Personnel Management Test Preparation
Course Introduction
Personnel Management explores the principles, functions, and practices involved in managing people within organizations. The course covers key topics such as recruitment, selection, training and development, performance appraisal, compensation, and labor relations. Emphasis is placed on understanding how effective personnel management contributes to organizational success, employee motivation, and legal compliance. Through case studies and real-world scenarios, students will learn strategies for addressing workplace challenges, fostering positive employee relationships, and supporting organizational goals through sound personnel policies and practices.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor
Available Study Resources on Quizplus
10 Chapters
722 Verified Questions
722 Flashcards
Source URL: https://quizplus.com/study-set/1172
Page 2
M. Catano
Chapter 1: An Introduction to Recruitment and Selection
Available Study Resources on Quizplus for this Chatper
67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) Define and describe the differences between human resource planning, recruitment, selection, staffing, and retention. Do the processes of human resource planning and staffing happen simultaneously or in a more sequential, linear way?
Answer: Human resource planning is the process of planning for the number and types of people that move into, within, and out of an organization. Recruitment is the generation of an applicant pool for a position or job in order to provide the required number and quality of candidates for a subsequent selection or promotion program. Selection is the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements. Staffing is concerned with the acquisition, deployment, and retention of the accurate quantity and quality (i.e., employees with the skills, abilities, knowledge, and experience required to perform well) of employees to increase the organization's effectiveness. Retention is maintaining a competent work force by providing employees with satisfactory compensation, rewards, and working conditions.
Q2) Two external factors that affect the HR system are economic and legal context.
A)True
B)False
Answer: True
To view all questions and flashcards with answers, click on the resource link above.
Page 3
Chapter 2: Foundations of Recruitment and Selection I
Available Study Resources on Quizplus for this Chatper
63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/23196
Sample Questions
Q1) What is the concept that is defined as the predicted average performance score of a subgroup?
A) subgroup prediction
B) differential prediction
C) systematic prediction
D) performance prediction
Answer: B
Q2) Employers must know the legal and professional standards in order to ensure their selection processes are compliant.
A)True
B)False
Answer: True
Q3) What is the concept that defines the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score?
A) measurement error
B) standard deviation
C) lack of standardization
D) test and retest
Answer: A
To view all questions and flashcards with answers, click on the resource link above.
Page 4
Chapter 3: Foundations of Recruitment and Selection II
Available Study Resources on Quizplus for this Chatper
75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/23197
Sample Questions
Q1) Accommodation is always applied to a group as opposed to individuals.
A)True
B)False
Answer: False
Q2) Which of the following laws do NOT regulate recruitment and selection within an organization?
A) Canadian Charter of Rights and Freedoms
B) human rights legislation
C) constitutional law
D) criminal law
Answer: D
Q3) Which of the following is NOT a prohibited ground of discrimination?
A) culture
B) race
C) age
D) religion
Answer: A
To view all questions and flashcards with answers, click on the resource link above.
Page 5
Chapter 4: Job Analysis and Competency Models
Available Study Resources on Quizplus for this Chatper
92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/23198
Sample Questions
Q1) Refer to Scenario 4-1. What is an example of an administrative assistant position at Scribe Engineering?
A) the administrative assistant to the CEO of Scribe Engineering
B) all administrative assistants at Scribe Engineering who are performing similar duties
C) a set of different but related administrative jobs that require the same knowledge, skills, abilities, or other attributes or competencies
D) the work that is done by administrative assistants
Q2) What would you include in the job requirements section of the job descriptions?
A) a description of the competency framework
B) the responsibilities of and results to be accomplished in the job
C) the specific performance requirements and tasks required to perform the job
D) the knowledge, skills, abilities, or other attributes or competencies that employees must possess in order to perform the duties and responsibilities
Q3) Job analysis involves a single methodology to analyze jobs.
A)True
B)False
Q4) Describe one job analysis method.
To view all questions and flashcards with answers, click on the resource link above.
6
Chapter 5: Recruitment, Selection, and Job Performance
Available Study Resources on Quizplus for this Chatper
65 Verified Questions
65 Flashcards
Source URL: https://quizplus.com/quiz/23199
Sample Questions
Q1) Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?
A) paired comparison
B) forced distribution
C) rank order
D) relative percentile method
Q2) Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities. Which of the following is NOT a form of psychological withdrawal?
A) present at work but not psychologically committed
B) quitting the job permanently
C) introversion at work resulting in no work friends
D) drug and alcohol use in the workplace
Q3) Explain how human rights relate to performance appraisal processes.
