Question 1:- Development is distinguished from training, in
that
a) development
focuses on individuals gaining new capabilities useful for both present and
future jobs
b) development
cannot be measured or quantified, whereas training can
c) training is used
mostly for management positions
d) development
provides people with specific, identifiable knowledge and skills for use on
their present jobs
Question 2:- “Compensation linked to individual, team,
and/or organization performance” is a definition of
a) compa-pay
b) benefits
c) executive
perquisites
d) variable
pay
Question 3:- What should an organization do if it wants to
enhance the relationships between training, learning, and job performance?
a) Give the
trainees a pre-training test and post-training test to measure their learning
from the training.
b) Give the
trainees a real business problem to solve as part of their training.
c) Offer
interactive e-learning as a training method.
d) Outsource the
training to subject matter experts
Question 4:- Job fairs are primarily useful for
a) identifying who
is currently on the job market
b) filling a
large number of jobs quickly
c) assessing the
current state of the labor market
d) comparing
compensation packages with competing firms
Question 5:- The main legal reason for performing a thorough
background check of all applicants is
a) to comply with
equal employment opportunity requirements
b) to undercover
resume fraud
c) to verify a
candidate’s criminal history
d) to avoid a
negligent hiring charge
Question 6:- What is a primary advantage of recruiting
through professional and trade associations?
a) Firms can
gain access to specialized professionals needed in an industry.
b) Firms can obtain
competitors’ secrets.
c) Individuals
hired from competitors have enhanced motivation because they have decided to
take another position in the same industry.
d) Firms can hire
candidates at more competitive salaries.
Question 7:- Which of the following statements is true about
using the Internet for recruiting?
a) Employers have
found the use of internet recruiting is a way to save on cost.
b) It is an easy
way to find interested, qualified candidates.
c) Internet
recruiting has not lived up to its expectations.
d) HR staff has
found that internet recruiting has reduced their workloads.
Question 8:- involves fitting a person to the right job.
a)
Placement
b)
Interviewing
c) Selection
d) Staffing
Question 9:- More than anything else, placement of human
resources should be seen as a/an
a) Public relations
activity
b) Line management
responsibility
c) Matching
process
d) HR unit
responsibility
Question 10:- Individual-centered career planning focuses on
a) The individual's
responsibility for a career rather than on organizational needs
b) The career
ladder for that employee
c) The individual’s
place on a succession chart
d) The internal
opportunities for career advancement
Question 11:- A system that tracks prospects in the company
and matches them with jobs as they come open is called
a) Resume
mining
b) Internal
mobility
c) Applicant
tracking
d) Employer career
websites
Question 12:- A/An is a characteristic that a person must
possess to successfully perform work.
a) Validator
b) Essential
element
c) Selection
criterion
d) Predictor
Question 13:- The purpose of a/an is to obtain additional
information on a candidate and to clarify information gathered throughout the
selection process.
a) Polygraph
test
b) Application
form
c) Selection
interview
d) Reference
check
Question 14:- A recruiter who uses a candidate’s experience,
test scores, education, and work references in the selection process is
evaluating
a) Multiple
predictors of selection criteria
b) Selection criteria
for employee characteristics
c) Selection
criteria for multiple hurdles
d) Multiple hurdles
of selection criteria
Question 15:- Training can be evaluated through a cost-benefit
analysis, which consists of each of the following steps except:
a) Determine
training costs
b) Identify
potential savings results
c) Conduct costs
and savings benefit comparisons
d) Benchmark the
results against that in other organizations
Question 16:- Which of the following is not a purpose of the
application form?
a) It is used to
determine whether the applicant can perform the essential functions of the job.
b) It can be used
for research on the effectiveness of the selection process.
c) It is a record
of the applicant’s desire to obtain a position.
d) It provides the
interviewer with a profile of the applicant.
Question 17:- Which of the following is an assumption of
variable-pay systems?
a) Some jobs
contribute more to organizational success than others.
b) Time spent each
day is the primary measure of short-term contributions.
c) Differences in
individual contributions to the organization are recognized through different
base pay levels.
d) Length of time
with the organization is the primary differentiating factor among people.
Question 18:- One of the main objectives that organizations
have for pay-for-performance plans is to
a) Punish
lower-performing employees
b) Achieve HR
objectives such as increasing retention and rewarding safety
c) Justify
higher rates of pay for higher-performing individuals
d) encourage a
greater degree of teamwork within the organization
Question 19:- The purpose of pre-employment screening is to
a) Provide a
realistic job preview
b) Encourage
potential job candidates to explain how they are qualified for the job
c) Determine if
applicants meet the minimum qualifications for open jobs
d) Obtain
information for an EEO report
Question 20:- Tests that assess an individual’s ability to
perform in a specific manner are called
a) Aptitude
tests
b) Knowledge
tests
c) Ability
tests
d) Behavioral
tests
Question 21:- Cognitive ability tests measure an
individual’s
a) Abilities such
as strength, endurance, and muscular movement
b) Thinking,
memory, reasoning, and verbal and mathematical abilities
c) Ability to
perform in a specific manner
d) Dexterity,
hand-eye coordination, and arm-hand steadiness
Question 22:- Organizations who are looking for the most
rigorous training evaluation should use the _______________ design.
a) Post-measure
b) Pre/post b
measure without a control group
c) Pre-/post-measure
with a control group
d) Benchmarking
Question 23:- In a structured interview,
a) All candidates
meet in the same room with the same interviewer
b) A set of
standardized questions are asked of all job applicants
c) Each candidate
appears before a panel of interviewers
d) Computers are
used to devise a set of questions
Question 24:- A talented recruiter will effectively
interview the job candidate, which consists of all of the following except
a) asking clear,
closed-ended questions
b) planning what
information to collect from the candidate
c) stopping the
interview when all necessary information has been collected
d) identify
specific areas for questioning
Question 25:- "The planned introduction of new
employees to their jobs, coworkers, and the organization" is a definition
of
a)
orientation
b) organizational
entry
c) employee
development organizational entry
d)
socialization
Question 26:- When an employer becomes aware that a current
employee may be a risk to the safety of other employees, the employer may face
a charge of _______________ if they continue to employ that person.
a) negligent
hiring
b) negligent
retention
c) wrongful
employment
d) wrongful
discharge
Question 27:- is concerned with enhancing the attraction,
development, and retention of key human resources.
a) Talent
management
b) Staffing
c) Organizational
development
d) Strategic training
Question 28:- provides employees with specific, identifiable
knowledge and skills for use in their present jobs.
a) Orientation
b) Learning
c) Employee development
d) Training
Question 29:- There are 16 training programs which Brian, the
director of training, wishes to implement during the coming year. After
examining his training budget, Brian realizes he will not be able to conduct
all of these training efforts and he must prioritize them in order to reduce
the number. Brian should prioritize these training programs based on
a) the richness of
program criteria
b) the number of
requests he has had from employees and managers for certain types of training
c) the cost per
trainee of the programs
d)
organizational performance goals
Question 30:- When identifying organizational needs, which
of the following is not one of the questions that a good training plan deals
with?
a) Is there a need
for training?
b) Is there a
budget for training?
c) Who will do the
training?
d) How will the
knowledge be transferred to the job?
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