Talent Acquisition and Management Test Preparation
Course Introduction
Talent Acquisition and Management explores the strategies, processes, and best practices organizations utilize to attract, recruit, and retain top talent. The course examines the full talent lifecycle, including workforce planning, employer branding, sourcing and evaluating candidates, onboarding, employee development, performance management, and succession planning. Emphasis is placed on understanding the impact of technology, diversity and inclusion, and evolving labor market trends on talent management. Students will also analyze case studies and develop practical skills necessary for building agile and high-performing workforces in a competitive global environment.
Recommended Textbook
Human Resource Management 14th Edition by
Robert L. Mathis
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16 Chapters 1615 Verified Questions 1615 Flashcards
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Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/21557
Sample Questions
Q1) The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.
A)True
B)False
Answer: True
Q2) Briefly describe the role of a human resources specialist.
Answer: The human resource (HR) specialist is a person who has in-depth knowledge and expertise in a limited area of HR. The most common areas of HR specialty, in order of frequency, are benefits, employment and recruitment, and compensation.
Q3) Certified Compensation Professional (CCP), a human resource certification, is sponsored by the WorlatWork Association.
A)True
B)False
Answer: True
Q4) Define human capital.
Answer: Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.
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Page 3
Chapter 2: Human Resources Strategy and Planning
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99 Verified Questions
99 Flashcards
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Sample Questions
Q1) Define severance benefits.
Answer: Severance benefits are temporary payments made to laid-off employees to ease the financial burden of unemployment.
Q2) The strategic planning process begins with an assessment of the current state of the business and the environmental forces that may be important during the planning cycle.
A)True
B)False Answer: True
Q3) Which of the following is a source of inflow in the current staffing level?
A) Internal transfers
B) Turnover
C) Demotions
D) Retirements Answer: A
Q4) Intermediate-range plans usually project one to three years into the future. A)True
B)False
Answer: True
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Page 4
Chapter 3: Equal Employment Opportunity
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Outline EEOC's recommendations on managing religious diversity in the workplace.
Answer: The EEOC recommends that employers consider the following reasonable accommodations for employees' religious beliefs and practices:
1. Scheduling changes, voluntary substitutes, and shift swaps
2. Changing an employee's job tasks or providing a lateral transfer
3. Making an exception to dress and grooming rules
4. Accommodations relating to payment of union dues or agency fees
5. Accommodating prayer, proselytizing, and other forms of religious expression
Q2) Which of the following is true of retaliation in workplaces?
A) Employers are prohibited from retaliating against individuals who file Discrimination charges.
B) Employees are prohibited from retaliating against organizations that practice discrimination.
C) Employers are prohibited from retaliating against employees on ethical grounds.
D) Employees are restricted from retaliating against employers who encourage instances of glass ceiling.
Answer: A
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Chapter 4: Workforce, Jobs, and Job Analysis
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100 Verified Questions
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Sample Questions
Q1) Describe the components of a job description.
Q2) Which of the following situations is an example of a compressed workweek?
A) Employees working for ten hours, four days a week
B) Employees working for eight hours, five days a week
C) Employees working for seven hours, six days a week
D) Employees working for eight hours, seven days a week
Q3) Identifying jobs and methodologies is a subtask of _____.
A) developing job descriptions
B) conducting the job analysis
C) planning the job analysis
D) preparing for and introducing the job analysis
Q4) _____ list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
A) Job analyses
B) Job descriptions
C) Job specifications
D) Job reviews
Q5) Define labor force participation rate.
Q6) Explain the various stages in the job analysis process.
Q7) What is telework?
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Chapter 5: Individualorganization Relations and Retention
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99 Verified Questions
99 Flashcards
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Sample Questions
Q1) Which of the following is considered to be a motivator by the motivator/hygiene theory?
A) Interpersonal relationships
B) Recognition
C) Working conditions
D) Supervision
Q2) What is an exit interview? What purpose does it serve?
Q3) CLASS, a newly-opened real estate agency, has twenty employees on its payroll. In June 2012, Jane and Selin, each took three days of leave of absence from work. What was the absenteeism rate of the company in June 2012?
A) 3
B) 6
C) 1
D) 2
Q4) Which of the following is an intangible item in a psychological contract?
