Strategic Human Resource Planning
Question Bank
Course Introduction
Strategic Human Resource Planning explores the processes and methodologies organizations use to align human capital initiatives with overall business objectives. This course covers topics such as workforce analytics, talent acquisition, succession planning, and the legal and ethical considerations in HR planning. Students will learn how to forecast HR needs, develop effective staffing strategies, analyze internal and external labor markets, and design plans that respond to organizational changes and future challenges. By examining case studies and current trends, the course equips students with the skills necessary to contribute to long-term organizational success through proactive human resource management.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor M. Catano
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Chapter 1: An Introduction to Recruitment and Selection
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Sample Questions
Q1) What can effective recruitment and selection practices do for an organization
A)improve the knowledge, skills, and abilities of its employees
B)offer a limited impact on employee motivation
C)encourage expensive high performers to leave the organization
D)discourage poor performers from leaving an organization
Answer: A
Q2) Recruitment and selection are the most important talent management functions.
A)True
B)False
Answer: False
Q3) The HRM of Northshore Industries has not developed a code of ethical conduct for its employees because senior management believes that it places unnecessary constraints and limited flexibility on management decisions such as recruitment and selection.With what might the HRM be most concerned
A)organizational culture
B)legal requirements and equitable practices
C)conflict of interest
D)poor leadership
Answer: B
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Page 3
Chapter 2: Foundations of Recruitment and Selection I:
Reliability and Validity
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Sample
Questions
Q1) What is the first step in an organization's selection process
A)reviewing the candidate pool for the job position
B)identifying knowledge, skills, abilities, and other attributes for the job position
C)acquiring job analysis information for the job position
D)developing performance indicators and job dimension for the job position
Answer: C
Q2) To test validity, a content sampling strategy is often applied to the selection process.Which of the following is NOT a step in this content sampling strategy
A)A scoring scheme is developed for the selection assessments.
B)Tasks of the target position are identified by job experts.
C)Job experts independently rate the reliability of each task.
D)Job experts evaluate the relationship between performance and job success.
Answer: C
Q3) Issues of fairness need to be determined statistically.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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Sample Questions
Q1) In order to NOT be accused of discrimination, what should the employer have established prior to conducting medical exams on bus drivers
A)that the absence of arthritis was a bona fide occupational requirement for private bus drivers
B)that the medical exam was well established and valid as a screening and selection tool
C)that the medical exam was consistent and reliable as a screening and selection tool
D)that physical ability was a bona fide occupational requirement for a private bus driver
Answer: A
Q2) Refer to Scenario 3.4.What legislation applies in this case
A)the Employment Standards Act and labour law
B)the Employment Equity Act and Canadian Human Rights Act
C)provincial human rights law and labour law
D)the Canadian Human Rights Act and the Canadian Charter of Rights and Freedoms
Answer: C
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
A)True
B)False
Q2) What is the definition of job specifications
A)a collection of positions with related job activities and duties
B)the different duties and responsibilities performed by one employee
C)the knowledge, skills, abilities, and other attributes required to perform work
D)the tasks, duties, and responsibilities associated with work
Q3) What type of interview method is recommended for job analysis purposes
A)behavioural
B)situational
C)structured
D)unstructured
Q4) The job description indicates job duties and organizational-level requirements.
A)True
B)False
Q5) What is the difference between a job description and a job specification
What are KSAOs
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Chapter 5: Job Performance
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Sample Questions
Q1) In Campbell's theory of work performance, what concept refers to the degree to which individuals are committed to performing all job tasks, to working at a high level of intensity, and to working under adverse conditions
A)maintaining personal discipline
B)supervision/leadership
C)demonstrating effort
D)job-specific proficiency
Q2) Performance is NOT the consequence or result of action; it is the action itself.
A)True
B)False
Q3) As the HRM, you are responsible for defining sets of related behaviours that are derived from organizational goals and linked to successful job performance.What are these behaviours called
A)performance domains
B)performance criteria
C)performance dimensions
D)performance indicators
Q4) Define performance management.
Q5) Explain how human rights relate to performance appraisal processes.
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Chapter 6: Recruitment: the First Step in the Selection Process
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Sample Questions
Q1) Refer to Scenario 6-2.Which strategy is BCH using to establish its identity and perception in the marketplace as an employer of choice
A)image advertising
B)human resource planning
C)branding
D)strategic planning
Q2) Refer to Scenario 6-1.What would be the LEAST effective e-recruitment method for recruiting aircraft maintenance engineers
A)national and international Internet job boards (e.g., Workopolis.ca)
B)professional and career websites (e.g., aviation professional and industry associations)
C)technical school websites (e.g., recent aircraft maintenance engineer graduates)
D)TS Inc.'s website
Q3) Which of the following is a disadvantage of internal job postings
A)It is expensive.
B)It rewards long tenure.
C)There is motivational impact on candidates not selected.
D)Collective agreement prevents best candidate to be hired.
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Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) Refer to Scenario 7-1.The doctors at OMC have often used a rough and quick hiring interview process in selecting MOAs.They are not clear on the distinction between a screening interview and a selection interview.Which of the following best defines screening
A)identifying individuals from the applicant pool who have minimum qualifications for the targeted position
B)ensuring that the four designated groups are screened for employment equity criteria
C)determining if the knowledge, skills, and abilities meet the minimum qualifications for the position
D)selecting the most qualified applicants for the targeted position
Q2) Which screening method could OMC use to screen for written communication skills
A)a short writing test
B)an employment interview
C)a written aptitude test
D)a cover letter
Q3) How does human rights legislation affect the screening process
Q4) WABs are particularly effective in predicting overall job performance.
A)True
B)False
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Chapter 8: Selection 2: Testing
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Sample Questions
Q1) Which of the following is NOT a psychological test used to select employees
A)an emotional intelligence test
B)a cognitive ability test
C)a psychomotor test
D)a genetic test
Q2) Refer to Scenario 8-3.Before requiring the medical exam, which of the following did the employer need to establish
A)that the absence of arthritis was a bona fide occupational requirement for a private bus driver
B)that the medical exam was valid
C)that the medical exam was reliable
D)that physical ability was a bona fide occupational requirement for a private bus driver
Q3) Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.
A)True
B)False
Q4) What is psychological testing, and how are psychological tests used
Q5) What is the goal of employment testing
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Chapter 9: Selection 3: Interviewing
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Sample Questions
Q1) According to Statistics Canada's Workplace and Employee Survey, what percentage of surveyed firms used interviews in their pre-hiring selection
A)45 percent
B)60 percent
C)80 percent
D)90 percent
Q2) 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
Q3) As an HRM, what is the first step you would take at the interview stage of the selection process
What are employment interviews best suited to assess
Q4) Several elements contribute to a structured interview.Describe five of these.
Q5) What is the difference between a panel and a serial interview
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Chapter 10: Decision Making
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Sample Questions
Q1) Which concept refers to the process in which statistical data are combined in a judgmental manner
A)pure statistical approach
B)profile interpretation
C)pure judgment approach
D)judgmental composite
Q2) Implicit theories are personal beliefs that are held about how people or things function, without objective evidence or often without conscious awareness.
A)True
B)False
Q3) Why do most employers resist using statistical decision-making approaches
Q4) According to the textbook, which of the following is NOT a predictor score for a sales applicant
A)cognitive ability test
B)introversion scale
C)structured interview
D)reference check
Q5) What are some of the advantages of group decision making in selection
Q6) What are two common types of errors made in selection decision making
Page 12
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