Personnel Management Exam
Questions
Course Introduction
Personnel Management explores the principles and practices involved in effectively managing an organizations human resources. The course covers topics such as recruitment, selection, training and development, performance appraisal, compensation, employee relations, and legal and ethical aspects of human resource management. Emphasis is placed on developing strategies for attracting, motivating, and retaining top talent, as well as understanding the role of personnel management in achieving organizational objectives and fostering a positive workplace environment.
Recommended Textbook
Strategic Staffing Global 3rd Edition by
Jean M. Phillips
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Chapter 1: Strategic Staffing
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Q1) Strategic staffing means ________.
A)filling a job as quickly and cheaply as possible in order to add manpower to an organization
B)staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness
C)investing large amounts of money on staffing activities
D)recruiting from as many places as possible to generate the largest possible number of applicants
Answer: B
Q2) Putting together an attractive job offer and negotiating with the candidate the company wants to hire is part of ________.
A)onboarding
B)attracting
C)recruiting
D)acquiring
Answer: D
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Chapter 2: Business and Staffing Strategies
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Q1) When business slows down,flexible workers are dismissed before core workers.
A)True
B)False
Answer: True
Q2) Acquiring,developing,and retaining the right talent helps businesses create the organizational capability and intellectual capital driving their strategy execution.
A)True
B)False
Answer: True
Q3) Hiring people who are learning-oriented,and who have good networking skills would support a ________ competitive advantage.
A)product leadership
B)operational excellence
C)customer intimacy
D)training and development
Answer: C
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Chapter 3: The Legal Context
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Q1) Which of the following is true of a "closed shop"?
A)Employers encourage unions to form.
B)Employees need not remain union members after they are hired.
C)Only union workers are employed.
D)Employees must give up union membership once employed.
Answer: C
Q2) The Age Discrimination in Employment Act of 1967 protects people ________.
A)30 years of age or older
B)40 years of age or older
C)50 years of age or older
D)60 years of age or older
Answer: B
Q3) Comparing the percentage of men,women,or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of a ________.
A)bona fide occupational qualification
B)concentration statistic
C)flow statistic
D)stock statistic
Answer: D
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) Which of the following types of workers would most value the reward of having different tasks to do every day?
A)workers who desire career advancement
B)workers who value being rewarded for individual contribution
C)workers who value making individual contributions
D)workers who are seeking skill development
Q2) The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.
A)True
B)False
Q3) A job family description provides a quick overview of the job family that contains similar jobs.
A)True
B)False
Q4) In a deductive job analysis,the job duties and sometimes even the work tasks have already been determined.
A)True
B)False
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Chapter 5: Forecasting and Planning
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Q1) ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession.ROM manufactures data cards,memory chips,and LCD monitors.The company is analyzing market trends in order to reassess its hiring strategy for the coming year.Which of the following,if true,would best support the argument for restarting hiring?
A)The previous recessionary had only lasted a year.
B)Though there was a decline in profits compared to the previous year,the company recently reported the best numbers in its industry.
C)Computer manufacturers have aggressively started hiring more staff.
D)One of ROM's fiercest rivals has started laying off its employees.
Q2) Which of the following is a way in which many organizations try to reduce their need for skills that will be in short supply for a number of years?
A)exiting certain lines of business
B)redesigning jobs
C)focusing on other areas where there is adequate labor supply
D)focus on unskilled labor
Q3) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
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Chapter 6: Sourcing: Identifying Recruits
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Q1) Which of the following external recruiting sources is fast,cheap,and useful for finding active job seekers?
A)career sites
B)walk-ins
C)schools
D)creative sourcing
Q2) The use of social media for recruiting and sourcing will continue to increase due to:
A)Its targeted search capability
B)The recruitment of the older workforce
C)Its general search capacity
D)Its use of networking.
Q3) A new college graduate looking for his or her first job is a(n)________.
A)active job seeker
B)passive job seeker
C)semi-passive job seeker
D)non-active job seeker
Q4) Explain the role of geographic targeting in the sourcing process.
Q5) What is employee profiling? How can it be used to create a sourcing plan?
Q6) What is meant by employee profiling in sourcing?
8
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Chapter 7: Recruiting
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Q1) Distributive fairness is the perceived fairness of the hiring or promotion outcome.
A)True
B)False
Q2) Recruiter behaviors generally do not influence applicant perceptions of organizational attributes.
A)True
B)False
Q3) Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?
