CHRA QUALIFYING EXAM FOR INCOMING 2ND YEAR – SAMPLE QUESTIONS

I. INTRODUCTION TO HUMAN RESOURCES.

1. A series of actions that aim to achieve the goals of an organization.

A. Recruitment B. Management C. Organization D. Job Analysis

2. When managers use metrics to assess performance then develop strategies for corrective action, they
are performing the __________ function of the management process.

A. Staffing B. Planning C. Controlling D. Directing

3. Claire spends most of her time at work establishing goals for her staff of fifty employees and
developing procedures for various tasks. In which function of the management process does Claire spend
most of her time?

A. Planning B. Organizing C. Staffing D. Leading

4. Which of the following is NOT a function of Human Resources Management?

A. Recruits qualified applicants for the job vacancies.

B. Makes sure that the company complies with the Labor Code.

C. Analyzes financial reports and makes decisions from it.

D. Formulate and implement training programs.

5. Wilmer works in the HR department and is in charge of developing the plans for how people are paid
and how the employee benefits program is run. Wilmer is most likely holding the position of
___________.

A. Training Specialist B. Recruiter C. Compensation manager D. Job Analyst

6. The HRM function started as a mere administrative function in a business enterprise.

TRUE OR FALSE?

7. The following are the three product lines of HR, EXCEPT:

A. Administrative services and transactions. B. Strategic partner

C. Business Partner Services D. Welfare services

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8. Personnel activities associated with human resource management most likely include all of the
following EXCEPT_______________.

A. Orienting and training new employees

B. Appraising employee performance

C. Building employee commitment

D. Developing customer relationship

9. No one wants to make mistakes, least of all managers. Which one of the following is NOT a personnel
mistake?

A. Waste time with useless interviews

B. Hire the wrong person

C. Have your people demotivated and exhausted

D. Experience low turnover

10. 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

11. Which one of the following is most likely a line function of the human resources manager?

A. Ensuring that line managers are implementing HR policies

B. Advising top managers about how to implement labor laws

C. Representing the interests of employees to senior management

D. Directing the activities of subordinates in the HR department

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12. An HR Generalist at Wilson Manufacturing has been assigned to the sales department to provide HR
management assistance as needed. Which of the following best describes the structure of the HR services
provided at Wilson Manufacturing?

A. Shared HR teams B. Embedded HR teams

C. Centers of expertise D. Corporate HR teams

13. Which organization of the human resource function involves dedicated HR members that assists top
management in issues such as developing the personnel aspects of the company’s long-term strategic
plan?

A. Shared HR teams B. Embedded HR teams

C. Centers of expertise D. Corporate HR teams

14. ___________ refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to
new markets abroad.

A. Expansion B. Globalization C. Export growth D. Diversification

15. 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

16. Which management style is suitable for knowledge workers?

A. Empowering B. Autocratic C. Authoritarian D. Commanding

17. It is a systematic planned strategic effort by a company to attract, retain, develop, and motivate
highly skilled employees and managers.

A. Empowerment B. Management

C. Talent Management D. Employee retention

18. What is the term for workforces like those at the company Uber, where freelancers and independent
contractors work when they can, on what they want to work on, and when the company needs them?

A. Telecommuters B. Human capital C. Job analysts D. On-demand workers

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19. The recent trend where in some occupations (such as high-tech) unemployment rates are low, while in
others unemployment rates are still very high and recruiters in many companies can’t find candidates,
while in others there’s a wealth of candidates is called _____________.

A. Talent analytics B. Globalization C. Unbalanced labor force D. Human capital

20. Which term refers to exporting jobs to lower-cost locations abroad?

A. Freelancing B. Offshoring C. Rightsizing D. Warehousing

21. Evidence-based human resources management relies on all of the following types of evidence
EXCEPT ____________.

A. Scientific rigor B. Existing data C. Research studies D. Qualitative opinions

22. Distributed HR is the idea that more and more human resource management tasks are now being
redistributed from a central HR department to the company’s employees and line managers.

TRUE OR FALSE?

23. This type of organization embraces a culture of life-long learning, enabling employees to continually
acquire and share knowledge.

A. Learning Organization B. Telecommuting C. Merger D. Critical Talent

24. As baby boomers retire from the workforce, there will be more people entering the labor pool than
leaving it.

TRUE OR FALSE?

25 The role of labor relations specialists includes investigating labor law grievances and collecting data
about jobs for the purpose of writing job descriptions.

TRUE OR FALSE?

26. __________ refers to being psychologically involved in, connected to, and committed to getting one’s
jobs done.

A. Ethics B. Sustainability C. Human capital D. Employee engagement

27. Tools such as Twitter, Facebook, and LinkedIn that can be used to recruit new employees are known
as ___________.

A. Data analytics B. Social media C. Mobile applications D. Cloud competing

1. Which one of the following terms refers to the procedure used to determine the duties associated with
job positions and the characteristics of the people to hire for those positions?

