Talent Management
Mock Exam
Course Introduction
Talent Management explores the strategies and practices organizations use to attract, develop, motivate, and retain skilled employees. The course examines workforce planning, recruitment, succession planning, performance management, learning and development, and employee engagement. Students will analyze contemporary approaches to identifying high-potential employees, aligning talent strategies with organizational goals, and leveraging technology for talent analytics. Emphasis is placed on the role of leadership, diversity, and the corporate culture in building a sustainable talent pipeline, preparing learners to create and implement effective talent management solutions in dynamic business environments.
Recommended Textbook Human Resource Management 15th Edition by
Robert L. Mathis
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16 Chapters
1604 Verified Questions
1604 Flashcards
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Page 2
Chapter 1: Human Resource Management in Organizations
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Sample Questions
Q1) Stanley is responsible for performing a variety of human resource activities such as posting job openings and reporting current employees' job satisfaction. Heisa_____.
A) human resource specialist
B) human resource planner
C) human resource strategist
D) human resource generalist
Answer: D
Q2) Professional in Human Resources (PHR) is sponsored by the WorldatWork Association.
A)True
B)False
Answer: False
Q3) Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) Which of the following best defines the term 'effectiveness'?
A) The degree to which operations are done in an economical manner
B) The ability to produce a specific desired effort or result that can be measured
C) The degree to which operations are done in the least possible time
D) The ability to produce a specific desired effort or result that cannot be measured
Answer: B
Q2) Revenue per employee is a basic measure of human capital effectiveness.
A)True
B)False
Answer: True
Q3) People-related costs are typically the smallest controllable expense in organizations.
A)True
B)False
Answer: False
Q4) Define organizational mission.
Answer: Organizational mission is the core reason for the existence of the organization and what makes it unique.
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Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) Affirmative action means that an employer takes proactive measures to_____.
A) encourage the glass ceiling effect
B) reduce status-blind employment decisions
C) increase the number of women and minorities in the workforce
D) decrease instances of whistleblowing in the workplace
Answer: C
Q2) Which of the following is the objective of the affirmative action program?
A) To have the company's workforce demographics reflect as closely as possible the demographics in the labor market
B) To encourage organizations where minorities from the local community represent a significantly lesser proportion of the workforce
C) To stop companies from making status-blind employment decisions
D) To encourage organizations where instances of glass ceiling are common
Answer: A
Q3) The primary objective of affirmative action plans is to identify the scope of workplace discrimination in the future.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) Explain the different job analysis methods.
Q2) Discuss the roles of the different types of teamsused in job design.
Q3) A duty is a distinct, identifiable work activity composed of motions.
A)True
B)False
Q4) Define job design and describe the three major reasons why it receives attention.
Q5) Telework means that employees work via electronic, telecommunications, and Internet means.
A)True
B)False
Q6) Reviewing existing job documentation is typically the last step in the job analysis process.
A)True
B)False
Q7) Explain time flexibility-work scheduling.
Q8) A functional definition of what is done in a job can be generated by examining the three components of data, people, and things.
A)True
B)False
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Chapter 5: Individual/Organization Relations and Retention
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Sample Questions
Q1) According to the two-factor theory, interpersonal relationships are considered to be motivators.
A)True
B)False
Q2) The number of absences per 100 employees each day is known as the_____.
A) inactivity rate
B) incidence rate
C) severity rate
D) compensation rate
Q3) The performance-reward linkage described in the expectancy theory of motivation refers to employees' beliefs that working harder will lead to better performance.
A)True
B)False
Q4) Describe a few causes of voluntary turnover.
Q5) Insufficient pay is one of the reasons that lead to employee turnover.
A)True
B)False
Q6) Distinguish between functional turnover and dysfunctional turnover.
Q7) Describe three methods used to control absenteeism in organizations.
Page 7
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. Which of the following steps should the HR director take in order to cope with these new technologies at Edison Inc.?
