Management of Human Capital Practice Exam
Course Introduction
Management of Human Capital explores the strategies and practices organizations use to maximize the value of their workforce. The course covers topics such as workforce planning, talent acquisition, employee development, performance management, compensation, and retention strategies. Through lectures, case studies, and practical exercises, students gain insights into aligning human resource management with organizational goals, fostering a positive work environment, and utilizing data-driven approaches to make informed human capital decisions. Emphasis is placed on contemporary challenges, including diversity and inclusion, remote work, and technological advancements in HR.
Recommended Textbook
Staffing Organizations 8th Edition by Herbert Heneman III
14 Chapters
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Page 2
Chapter 1: Staffing Models and Strategy
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67 Flashcards
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Sample Questions
Q1) When jobs are highly fluid,it is probably advisable for organizations to focus more on
A) person-job match.
B) person-organization match.
C) recruiter-recruit match.
D) dynamic equilibrium.
Answer: B
Q2) The three stages of entering an organization (in order)are selection,recruitment,and employment.
A)True
B)False
Answer: False
Q3) Which of the following are portions of person-job match?
A) Jobs are characterized by their requirements
B) Jobs are characterized by their embedded rewards
C) Individuals are characterized by their level of qualification and motivation
D) All of these.
Answer: D
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Chapter 2: Legal Compliance
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Sample Questions
Q1) The most prevalent form of the employment relationship is _________.
A) independent contractor
B) employer-employee
C) temporary employee
D) employer-employer
Answer: B
Q2) The Age Discrimination In Employment Act (1967)prohibits discrimination against individuals who are ____ years or older.
A) 40
B) 50
C) 60
D) 65
Answer: A
Q3) The Civil Rights Act is a statutory source of law/regulations.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Planning
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Sample Questions
Q1) If an organization faces a surplus of workers,it is likely that they will have to either downsize or encourage voluntary retirement,because there aren't many alternatives to these actions.
A)True
B)False Answer: False
Q2) In plan-based HR planning,the organization's representatives set up a system that is integrally related to the organization's strategic planning process.
A)True
B)False Answer: True
Q3) Employment reconciliation analyzes gaps between ________.
A) AA requirements and the external labor force
B) future HR requirements and AA requirements
C) future HR requirements and HR availability
D) all of these
Answer: C
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Page 5
Chapter 4: Job Analysis and Rewards
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Sample Questions
Q1) Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.
A)True
B)False
Q2) Which of the following are elements of traditional job design?
A) formal organization charts
B) clear and precise job descriptions
C) well-defined mobility (promotion and transfer)paths
D) all of these
Q3) Task statements are written to emphasize the outcomes of a work process,as well as describing how the task is expected to be performed.
A)True
B)False
Q4) Job analysis is the process of studying jobs in order to gather,analyze,synthesize,and report information about job requirements.
A)True
B)False
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6
Chapter 5: External Recruitment
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Sample Questions
Q1) Evidence suggests that,overall,___________ are likely to attract employees who have a better understanding of the organization and its culture.
A) referrals and job trials
B) websites
C) newspaper advertising
D) employment agencies
Q2) Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.
A)True
B)False
Q3) Targeted recruiting is a poor choice for diversity-conscious firms.
A)True
B)False
Q4) With an open recruitment approach,organizations cast a wide net to identify potential applicants for specific job openings.
A)True
B)False
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Chapter 6: Internal Recruitment
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Sample Questions
Q1) An open system of internal recruitment can be expected to minimize _________.
A) competition among employees
B) scrutiny of job qualifications
C) overlooking talent
D) low morale among those not advanced
Q2) Closed internal recruitment systems are an ideal choice if there are issues about perceived fairness and the organization want to make sure it isn't missing out on hidden talent.
A)True
B)False
Q3) The Federal Glass Ceiling Commission study found that although men and women were nearly equally eager to move into management,women were much less optimistic about their chances of being promoted.
A)True
B)False
Q4) Which of the following is true regarding closed internal recruitment systems?
A) employees are made aware of all job openings.
B) they are very inefficient.
C) they are not costly to implement.
D) they are very time-consuming to implement.
Page 8
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Chapter 7: Measurement
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Sample Questions
Q1) A rank ordering of five job candidates in terms of overall qualification for the job is an example of an ordinal scale.
A)True
B)False
Q2) Reliability of measurement is defined as ___________.
A) frequency of measurement
B) magnitude of measurement
C) accuracy of measurement
D) consistency of measurement
Q3) Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us.