A. Job description B. Job specification C. Job analysis D. Job context

2. The information resulting from a job analysis is used for writing ________.

A. Job descriptions B. Corporate objectives

C. Personnel questionnaires D. Training requirements

3. All of the following types of information will most likely be collected by a human resources specialist
through a job analysis EXCEPT ________.

A. Work activities B. Human behaviors

C. Performance standards D. Employee benefits options

4. A manager uses the information in a job analysis for all of the following EXCEPT ________.

A. Assessing training requirements B. Complying with labor regulations

C. Determining appropriate compensation D. Providing accurate performance appraisals

5. Which one of the following most likely depends on a job's required skills, education level, safety
hazards, and degree of responsibility?

A. Employee compensation B. Organizational culture

C. Annual training requirements D. DOLE compliance

6. Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis.
What should be Jennifer's first step in the process?

A. Deciding how the gathered information will be used

B. Collecting data on job activities and working conditions

C. Selecting representative job positions to assess

D. Reviewing relevant background information

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7. Which one of the following refers to the human requirements needed for a job, such as education,
skills, and personality?

A. Job specifications B. Job analysis C. Job placement D. Job descriptions

8. All of the following requirements are typically addressed in job specifications EXCEPT ________.

A. Desired personality traits B. Required education levels

C. Necessary experience D. Working conditions

9. Which one of the following indicates the division of work within a firm and the lines of authority and
communication?

A. Process chart B. Employee matrix C. Organization chart D. Corporate overview

10. Which one of the following is an example of business process reengineering?

A. Using computerized systems to combine separate tasks

B. Creating a visual chart for work flow procedures

C. Assigning additional activities to new employees

D. Developing employee skills and behaviors

11. While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data
with the ________.

A. DOLE representative B. HR manager

C. Legal department D. Worker

12. The primary drawback of performing a job analysis regards the ________.

A. Unverifiable data a job analysis typically provides

B. Certification required to conduct a job analysis

C. Amount of time a job analysis takes to complete

D. Redundant information gathered during a job analysis

13. Job ________ means assigning workers additional same-level activities.

A. Enrichment B. Assignment C. Enlargement D. Rotation

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14. Which one of the following terms refers to systematically moving workers from one job to another?

A. Job rotation B. Job enrichment C. Job enlargement D. Job adjustment

15. Which one of the following terms refers to redesigning jobs in a way that increases the opportunities
for the worker to experience feelings of responsibility, achievement, growth, and recognition?

A. Job rotation B. Job enrichment C. Job reengineering D. Job enlargement

16. Conducting the job analysis is the sole responsibility of the HR specialist.

TRUE OR FALSE?

17. Interviews for the purpose of collecting job analysis data will most likely address all of the following
topics EXCEPT ________.

A. Hazardous conditions B. Primary work duties

C. Required education D. Personal hobbies

18. Job analysts collecting information through observations and interviews benefit from the use of a(n)
________ to guide the process and ensure consistency.

A. Structured list B. Electronic diary C. Job description D. Organization chart

19. Who argued that the best way to motivate workers is to build opportunities for challenge and
achievement into their jobs via job enrichment?

A. Adam Smith B. Frederick Taylor C. Frederick Herzberg D. Abraham Maslow

20. Jack is an employee at a Best Western Hotel. Some weeks he works with the catering group, and other
weeks he assists the reservations clerk or the parking attendant. This is an example of ________.

A. Job enlargement B. Job rotation C. Job enrichment D. Job specialization

21. Which method for collecting job analysis information is considered best for quantifying the relative
worth of a job for compensation purposes?

A. Electronic log B. Worker diary C. Observation D. Position analysis questionnaire

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22. Jerome, a manager at an electronics company, needs to gather job analysis information from a large
number of employees who perform similar work. Which one of the following would be most appropriate
for Jerome?

A. Observing all employees B. Interviewing the HR manager

C. Holding a group interview with a supervisor D. Conducting telephone surveys of all

23. For which of the following jobs is direct observation NOT a recommended method for collecting job
analysis data?

A. Assembly-line worker B. Accounting clerk C. Attorney D. Nurse

24. Which one of the following is the primary disadvantage of using questionnaires to gather job analysis
information?

A. Questionnaires are the most expensive method of collecting data.

B. Supervisors are required to verify all collected questionnaire data.

C. Questionnaires are too open-ended for statistical information.

D. Developing and testing questionnaires is time-consuming.

25. One of the problems with direct observation is ________, which is when workers alter their normal
activities because they are being watched?

A. Flexibility B. Falsification C. Reactivity D. Diversion

26. Which data collection method is most frequently used in conjunction with direct observation?

A. Interview B. Questionnaire C. Electronic log D. Survey

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III. RECRUITMENT AND SELECTION

1. What is the first step in the recruitment and selection process?

A. Performing initial screening interviews B. Building a pool of candidates

C. Performing candidate background checks D. Deciding what positions to fill

2. Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six
months, which means Marcus is currently working on ________.

