Talent Acquisition and Management Exam Bank
Course Introduction
Talent Acquisition and Management explores the strategic processes involved in identifying, attracting, and retaining talented individuals within an organization. The course covers topics such as workforce planning, employer branding, recruitment strategies, selection methods, onboarding, and employee retention. Emphasis is placed on aligning talent management practices with organizational goals, leveraging technology in recruitment, and assessing the effectiveness of talent initiatives. Students learn to analyze labor market trends, develop competency-based assessments, and design programs that support employee growth and development. Practical case studies and real-world applications prepare students to address contemporary challenges in managing a diverse and dynamic workforce.
Recommended Textbook
Fundamentals of Human Resource Management 4th Edition by Gary Dessler
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Chapter 1: Managing Human Resources Today
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Sample Questions
Q1) In most large firms,human resource managers assist line managers with hiring,training,evaluating,rewarding,counseling,promoting,and hiring employees.
A)True
B)False
Answer: True
Q2) IBM isolates HR functions into silos,which enables teams of HR specialists to focus on the needs of specific groups of employees.
A)True
B)False
Answer: False
Q3) Which term refers to an agreement that reduces tariffs and barriers among trading partners?
A)offshore facility
B)co-working site
C)deregulation
D)free trade area
Answer: D
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Chapter 2: Managing Equal Opportunity and Diversity
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Q1) In which of the following court cases did the plaintiff accuse the defendant of quid pro quo sexual harassment?
A)Burlington Industries v.Ellerth
B)Griggs v.Duke Power Company
C)Farragher v.City of Boca Raton
D)Meritor Savings Bank,FSB v.Vinson
Answer: A
Q2) All of the following are used by firms to measure and manage diversity EXCEPT
A)focus groups
B)ADR programs
C)hiring and retention metrics
D)employee attitude surveys
Answer: B
Q3) According to the Civil Rights Act of 1991,an employment discrimination claim must be filed within 60 days after the alleged incident occurred,or a claim cannot be filed.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Human Resource Strategy and Analysis
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Q1) Explain the difference between a vision and a mission.What role does a firm's vision statement play in corporate and competitive strategies?
Answer: A company's vision is a general statement of the company's intended direction that shows in broad terms what a company wants to become.A vision statement is future-oriented while a mission statement is oriented in the present.Mission statements indicate what a company is doing right now while vision statements are what a company strives to become.A firm's corporate-level strategy indicates the portfolio of businesses that comprise a company,while its competitive strategy identifies how to build a firm's long-term competitive position in the marketplace.A firm's vision is where the firm wants to be in the future and the strategies are the tools used to get the firm to that place.For example,if a firm's vision is to provide affordable products to consumers,then its competitive strategy will be cost leadership.
Q2) Which of the following best describes the general purpose of a strategic plan?
A)obtaining global resources
B)monitoring employee recruiting
C)maintaining a competitive advantage
D)providing opportunities for expansion
Answer: C
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Chapter 4: Job Analysis and Talent Management
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Q1) Job specifications based on statistical analysis are more legally defensible and easier to develop than job specifications based on managerial judgment.
A)True
B)False
Q2) Which section of a job description usually includes the major functions or activities of the job?
A)job specification
B)job analysis
C)job summary
D)job identification
Q3) Which of the following questions would LEAST likely be asked during a job analysis interview?
A)What are the hourly wages?
B)What are the job's mental demands?
C)What are your responsibilities?
D)What are the health and safety conditions?
Q4) What are the advantages and disadvantages of using interviews to collect job analysis data?
Q5) What is a task statement? Why are task statements becoming increasingly popular?
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Chapter 5: Personnel Planning and Recruiting
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Q1) Based on recruitment research,which of the following management practices would LEAST likely improve recruiting effectiveness?
A)ensuring that the company website is attractive and updated
B)using applicant referrals from current employees
C)providing applicants with salary information
D)emphasizing positive aspects of the job
Q2) When an employee with access to personal information is on leave,it is best for the security of employee data to hire a temporary worker.
A)True
B)False
Q3) Every state in the United States has a public,state-run employment service agency. A)True
B)False
Q4) All applicant tracking systems enable employers to identify and compare recruiting sources so that employers can know which sources produce the best job candidates. A)True
B)False
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Chapter 6: Selecting Employees
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Sample Questions
Q1) According to experts,most people are hired for their qualifications and fired for their
A)physical limitations
B)lack of aptitude
C)nonperformance
D)inadequate cognitive skills
Q2) According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.
A)confidentiality of test results
B)tests to be the only selection tools for jobs
C)scores to be interpreted by qualified individuals
D)informed consent regarding the use of test results
Q3) Effective employee screening will most likely ________.
A)improve team management skills
B)eliminate negative office politics
C)identify valid and reliable test procedures
D)reduce dysfunctional workplace behaviors
Q4) What is talent management? What role do profiles play in the selection process?
Q5) Explain the five steps in the validation process.
Q6) How do nonverbal behaviors affect interviewer ratings of candidates?
Page 8
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Chapter 7: Training and Developing Employees
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Q1) Instructional objectives for training programs should focus on ________.
A)maximizing work hours
B)meeting budget requirements
C)motivating current employees
D)correcting performance deficiencies
Q2) What are the desired results of a successful employee orientation program?
Q3) Which of the following is most likely NOT measured when evaluating a training program?
A)overall organizational productivity
B)participants' reactions to the program
C)what trainees learned from the program
D)achievement of training objectives
Q4) Functional illiteracy was once a serious issue in the workforce,but improvements in educational testing have virtually eliminated the problem.
