Strategic Human Resource Planning
Exam Answer Key
Course Introduction
Strategic Human Resource Planning explores the principles and practices essential for aligning human resource management with an organizations long-term objectives. The course examines methods for forecasting workforce needs, analyzing labor market trends, conducting job analyses, and developing talent management strategies to ensure the right people are in the right roles at the right time. Students will learn how to assess organizational capabilities, anticipate future skill demands, and integrate HR planning with business strategy, all while considering legal, ethical, and global perspectives. Through case studies and practical exercises, learners will gain the analytical and strategic thinking skills necessary to make informed HR decisions that drive organizational success.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
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Chapter 1: An Introduction to Recruitment and Selection
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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) Two internal factors affecting an HR system are legislative requirements and the socioeconomic environment.
A)True
B)False
Answer: False
Q3) In the Human Resources System model outlined in the textbook, which of the following aspects does NOT relate to work environment?
A) complaint resolution
B) leadership
C) health and safety
D) vision and mission
Answer: D
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Chapter 2: Foundations of Recruitment and Selection I
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Sample Questions
Q1) 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
Q2) If an employer does not have a reliable and valid selection process, it can still make a correct guess about an applicant that will have positive benefits for the organization.
A)True
B)False
Answer: True
Q3) Which of the following is NOT a technical quality of a testing procedure?
A) standardized test administration
B) test reliability
C) validity evidence
D) careful test development
Answer: C
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Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) Refer to Scenario 3.5. What legally protected ground seems to be violated in this situation?
A) age
B) family status
C) religion
D) marital status
Answer: C
Q2) 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
Q3) Refer to Scenario 3.2. What human rights legal concept has emerged in this situation?
A) accommodation
B) adverse effect discrimination
C) employment equity
D) sufficient risk
Answer: B
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) Extroversion is a predictor for the competency of adapting and coping.
A)True
B)False
Q2) What job analysis technique would you use in a traditional organization where employees' tasks are routine?
A) self-oriented analysis
B) work-oriented analysis
C) worker-oriented analysis
D) group-oriented analysis
Q3) 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
Q4) Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.
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Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Define performance management.
Q2) Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?
A) attributes
B) behaviour
C) criteria
D) performance indicators
Q3) 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
Q4) Define job performance and criteria. Why is it important to understand job performance and criteria as part of the recruitment and selection process?
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Chapter 6: Recruitment
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Sample Questions
Q1) The best defence against charges of systemic discrimination is to document that every attempt has been made to attract members from the protected group.
A)True
B)False
Q2) Refer to Scenario 6-2. Which work alternatives may help BCH recruit and retain both its senior and younger new nurses?
A) part-time positions
B) contract positions
C) temporary work
D) family-friendly practices
Q3) Refer to Scenario 6-2. What process is designed to raise BCH's profile in a positive manner in order to attract job seekers' interest?
A) image advertising
B) branding
C) person-job fit
D) realistic job preview
Q4) Why is corporate image important in recruiting efforts? Explain the difference between image advertising and branding.
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Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) Refer to Scenario 7-1. Why would OMC want to implement a well-developed applicant screening process?
A) to be efficient in applicant processing and have cost and time savings
B) to ensure both reliability and validity
C) to reduce negative applicant reactions
D) to intensively assess and rank applicants
Q2) What is employment equity? How does it affect the screening process?
Q3) What is cyber-profiling? How can it be used as a screening tool in the selection process?
Q4) Refer to Scenario 7-1. What are the screening procedures at OMC designed to do?
A) reduce the number of job applicants
B) organize job applications
C) increase the applicant pool
D) select job applications
Q5) Which of the following terms is defined as the correlation between assessment scores and job performance measures?
A) correlation coefficient
B) predictive validity
C) validity coefficient
D) validation strategy
9
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Chapter 8: Selection II: Testing and Other Assessments
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Sample Questions
Q1) Refer to an organization and job position you are familiar with. Describe a selection test you would use as part of your hiring process and your rationale for using the test. Describe the critical points you would consider in selecting the test.
Q2) Refer to Scenario 8-1. Which ethical issue is particularly relevant to drug-testing methods?
A) privacy
B) discrimination
C) addiction
D) costs
Q3) Applicants react most favourably to tests that allow them to demonstrate their creativity.
A)True
B)False
Q4) Refer to Scenario 8-1. There are many actions the HRM can take. What would be an important step in dealing with this situation?
A) establish policies and procedures to support whistle blowers
B) adopt discrimination prevention policies and practices
C) ensure valid and reliable drug and alcohol testing
D) educate management on drug and alcohol testing procedures
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Chapter 9: Selection III: Interviewing
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Sample Questions
Q1) What is the purpose of the MOA employment interview for OMC? What is the first step OMC would take in preparing for the interview? Write three key competencies you would want to interview for. Define one competency. Write a behaviour indicator for the competency you defined. Write a behaviour description interview question based on the competency and behaviour indicator described. Include appropriate probes.
Q2) According to Statistics Canada's Workplace and Employee Survey, what percentage of surveyed firms used interviews in their pre-hiring selection?
A) 45 percent
B) 60 percent
C) 80 percent
D) 90 percent
Q3) 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
Q4) Serial interviews are also known as sequencing interviews.
A)True
B)False
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Chapter 10: Decision Making
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Sample Questions
Q1) What is the simplest way of combining applicant information in the selection process?
A) Add the scores together.
B) Apply weighted averages.
C) Apply moving averages.
D) Separate quantitative and qualitative data.
Q2) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
Q3) The following is a decision-making model in which applicants must pass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor. As soon as an applicant fails to meet the cutoff on a given predictor, what model will the applicant NOT be assessed with, given the remaining predictors?
A) multiple regression
B) multiple cutoff
C) multiple hurdle
D) multiple criteria
Q4) Describe one of the major challenges facing HR professionals with respect to recruitment and selection.
Q5) Why do most employers resist using statistical decision-making approaches?
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