Q4) Define criterion relevance, criterion contamination and criterion deficiency.
Q5) Which of the following is job task behaviour for an airline pilot?
A) taking off and landing
B) self-discipline
C) mentoring junior pilots
D) promoting safety procedures
To view all questions and flashcards with answers, click on the resource link above. Page 7
Chapter 6: Recruitment
Available Study Resources on Quizplus for this Chatper
68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/23200
Sample Questions
Q1) Mission and values do not play a role in the recruitment process.
A)True
B)False
Q2) Refer to Scenario 6-2. Which of the following questions would NOT be relevant to a job advertisement campaign to target nursing applicants?
A) How will the costs of advertising be balanced by reaching the target applicant pool?
B) What advertising media will reach the target applicant pool?
C) How many applicants do we need to fill the position with qualified people?
D) What type of ad content will attract the target applicant pool's attention?
Q3) According to the textbook, approximately 93 percent of survey respondents from a Jobvite survey intended to recruit on social networks as opposed to job boards and employment firms.
A)True
B)False
Q4) Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above.
8
Chapter 7: Selection I
Available Study Resources on Quizplus for this Chatper
71 Verified Questions
71 Flashcards
Source URL: https://quizplus.com/quiz/23201
Sample Questions
Q1) Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision. The applicant accepted a position with a competing organization and developed a new, leading-edge software, taking away substantial market share from Scribe Engineering. What is this error called?
A) a false positive
B) a false negative
C) a positive error
D) a negative error
Q2) Reference information is usually collected through telephone interviews from the referees using a checklist of job-related questions.
A)True
B)False
Q3) Screening must be done with great care as this process is often prone to errors. There can be false negatives, which means individuals who are predicted to perform successfully for a given position do not perform at satisfactory levels when placed on the job.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above.
Page 9
Chapter 8: Selection II
Available Study Resources on Quizplus for this Chatper
89 Verified Questions
89 Flashcards
Source URL: https://quizplus.com/quiz/23202
Sample Questions
Q1) Why are distortion and faking important to consider when using self-report inventories for personnel selection?
Q2) Theft is costing Canadian grocery stores millions of dollars a day. Many have implemented a controversial inexpensive test to screen out potential thieves that has had a negative impact on public relations and has left applicants feeling that their privacy has been invaded. What type of test are the grocery stores using?
A) an integrity test
B) a polygraph test
C) a graphology test
D) a personality test
Q3) What type of test would you use to assess for motor coordination of firefighter applicants?
A) psychomotor ability test
B) skill test
C) physical abilities test
D) sensory and perceptual test
Q4) The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.
To view all questions and flashcards with answers, click on the resource link above. Page 10
Chapter 9: Selection III
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/23203
Sample Questions
Q1) Refer to Scenario 9-1. What are three competencies of the MOA that OMC would interview for?
A) adaptability, initiative, and conscientiousness
B) organization, time management, and office computer applications
C) scheduling appointments, preparing reports, and greeting patients professionally
D) independent judgment, interpersonal working relationships, and office computer applications
Q2) Which sentence does NOT describe Frame-of-Reference Training?
A) It helps interviewers understand the performance dimensions they are assessing.
B) It contributes significantly to inter-rater reliability and rating accuracy.
C) It defines and describes behavioural examples for different performance levels for each dimension.
D) It allows interviewers to model the acceptable behaviours to the candidates they are interviewing.
Q3) Several elements contribute to a structured interview. Describe five of these.
Q4) What is the difference between a panel and a serial interview?
Q5) Describe three purposes of the employment interview.
Q6) What is an unstructured interview?
To view all questions and flashcards with answers, click on the resource link above. Page 11
Chapter 10: Decision Making
Available Study Resources on Quizplus for this Chatper
62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/23204
Sample Questions
Q1) An approach in which data are combined statistically is referred to as a judgmental composite.
A)True
B)False
Q2) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
Q3) Refer to Scenario 10-1. Currently, TS Inc. is using objective sources such as test scores to collect applicant information. What is this approach?
A) statistical
B) subjective
C) biased
D) judgmental
Q4) Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions?
A) time pressures
B) satisficing
C) an oversupply of applicants, causing standards to decrease
D) selecting individuals with adequate information about job requirements
Q5) What are two common types of errors made in selection decision making?
To view all questions and flashcards with answers, click on the resource link above. Page 12