Talent Management Exam Preparation Guide
Course Introduction
Talent Management is a comprehensive course that explores the strategies and practices organizations use to attract, develop, motivate, and retain talented employees. Covering topics such as workforce planning, recruitment, onboarding, performance management, employee development, succession planning, and retention, the course emphasizes the alignment of talent strategies with overall business objectives. Students will examine case studies and current trends, learning how effective talent management fosters a high-performance culture, supports organizational growth, and sustains a competitive advantage in the dynamic global marketplace.
Recommended Textbook
Managing Human Resources 6th canadian edition by Monica Belcourt
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16 Chapters
1643 Verified Questions
1643 Flashcards
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Page 2
Chapter 1: The World of Human Resources Management
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) Employee productivity is the result of a combination of employees' abilities, motivation, and work environment, and the technology they have to work with.
A)True
B)False
Answer: True
Q2) Some companies report that offering family-friendly benefits is so successful there are virtually no drawbacks.
A)True
B)False
Answer: False
Q3) Top management increasingly expects HR managers to reduce their level of involvement in the overall strategy of the organization and concentrate on improving administrative efficiency.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Strategy and Human Resources Planning
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Forecasting may be as informal as having one person familiar with the organization anticipate HR needs.
A)True
B)False
Answer: True
Q2) A cultural audit may examine how people are empowered.
A)True
B)False
Answer: True
Q3) Which of the following terms refers to the examination of the attitudes and activities of a company's workforce?
A) environmental scanning
B) trend analysis
C) a cultural audit
D) behavioural modelling
Answer: C
Q4) External supply of labour is central to strategic planning.
A)True
B)False
Answer: False
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Chapter 3: Equity and Diversity in Human Resources Management
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Reasonable accommodation benefits all employees.
A)True
B)False Answer: True
Q2) The optimization of an organization's multicultural workforce in order to reach business objectives is known as diversity management.
A)True
B)False Answer: True
Q3) The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.
A)True
B)False Answer: False
Q4) Employment equity makes good business sense since it contributes to the bottom line.
A)True
B)False Answer: True
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Chapter 4: Job Analysis, Employee Involvement, and
Flexible Work Schedules
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102 Verified Questions
102 Flashcards
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Sample Questions
Q1) Which of the following is an important limitation of relying on job descriptions?
A) They tend to narrow the scope of activities of the jobholder.
B) They may be misunderstood by the jobholder.
C) They may include illegal specifications.
D) They are associated with poor employee morale.
Q2) What do you call the type of work schedule in which employees can adjust their daily starting and quitting times, provided that they work a certain number of hours per day or week?
A) a compressed workweek
B) a shorter workweek
C) a flextime arrangement
D) an adaptable schedule
Q3) Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.
A)True
B)False
Q4) Job enrichment incorporates the behavioural needs of employees into their jobs.
A)True
B)False
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) What are the advantages and disadvantages of internal recruitment?
Q2) Luba is developing a mentoring program for her organization. She has put a great deal of effort into making sure that all protégés are matched demographically with their mentor (gender, race, etc), educating participants about facts such as the reciprocal nature of the relationship, and that the relationship can be used for personal and professional development. In her plans, which of the following myths about mentors has Luba fallen victim of?
A) A mentor has to be the same gender and race as the protégé.
B) Mentoring should focus on the professional and not the personal.
C) Although mentoring can be reciprocal, that is just a by-product. The focus should be on the protégé.
D) Highly profiled people make the best mentors.
Q3) How is it possible to find out which sources produce qualified applicants?
A) by calculating and comparing yield ratios for each recruitment source
B) by using Markov analysis
C) by training recruiters more effectively
D) by advertising only in specialized media
Q4) Public employment agencies work closely with private employment agencies.
A)True
B)False
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Chapter 6: Employee Selection
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115 Verified Questions
115 Flashcards
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Sample Questions
Q1) Video interviews have the advantages of speed and cost-effectiveness.
