Talent Management Review Questions
Course Introduction
Talent Management explores the strategic approach organizations use to attract, develop, motivate, and retain their employees to achieve business objectives and maintain a competitive advantage. This course covers key concepts such as workforce planning, talent acquisition, onboarding, training and development, performance management, succession planning, and employee engagement. Students will examine best practices in building high-performance teams, the use of data analytics in talent management, and the impact of organizational culture on talent strategies. Emphasis is placed on designing integrated talent management systems that align with organizational goals, foster diversity and inclusion, and address the challenges of a rapidly changing workforce landscape.
Recommended Textbook
Fundamentals of Human Resource Management 3rd Edition by Gary Dessler
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Page 2
Chapter 1: Managing Human Resources Today
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Sample Questions
Q1) ________ is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns.
A) Human resource management
B) Career planning
C) Behavioral management
D) Job evaluation
Answer: A
Q2) What are many employers doing to fill openings left by retiring employees?
A) increasing the retirement age
B) offering night shifts
C) hiring more women
D) rehiring retirees
Answer: D
Q3) A manager is best described as a person who is responsible for ________.
A) teaching new employees basic skills
B) accomplishing the organization's goals
C) communicating with stockholders
D) delegating authority to subordinates
Answer: B
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Chapter 2: Managing Equal Opportunity and Diversity
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Sample Questions
Q1) One of Kara's male co-workers has been making sexually suggestive comments to Kara about her clothing and her appearance, which makes Kara feel uncomfortable at work. What is the first step Kara should take to address the problem?
A) filing a complaint with the local EEOC office
B) consulting an attorney
C) filing a written report with the HR director
D) filing a verbal complaint with the harasser's boss
Answer: D
Q2) Gus is always making sexual jokes at work. Many employees find the jokes funny, but Shelley, Gus's executive assistant, is uncomfortable with the jokes. Eventually, she decides to quit her job rather than endure the jokes any longer. What form of sexual harassment has Shelley experienced?
A) quid pro quo
B) hostile environment created by supervisors
C) hostile environment created by co-workers
D) none of the above; Shelley is not a victim of sexual harassment
Answer: B
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4
Chapter 3: Human Resource Strategy and Analysis
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Sample Questions
Q1) A team of managers has been assigned the task of developing and implementing a strategic plan using the strategic management process. The team has already defined the current business and mission. What should the team most likely do next?
A) write a new mission statement
B) perform a SWOT analysis
C) evaluate the firm's vision
D) assess the firm's performance
Answer: B
Q2) What does a company's functional-level strategy identify?
A) how to build and strengthen the business's long-term competitive position in the marketplace
B) the portfolio of businesses that comprise the company
C) the basic courses of action that each department will pursue in order to help the business attain its competitive goals
D) how the company can become a low-cost leader
Answer: C
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5
Chapter 4: Job Analysis and Talent Management
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Sample Questions
Q1) The information gathered during a job analysis is primarily used to ensure that firms are complying with OSHA, state governments, and the ADA.
A)True
B)False
Q2) Which of the following is a workflow chart that shows the flow of inputs to and outputs from a particular job?
A) organization chart
B) Gantt chart
C) process chart
D) SWOT chart
Q3) The Americans with Disabilities Act (ADA) requires that organizations have job descriptions that list the essential functions of all jobs.
A)True
B)False
Q4) Competency profiles focus on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job.
A)True
B)False
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) What is an advantage of filling open positions with internal candidates?
A) orientation needs reduced
B) interviewing streamlined
C) job postings publicized
D) status quo maintained
Q2) Which of the following is used by employers to schedule interviews, match candidates with positions, and compile resume information?
A) applicant tracking systems
B) executive support systems
C) online job boards
D) O*NET
Q3) All of the following terms refer to the process of deciding how to fill positions at an organization EXCEPT ________ planning.
A) succession
B) workforce
C) personnel
D) employment
Q4) How can an HR department protect employee data from identity theft? Describe at least three methods.
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Chapter 6: Selecting Employees
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Sample Questions
Q1) Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.
A)True
B)False
Q2) Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?
A) equivalency
B) expectancy
C) reliability
D) validity
Q3) Which of the following is a procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries?
A) management game
B) work sample simulation
C) selection interview
D) management assessment center
Q4) Why is careful selection important? How can personnel tests and interviews improve the selection process?
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Page 8
Chapter 7: Training and Developing Employees
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Sample Questions
Q1) The case study method is an on-the-job management development technique that presents a manager with a written description of an organizational problem that needs to be diagnosed and solved.
A)True
B)False
Q2) 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
Q3) According to Lewin's change process, unfreezing involves developing new behaviors, values, and attitudes through organizational development methods such as team building.
A)True
B)False
Q4) What are the desired results of a successful employee orientation program?
Q5) In a brief essay, discuss how firms utilize advancements in technology to train their employees and to develop their managers.
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Chapter 8: Performance and Talent Management
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Sample Questions
Q1) Which personality trait is associated with performance appraisal ratings that are too strict?
A) agreeableness
B) extroversion
C) conscientiousness
D) openness
Q2) What is the primary purpose of an appraisal interview?