A)True
B)False
Q5) What are the main steps involved in the training process? What are two methods used to assess employee training needs?
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Chapter 8: Performance and Talent Management
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Q1) Dwayne,an IT specialist,is viewed by his supervisor and co-workers as unfriendly;however,his work quality is excellent.On his performance appraisal,Dwayne received unsatisfactory ratings for all traits.Which of the following appraisal problems most likely occurred?
A)leniency
B)halo effect
C)central tendency
D)unclear standards
Q2) Which of the following is LEAST likely to protect employers against bias claims stemming from the use of the forced distribution method?
A)appointing a committee to review low rankings
B)basing scores on industry standards
C)training raters to be objective
D)using multiple raters
Q3) The critical incident method requires supervisors to keep a running list of incidents as examples of a subordinate's work-related behavior.
A)True
B)False
Q4) What are the six basic elements of a performance management program?
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Chapter 9: Managing Careers
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Q1) All of the following are career management opportunities offered by many employers EXCEPT ________.
A)providing realistic job interviews
B)offering periodic job rotation
C)distributing interest surveys
D)giving performance feedback
Q2) Which of the bases for dismissal is defined as the persistent failure to complete assigned duties or to meet prescribed standards on the job?
A)misconduct
B)unsatisfactory performance
C)lack of qualifications for job
D)changed requirements of job
Q3) Which of the following is an example of an intangible cost of turnover?
A)interviewing costs
B)recruiting costs
C)coaching costs
D)testing costs
Q4) What are the primary reasons that top-performing employees leave a firm? What can a firm do to retain these employees?
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Chapter 10: Developing Compensation Plans
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Q1) What federal laws stipulate how employers compensate employees? How does an employer determine the monetary value of a job?
Q2) All of the following issues are addressed by the Fair Labor Standards Act EXCEPT
A)termination
B)overtime pay
C)record-keeping
D)minimum wage
Q3) Which of the following terms refers to pay in the form of financial benefits,such as insurance?
A)merit raises
B)out-of-pocket expenses
C)indirect financial payments
D)direct financial payments
Q4) What is broadbanding? Why and how do firms use broadbanding?
Q5) Competencies are demonstrable characteristics of a person including knowledge,skills,and behaviors.
A)True
B)False
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Chapter 11: Pay for Performance and Employee Benefits
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Q1) Craig was born in 1961.According to the Social Security Act,what is Craig's full retirement age?
A)62
B)65
C)67
D)70
Q2) Eric has worked full-time for a large manufacturing company for over 3 years.Eric and his wife have recently adopted a baby,and Eric wants to take time off from work to care for the child.Which of the following laws most likely applies to Eric's situation?
A)Pregnancy Discrimination Act
B)Family and Medical Leave Act
C)Title VII of the Civil Rights Act
D)Newborn Mother's Protection Act
Q3) Portability makes it easier for employees who leave a firm prior to retirement to
A)switch to defined contribution pension plans
B)take their pension funds with them
C)designate a new pension beneficiary
D)invest their pensions in 401(k)plans
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Chapter 12: Maintaining Positive Employee Relations
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Q1) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics.The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona.Recently,Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds.In addition,the firm has been sued by two former employees for wrongful discharge.As a result,Health-Tech's top executives are evaluating the firm's hiring process,ethics training system,reward system,and disciplinary system to determine how to promote ethics and fair treatment. Which of the following best supports the argument that Health-Tech should make significant changes to its disciplinary process?
A)According to surveys,Health-Tech employees feel that managers do not listen to their concerns or take their opinions seriously.
B)Health-Tech requires employees to receive annual ethics training to ensure that they understand the firm's latest policies.
C)Health-Tech's main competitor uses fictional scenarios to test applicants' morality and has fewer ethics problems than Health-Tech.
D)Historically,arbitrators have overturned the dismissal decisions of Health-Tech's managers because of unclear company rules.
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Page 14
Chapter 13: Labor Relations and Collective Bargaining
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Q1) The union becomes the employees' representative if it receives ________.
A)a majority of the votes cast
B)a majority of the votes cast by the bargaining unit
C)signed authorization cards from 30% of employees
D)written approval from the employer and the NLRB
Q2) In 1947,which type of union security was outlawed in interstate commerce?
A)closed shop
B)agency shop
C)union shop
D)preferential shop
Q3) The ________ form of union security means that the employees who do not belong to the union still must pay union dues because the union's efforts benefit them all.
A)closed shop
B)union shop
C)agency shop
D)open shop
Q4) List and describe the five steps involved in planning a union drive and election.
Q5) In a brief essay,discuss why unions are declining in popularity.
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Chapter 14: Improving Occupational Safety, Health, and Risk Management
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Q1) Lockout/tagout involves affixing a disabled tag to the equipment.
A)True
B)False
Q2) Toyota uses cadmium pigments in the paint for its cars.At the Toyota plant,air samples are frequently taken as a precautionary measure to ensure that employees are not exposed to levels outside the OSHA safety standards.Which of the following best describes this situation?
A)unsafe acts
B)industrial hygiene
C)infectious disease
D)ergonomic hazard
Q3) If your employees are traveling to and from international destinations,which of the following is the most appropriate option for preventing the entry or spread of an infectious disease?
A)sending workers to a nearby hospital
B)offering workers a light-work option
C)denying workers facility access for 10 days
D)placing workers on indefinite unpaid leave
Q4) In a brief essay,discuss how employers can protect vulnerable workers,such as women and older men.
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