Personnel Management Review Questions
Course Introduction
Personnel Management is a foundational course that explores the principles and practices involved in effectively managing human resources within an organization. The course covers essential topics such as recruitment and selection, training and development, performance evaluation, compensation and benefits, employee relations, and legal aspects of employment. Emphasizing both strategic and operational perspectives, students will learn how to foster a productive work environment, address workplace challenges, and support organizational goals through effective people management. The course combines theoretical frameworks with practical applications, preparing students to understand and execute key HR functions in diverse organizational settings.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by
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Page 2
Victor M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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Sample Questions
Q1) All provincial HR associations have endorsed the CCHRA's national standards for granting the Canadian Human Resource Practitioner designation.
A)True
B)False
Answer: False
Q2) Two external factors that affect the HR system are economic and legal context.
A)True
B)False
Answer: True
Q3) In the Human Resources System model outlined in the textbook, within which environment does human rights belong?
A) social
B) economic
C) political
D) legislative
Answer: D
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Page 3
Chapter 2: Foundations of Recruitment and Selection I
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Sample Questions
Q1) The goal of selection is to identify job candidates who have those attributes required for success on the job.
A)True
B)False
Answer: True
Q2) What is the first step in an organization's selection process?
A) reviewing the candidate pool for the job position
B) identifying knowledge, skills, abilities, and other attributes constructs for the job position
C) acquiring job analysis information for the job position
D) developing performance indicators and job dimension for the job position
Answer: C
Q3) From the Meiorin case, what new selection issue was identified for human resources managers?
A) the need to understand test validity
B) the need to understand test measurement
C) the need to understand test reliability
D) the need to understand test coefficients
Answer: A
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) Which of the following statements best defines discrimination?
A) the duty of an employer to put in place modifications to discriminatory employment practices
B) any employment rule, practice, or policy that has a negative effect on employees
C) the denial of opportunity to a person or class of people based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability
D) any unwelcome conduct or consequences that may detrimentally affect the work environment
Answer: C
Q2) Which of the following laws do NOT regulate recruitment and selection within an organization?
A) Canadian Charter of Rights and Freedoms
B) human rights legislation
C) constitutional law
D) criminal law
Answer: D
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Page 5
Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) Core competencies are the characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess.
A)True
B)False
Q2) What is NOT a problem associated with job descriptions?
A) Duties may be prioritized and weighted.
B) Job descriptions may be vague or poorly written.
C) Specifications may include illegal requirements.
D) Job descriptions may not be updated regularly.
Q3) Refer to Scenario 4-1. How might you approach the managers at Scribe Engineering who are not receptive to a job analysis process?
A) Focus on involving senior managers in the initial gathering of existing job information.
B) Involve managers and employees prior to the beginning of the job analysis process.
C) Ensure that the completion of questionnaires is mandatory.
D) Include all the hesitant managers in job analysis focus groups.
Q4) Describe one job analysis method.
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6
Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Which of the following is NOT a common type of counterproductive work behaviour?
A) bullying
B) workaholism
C) presenteeism
D) tardiness
Q2) According to the textbook, which of the following would NOT be a job-specific task proficiency to evaluate a security dispatcher?
A) maintains security of technological equipment
B) properly secures lost and found articles
C) activates appropriate emergency response teams as needed
D) ensures confidentiality and security of information
Q3) Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.
A)True
B)False
Q4) Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.
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Chapter 6: Recruitment
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Sample Questions
Q1) Which of the following defines the concept that refers to contracting with an outside agent to take over specified human resource functions?
A) contract work
B) contingent work
C) outsourcing
D) leasing
Q2) Realistic job previews are intended to improve the fit between the job candidate and the organization.
A)True
B)False
Q3) 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.
Q4) What is person job-organization fit? Why is it an important consideration in recruitment?
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Chapter 7: Selection I
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Sample Questions
Q1) Dokko and her co-researchers showed in their research that when knowledge and skill advantage were factored out, work experience was associated with improved performance.
A)True
B)False
Q2) The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description.
A)True
B)False
Q3) Employers can use orientation and mentoring programs to inculcate the normative expectations and culture for new employees who may have previous work experience.
A)True
B)False
Q4) Which concept refers to the qualifications necessary for minimally acceptable job performance?
A) minimum qualifications
B) minimum screening criteria
C) minimum selection qualifications
D) minimum criteria
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Chapter 8: Selection II
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Sample Questions
Q1) Refer to Scenario 8-1. As the HRM, what are the three types of legislation that require clear policies in dealing with substance abuse and selection?
A) health and safety, human rights, and privacy legislation
B) human rights, employment equity, and labour legislation
C) constitutional, criminal, and civil legislation
D) privacy, labour, and employment standards legislation
Q2) SeaWave is a company that builds and repairs ocean and lake marinas and docks in Eastern Canada. The company hires deep-sea divers. What type of testing should SeaWave use to screen its applicants?
A) personality and honesty tests
B) psychomotor assessment
C) physical ability assessment
D) physical fitness test and medical examination
Q3) 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
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Page 10
Chapter 9: Selection III
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Sample Questions
Q1) What is the employment interview best suited to assess?
A) ability to orally communicate
B) stress management
C) job knowledge
D) information not on the résumé
Q2) 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.
Q3) As job requirements change in response to the ever-changing workplace, organizations are beginning to shift the focus of selection from specific job skills to organizational fit, transferable skills, and personality attributes.
A)True
B)False
Q4) Describe three purposes of the employment interview.
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11
Chapter 10: Decision Making
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Sample Questions
Q1) What are two common types of errors made in selection decision making?
Q2) Refer to Scenario 10-1. In the past, TS Inc. used subjective sources such as unstructured interviews to collect applicant information. What is this approach called?
A) profile interpretations
B) pure judgment
C) profile judgmental
D) judgmental composite
Q3) In most general undergraduate university degrees, what is the cut-off that has been established by convention in the last decade?
A) 80 percent
B) 70 percent
C) 60 percent
D) 50 percent
Q4) In which approach are judgmental data combined statistically?
A) the trait rating approach
B) the profile interpretation
C) the judgmental composite
D) the pure judgment approach
Q5) What are some of the constraints facing managers during the selection process?
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