A)True
B)False
Q2) A manager is examining the number of applicants for a job compared to the number of people needed to be hired. What is this figure called?
A) the yield ratio
B) the selection ratio
C) the base ratio
D) the validity coefficient
Q3) Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.
A)True
B)False
Q4) Correlation (validity) coefficients range from 0.00 to 1.00.
A)True
B)False
Q5) Identify and explain the five primary types of employment tests.
Q6) Measuring KSAOs of an applicant against the competencies required for the job is called person-organization fit.
Page 8
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Chapter 7: Training and Development
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) A combination of on-the-job training, seminars, and role-playing would be a good assortment of learning methods for which of the following groups of employees?
A) new employees at all levels
B) experienced front-line staff
C) managers
D) interns
Q2) Which of the following training methods consists of having the trainee assume the attitudes and behaviour of others?
A) job rotation
B) case study
C) simulation study
D) role-playing
Q3) Most organizations choose and implement training programs based on their overall strategic objectives.
A)True
B)False
Q4) Identify and briefly describe the four criteria available to evaluate training.
Q5) Explain the systems approach to training.
Q6) What should managers do to avoid the pitfalls of substandard diversity training?
Page 9
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Chapter 8: Appraising and Improving Performance
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) Which of the following is the most accurate description of the possible facets of an appraisal interview?
A) minimize criticism, change the person not the behaviour, and encourage feedback
B) change the person not the behaviour, minimize criticism, express appreciation, and invite participation
C) ask for a self-assessment, invite participation, express appreciation, and minimize criticism
D) ask for a self-assessment, change the person not the behaviour, and encourage feedback.
Q2) In delivering a performance appraisal interview, Jacqui is taking a listening perspective. She wants to stimulate growth and development by discussing the problems, needs, satisfactions, and dissatisfactions the employee has encountered on the job. What type of performance appraisal interview is Jacqui delivering?
A) tell-and-listen
B) tell-and-sell
C) tell-and-train
D) problem-solving
Q3) Why do employee appraisal programs sometimes fail?
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10
Chapter 9: Managing Compensation
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) How may organizations dodge comparable worth issues?
A) by paying female and male secretaries the same wage
B) by having an employment equity program in place
C) by using one job evaluation system for clerical jobs and another system for other jobs
D) by having a valid performance appraisal system
Q2) One's level of motivation depends on the attractiveness of the rewards sought. Which of the following refers to the probability of obtaining those rewards?
A) expectancy theory
B) equity theory
C) instrumentality
D) internal equity
Q3) An organizational reliance on pay secrecy can serve to diminish employee concerns about the equity of their pay and its relationship to their performance.
A)True
B)False
Q4) Pay equity is covered only under federal jurisdiction.
A)True
B)False
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11
Chapter 10: Pay For Performance: Incentive Rewards
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102 Verified Questions
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Sample Questions
Q1) Professional employees are difficult to develop incentive plans for only because their outputs are difficult to measure.
A)True
B)False
Q2) When setting performance measures for incentive systems, what can we say about the best measures?
A) They are quantitative, simple to understand, and show a clear relationship to improved performance.
B) They are qualitative, flexible, and create competition between employees.
C) They are those measures that allow employers to "ratchet up" standards and base rewards on qualitative standards.
D) They are unattainable in order to inspire increased levels of performance.
Q3) Which of the following is a problem with creating team incentive plans?
A) They encourage cooperative rather than individualistic behaviour.
B) Not all teams are alike.
C) They enable employees to share efficiency gains.
D) They pay only when agreed-upon standards are met or exceeded.
Q4) Identify the principal methods for compensating salespeople and the advantages of each method.
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Chapter 11: Employee Benefits
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) How are child-care programs and elder-care programs similar?
A) Under both programs, most of the caregivers are men.
B) Both types of programs typically offer on-site care facilities.
C) Both programs try to maintain or increase productivity by assisting employees with their responsibilities outside the workplace.
D) Both programs offer substantial income tax benefits to employees.
Q2) The growth in health care costs can be attributed to a number of factors, including the greater need for health care by an aging population.
