HONG KONG SHUE YAN UNIVERSITY

DEPARTMENT OF BUSINESS ADMINISTRATION

MID-TERM EXAMINATION
HUMAN RESOURCE MANAGEMENT (BUS 309)

DATE: 19-03-2021
TIME: 06:30PM-07:45PM

PART A: MULTIPLE CHOICES: 16 QUESTIONS

PART B: SHORT QUESTIONS: 4 QUESTIONS
(PUT ALL ANSWERS ON THE ANSWER SHEET).

PART A: MULTIPLE CHOICES: 16 QUESTIONS (16 MARKS)

1. Which of the following is an example of a reliable test?

A. one that yields consistent scores when a person takes two alternate forms of
the test
B. one that yields one score on a test and a different, but better score on the
same test taken on a different occasion
C. one that yields the same score from two different people taking the test on
the same occasion
D. one that yields different scores from two different people taking the test on
different occasions

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2. Which of the following statement(s) is/are false?
I. In addition to identifying the specific duties associated with a job, a job
analysis should also seek to identify the order of importance and
frequency of occurrence.
II. The ongoing process of systematically identifying, assessing, and
developing organizational leadership to enhance performance is known
as employee recruiting.
III. Firms can reduce potential problems associated with rehiring former
employees by crediting them with the years of service they had
accumulated before they left.

A. I
B. II
C. III
D. None of the above

3. In the selection process, test validity refers to:

A. the accuracy with which the test measures what it purports to measure nor
fulfills the function it was designed to fill.
B. the consistency of scores obtained by the same person when retested with the
same or equivalent tests.
C. the number of criteria included on the test.
D. the range of scores possible on the test.

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4. Which of the following statement(s) is/are true?
I. With regard to predicting organizational employment needs,
information through mathematical models such as ratio analysis
examine the relationship between a causal factor (e.g., sales volume)
and the number of employees needed is required.
II. Over the next few years, employers may face a severe labor shortage
because there are fewer people entering the job market than there are
retiring baby boomers.
III. Many job analysts and employers assert that in today’s work
environment, job descriptions based on lists of job-specific duties
inhibit the worker flexibility that companies need.

A. I
B. II
C. III
D. All of the above

5. Which of the following is a primary goal of college recruiters?

A. building relationships with college career centers
B. cutting future recruiting costs for the firm
C. developing a pool of temporary workers
D. attracting good candidates

6. What is the primary disadvantage of using concurrent validation?

A. Limited correlation exists between high test scores and job performance.
B. New applicants are recent golgraduates with limited experience.
C. Current employees may not be representative of new applicants.
D. Test batteries have not been administered by professional industrial
psychologists.

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7. Since Human Resources is important to all managers, which is NOT a personnel
mistake a manager wants to make while managing?
A. Waste time with useless interviews
B. Hire the wrong person
C. Have your people not doing their best
D. Experience low turnover

8. Which of the following is NOT considered one of the line supervisor’s

responsibilities for effective human resources management under the general
headings outlined by a major company?
A. Protecting employees’ health and physical condition
B. Changing employees’ attitudes regarding work
C. Developing the abilities of each person
D. Interpreting the company policies and procedures

9. Strategic human resource management refers to ________.

A. formulating and executing human resource policies and practices that
produce the employee competencies and behaviors the company needs to
achieve strategic aims
B. planning the balance of internal strengths and weaknesses with external
opportunities and threats to maintain competitive advantage
C. emphasizing the knowledge, education, training, skills, and expertise of a
firm’s workers
D. extending a firm’s sales, ownership, and manufacturing to new markets

10. Which of the following is the primary reason that firms conduct background
investigations of job applicants?
A. adhere to legal hiring practices
B. limit the number of applicants
C. uncover false information
D. report criminals to police

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11. Human resource managers generally exert ________ within the human resources
department and ________ outside the human resources department.
A. line authority; staff authority
B. staff authority; line authority
C. functional authority; line authority
D. staff authority; implied authority

12. What term refers to the knowledge, skills, and abilities of a firm’s workers?
A. human resources
B. human capital
C. intangible assets
D. contingent personnel

13. A recruiting yield pyramid is the historical arithmetic relationship between all of
the following EXCEPT ________.
A. internal and external candidates
B. offers made and offers accepted
C. recruitment leads and invitees
D. interviews and offers made

14. Unlike HR managers of the past, modern HR managers must be able to

________.
A. assist with employee training in various departments within a firm
B. explain HR activities in terms of a firm’s performance and profitability
C. determine the most appropriate compensation for employees
D. hire workers who are well-matched to a firm’s HR needs

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15. Which of the following statement is false?
A. Modern HR managers need to be talent managers, culture and change
stewards, strategy architects, operational executors, business allies, and
credible activists. They are the competencies necessary for HR managers to
succeed in today’s business environment.
B. The most serious workplace ethical issues – workplace safety, security of
employee records, employee theft, affirmative action, comparable work, and
employee privacy rights – are human resource management related.
C. Competency-based job analysis focuses on the knowledge, skills, and
behaviors of workers rather than the duties of a specific job.
D. Autonomy is the right to make decisions, direct the work of others, and give
orders.

16. In the management process, which of the following is an activity associated with
the leading function?
A. training new employees
B. setting performance standards
C. maintaining employee morale
D. developing procedures

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___________________________________________________________
PART B: SHORT QUESTIONS: 4 QUESTIONS (24 MARKS)
(PUT ALL ANSWERS ON THE SPACE PROVIDED ON THE ANSWER SHEET).

(1) Job analysis is the human resource procedure for determining the duties and skill
requirements of a job and the kind of person who should be hired for the job.
Discuss and explain the uses of job analysis information on selection and
performance appraisal? (6 marks)

(2) Discuss the pros and cons on using questionnaire and observation as methods to
collect job analysis information. (6 marks)

(3) Job posting and employee referrals are common recruitment methods used in the
company. Compare and contrast the advantages and disadvantages of these two
methods. (6 marks)

(4) What are the advantages of situational tests when screening job applicants? Use
work sampling and miniature job training as the examples to illustrate your
answers. (6 marks)

___________________________________________________________
(PUT ALL ANSWERS ON THE SPACE PROVIDED ON THE ANSWER SHEET).
___________________________________________________________

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