A) Avoid including specific designations such as EEO/M-F/AA/ADA in the job advertisements
B) Highlight terms such as "young and enthusiastic" and " journeyman lineman" in their official Web sites
C) Focus on training and development to generate internal candidates for all the new positions at the utility
D) Plan to do more extensive external recruiting for technical and engineering positions
Q2) Utilizing current employee referrals of family members and friends is not ethical because it increases the risk of committing nepotism.
A)True
B)False
Q3) List the strategic components of effective recruiting.
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Chapter 7: Selecting Human Resources
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103 Flashcards
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Sample Questions
Q1) What is the main purpose of preemployment screening?
A) To provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
B) To identify applicants with arrest records and convictions
C) To determine if applicants meet the minimum qualifications for job openings
D) To obtain information for EEO and affirmative action reports
Q2) It is legal for an employer to check a person's Social Security number, motor vehicle records, and military records when performing a background check on an applicant.
A)True
B)False
Q3) John has a minor hand tremor which affects his ability to write legibly. This hand tremor would most likely lower John's score on the MacQuarie Test for Mechanical Ability and disqualify him for jobs requiring fine manual dexterity.
A)True
B)False
Q4) Why does inter-rater reliability become important during selection interviewing?
Q5) List the talent acquisition functions that organizations need to be concerned with.
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Page 9
Chapter 8: Training Human Resources
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Sample Questions
Q1) Cross training occurs when_____.
A) people are trained to do more than one job
B) the training takes place outside the employing organization
C) e-learning is used as the primary mode for delivering the content of a training
D) the training occurs through interactions and feedback among employees
Q2) At Plantsman's Eden nursery, new workers are trained in proper techniques for planting rooted cuttings. As part of the training, each of the workers are given ten seedlings to plant. Their planting techniques are then checked by the trainer. This best exemplifies_____.
A) active practice
B) behavior modeling
C) cross training
D) conference training
Q3) How has the information age changed the concept of competitive advantage?
Q4) Behavioral modelingoccurs when a person performs all the practice at once.
A)True
B)False
Q5) Discuss how performance appraisals can be used to make individual analysis of training needs.
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Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) How does succession planning differ from replacement planning?
Q2) If talent management is effective in a firm, it is most likely that_____.
A) the voluntary turnover among the high potential employees will be essentially zero
B) the organization will not have to use the external labor market except in emergencies
C) the cost of labor in the firm will be lower than its direct competitors
D) the firm has a succession plan in place for all holders of critical jobs
Q3) Web sites that list careers in an organization_____.
A) are most appropriate for recruiting internal applicants
B) encourage unqualified internal applicants to apply for jobs
C) should tap both the internal and external labor pool
D) limit the quality of applicants because a large numbers of job seekers do not have access to computers
Q4) At present, employees are less mobile and organizations are more stable as long-term employers.
A)True
B)False
Q5) Why does the development of certain competencies require lifelong learning?
Q6) Why do companies want to use automated talent management?
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) Describe graphic rating scale.
Q2) The administrative role of performance appraisals often creates stress for managers doing the appraisals and the employees being evaluated, because the rater is placed in the role of judge.
A)True
B)False
Q3) Which of the following is typically a responsibility of the HR department in performance appraisals?
A) Tracking timely receipt of appraisals
B) Preparing formal appraisal documents
C) Reviewing appraisals with employees
D) Identifying development areas
Q4) The leniency error occurs when ratings of all employees fall at the high end of the scale.
A)True
B)False
Q5) Describe Multisource/360-degree rating.
Q6) Discuss supervisory rating of subordinates.
Q7) Describe the appraisal interview.
Q8) What are the common employee performance measures?
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) Which of the following is typically the first step in the compensation administration process?
A) Job analysis
B) Job evaluation
C) Compensation philosophy
D) External focus
Q2) The entitlement philosophy assumes that compensation decisions reflect performance differences.
