Talent Management
Textbook Exam Questions
Course Introduction
Talent Management explores the strategic processes organizations use to attract, develop, retain, and utilize employees with the necessary skills and potential to drive business success. The course covers key concepts such as workforce planning, recruitment and selection, onboarding, performance management, succession planning, employee development, and retention strategies. Emphasis is placed on aligning talent management practices with organizational goals, leveraging data-driven decision-making, and understanding the impact of a diverse and inclusive workforce. Students gain practical insights through case studies and simulations, equipping them to address real-world talent challenges in global and dynamic environments.
Recommended Textbook Human Resource Management 13th Edition by R.
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14 Chapters
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Wayne Dean Mondy
Chapter 1: Strategic Human Resource Management: an Overview
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Sample Questions
Q1) Which of the following positions would be considered a human resource specialist?
A) human resource manager
B) compensation manager
C) vice president human resources
D) marketing manager
Answer: B
Q2) Which of the following is a FALSE statement about external environmental factors?
A) Stockholders influence managerial decisions in a corporation.
B) Customer satisfaction plays a role in human resource decisions.
C) Unions negotiate with management on behalf of individual employees.
D) The labor market rarely changes because population remains relatively stable.
Answer: D
Q3) When the first edition of your text was written, what was the title of the book?
A) Human Resource Management
B) Personnel: The Management of Human Resources
C) Managing Personnel in the Twentieth Century
D) Workforce Management
Answer: B
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Chapter 2: Business Ethics and Corporate Social Responsibility
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Q1) After more than 15 years of corporate social responsibility programs, Bangladesh's garment workers are ________.
A) paid a living wage
B) among the worst paid in the world
C) offered benefits, such as health care and paid vacations
D) some of the best paid workers in the world
Answer: B
Q2) The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves is known as
A) human resource ethics
B) environmental morality
C) corporate social responsibility
D) business centered morality
Answer: C
Q3) The Sarbanes-Oxley Act was passed in response to reports of out-of-control military spending.
A)True
B)False
Answer: False
Page 4
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Chapter 3: Workforce Diversity, Equal Employment
Opportunity, and Affirmative Action
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Sample Questions
Q1) As an HR manager, which of the following would most likely help you make legal employment decisions?
A) NACElink Network
B) Job Analysis Software
C) Uniform Guidelines
D) Shared Service Center
Answer: C
Q2) In Phillips v Martin Marietta, the court ruled that the employer discriminated against a woman when it denied her employment because she ________.
A) had a permanent disability
B) was over 40 years of age
C) had young children
D) was divorced
Answer: C
Q3) Most EEOC charges are settled through a no-fault settlement.
A)True
B)False
Answer: True
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Chapter 4: Job Analysis, Strategic Planning, and Human Resource Planning
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Q1) Frederick Herzberg outlined five principles related to job enlargement.
A)True
B)False
Q2) Succession planning is the process of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant.
A)True
B)False
Q3) Wilson Marketing, Inc. uses the bottom-up forecasting method. Who is considered the most knowledgeable about employment requirements at the firm?
A) HR managers
B) statisticians
C) unit managers
D) stockholders
Q4) Job description information benefits HR management in all of the following ways EXCEPT ________.
A) supporting the legality of employment practices
B) specifying safety and health issues
C) mandating staffing diversity
D) identifying training needs
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Chapter 5: Recruitment
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Q1) A representative from an executive search firm would most likely ________.
A) write a potential job candidate's résumé to match the client's needs
B) temporarily hire employees for a client to train and interview
C) interview a client's managers about the required job qualifications
D) create newspaper advertisements for a client's available positions
Q2) When recent experience is required, former employees or unemployed workers are the most important source of recruits.
A)True
B)False
Q3) Which recruitment method gives a company the opportunity to reflect its image by promoting its name and a specific cause?
A) open houses
B) event recruiting
C) virtual job fairs
D) internships
Q4) Job bidding is a unique form of employee referral where every employee becomes a company recruiter.
A)True
B)False
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Chapter 6: Selection
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Q1) Which of the following selection ratios indicates the highest number of qualified applicants for a position?
A) 10.0
B) 1.00
C) 0.10
D) 0.01
Q2) What is the length of the typical probationary period?
A) 30 to 60 days
B) 60 to 90 days
C) 90 to 180 days
D) one year
Q3) Robert, an HR manager, is preparing to interview candidates for a software engineer position. Which of the following is LEAST likely to appear on Robert's interview planning checklist?
A) developing questions related to the qualities sought
B) prescreening additional applicants with behavioral selection tests
C) comparing an applicant's application and résumé with job requirements
D) preparing a step-by-step plan to present the position, company, division, and department
Q4) What role does culture play in determining business leadership styles?
Page 8
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Chapter 7: Training and Development
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Q1) Which of the following LEAST likely explains why it is difficult to implement training and development programs at many organizations?
A) Managers are typically action-oriented.
B) Qualified trainers are not available.
C) Scheduling poses problems.
D) Records are unavailable.
Q2) All of the following are likely outcomes of team building EXCEPT ________.
A) improving employee morale
B) providing survey feedback
C) increasing profitability
D) retaining employees
Q3) Which T&D evaluation method involves monitoring and measuring a firm's internal processes, such as operations, and then comparing the data with information from companies that excel in those areas?