A)turnover data of the company
B)new recruit efficiency
C)new hire satisfaction
D)new hire failure rate
Q4) Presenting both positive and potentially negative aspects of a job to recruits is a
A)realistic job preview
B)job description
C)job enhancement preview
D)person specification
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Chapter 8: Measurement
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Q1) If the items on an assessment method do not seem to be job-related,then,which of the following is true?
A)The assessment method's criterion-related validity is low.
B)The assessment method's construct validity is low.
C)The assessment method's face validity is low.
D)The assessment method's content validity is low.
Q2) Which of the following is true about multiple regressions?
A)It allows the use of one predictor when predicting an outcome.
B)It works only on variables that are at the interval or ratio level.
C)The higher the correlation between variables the greater the regression.
D)Regression is done in the form of an equation.
Q3) The correlation coefficient between a selection test and job performance is 0.This means the selection test ________.
A)perfectly predicts job performance
B)and job performance are unrelated
C)has adverse impact on job performance
D)is positively related to job performance
Q4) The median describes the arithmetic average of the scores in a distribution.
A)True
B)False
Page 10
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Chapter 9: Assessing External Candidates
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Q1) When a company hired Marcus who turned out to be a poor performer,which assessment outcome occurred?
A)true positive
B)true negative
C)false positive
D)false negative
Q2) Which of the following is true about integrity tests?
A)Integrity tests often result in adverse impact.
B)Integrity tests are,by definition,measures of cognitive ability.
C)Integrity tests have the ability to overcome the problem of faking.
D)Integrity tests usually take the form of oral interviews.
Q3) If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate,which staffing goal is not being met?
A)generating positive stakeholder reactions
B)supporting talent philosophy and HR strategy
C)establishing the firm's employer image
D)complying with the law
Q4) What are the different types of fit and when would each be most important to assess?
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Chapter 10: Assessing Internal Candidates
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Q1) Peer ratings tend to do a poor job predicting promotion criteria.
A)True
B)False
Q2) Which of the following improves the ease of use of skills inventories?
A)O*Net
B)career management
C)databases
D)nine box matrix
Q3) What is a multisource assessment system and what are the sources typically used? What are the strengths and limitations of each rating source?
Q4) How can internal assessment enhance a firm's strategic capabilities?
Q5) Succession management cannot be used to enhance organizational diversity.
A)True
B)False
Q6) When employees are turned down for the promotions or lateral moves for which they were considered,it rarely affects productivity.
A)True
B)False
Q7) Why should succession management be integrated with career development?
Page 12
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Chapter 11: Choosing and Hiring Candidates
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Q1) Backing out of an employment contract after the job offer is accepted is called
A)rejection
B)prima facie evidence
C)reneging
D)renegotiating
Q2) Rejecting a candidate severely at the end of a long hiring process results in
A)reneging
B)negative spillover effects
C)competitive disadvantage
D)restrictive covenants
Q3) Which of the following is true once a formal written job offer has been presented?
A)No personal contact is made with the finalist.
B)Negotiations are permitted at this stage.
C)Finalist cannot reject the offer presented.
D)Ideal strategy to entice undecided finalists into accepting.
Q4) What is reneging and what should an organization do when it has to renege on a job offer?
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Chapter 12: Managing Workforce Flow
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Q1) Companies generally try to minimize turnover that is ________.
A)unavoidable,voluntary,and functional
B)voluntary and functional
C)voluntary,dysfunctional,and avoidable
D)dysfunctional and involuntary
Q2) Which of the following are generally well received by employees?
A)reneging
B)buyout incentives
C)downsizing
D)layoffs
Q3) Firms that do not have proper documentation to terminate an employee but want to end the employment relationship,and at the same time reduce the possibility of a lawsuit,offer the employee a(n)________.
A)non-compete agreement
B)non-disclosure agreement
C)employment at will statement
D)release
Q4) When a poor performer leaves,functional turnover has occurred.
A)True
B)False
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Q1) Lagging indicators help a company improve its staffing efforts midstream.
A)True
B)False
Q2) In terms of evaluating staffing systems,lower applicant quality is a ________.
A)leading indicator
B)lagging indicator
C)staffing metric
D)staffing scorecard criterion
Q3) Describe a balanced staffing scorecard and how it is used.
Q4) How well staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance are elements of ________.
A)strategic planning
B)staffing efficiency
C)staffing effectiveness
D)staffing information systems
Q5) The balanced scorecard approach bases its assessment of employee performance completely on financial gain to the company.
A)True
B)False
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