HRM 5005 Test #2 Review

Chapter 5

1. Which of the following best defines performance management?

a. a means to transform companies into results-oriented organizations
b. measures of job performance that attempt to capture individual differences among
employees with respect to job-related behaviours
c. organizational processes used to improve employee and organizational performance in the
workplace
d. organizational processes that evaluate employee job performance

2. Which of the following defines the concept that is described as activities or behaviours that are not
part of a worker’s formal job description but that remain important for organizational effectiveness?
a. task performance
b. job performance
c. contextual performance
d. dimensional
performance

3. Which of the following is job task behaviour for a retail worker?

a. explaining product benefits
b. learning new technologies
c. helping new workers
d. handling work stress

4. 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

5. Which concept refers to voluntary behaviours that violate significant organizational norms and in so
doing threaten the well-being of an organization, its members, or both?
a. contextual performance
b. lack of personal discipline
c. task behaviours
d. counterproductive work
behaviours

6. Contextual performance is closely related to organizational citizenship behaviour. True

7. The usefulness of selection measures is assessed by how well they predict performance. True

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 8. Absolute rating systems compare the performance of one worker with an absolute standard of
performance.True
Answers:
1C
2C
3A
4C
5D
6 True
7 True
8 True

Chapter 6

1. What is the initial step in the selection process?

a. recruitment
b. screening
c. strategy
d. legislation

2. Which term defines a set of potential candidates who may be interested in, and who are likely to
apply for, a specific job?
a. members of a protected group
b. the labour market
c. a contingent work force
d. an applicant pool

3. What concept refers to the generation of an applicant pool for a position in order to provide the
required number of qualified candidates for selection or promotion?
a. recruitment
b. human resource planning
c. selection
d. hiring

4. Which of the following terms refers to contracting with an outside agent to take over specified
human resource functions?
a. contract work
b. contingent
work
c. outsourcing
d. leasing

5. According to the textbook, which of the following internal factors affects recruitment?
a. supply of labour

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 b. legal requirements
c. strategic goals
d. competition

6. Recruitment is done separately from the selection process.

a. True
b. False
ANSWER: False

7. The best defence against charges of systemic discrimination is to document that every attempt has
been made to attract members from the protected group.
a. True
b. False
ANSWER: True

8. Mission and values do NOT play a role in the recruitment process.

a. True
b. False
ANSWER: False

Answers:
1A
2D
3A
4C
5A
6 False
7 True
8 False

Chapter 7
1. Which of the following is NOT one of the four groups designated in the federal government’s
Employment Equity Act?
a. women
b. Aboriginal people
c. immigrants
d. persons with disabilities

2. Which term refers to the amount of knowledge, skills, abilities, and experience required for
minimally acceptable job performance?
a. minimum qualifications
b. minimum screening criteria

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 c. minimum selection qualifications
d. minimum criteria

3. What are screening procedures designed to do?

a. reduce the number of job applicants
b. eliminate candidates less likely to perform the job effectively
c. decide which applicant should be offered the job
d. identify KSAOs required for top job performance

4. Which concept refers to individuals who are predicted to perform successfully in a given position
but who do not perform at satisfactory levels when placed on the job?
a. person–job fit
b. perceptual difference
c. false positive
d. internal validity

5. If you had 500 applicants for 10 positions, what is the selection ratio?
a. .5
b. .05
c. .02
d. .01

6. Which of the following is NOT a commonly used screening method?

a. résumés
b. testing
c. application forms
d. reference checks

7. Recruitment involves identifying individuals from the applicant pool who have minimum
qualifications for the targeted position.
a. True
b. False

8. Before any screening tool is used, it should be reviewed with respect to human rights legislation.
a. True
b. False

9. The intent of the résumé is to introduce the job applicant to the organization through a brief,
accurate, written self-description.
a. True

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 b. False

Answers:
1C
2A
3A
4C
5C
6B
7 False
8 True
9 True

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