Self-study examination recruitment management past test questions

There is only one without calendar year

April 2010 05962

1. Multiple choice question 1'

1. Future The personnel selection orientation is ( )

A: Service-oriented B: Product-oriented C: Personal-oriented D: Performance-oriented

2. From the perspective of temperament type, they are energetic and quick to act. , people who are easy to motivate, have a straightforward temperament, are enterprising, but have poor self-control, have an impatient temperament, are subjective and willful, and are prone to impulsiveness, etc., belong to (A)

A: Choleric B: Sanguine C : Phytic temperament D: Depressive temperament

3. The person responsible for organizing the forecast will send the problems to be solved and related information in the form of questionnaires to the forecast experts, who will make forecasts and put the forecast plan in Collected within a specified time, this kind of human resources demand forecasting method is called (A)

A: Delphi method B: Empirical forecasting method C: Workload method D: Ratio analysis method

< p>4. When some more important positions in an enterprise require recruitment, the process of promoting qualified employees from a lower-level position to a higher-level position within the enterprise is (A)

< p>A: Internal promotion B: Internal competition C: Internal transfer D: Supervisor recommendation

5. The attitude, interest, temperament, self-confidence, values, motivation and moral character of people at work The test is called (A)

A: Personality test B: Intelligence test C: Achievement test D: Aptitude test

6. In the personnel selection process, career The starting point is the needs and job vacancies, and personnel are selected according to the qualification requirements of the positions. This reflects the principle of personnel selection (A)

A: Principle of selecting people based on circumstances B: Principle of matching people with jobs C: Principle of employing people based on their strengths D: Principle of having both ability and political integrity

7. Holland’s professional personality classification includes realistic, conventional, artistic, social, entrepreneurial and (B)

A: Ideal type B: Research type C: Perfect type D: Emotional type

8. Assume that a factory takes an average of 0.2 hours to produce a product and plans to produce 20,000 products per day. Working 8 hours a day, based on an average absentee rate of 1%, the number of workers in the factory is (B)

A: 500 people B: 505 people C: 1000 people D: 1010 people

9. In campus recruitment, the recruitment method usually used by small and medium-sized enterprises is (B)

A: Go directly to the relevant school departments to recruit people B: Participate in the special recruitment fair held by the school

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C: Send people to the school to conduct special job fairs or presentations D: Participate in job fairs in the talent market

10. In the skills of the written examination, gather the knowledge points summarized and extracted. This method is called (B) to eliminate differences and make it a systematic arrangement process. A: Inductive and refining method B: Systematic arrangement method C: "Thick books become thinner" method D: Series construction Method

11. The measurement object of the psychological test is (B)

A: individual culture B: individual behavior C: organizational culture D: organizational behavior

12 .According to the "Labor Law" and relevant regulations, if the labor contract period is more than six months but less than one year, the probation period is limited to (B)

A: No probation period is allowed B: No probation period is allowed More than one month C: The probation period does not exceed three months D: The probation period does not exceed six months

13. The degree of consistency between the evaluation and selection results and the results of another evaluation and selection is called (B)

A: Test-retest reliability B: Replicate reliability C: Internal consistency reliability D: Interrater reliability

14. The positions recruited by the organization, the number of people needed, The qualifications of the required personnel, the start and end dates of recruitment, and treatment conditions are disclosed to the public, which reflects the (C) principle in recruitment management

A: Principle of legality B: Principle of fair competition

Then C: Principle of disclosure D: Principle of authenticity

15. The productive potential of knowledge and behavior owned by an individual is called (C)

A: Economic capital B: Political capital C: Human capital D: social capital

16. Among the various recruitment channels, recruitment is carried out through headhunting companies, and the positions used are (C)

A: General staff positions B: All Position C: Senior professional or cadre position D: Low-end position

17. The STAR principle should be followed in interview questions, where R means (C)

A: Objective B: Background C: Result D: Behavior

18. Factors that affect personnel selection include organizational status, decision-making speed, number of applicants, probation period and (C)

A: Organizational structure B : Organizational environment C: Organizational level D: Organizational process

19. The best time to conduct background checks on candidates is (C)

A: The gap between the end of the written test and preparation for the interview B: At the same time as the interview C: The gap between the end of the interview and the appointment D: After the appointment

20. Unit recruitment costs include (C)

A: Internal costs, indirect costs and accounting costs B: external costs, direct costs and accounting costs

C: internal costs, external costs and direct costs D: internal costs, external costs and indirect costs

21. Evaluation The correlation coefficient between the result and the standard result becomes (C)

A: Temporal validity analysis B: Spatial validity analysis C: Correlation validity analysis D: Effect validity analysis

22 .The candidate is interviewed by a group of interviewers and colleagues. This type of interview is called (D)

A: stereotyped interview B: structured interview C: series interview D: jury interview< /p>

23. Among the following selection methods, the one that belongs to the evaluation center is (D)

A: Personality test B: Aptitude test C: Psychological test D: Role play

< p>24. The document basket test can not only evaluate a person's management skills and abilities from multiple perspectives, but also train and enhance their management skills and abilities, which reflects the (D) of the document basket test

A: Flexibility B: Equality C: Directness D: Training

25. In recruitment evaluation, the evaluator is not affected by subjective factors and achieves absolute fairness, which reflects the importance of recruitment evaluation. ( D )

