Question 1

How can HR professionals demonstrate that they add value to a company's bottom line?

Accepted Answer

There are numerous measures that can be assessed in order to measure the impact of effective human resources management practices. According to your text,
• Recruitment and selection can lead to an organization's success or failure.
• Differences in skills among job candidates translate into performance differences on the job.
• Hiring the right people with the right skills leads to positive economic outcomes for an organization.
• Effective recruitment and selection contributes to the competitive advantage of an organization.
• Best practices in recruitment and selection reduce employee turnover and increase productivity.
• Recruitment and selection contributes to profits.
• Productivity and profitability are affected by recruitment and selection.
• Employee trust is strengthened through effective recruitment and selection practices.
• The knowledge, skills, and abilities of an organization's current and future employees are improved.
• Motivation is increased.
• Retention is improved.
Research now exists that provides data on how effective recruitment and selection practices can improve an organization's bottom line in these areas.

Question 2

Scenario 1-1
You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions. The CEO wants hard evidence to back up your staffing costs.
-Refer to Scenario 1-1. What is a current economic challenge that may have an impact on the recruitment and selection practices at Scribe Engineering?

Accepted Answer

A)   human rights and total compensation issues
B)   global competition
C)   rapid advances in information technology
D)   changing work force demographics B

Question 3

Two internal factors affecting an HR system are legislative requirements and the social/economic environment.

Accepted Answer

A) True 
 B)False  False

Question 4

-Refer to Figure 1.1. What two internal factors have an impact on the HR system and staffing procedures?

Accepted Answer

A)   legal and socioeconomic environments
B)   labour market and economic climate
C)   strategic goals and organizational requirements
D)   systems view and principles

Question 5

Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition of ethics?

Accepted Answer

A)   knowing what is good from what is bad
B)   determining what is moral from what is immoral
C)   identifying what may be done from what may not be done
D)   distinguishing what is right from what is wrong

Question 6

Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement?

Accepted Answer

A)   Employers have reduced their need to advertise with traditional media sources like newspapers.
B)   Employers have focused their search on younger and tech-savvy applicants.
C)   Employers have limited their early-retirement incentives to managers only.
D)   Employers have implemented layoffs that are not age related.

Question 7

What two important principles ensure the human resources system functions properly?

Accepted Answer

A)   Enhance communication between human resource functions and ensure ethical compliance.
B)   Assess the impact of legislative requirements and scan the socioeconomic environment for trends.
C)   Emphasize the roles of recruitment and selection and apply them to organizational strategy.
D)   Think in systems terms and coordinate human resource activities with all organizational units and people.

Question 8

Two external factors that affect the HR system are economic and legal context.

Accepted Answer

A) True 
 B)False

Question 9

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
-Refer to Scenario 1-2. What would indicate that the recruitment and selection process has been successful at TS Inc.?

Accepted Answer

A)   a valid and reliable process.
B)   the continued use of effective but unproven practices
C)   the use of technology to facilitate and improve recruitment and selection
D)   a significantly large number of applications for job positions

Question 10

What is the definition of recruitment?

Accepted Answer

A)   generating an applicant pool
B)   choosing job candidates
C)   finding and hiring the best person for the job
D)   finding and screening job applicants

Question 11

Human resources management is an independent function within an organization and generally acts in isolation to meet the human resource needs of the organization.

Accepted Answer

A) True 
 B)False

Question 12

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
-Refer to Scenario 1-2. What would be a critical initial question you would want to ask to assess TS Inc.'s recruitment and selection practices?

Accepted Answer

A)   What are the personnel needs of TS Inc.?
B)   What are the external factors affecting the human resource and organizational strategies?
C)   What are the human resource information system needs of TS Inc.?
D)   How ready and committed is TS Inc. to moving beyond traditional practices to a more technical approach?

Question 13

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
-Refer to Scenario 1-2. What does TS Inc. accomplish by using technology in its recruitment and selection process?

Accepted Answer

A)   It ensures that human resource planning is integrated with selection criteria.
B)   It coordinates human resource activities with other parts of the organization using a systems thinking approach.
C)   It determines which recruitment and retention processes are economically and technically feasible.
D)   It guarantees that organizational information contained in human resource information systems is current, secure, and confidential.

Question 14

Which of the following organizations establishes national core standards for the HR profession in Canada?

Accepted Answer

A)   CSIOP
B)   CCHRA
C)   CPA
D)   CHRP

Question 15

CSIOP supports the professional consensus on psychological testing and the appropriate construction, evaluation, and interpretation of the tests.

Accepted Answer

A) True 
 B)False

Question 16

What is the definition of selection?

Accepted Answer

A)   generating an applicant pool
B)   finding and screening job applicants
C)   choosing job candidates
D)   matching an applicant's competencies with a job position

Question 17

Recruitment and selection decisions must be coordinated with all parts of the organization although final decisions must remain with HRM.

Accepted Answer

A) True 
 B)False

Question 18

HRM must coordinate human resource activities with all parts of the organization and people.

Accepted Answer

A) True 
 B)False

Question 19

Law is the means by which we distinguish what is right from wrong, what is moral from what is immoral, and what may be done and may not be done in a profession.

Accepted Answer

A) True 
 B)False

Question 20

All provincial HR associations have endorsed the CCHRA's national standards for granting the Canadian Human Resource Practitioner designation.

Accepted Answer

A) True 
 B)False

Exam 1: An Introduction to Recruitment and Selection

How can HR professionals demonstrate that they add value to a company's bottom line?

Two internal factors affecting an HR system are legislative requirements and the social/economic environment.

-Refer to Figure 1.1. What two internal factors have an impact on the HR system and staffing procedures?

Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition of ethics?

Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement?

What two important principles ensure the human resources system functions properly?

Two external factors that affect the HR system are economic and legal context.

What is the definition of recruitment?

Human resources management is an independent function within an organization and generally acts in isolation to meet the human resource needs of the organization.

Which of the following organizations establishes national core standards for the HR profession in Canada?

CSIOP supports the professional consensus on psychological testing and the appropriate construction, evaluation, and interpretation of the tests.

What is the definition of selection?

Recruitment and selection decisions must be coordinated with all parts of the organization although final decisions must remain with HRM.

HRM must coordinate human resource activities with all parts of the organization and people.

Law is the means by which we distinguish what is right from wrong, what is moral from what is immoral, and what may be done and may not be done in a profession.

All provincial HR associations have endorsed the CCHRA's national standards for granting the Canadian Human Resource Practitioner designation.