A)True
B)False
Q4) When numbers are assigned by category,this reflects an ordinal scale of measurement.
A)True
B)False
Q5) Criterion measures are not used in the calculation of content validity.
A)True
B)False
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Chapter 8: External Selection I
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Sample Questions
Q1) The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.
A)True
B)False
Q2) Level of education requirements have little adverse impact against minority applicants.
A)True
B)False
Q3) The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these,and the format is unstandardized.
A) certifications
B) biodata forms
C) letters of recommendation
D) MBAs
Q4) Biodata items are generally the same,regardless of the job being staffed.
A)True
B)False
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Page 10
Chapter 9: External Selection II
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Sample Questions
Q1) Which of the following is true regarding the Big Five personality factors?
A) They are reasonably valid in predicting job performance.
B) They represent emotional traits.
C) They represent cognitive abilities.
D) None of these.
Q2) Organizations may make medical inquiries or require medical exams prior to making a job offer.
A)True
B)False
Q3) Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?
A) It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity
B) It is unlawful to screen out individuals with disabilities for any reason
C) It is unlawful for employers to require employees to physical agility tests in a selection context
D) The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff
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11
Chapter 10: Internal Selection
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Sample Questions
Q1) An organization which is committed to shattering the "glass ceiling" should
A) decrease its use of selection plans
B) emphasize the use of traditional assessment methods
C) pay attention to the types of KSAOs needed for advancement
D) undertake programs to raise employees' awareness of general career issues
Q2) A job candidate responding to an "in-basket exercise" would most likely be asked to
A) make a simulated visit to a customer location
B) participate in an interview simulation
C) complete a written test to assess KSAOs
D) draft memos to respond to letters received
Q3) The concept which refers to the idea that individuals rise to their lowest level of incompetence is the ________.
A) Peter Principle
B) Promotability Principle
C) Career Concept Principle
D) 4/5 Principle
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Chapter 11: Decision Making
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Sample Questions
Q1) Utility analysis models do not take factors like EEO/AA concerns into account.
A)True
B)False
Q2) An applicant who is hired but does not perform successfully is a _______________.
A) true positive
B) false positive
C) true negative
D) false negative
Q3) When using ____________,finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.
A) ranking
B) random selection
C) clinical prediction
D) grouping
Q4) A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.
A)True
B)False
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Chapter 12: Final Match
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Sample Questions
Q1) Which of the following is true regarding long-term variable pay?
A) Stock options have been shown to strongly affect employee performance.
B) The use of stock options has been accelerating over time.
C) After options have been exercised,they don't seem to impact motivation anymore.
D) None of these
Q2) Upon acceptance,a formal job offer in which consideration is provided to employees becomes a contract.
A)True
B)False
Q3) The lowball strategy will be especially effective for desperate or unknowledgeable employees.
A)True
B)False
Q4) What is the relationship between orientation and socialization activities?
A) orientation covers job content,socialization covers social content.
B) orientation is usually a small group activity,socialization is one on one.
C) orientation is typically an immediate activity for new hires,which overlaps with more long-term socialization.
D) orientation is formal,socialization is informal.
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Chapter 13: Staffing System Management
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Sample Questions
Q1) Staffing metrics are increasingly used because ______.
A) they demonstrate substantial returns in their own right
B) they are readily communicated across the organization
C) they are mandated by the Full Data Reporting in Employment Act
D) they are seen as a method to move staffing into the accounting function
Q2) A study of HR departments in large organizations found that the focus on recruitment and selection activities had decreased significantly over the past several years.
A)True
B)False
Q3) Perceived justice is related to concrete outcomes like employee desire to pursue a job,increased intentions to accept a job,and decreased intention to turnover.
A)True
B)False
Q4) Once a staffing process has been mapped out,the next step is to check for deviations from the system.
A)True
B)False
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Page 15
Chapter 14: Retention Management
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Sample Questions
Q1) Which of the following factors leading to turnover cannot usually be addressed by the organization?
A) Poor social environment at work
B) Low levels of job satisfaction
C) Employee shocks
D) All of these can be addressed by organizational policy
Q2) Postexit surveys should ask be mailed quite some time after the employee's last day of work so the individual has sufficient time to reflect on his or her experiences.
A)True
B)False
Q3) Downsizing costs are concentrated in separation costs for permanent reductions in force.
A)True
B)False
Q4) Providing employees increased autonomy and a requiring them to learn a variety of skills increases stress significantly,which leads to greater turnover rates.
A)True
B)False
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Page 16