A: Validity B: Reliability C: Timeliness D: Objectivity

2. Multiple-choice question 1'

26. Among the following recruitment methods, the traditional recruitment method is (ABC)

A: Job fair B: Newspaper advertisement C: Internal recommendation from employees D: Online recruitment E: Intermediary headhunting recruitment

27. The basic principles that should be followed in the recruitment of national civil servants are (ABDE)

A: Principle of openness B: Principle of equality C: Principle of merit D: Principle of competition E: Principle of merit

28. Compared with other evaluation methods, the advantages of the evaluation center are (ACD)

A: Image verisimilitude B: Staticity C: Dynamicity D: Comprehensiveness E: Specificity

29. The main role of organizational culture in organizational management is (ACDE)

A: Incentive effect B: Dilution effect C: Cohesion effect D: Normative effect E: Stabilizing effect

30. Among the following personality tests, the ones that belong to the self-report scale method are (BCD)

A: Rorschach Inkblot Test B: Minnesota Multiple Personality Test C: Edwards Personal Interest Scale D: Youth Personality Questionnaire E: Thematic Apperception Test

3. Fill-in-the-blank question 5'

31. Personnel quality evaluation index = evaluation element + evaluation scale + evaluation mark.

32. The ideal interview steps include preparation, introduction, main topic, conclusion and review.

33. In the personnel selection test, the examiner set up a series of sharp interpersonal contradictions and interpersonal conflicts, requiring several applicants to play different roles to deal with various conflicts. The examiner By observing and recording the behaviors of candidates while playing different roles, the quality and potential of candidates are tested. This method is called role playing.

34. The main content of a labor contract includes three aspects: the subject of the labor relationship, the object of the labor contract, and the rights and obligations of the labor contract.

35. The number of hired personnel is mainly evaluated from three aspects, namely the hiring ratio, the application ratio and the recruitment completion ratio.

IV. Glossary 3’

36. Background check: Usually the employer uses a third party to understand and verify the applicant’s situation.

37. Interview method: It is a selection technique that uses face-to-face conversation and observation as the main means in a specific scenario. It is a method to evaluate the relevant qualities of candidates from the outside to the inside

< p>38. Evaluation center:

39. External recruitment

40. Psychological test: Psychological test is mainly conducted systematically through a set of observable sample behaviors of people. Measurement to infer people's psychological characteristics

V. Short answer question 6'

41. Briefly describe the characteristics of leaderless group discussions

Answer: 1. Test The questions have high requirements.

2. The examiner’s scoring technology has high requirements.

3. It is difficult to achieve a high level of consistency.

4. Applicants may be acting, performing or pretending.

5. It takes a long time and the cost is relatively high.

42. Briefly describe the significance of human resource planning

Answer: Human resource planning is a key part of human resource management. If planning is poor, the company may lack enough employees, or conversely have too many employees and have to lay off employees in large numbers. In short, the company will suffer from various staffing problems.

43. Briefly describe the role of recruitment management

Answer: 1 Effective recruitment management can improve employee satisfaction and reduce employee turnover rate

2. Effective recruitment management will reduce employee training burden

3. Effective recruitment management will enhance team morale.

4. Effective recruitment management will reduce the incidence of labor disputes

5. Effective recruitment management will improve the performance level of the organization

44. Brief description of evaluation The concept and classification of validity

The so-called assessment validity refers to the true extent to which the assessment results reflect the quality being measured. 1. Validity is a concept of degree 2. Validity is a comprehensive reflection of measurement errors

Classification of validity:

1. Content validity analysis (referring to the actual measurement results The degree of consistency between the content and the expected content to be measured)

2. Structural validity analysis (that is, the degree of isomorphism between the actual measured results and the desired measured quality, generally using empirical methods)

3. Analysis of correlation validity (the analysis of correlation validity is carried out through the validity coefficient

45. Briefly describe the advantages and disadvantages of online recruitment

Advantages: Reflection It provides a more convenient interactive communication platform for job seekers and employers.

For job seekers, advantages: large capacity, fast updates, breaking through time and space, low cost, opportunities come to your door.

For employers, the recruitment information released is not Due to the space limit, it can be read by more job seekers in different areas, thereby improving the hit rate of finding ideal talents, receiving online resumes, conveniently saving and classifying, and establishing the company's talent database, etc.

Disadvantages: It is difficult to distinguish the authenticity of the information, the information is out of date, there are too many resumes, and it is not taken seriously, and there is a worry of leakage of personal information.

6. Essay question 10'

46. Analysis of labor contract signing Issues that should be paid attention to when contracting

1. Pay attention to distinguishing between probation period, trainee period, and internship period 2. The form and content of the contract must be legal

47. It is based on actual analysis of the company’s internal human resources Influencing factors and forecasting methods of supply

Influencing factors 1. Statistics on the company’s existing human resources, understanding the existing number and configuration of employees 2. Analyzing the company’s position adjustment policy and adjustment data over the years, and statistical adjustment ratio 3. Personnel decisions of each department Understand the possible personnel adjustments 4 Summarize the employee adjustment ratio and the personnel adjustments of each department to obtain the factors affecting the supply of human resources within the enterprise.

Methods: 1. Technical survey, 2. Internal employee turnover possibility matrix. 3 Markov matrix