A) reinforce satisfactory performance
B) discuss compensation requirements
C) explain corporate policies and procedures
D) determine an effective discipline procedure
Q3) 360-degree feedback is usually used for developmental purposes rather than pay purposes.
A)True
B)False
Q4) Peer appraisals have been shown to result in a ________.
A) reduction of social loafing
B) reduction of group cohesion
C) decrease in satisfaction with the group
D) tendency to inaccurately predict promotions
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Chapter 9: Managing Employee Retention, Engagement, and Careers
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Sample Questions
Q1) Which of the following exceptions is NOT responsible for eroding the strength of the "termination at will" doctrine?
A) EEO laws
B) public relations campaigns
C) public policies
D) common law exceptions
Q2) Which of the following terms refers to a systematic process by which a terminated employee is trained and counseled in how to perform a self-appraisal and secure a new position?
A) exit interview
B) outplacement counseling
C) job counseling fair
D) discharge interview
Q3) According to research, effective mentors have the ability to ________.
A) maintain control of the relationship
B) establish basic standards of performance
C) steer employees into important projects
D) teach employees how to complete tasks
Q4) Discuss how and why careers today are different from those in the past.
Q5) Discuss the ways an employer can effectively manage dismissals.
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Chapter 10: Developing Compensation Plans
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Q1) What is a disadvantage of the job classification method?
A) vague benchmarking
B) reliance on competencies
C) complexity of grouping jobs
D) difficulty writing grade descriptions
Q2) When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called ________.
A) classes
B) grades
C) sections
D) cohorts
Q3) Which of the following would most likely help an HR manager determine how many jobs in each pay grade are paid above or below competitive market pay rates?
A) compa ratio
B) salary survey
C) wage structure
D) internal wage curve
Q4) As an HR manager, how would you establish pay rates while ensuring external, internal, and procedural equity?
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Chapter 11: Pay for Performance and Employee Benefits
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Q1) What is the primary disadvantage of using the straight salary approach to pay salespeople?
A) relying on annual profits
B) discouraging staff loyalty
C) preventing territory changes
D) failing to link effort with reward
Q2) Which incentive plan is based on a philosophy that managers and employees must cooperate together?
A) cash plan
B) gainsharing plan
C) deferred profit-sharing plan
D) employee stock ownership plan
Q3) Studies indicate that employee assistance programs help reduce absenteeism among employees with family problems and illnesses.
A)True
B)False
Q4) What is a stock option? What are some of the problems associated with rewarding managers with stock options?
Q5) What are the advantages of employee stock ownership plans?
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Chapter 12: Ethics, Employee Relations, and Fair Treatment at Work
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Q1) What is the most likely reason for more firms providing ethics training to employees?
A) Universities do not require all graduate students to enroll in ethics courses.
B) Federal laws encourage firms to comply with ethics training guidelines.
C) Employees seeking professional certification are tested on ethics.
D) State laws require businesses to have written codes of conduct.
Q2) R&R has a nonpunitive discipline policy. Employees at R&R Carpet and Tile are allowed to take one-hour lunch breaks. Todd's assistant, Suzanne, took a two-hour lunch break today without prior approval. Suzanne was given a verbal warning five weeks ago for a similar infraction. Which of the following will most likely be Todd's response to Suzanne's actions today?
A) give Suzanne a one-day, paid leave to consider whether she can abide by the firm's rules
B) give Suzanne a formal written reminder that will be included in her personnel file
C) require Suzanne to participate in arbitration with an ombudsman
D) discuss the incident with Suzanne privately
Q3) Explain the meaning of the Evil Woman Thesis and its implications for managers.
Q4) What can managers do to ensure that discipline is fair and effective?
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Chapter 13: Working with Unions and Resolving Disputes
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Q1) Union authorization cards serve all of the following functions EXCEPT ________.
A) subjecting the employee to union rules
B) stating that the employee has applied for membership
C) designating the union as a bargaining representative
D) enabling employers to modify employment conditions
Q2) When representatives of Ford's management and autoworkers union meet to negotiate a labor agreement, which of the following is most likely occurring?
A) collective bargaining
B) featherbedding
C) union salting
D) certification
Q3) Which of the following is an appropriate action for a supervisor to take in respect to unionization activities?
A) attending union meetings when invited by workers
B) encouraging employees to share unionization opinions
C) sharing personal experiences about union involvement
D) asking employees how they will vote in a union election
Q4) What is the meaning of union security and what are the five types of union security possible? Explain each type.
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Chapter 14: Improving Occupational Safety, Health, and Risk Management
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Sample Questions
Q1) OSHA's standards regarding computer workstations, ergonomic keyboards, and advances in computer screen technology have nearly eliminated problems such as eyestrain, backaches, and carpal tunnel syndrome.
A)True
B)False
Q2) Which of the following would be considered OSHA's highest priority for inspection?
A) investigating the occurrence of a fatality
B) inspecting a site where there may be imminent danger
C) conducting random inspections and follow-up inspections
D) investigating employee complaints of alleged violations
Q3) Each year there are roughly ________ million occupational injuries and illnesses in the United States.
A) 1.2
B) 3.8
C) 5.4
D) 9.8
Q4) In a brief essay, discuss how employers can protect vulnerable workers, such as women and older men.
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