A. Screening job candidates B. Personnel planning

C. Interviewing job candidates D. Writing job descriptions

3. The process of deciding how to fill executive positions at a firm is known as ________.

A. Internal recruiting B. Succession planning

C. Long-term forecasting D. Advanced interviewing

4. Which one of the following terms refers to studying a firm's past employment needs over a period of
years to predict future needs?

A. Ratio analysis B. Trend analysis C. Graphical analysis D. Computer analysis

5. Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson
traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople
should Newton hire?

A. 2 B. 5 C. 10 D. 20

6. When managers need to determine which current employees are available for promotion or transfer,
they will most likely use ________.

A. Scatter plots B. Skills inventories C. Estimated sales trends D. Personnel forecasts

7. All of the following are methods used by firms to develop high-potential candidates for future positions
EXCEPT ________.

A. Providing internal training B. Implementing job rotation

C. Offering global assignments D. Developing skills inventories

A. Outsourcing B. Recruiting C. Telecommuting D. Screening

9. ___________ is the process of reducing costs by reducing headcount.

A. Outsourcing B. Downsizing C. Recruiting D. Screening

10. The following are the possible HR intervention if you have personnel surplus, except:

A. Stop recruiting B. Offer early retirements

C. Increase overtime D. Retrenchment

11. An employer will most likely use a private employment agency in order to ________.

A. Receive assistance writing job ads B. Adhere to legal hiring practices

C. Fill a specific job opening quickly D. Spend more time recruiting applicants

12. Newton Manufacturing is using a private employment agency to recruit individuals for management
positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so
you should ________.

A. Provide the agency with an accurate job description

B. Post jobs on the firm's intranet and bulletin boards

C. Develop applicant screening software for internal hires

D. Send HR experts to monitor the agency's recruiting activities

13. What is an advantage of using employee referral campaigns?

A. Local, hourly workers can be recruited quickly.

B. Applicants have received realistic job previews.

C. Rewards and incentives are eliminated.

D. Applicants have community ties

14. Selection tests should be used as supplements to other tools like interviews and background checks.

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 TRUE OR FALSE?

15. Which one of the following is NOT a tool used by firms to recruit outside candidates?

A. Newspaper advertising B. Job postings

C. Employment agencies D. Online job boards

16. Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed

basis. Kate is most likely ________.

A. Working as a contingent worker B. Participating in a job rotation

C. Using job enlargement D. Benchmarking jobs

17. ________ are special employment agencies retained by employers to seek out top management talent
for their clients.

A. Department of Labor and Employment B. Private employment agencies

C. Temporary agencies D. Executive recruiters

18. Which one of the following terms refers to the use of nontraditional recruitment sources?

A. Negligent hiring B. Personnel planning

C. Human resource management D. Alternative staffing

19. As part of the selection process for a position at UPS, Jacques has been asked to lift weights and jump
rope. Which one of the following is most likely being measured by UPS?

A. Interpersonal skills B. Cognitive skills C. Physical abilities D. Achievements

20. Carlos recently participated in a selection test for a position at Northern Aeronautics. The test
measured Carlos's finger dexterity and reaction time, so it was most likely a(n) ________ test.

A. Motor ability B. Personality C. Cognitive D. Interest

21. All of the following are most likely assessed on personality tests EXCEPT ________.

A. Extraversion B. Reasoning C. Sensitivity D. Emotional stability

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22. Which one 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

23. Michelle Simmons recently applied for a position with Pfizer Pharmaceuticals. Which personality
trait most likely has the strongest correlation to Michelle's success as a pharmaceutical sales
representative?

A. Extroversion B. Agreeableness C. Conscientiousness D. Openness to experience

24. With the work sampling technique, applicants are ________.

A. Asked to submit examples of projects they have completed for other employers

B. Tested on their ability to perform several tasks crucial to performing the job of interest

C. Tested on their ability to perform a range of tasks related to several positions in a firm

D. Given video-based situational interviews to assess their critical thinking skills

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ANSWER KEY

I. INTRODUCTION TO HUMAN RESOURCES

1. B. 16. A.

2. C. 17. C.

3. A. 18. D.

4. C. 19. C.

5. C. 20. B.

6. TRUE 21. D.

7. D. 22. TRUE

8. D. 23. A.

9. D. 24. FALSE

10. A. 25. FALSE

11. D. 26. D.

12. B. 27. B.

13. D.

14. B.

15. B.

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ANSWER KEY

II. JOB ANALYSIS AND DESIGN

1. C. 14. A.

2. A. 15. B.

3. D. 16. FALSE

4. B. 17. D.

5. JOB SPECIFICATION 18. A.

6. A. 19. C.

7. A. 20. B.

8. A. 21. D.

9. C. 22. C.

10. A. 23. C.

11. D. 24. D.

12. C. 25. C.

13. C. 26. A.

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ANSWER KEY

III. RECRUITMENT AND SELECTION

1. D. 13. B.

2. B. 14. TRUE

3. B. 15. B.

4. B. 16. A.

5. B. 17. D.

6. B. 18. D.

7. D. 19. C.

8. A. 20. A.

9. B. 21. B.

10. C. 22. C.

11. C. 23. A.

12. A. 24. C.

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