A)True
B)False
Q3) The Canada and Quebec Pension Plans both require employer and employee contributions.
A)True B)False
Q4) Workers' compensation insurance is based on a system of individual liability. A)True
B)False
Q5) Compare and contrast the risks to the employee in regard to defined-contribution and defined-benefit pension plans.
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Chapter 12: Safety and Health
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Sample Questions
Q1) What program aims to help employees with nutrition, weight control, and avoidance of substances harmful to health?
A) a fitness program
B) an employee assistance program
C) a health service programs.
D) workplace fitness and health
Q2) Under workers' compensation, injured workers are entitled to a cash payout in the case of permanent disability.
A)True
B)False
Q3) Robin Hood recently started working in a modern office in the financial district in Toronto. Which of the following health and safety issues is he LEAST likely to face in the workplace?
A) sick building syndrome
B) distress
C) lung cancer
D) muscular aches and pains
Q4) List and describe techniques for coping with stress.
Q5) Occupational health and safety are regulated solely by the federal government.
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Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) ATV Media Inc. wants to "send a message" that it is serious about employee misconduct, so the company has implemented a disciplinary approach that requires that punishment be immediate and a direct result of breaking a rule. Which of the following terms refers to this disciplinary approach?
A) progressive discipline
B) due process
C) the hot-stove rule
D) positive discipline
Q2) The HR manager at Stacco Ltd. is planning to fire Paul for poor job performance. He is aware that he has to give "reasonable notice" to Paul. What are two factors that he has to take in consideration when determining the amount of notice?
A) Paul's salary and the amount of leave previously taken
B) Paul's length of service and the nature of his work
C) Paul's education and position in the firm
D) Paul's education and length of service
Q3) With an open-door policy, decisions tend to be consistent across managers.
A)True
B)False
Q4) What are some of the pros and cons of "open-door" policies?
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Chapter 14: The Dynamics of Labour Relations
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Mary works in the basement of her employer's home sewing pants. Which of the following is one of the biggest challenges facing workers like Mary in becoming unionized?
A) They do not have any political party to help them with organizing.
B) They work in scattered locations.
C) They are satisfied with their working conditions.
D) They are satisfied with their pay.
Q2) Public-sector unions contend that denying their legal right to strike reduces their power during collective bargaining.
A)True
B)False
Q3) The creation of a relationship for the future based on trust, understanding, and mutual respect is the basis of which of the following?
A) interest-based bargaining
B) adversarial bargaining
C) good faith bargaining
D) traditional bargaining
Q4) Explain the impact of unionization on managers.
Q5) What are the primary reasons for employee unionization?
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Chapter 15: International Human Resources Management
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101 Verified Questions
101 Flashcards
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Sample Questions
Q1) Managers' attitudes and behaviours are influenced by the society in which they received their education and training.
A)True
B)False
Q2) Canadian companies have been conducting business on an international basis longer than anyone else.
A)True
B)False
Q3) The internationalization of HRM has grown at a faster pace than the internationalization of Canadian corporations.
A)True
B)False
Q4) Subsidiaries of multinational corporations are usually run as independent companies.
A)True
B)False
Q5) Global managers must be capable of managing highly decentralized organizations.
A)True
B)False
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Chapter 16: Creating High Performance Work Systems
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Even if employees are underutilized, organizations can still operate at full performance.
A)True
B)False
Q2) Which of the following HR tools do Dave Ulrich and other professors advocate using to diagnose internal and external fit?
A) HR Communication Plan
B) HR Strategic Performance Drivers
C) HR Scorecard
D) HR Plan for Workforce Deliverables
Q3) Which of the following is one of the primary benefits of cross-training employees?
A) Cross-training helps employees identify trouble spots that cut across several jobs.
B) Cross-training enables managers to save money in labour costs.
C) Cross-training enables managers to spend less time supervising individual performance.
D) Cross-training enables individuals to exert more effort on their job.
Q4) Describe how the components of the work system fit together and support strategy.
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