A) Salary
B) Benefits
C) Attendance
D) Loyalty
Q5) Describe the various types of absenteeism.
Page 7
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Chapter 6: Recruiting and Labor Markets
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100 Flashcards
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Sample Questions
Q1) How has the growth of Internet recruiting affected recruiting efforts done by employers?
Q2) Which of the following statements is true about good recruiting efforts?
A) If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts.
B) Advertising job openings for "exercise boys" for a race track would be considered legal terminology.
C) A salon that advertises job openings for "young and enthusiastic" employees would be considered impartial.
D) Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal.
Q3) In the building trade, unions can best benefit employers by providing:
A) apprenticeship programs.
B) providing interesting "employment games" online.
C) pre-screening for job seekers.
D) providing competitive wage scales for jobs.
Q4) What is the difference between continuous and intensive recruiting?
Q5) Describe some of the common external recruiting sources.
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Chapter 7: Selecting Human Resources
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) Lack of fit between a person and a job is most likely to result from:
A) mistakes in evaluating the person's KSAs.
B) improper employee training.
C) negligence of exit interviews.
D) a lack of a positive company "brand" that attracts qualified applicants.
Q2) Greta is the new HR manager at a small company. The previous HR manager had kept every scrap of paper that crossed his desk during the last ten years but Greta is determined to clear out the unnecessary documents. Greta knows she should keep all applications and hiring-related documents and records _____ before they can be discarded.
A) for one year
B) for three years
C) for five years
D) for seven years
Q3) Reliability is the ability of a test to produce the same results repeatedly over time.
A)True
B)False
Q4) In the context of selection and placement, what is meant by the term "mismatch"?
Q5) Discuss the usefulness of honesty and integrity tests as selection tests.
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Chapter 8: Training Human Resources
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Sample Questions
Q1) E-learning is the most appropriate mode for traininings on leadership and cultural changes.
A)True
B)False
Q2) Combining short, fast-paced, interactive computer-based lessons and teleconferencing with traditional classroom instruction and simulation is called:
A) job shadowing.
B) outsourcing.
C) blended learning.
D) cross training.
Q3) Immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned.
A)True
B)False
Q4) Explain the term adult learning. Discuss some of the principles for designing training for adults.
Q5) Why does informal training occur?
Q6) Discuss the usefulness of cooperative training?
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Chapter 9: Talent, Careers, and Development
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) A plateaued employee who is capable of meeting performance expectations is a good candidate for a lateral move.
A)True
B)False
Q2) Why does the development of certain competencies require redevelopment of employees?
Q3) Job sequencing allows women to interrupt their careers for family considerations without having a negative impact on their ultimate advancement.
A)True
B)False
Q4) How does succession planning differ from replacement planning?
Q5) Which of the following is a disadvantage of paid sabbaticals?
A) It has a negative impact on the employees' morale.
B) Employees tend to refuse sabbaticals because they fear it is a way for their managers to prove they are unimportant.
C) The nature of the learning experience is outside the organization's control.
D) Employees often use sabbaticals to look for other jobs.
Q6) What are the general individual characteristics which affect how people choose specific careers?
Page 11
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Chapter 10: Performance Management and Appraisal
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following is true of appraisal interviews?
A) Managers must communicate both praise and constructive criticism.
B) Managers must communicate only praise and not constructive criticism.
C) Managers must communicate only constructive criticism and not praise.
D) Managers must not communicate praise or constructive criticism.
Q2) An informal appraisal is used when a system is in place to report managerial impressions and observations on employee performance and feature a regular time interval.
A)True
B)False
Q3) The category scaling method allows the rater to mark an employee's performance on a continuum indicating low to high levels of a particular characteristic.
A)True
B)False
Q4) With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.
A)True
B)False
Q5) Describe the administrative uses of performance appraisals.
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Chapter 11: Total Rewards and Compensation
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) The compa-ratio is calculated by dividing the individual's pay rate by the lowest point in the pay range.
A)True
B)False
Q2) Which of the following is true of the factor-comparison method of job evaluation?
A) In this method, descriptions of each group of jobs are written and then each job is put into a grade according to the group it best matches.
B) It is time-consuming and difficult to use, which accounts for its limited popularity in organizations.
