Strategic Human Resource Planning
Exam Preparation Guide
Course Introduction
Strategic Human Resource Planning focuses on aligning an organizations human capital with its long-term business goals. This course explores methods for forecasting workforce needs, evaluating internal and external labor markets, and developing strategies to attract, retain, and develop talent effectively. Students will learn how to analyze organizational objectives, design HR plans that address future challenges, implement succession planning, and measure the outcomes of HR initiatives. The course emphasizes the integration of human resource planning with overall strategic planning to ensure organizational agility, competitiveness, and sustainable growth.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor
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10 Chapters
722 Verified Questions
722 Flashcards
Source URL: https://quizplus.com/study-set/1172
Page 2
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) Refer to Scenario 1-2. What would indicate that the recruitment and selection process has been successful at TS Inc.?
A) a valid and reliable process.
B) the continued use of effective but unproven practices
C) the use of technology to facilitate and improve recruitment and selection
D) a significantly large number of applications for job positions
Answer: A
Q2) Ethical codes place constraints on what members may and may not do when practising human resources management, including recruitment and selection.
A)True
B)False
Answer: True
Q3) CSIOP supports the professional consensus on psychological testing and the appropriate construction, evaluation, and interpretation of the tests.
A)True
B)False
Answer: True
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Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/23196
Sample Questions
Q1) What is a potential outcome of a science-based selection process?
A) a significant number of qualified applicants
B) a defensible system with effective employees
C) a flexible, quick process that fits the organization's culture
D) a process that is comfortable and flexible for all employees
Answer: B
Q2) What is fairness? Why is it an important concept in selection?
Answer: Fairness in measurement refers to the value judgments people make about the decisions or outcomes that are based on those measurements. Fairness is the principle that every test taker should be assessed in an equitable manner. Issues of fairness cannot be determined statistically or empirically. Fairness involves perceptions. It is important from a business, ethical, and legal standpoints to have tests that are scientifically sound; it is also important to have procedures that are perceived as fair. From a business perspective, the adverse reactions to selection tests and procedures may impair the ability of the organization to recruit and hire the best applicants.
Q3) Achieving fairness often requires compromise between conflicting interests.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/23197
Sample Questions
Q1) When a manufacturer decides not to hire women in areas requiring heavy lifting, this is an example of indirect discrimination or adverse impact discrimination.
A)True
B)False
Answer: False
Q2) Employment equity programs involve any human resource activities introduced into an organization to ensure equality for all employees in all aspects of employment, including recruiting, hiring, compensation, and training.
A)True
B)False
Answer: True
Q3) 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
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/23198
Sample Questions
Q1) Which of the following is NOT a job analysis method?
A) work profiling system
B) threshold traits analysis system
C) job element analysis
D) cognitive task analysis
Q2) 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
Q3) Job analysis and competency management frameworks are the means by which job and person variables are identified for the purpose of recruitment and selection.
A)True
B)False
Q4) Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.
A)True
B)False
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6
Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
Source URL: https://quizplus.com/quiz/23199
Sample Questions
Q1) Which of the following defines the concept that refers to the ratings or rankings made by supervisors, peers, or others that are used in assessing individual job performance?
A) subjective performance measures
B) relative rating system
C) graphic rating scale
D) behaviourally anchored rating scales
Q2) Which of the following best defines job criteria?
A) organizational processes used to improve employee and organizational performance in the workplace
B) measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C) organizational processes that evaluate employee job performance
D) a means to reinforce an organization's core values in addition to identifying performance differences among employees
Q3) Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.
Q4) Describe two methods for measuring job performance.
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Social networks are increasingly being used as a powerful recruiting method by employers. What is social networking? As an applicant, what are the advantages and disadvantages of using social networks to apply for a position?
Q2) Refer to Scenario 6-1. What would be the LEAST effective e-recruitment method for recruiting aircraft maintenance engineers?
A) national/international Internet job boards (e.g., Workopolis.ca)
B) professional and career websites (e.g., aviation professional and industry associations)
C) technical school websites (e.g., recent aircraft maintenance engineer graduates)
D) TS Inc.'s website
Q3) Refer to Scenario 6-2. What does BCH need to consider to ensure a good person-organization fit?
A) image advertising
B) creating high expectations
C) recruitment and selection training
D) accurate communication, perceptions, and expectations
Q4) What is recruitment? What information does an organization need to make a decision to recruit?
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Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) Refer to Scenario 7-1. What is the minimum MOA qualification OMC should screen for?
A) Grade 12
B) bookkeeping experience
C) health-care software skills
D) physical health
Q2) Refer to Scenario 7-1. Which of the following is NOT an example of MOA reference check questions that are designed to obtain standardized information on all the MOA applicants?
A) How long, and in what capacity, have you known the applicant?
B) Can you provide me with an example of how the applicant exercised organization and time management?
C) Can you provide me with an example of when the applicant used intuition? What actions did he or she take? What was the result?
D) What are the applicant's strengths and weaknesses?
Q3) What is cyber-profiling? How can it be used as a screening tool in the selection process?
Q4) Describe privacy issues and/or legislation and their relevance to screening and reference checks.
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Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
Source URL: https://quizplus.com/quiz/23202
Sample Questions
Q1) What is the term for an individual's degree of proficiency or competency on a given task that develops through performing the task?
A) knowledge
B) abilities
C) attributes
D) skills
Q2) Employers have an obligation to accommodate all workers with medical or physical conditions.
A)True
B)False
Q3) Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for telephone skills?
A) integrity test
B) an telephone-based interview
C) a personality test
D) an emotional intelligence test
Q4) Most Canadian companies use tests to select employees.
A)True
B)False
Q5) What is psychological testing and how are psychological tests used?
Page 10
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Chapter 9: Selection III
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/23203
Sample Questions
Q1) Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.
A)True
B)False
Q2) Write an interviewer training workshop agenda that includes the major content areas that should be addressed in a structured interviewer training program for managers. What areas would you emphasize? What training methods would be used to ensure learning is transferred to future interviews?
Q3) Refer to Scenario 9-1. OMC 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 is this?
A) a behaviour description interview
B) a situational interview
C) a comprehensive structured interview
D) a behavioural sample interview
Q4) As an HRM, what is the first step you would take at the interview stage of the selection process? What are employment interviews best suited to assess for?
Q5) What is an unstructured interview?
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/23204
Sample Questions
Q1) A false negative error occurs when an applicant who is rejected would have been a good choice.
A)True
B)False
Q2) Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories rather than explicit, objective criteria?
A) the pure judgment approach
B) the trait rating approach
C) the profile interpretation
D) the judgmental composite
Q3) 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
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