A) return on investment
B) benchmarking
C) onboarding
D) behavioral change
Q4) Compare and discuss the terms "job security" and "career security."
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Chapter 8: Performance Management and Appraisal
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Q1) What have unions traditionally stressed as the basis for promotions and pay increases?
A) productivity
B) performance
C) teamwork
D) seniority
Q2) All of the following are accomplished by effective managers during appraisal interviews EXCEPT ________.
A) asking employees how they could improve a situation
B) emphasizing the positive performance aspects
C) turning the interview into a win-win situation
D) criticizing actions rather than the person
Q3) The ________ of appraisal compares each employee's performance to a predetermined standard or expected level of output.
A) critical incident method
B) work standards method
C) forced distribution method
D) behaviorally anchored rating scale method
Q4) What are the characteristics of an effective appraisal system?
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Chapter 9: Direct Financial Compensation
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Q1) What form of equity is achieved when work groups are rewarded based on group productivity?
A) internal
B) employee
C) external
D) team
Q2) Vesting on a graduated basis has a tendency to ________.
A) discourage participation
B) improve recruiting
C) increase hiring
D) reduce turnover
Q3) Which type of profit sharing plan provides payment to employees in cash or stock as soon as profits have been determined?
A) deferred plan
B) current plan
C) performance plan
D) gainsharing plan
Q4) In a brief essay, describe job evaluation and job pricing.
Q5) What is a profit-sharing plan? Identify and discuss the three basic profit-sharing plans.
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Chapter 10: Indirect Financial Compensation Benefits and Nonfinancial Compensation
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Q1) On-site healthcare is a benefit offered by many firms that serves to curb health care costs and improve employee productivity.
A)True
B)False
Q2) Health maintenance organizations offer a smaller PPO provider network and usually provide little, if any, benefits when an out-of-network provider is used.
A)True
B)False
Q3) Most firms that offer food services hope to enhance employee morale and increase worker productivity.
A)True
B)False
Q4) Which Act contains a variety of provisions designed to strengthen the funding rules for defined benefit pension plans?
A) Older Workers Benefit Protection Act
B) Civil Rights Act of 1964
C) Pension Protection Act
D) Rehabilitation Act
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Chapter 11: A Safe and Healthy Work Environment
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Q1) The Occupational Safety and Health Act of 1970 created the Occupational Safety and Health Administration (OSHA), which attempts to ensure worker safety.
A)True
B)False
Q2) Which OSHA clause requires employers to provide a workplace free from recognizable hazards that are causing, or likely to cause, death or serious harm to the employee?
A) specific duty
B) general duty
C) negligent retention
D) negligent hiring
Q3) Which of the following is NOT a component of a successful JHA program?
A) management support
B) employee training
C) government enforcement
D) management oversight
Q4) Why are managers interested in corporate wellness programs that promote exercise and fitness?
Q5) Why do firms offer wellness programs and employee assistance programs?
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Chapter 12: Labor Unions and Collective Bargaining
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Q1) The purpose of the Committee on Political Education (COPE) is to support politicians who favor organized labor.
A)True
B)False
Q2) A ________ is a prehire collective bargaining agreement between construction firm owners and one or more labor organizations establishing the terms and conditions of employment for a specific construction project.
A) final-offer arbitration
B) project labor agreement
C) premeditated labor mediation
D) construction contract consortium
Q3) Tom works at a company that has a closed shop arrangement. In which industry does Tom most likely work?
A) steel
B) aerospace
C) construction
D) mining
Q4) What are right-to-work laws? How do these laws relate to union security?
Q5) What is a lockout? How is a lockout used in labor negotiations?
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Chapter 13: Internal Employee Relations
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Q1) Which of the following is a drawback to the hot stove approach?
A) lacks timeliness
B) too impersonal
C) lacks flexibility
D) too subjective
Q2) The ability to recognize and manage emotions is best known as ________.
A) emotional analysis
B) behavioral management
C) emotional intelligence
D) interpersonal communication
Q3) What instrument seeks input from employees to determine their feelings about topics such as flexibility in the workplace, opportunities for advancement, training and development opportunities, and the firm's compensation system?
A) productivity survey
B) attitude survey
C) selection test
D) market analysis
Q4) Many organizations use exit interviews to reduce employee turnover.
A)True
B)False
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Chapter 14: Global Human Resource Management
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Q1) Modern Mosaics, an American firm, has granted a Chinese firm the right to use the Modern Mosaics manufacturing processes for a specific period of time. Modern Mosaics is most likely involved in ________.
A) foreign investing
B) exporting
C) licensing
D) franchising
Q2) Which of the following is most likely a host-country national?
A) a U.S. citizen working for a Japanese company in the United States
B) a Japanese citizen working for a Japanese company in the United States
C) an Italian citizen working for a French company in Germany
D) an Indian citizen working for an Indian company in Singapore
Q3) With geocentric staffing, employers try to hire the best regional person for a position. A)True
B)False
Q4) What are expatriates? Why is compensating expatriates a challenge for global firms?
Q5) What is a global corporation? Explain the staffing approach commonly used by global corporations.
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