C) It uses subjective judgments to develop the class descriptions and to place jobs accurately in them.
D) It is a qualitative method that combines the classification and ranking methods.
Q3) The child labor provisions of the FLSA set the minimum age for employment with unlimited hours at 19 years.
A)True B)False
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Describe the different types of group/team incentives.
Q2) RedCat LLC, a footwear manufacturing company, practiced gainsharing. After organizational restructuring, the management has decided to replace gainsharing with profit sharing. Which of the following is true of RedCat LLC?
A) It provided individual incentives; now it provides group incentives.
B) It provided organizational incentives; now it provides individual incentives.
C) It provided individual incentives; now it provides organizational incentives.
D) It provided group incentives; now it provides organizational incentives.
Q3) The advantage of a salary-plus-commission system is that it requires the sales representative to sell to receive any form of payment.
A)True
B)False
Q4) Supplemental benefit plans are plans that are available to nonexecutive employees.
A)True
B)False
Q5) Explain commissions.
Q6) Explain the salary-only approach of sales compensation.
Q7) Describe the two primary ways of distributing group/team incentives.
Page 14
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Meredith, the general manager of an IT firm, is planning to introduce certain new strategies to control and reduce the health care benefit costs to her company. Which of the following is most likely to be included in her list of strategies?
A) Decreasing copayments
B) Eliminating high-deductible plans
C) Switching to consumer-driven health plans
D) Avoiding managed care
Q2) Which of the following is a typical abuse-control measure used by employers to keep employees from taking excessive time off around holidays?
A) Employees are required to work the first and last scheduled workdays around the holiday.
B) Only employees with significant seniority are allowed to combine holidays with vacation days to extend the time off.
C) Employees are paid extra for working the days immediately following and preceding a holiday.
D) Employees are allowed to "bank" holidays and take the banked days off during times when schedules are less busy.
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15
Chapter 14: Risk Management and Worker Protection
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105 Flashcards
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Sample Questions
Q1) Which of the following is a part of security audits?
A) Identification of mentally-ill employees
B) Identification of the whistle-blowers in a company
C) Validation of employee screening and selection
D) Review of disaster plans of an organization
Q2) Identify the true statement about workplace violence.
A) Domestic violence can harm work attitudes and put the well-being of employees in jeopardy.
B) High self-esteem is regarded as a characteristic of a potentially violent employee.
C) Incivility is considered a serious crime against which formal action is to be taken.
D) Bullying in workplace typically escalates into incivility.
Q3) According to the Civil Rights Act and Pregnancy Discrimination Act, employers should not prevent people from working in hazardous jobs because of reproductive concerns.
A)True
B)False
Q4) How can organizations monitor and evaluate their safety efforts?
Q5) How does the ADA affect recordkeeping practices of an organization?
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) It is common practice for terminated employees to be removed from the workplace as soon as possible, either by preventing them from returning to their work station or by requiring the terminated employee to clear out his/her work station under the supervision of security personnel. This policy is primarily intended to:
A) prevent violence or sabotage by the terminated employee.
B) serve as a learning for co-workers that certain behaviors in the workplace have serious consequences.
C) satisfy legal requirements surrounding termination procedures.
D) humiliate the terminated employee as part of the discipline process.
Q2) Having a "just cause" for employment-related action is necessary primarily for ensuring that:
A) statutory law is not implemented.
B) whistle-blowing activities are checked.
C) the employer steers clear of due process.
D) fairness is taken into consideration.
Q3) Unionized employees are free agents, unrestrained by any implied or written contracts.
A)True
B)False
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Page 17
Chapter 16: Unionmanagement Relations
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Sample Questions
Q1) How have employee involvement programs affected organizations over time? What are the advantages and disadvantages of employee ownership programs?
Q2) The most highly unionized part of the U.S. workforce is the:
A) agricultural sector.
B) manufacturing sector.
C) government sector.
D) mining sector.
Q3) Before a union election can be called, _____ of the employees in the targeted employee group must sign authorization cards of the union.
A) a majority
B) two-thirds
C) more than 40 percent
D) at least 30 percent
Q4) _____ is a means by which a third party settles disputes arising from different interpretations of a labor contract.
A) Interest arbitration
B) Grievance mediation
C) Grievance arbitration
D) Contract mediation
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