Staffing Organizations
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Course Introduction
This course explores the principles and practices involved in effectively staffing organizations, covering key processes such as job analysis, recruitment, selection, and placement. Students will examine strategies for attracting, evaluating, and retaining talented employees, with an emphasis on legal and ethical considerations, workforce planning, diversity, and the alignment of staffing practices with organizational objectives. Through case studies and practical exercises, learners develop critical skills for designing and implementing staffing systems that support both operational effectiveness and strategic goals.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by
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10 Chapters
722 Verified Questions
722 Flashcards
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Page 2
Victor M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) What is the definition of selection?
A) generating an applicant pool
B) finding and screening job applicants
C) choosing job candidates
D) matching an applicant's competencies with a job position
Answer: C
Q2) What are two basic principles to ensure that human resource systems function properly?
Answer: Principle 1: Human resources management must carefully coordinate its activities with the other organizational units and people if the larger system is to function properly.
Principle 2: Human resource managers must think in systems terms and have the welfare of the entire organization in mind.
Q3) Refer to Figure 1.1. What two external factors affect the HR system?
A) legal and socioeconomic environments
B) vision/values and mission
C) strategic objectives and organizational requirements
D) personnel competence/commitment and effectiveness
Answer: A
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Page 3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) What is the concept that is defined as the decrease in magnitude of the validity coefficient associated with measurement error of the predictor, the criterion, or both?
A) sampling error
B) regression
C) attenuation
D) differential prediction
Answer: C
Q2) Achieving fairness often requires compromise between conflicting interests.
A)True
B)False
Answer: True
Q3) An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions. What method of estimating reliability was used?
A) test and retest
B) alternate forms
C) internal consistency
D) inter-rater reliability
Answer: A
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) During the interview process, inquiries about the applicant's religion may be justified if they seek to establish the existence of a bona fide occupational requirement (i.e., if the job involves communicating religious values).
A)True
B)False
Answer: True
Q2) Collective agreements have little or no effect on personnel selection processes. A)True
B)False
Answer: False
Q3) Refer to Scenario 3.3. What are the four legal sources that affect KM Contracting's employment practices in recruitment and selection?
A) constitutional law, human rights law, employment equity, labour law
B) constitutional law, criminal law, civil law, labour law
C) criminal law, labour law, employment equity, federal law
D) human rights law, employment equity, labour law, civil law
Answer: A
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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) Which of the following defines the concept comprises work-oriented surveys that break down jobs into their component tasks?
A) task specifications
B) task inventories
C) task variety
D) task statements
Q2) A best practice in competency modelling for analyzing competency information might include considering previous job requirements.
A)True
B)False
Q3) What is a core competency of a technical support job position?
A) oral and written communications
B) knowledge of customer service
C) information gathering
D) applying principles and procedures
Q4) The first step in job analysis is to interview job incumbents.
A)True
B)False
Q5) Describe one job analysis method.
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Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between performance management and performance measurement. Which of the following best defines performance measurement?
A) a means to reinforce an organization's core values in addition to identifying performance differences among employees
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 performance in the workplace
D) organizational processes that evaluate employee job performance
Q2) Define job performance and criteria. Why is it important to understand job performance and criteria as part of the recruitment and selection process?
Q3) Which of the following is NOT a subjective performance appraisal rating system?
A) forced distribution
B) relative percentile method
C) graphic rating scale
D) paired comparisons
Q4) Define performance management.
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) What is recruitment? What information does an organization need to make a decision to recruit?
Q2) 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.
Q3) Refer to Scenario 6-2. Upon what should BCH's nursing recruitment decisions be based?
A) an assessment of the labour market
B) new health legislation
C) organizational and job analyses
D) review of mission statement
Q4) One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.
A)True
B)False
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8
Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) Which of the following designated target groups is NOT protected by the federal government's Employment Equity Act?
A) Aboriginal people
B) visible minorities
C) people with disabilities
D) transgendered individuals
Q2) What concept refers to the proportion of applicants for one or more positions who are hired?
A) selection ratio
B) screening
C) efficiency
D) applicant pool
Q3) According to the textbook, which section/heading is NOT used to write an effective business résumé?
A) Career Related Skills
B) Job Goals and Objectives
C) Extracurricular Activities
D) Work Experience
Q4) What is cyber-profiling? How can it be used as a screening tool in the selection process?
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Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
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Sample Questions
Q1) According to researchers Sackett, Borneman, and Connelly, which of the following was NOT one of their conclusions?
A) Coaching is a major determinant of test performance.
B) Test-taking motivation is not a major determinant of test performance in most high-stakes settings.
C) The validity of these tests is not an artifact of socioeconomic status.
D) Ability tests are valid for their intended uses in predicting a wide variety of aspects of short-term and long-term academic and job performance.
Q2) Employers have an obligation to accommodate workers with medical or physical conditions on an individual basis.
A)True
B)False
Q3) It is important to evaluate the effectiveness of selection tests. Define all the ways in which one might compare integrity tests.
Q4) Which of the commonly used predictors used in selection are best? Which should be considered for adoption as part of a selection system?
Q5) What is psychological testing and how are psychological tests used?
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Page 10
Chapter 9: Selection III
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Refer to Scenario 9-1. OMC feels that "What are your strengths?" and "What are your weaknesses?" have always been good interview questions in the past. Which of the following is NOT a problem when asking these commonly used questions?
A) They invite applicants to evaluate themselves, creating overly positive inaccurate impressions.
B) Applicants can prepare standard answers.
C) Answers reveal little information about the applicant's job-related knowledge, skills, abilities and other attributes.
D) They are easy and quick to use.
Q2) An organization would like to use a structured interview in which the applicant is asked to describe what he or she did in given situations in the past. What type of interview will the organization use?
A) a behaviour description interview
B) a situational interview
C) a comprehensive structured interview
D) a behavioural sample interview
Q3) What are some of the future issues that will continue to be researched in the area of employment interviewing in Canada?
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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. TS Inc. would like to use a decision-making model in which applicants' scores on each predictor (i.e., tests, interviews, reference checks) are weighted and summed to yield a total score (i.e., predicted job performance). What is this model called?
A) multiple regression
B) multiple cut-offs model
C) multiple hurdle
D) profile matching
Q2) In which approach are data are combined statistically?
A) the statistical composite
B) the trait rating approach
C) the profile interpretation
D) the pure statistical approach
Q3) In which approach to collecting and combining applicant information are a number of judgmental ratings made based on the various sources of information?
A) the trait rating approach
B) the profile interpretation
C) the pure statistical approach
D) the judgmental composite
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Page 12