Question 1

An environmental scan follows the development of the organization strategy.

Accepted Answer

An environmental scan is typically conducted before the development of the organization's strategy to understand external and internal factors that could impact strategic decisions.

Question 2

Bad hires may cost an organization as much as 30 percent of a new hire's potential earnings.

Accepted Answer

Studies have shown that bad hires can cost a company up to 30% of the new hire's potential earnings, due to lost productivity, training costs, and replacement costs.

Question 3

Two external factors that are elements of an environmental scan are the economic climate and work force demographics

Accepted Answer

The economic climate and work force demographics are both external factors that can be identified through an environmental scan. The economic climate refers to the overall state of the economy, including factors such as inflation, interest rates, and unemployment. Work force demographics, on the other hand, refer to the characteristics of the labor force, such as age, gender, education level, and skills. Both of these factors can have a significant impact on a business or organization and should be considered during the environmental scanning process.

Question 4

Define and describe the differences between human resource planning, recruitment, and selection.

Accepted Answer

The answer of Define and describe the differences between human...

Question 5

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

Accepted Answer

HRM is responsible for coordinating and integrating human resource activities with all areas of the organization, including top management, departmental managers, and employees. This ensures that HR policies and practices are aligned with the organization's culture, mission, and strategy, and that all employees are treated fairly and consistently.

Question 6

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

Law primarily establishes what is legally permissible or impermissible in a society, which may not always align with what is considered morally right or wrong. Morality is a separate concept that can influence laws but is not defined by them.

Question 7

Ethical codes place constraints on what members may and may not do when practising human resources management, including recruitment and selection.

Accepted Answer

Ethical codes define and regulate the standards of behavior and decision-making by human resource professionals in recruitment and selection processes. These codes establish ethical principles that promote fairness, transparency, respect, and equal opportunities for all candidates, and prevent discrimination, harassment, and unethical practices in the workplace. Therefore, ethical codes impose limitations and responsibilities on human resource managers to ensure that their actions are consistent with ethical standards and legal requirements.

Question 8

Empirical studies demonstrate that organizations using effective recruitment and selection practices gain a competitive advantage in the marketplace.

Accepted Answer

Empirical studies have consistently shown that organizations that use effective recruitment and selection practices are more likely to attract and retain high-quality employees who can contribute to the organization's success. This competitive advantage is particularly important in today's fast-paced and rapidly changing business environment, where organizations must be able to adapt quickly to changing market conditions and customer demands. By hiring the best candidates for the job, organizations can ensure that they have the talent and skills necessary to compete effectively in their industry.

Question 9

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

Accepted Answer

Recruitment and selection decisions are often a collaborative effort involving HRM and the specific departments or teams where the new employee will work, with final decisions not exclusively reserved for HRM but made in partnership with relevant department heads or managers.

Question 10

Recruitment and selection are the most important talent management functions.

Accepted Answer

Recruitment and selection are crucial aspects of talent management, but not the most important as talent management encompasses a broader range of functions including employee development, retention, and succession planning, all of which are essential for managing and optimizing the workforce.

Question 11

Effective human resource managers are strategic thinkers.

Accepted Answer

Effective human resource managers must not only handle day-to-day tasks but also think strategically about the organization's goals and how to align and develop its human resources to achieve those goals.

Question 12

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

Accepted Answer

Not all provincial HR associations have endorsed the CCHRA's (now CPHR Canada) national standards, as there have been instances where certain provinces chose not to participate or to follow their own standards for granting the Canadian Human Resource Professional (CHRP) designation.

Question 13

Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization.

Accepted Answer

Effective recruitment and selection practices are designed to identify job applicants who possess the necessary knowledge, skills, abilities, and other requirements that are needed for successful job performance in a particular organization. This helps to ensure that the organization is staffed with qualified and capable employees who can contribute to its success.

Question 14

Which of the following is NOT a principle for the Canadian Code of Ethics for Psychologists

Accepted Answer

The Canadian Code of Ethics for Psychologists includes principles such as responsibility to society, integrity in relationships, and respect for the dignity of persons, but "support for diversity" is not explicitly listed as a principle in the code.

Question 15

Recruitment refers to the choice of job candidates from a previously generated pool of candidates.

Accepted Answer

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees. It involves creating a pool of candidates for a job, not just choosing from an existing pool.

Question 16

Talent management comprises the training and development of current employees.

Accepted Answer

The answer of Talent management comprises the training and development...

Question 17

List several ways that recruitment and selection are important to organizations.

Accepted Answer

The answer of List several ways that recruitment and selection...

Question 18

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

Human resources management is not an independent function within an organization. It works in close coordination with other departments and functions to align human resource strategies with the overall business strategy of the organization. It also involves collaboration with external stakeholders such as job applicants, recruitment agencies, and labor unions.

Question 19

Ethical decision making is always clear-cut.

Accepted Answer

Ethical decision making can often involve complex situations and conflicting values, making it challenging to determine the best course of action. It is not always clear-cut and requires thoughtful consideration and analysis of potential consequences and various perspectives.

Question 20

Psychologists must follow ethical standards when carrying out employment tests.What type of issue are they NOT involved with in applying ethical standards

Accepted Answer

Ethical standards in employment tests do not involve the strategic contribution of tests to organization effectiveness. The ethical standards mainly include confidentiality of test results, informed consent of the test taker, and competence of test administrators and evaluators.

Quiz 1: An Introduction to Recruitment and Selection