada 6th Edition by
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10 Chapters
720 Verified Questions
720 Flashcards
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Page 2
Victor M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
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Sample Questions
Q1) Most collective agreements require the employer to do which of the following?
A) hire only union members
B) use seniority as the only requirement for candidate consideration
C) ensure diversity in the workplace
D) use selection procedures defined in the collective agreement
Answer: D
Q2) The chapter opening article, "Batfleck: What You Should Know About Making Bad Hires," explains why a selection error was made. What was the reason for the selection error?
A) The employer didn't consider the intangible factors that lead to job success.
B) The employer wanted to avoid the cost of hiring the wrong person.
C) The employer gave too much consideration to only one job requirement.
D) The employer chose a candidate that was somewhat qualified on all requirements.
Answer: C
Q3) Recruitment and selection decisions must be coordinated with all parts of the organization, although final decisions must remain with HRM.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Foundations of Recruitment and Selection I
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Sample Questions
Q1) Issues of fairness need to be determined statistically.
A)True
B)False
Answer: False
Q2) Which of the following is NOT a selection criterion for the Toronto Police Service?
A) The applicant must meet the vision standard for the Toronto Police Service.
B) The applicant must have successfully completed four years of secondary school education.
C) The applicant must be a Canadian citizen or landed immigrant.
D) The applicant must not have a criminal record for which a pardon has not been granted.
Answer: B
Q3) When candidates are asked different questions from one interview to the other, validity is reduced.
A)True
B)False
Answer: False
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Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) Refer to Scenario 3.4. There are many actions the HR manager can take. What would be an important initial step to deal with this situation?
A) Adopt employment equity policies and practices.
B) Ensure valid and reliable job-related criteria are used to assess applicants.
C) Educate management on harassment prevention policies and practices.
D) Initiate problem solving through a formal internal complaint process.
Answer: B
Q2) Accommodation is always applied to a group as opposed to individuals.
A)True
B)False
Answer: False
Q3) Which of the following is NOT covered by the Canadian Human Rights Act?
A) crown corporations
B) banks
C) Canada Post
D) BC labour laws
Answer: D
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) What job analysis technique is worker-oriented?
A) Position Analysis Questionnaire
B) Critical Incident Technique
C) Functional Job Analysis
D) Task Inventory
Q2) Which term refers to a written statement about what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures?
A) a job
B) a job description
C) a job specification
D) a job analysis
Q3) Which of the following is NOT a dimension in the Position Analysis Questionnaire?
A) work outcomes
B) mental processes
C) job context
D) information input
Q4) What is a job analysis? What data is included in a job analysis? What are three key considerations in job analysis?
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6
Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Define criterion relevance, criterion contamination and criterion deficiency.
Q2) Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between performance management and performance appraisals. Which of the following best defines performance management?
A) a means to transform companies into results-oriented organizations
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 and organizational performance in the workplace
D) organizational processes that evaluate employee job performance
Q3) Refer to Scenario 5-3. What performance appraisal method are the hospitals using?
A) graphic rating scale
B) results method
C) behavioural anchored rating scale
D) ranking system
Q4) Performance is NOT the consequence or result of action; it is the action itself.
A)True
B)False
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7
Chapter 6: Recruitment
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Sample Questions
Q1) According to the textbook, which of the following internal factors do NOT affect recruitment?
A) top management objectives
B) mission statement
C) strategic goals
D) organizational values
Q2) Which of the following terms refers to contracting with an outside agent to take over specified human resource functions?
A) contract work
B) contingent work
C) outsourcing
D) leasing
Q3) One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.
A)True
B)False
Q4) Choose an organization you are familiar with. Describe three constraints affecting the organization's recruitment and selection process.
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Page 8
Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) If you had 500 applicants for 10 positions, what is the selection ratio?
A) 50 percent
B) 5 percent
C) 2 percent
D) 1 percent
Q2) What is screening? What does screening involve? How is screening different from selection and recruitment?
Q3) Why would OMC be concerned about false negative errors?
A) OMC would not be concerned because the high-performing applicants were not screened out.
B) OMC would be concerned about potential litigation and loss of employees' competitive skills.
C) OMC would not be concerned because the low-performing applicants were screened out.
D) OMC would be concerned about cost of training replacement candidates.
Q4) Screening begins before the Human Resources Department receives the application. A)True
B)False
Q5) What is employment equity? How does it affect the screening process?
Q6) What are false positives and false negatives? How do these occur?
Page 9
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Chapter 8: Selection II: Testing and Other Assessments
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Sample Questions
Q1) There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.
A)True
B)False
Q2) Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.
A)True
B)False
Q3) Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for telephone skills?
A) integrity test
B) a telephone-based interview
C) a personality test
D) an emotional intelligence test
Q4) Positive drug test results always lead to dismissal of the tested employee from the job.
A)True
B)False
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Chapter 9: Selection III: Interviewing
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Sample Questions
Q1) Which interviews are conducted by two or more interviewers separately or in sequence?
A) serial interviews
B) panel interviews
C) selection committees interviews
D) scheduled interviews
Q2) What is a screening employment interview best suited to assess?
A) ability to orally communicate
B) stress management
C) job knowledge
D) information on the résumé
Q3) Interviews have been used in the termination of employees during a downsizing or "rightsizing" process.
A)True
B)False
Q4) Refer to Scenario 9-1. For which of the following would OMC screen and test?
A) knowledge
B) skills
C) abilities
D) noncognitive attributes
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Chapter 10: Decision Making
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Sample Questions
Q1) What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness?
A) explicit
B) implicit
C) psychological
D) attribution
Q2) What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice?
A) false negative error
B) false positive error
C) leniency error
D) strictness error
Q3) Refer to Scenario 10-1. TS Inc. has often selected the first applicant who met the minimum qualifications. What is this constraint?
A) applicant knowledge, skills, abilities, and other attributes
B) satisficing
C) implicit hiring
D) judgmental procedure
Q4) Why do most employers resist using statistical decision-making approaches?
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