A)True
B)False
Q3) The total rewards package includes all forms of compensation, the monetary and nonmonetary rewards provided by a company to attract, motivate, and retain employees.
A)True
B)False
Q4) Which of the following is typical of the entitlement philosophy of compensation?
A) Pay and raises based on length of service
B) No raises for poor-performing employees
C) Market-adjusted pay scales
D) Industry comparisons of total rewards
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) A free rider is a _____.
A) member of a group who contributes a lot
B) member of a group who contributes little
C) member of a group who contributes on par with other team members
D) member of a group who contributes only during the time of a need
Q2) Which of the following statements is true of a discretionary system of determining bonuses?
A) The federal and state governments decide the bonuses.
B) All the shareholders of the company decide the bonuses.
C) The labor unions and employees decide the bonuses.
D) The CEO and the board of directors decide the bonuses.
Q3) The most common means of providing individual variable pay are profitsharing plans and employee stock plans.
A)True
B)False
Q4) List the three basic assumptions that the philosophical foundation of variable pay plans rest on.
Q5) Cost reduction is classified as a work unit/team incentive.
A)True
B)False
Page 14
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Workers' compensation programs are typically funded_____.
A) at the expense of the employer
B) at the expense of all the stake holders
C) by the value-added taxes levied by the federal government on specific goods
D) by the contributions made to state governments by both employees and employers
Q2) Increasing the retirement age for employees is a strategy to keep the Social Security program insolvent.
A)True
B)False
Q3) FMLA leave is typically paid and employers are also required to cover the workload for employees on family leave.
A)True
B)False
Q4) An employee who is out of work and actively looking for employment can receive up to 26 weeks of pay through unemployment compensation.
A)True
B)False
Q5) Why do companies outsource benefits administration?
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Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) The OSHA has banned smoking in workplaces all over the U.S.
A)True
B)False
Q2) Which organizations are covered under the OSHA?
Q3) OSHA mandates that in chemical industries, MSDSs be made available ony to the management.
A)True
B)False
Q4) Most fitness-for-duty test failures are because of_____.
A) fatigue and illness
B) the use of illegal drugs
C) alcohol abuse
D) the use of prescribed drugs
Q5) Which of the following is typically a part of the organizational approach to safety management?
A) Applying ergonomic principles
B) Creating safety policies
C) Designing work settings and equipment
D) Providing employee safety training
Q6) What are the four categories of recordable injury defined byOSHA?
Page 16
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Which of the following is true of the rights of an employee?
A) For the rights of an employee to exist, they must be contained in a formal employment contract that the employee has signed.
B) For the rights of an employee to exist, they must be spelled out at the time of appointment.
C) Moral rights of the employees are typically the result of specific laws or statutes passed by federal, state, or local governments.
D) An employee's contractual rights are based on a specific contract with an employer.
Q2) The Fair and Accurate Credit Transaction Act (FACT)_____.
A) allows employers to hire outside investigators without notifying the employee under investigation
B) prohibits employers from hiring outside investigators when investigating an employee
C) requires employers to get permission from employees under investigation before hiring outside investigators
D) allows employers to hire outside investigators only if the employee has access to sensitive employer data
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) During a contract negotiation, the negotiator for a union brings up the issue of changing the manner in which work is scheduled. Which of the following is true of this situation?
A) The management need not negotiate on this issue because it is a permissive issue.
B) The management needs to negotiate on this issue as it is a mandatory issue.
C) This is a non-negotiable issue because scheduling is part of the management's rights.
D) This is an illegal issue and the management may refuse to negotiate.
Q2) Jurisdictional strikes take place when one union chooses to express support for another union involved in a dispute, even though the first union has no disagreement with the employer.
A)True
B)False
Q3) The goal of each stage of thegrievance procedure is_____.
A) assigning responsibility for the grievance
B) documenting grievance cases for grievance procedures
C) engaging in grievance prevention efforts
D) resolving the issue
Q4) What are the advantages of a union grievance procedure?
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