After the promotion of Joy, Juswa, and Jelly to managerial roles, Rain instructs Psyche to determine how many new hires will be needed in the next 6 months to fill their vacated posts. Psyche studies employment levels from the past 5 years and uses this historical data to estimate trends. What workforce forecasting method is being applied?

Jelly is assigned to lead a project requiring a high-performing team. To assist her, Psyche evaluates the current pool of staff who are qualified or trainable for the new responsibilities based on promotability and performance history. What process is Psyche engaged in?

Psyche performs a Markov Analysis to determine how likely it is that current trainees will be promoted to specialist roles over the next year. What type of data would he MOST LIKELY be using in this analysis?

KTRMed plans to expand their diagnostic services, requiring new hires. To determine the number of nurses needed based on expected patient load, Ayan looks at the ratio of patients to nurses in similar past projects. What forecasting method is Ayan using?

In a company-wide meeting, Rain explains that promoting Joy, Juswa, and Jelly was not only based on performance, but also part of a long-term plan to systematically develop leadership across KTRMed. Which HR strategy is this BEST an example of?

After reviewing the ASA (Attraction-Selection-Attrition) framework, Psyche notes that many of KTRMed’s remaining employees are similar in values and personality. What is a potential long-term risk if this continues unchecked?

To support recruitment, Ayan designs a Recruiting Yield Pyramid to estimate the number of applicants needed to make 10 hires. What kind of insight does this tool primarily offer?

Joy, now a clinical manager, wants to ensure that each position has clear expectations, KSAOs, and essential tasks. What HR activity should she request from Psyche’s team to document this formally?

In a recruitment seminar, Ayan explains that KTRMed promotes internally to boost morale and reduce hiring costs. However, he cautions that this strategy may result in what potential drawback?

Psyche introduces a workforce planning initiative that segments roles into critical, strategic, and support categories, then matches actions based on that classification. Which workforce planning model is being used?

At the SM MOA job fair, Psyche approaches a well-dressed attendee browsing the booths, who appears to be a mid-career medical professional but hasn’t submitted a resume. Psyche starts a conversation and convinces her to consider applying as a cardiologist. What type of applicant is this BEST an example of?

At UP Diliman, Kino interviews a batch of med students for future residency programs. He asks each of them the same series of questions, scored against a standardized key based on job analysis. What type of interview is Kino conducting?

Rain interviews an applicant at Robinsons Galleria who shares similar hobbies and values as him. Despite weak qualifications, Rain subconsciously gives him a high rating. This situation illustrates which interview bias?

Kino receives a resume that lists employment based on skills grouped by category rather than job dates. Which resume format is this?

Psyche receives a resume that mixes both the order of job experience and the functions or skills gained in each. This resume is MOST likely using which format?

Rain asks applicants, “Tell me about a time you had to handle a difficult patient. What did you do, and what was the result?” What type of interview question is this?

One of the applicants at UP Diliman hands Kino a resume and explains that she’s part of a student group for medical interns with disabilities and advocates for accessibility in clinics. What recruitment strategy should KTRMed engage more actively in based on this interaction?

In the same job fair, Ayan tells Psyche that applicants tend to compare themselves with one another, especially when their interviews are held back-to-back. What interview bias should Psyche be mindful of in this situation?

KTRMed is now opening 20 new positions for resident doctors. Psyche considers using the internet to post vacancies across multiple platforms. Which of the following is NOT typically part of internet-based recruitment?

Psyche has set up an interview room at the MOA job fair where each applicant will go through four rounds of interviews with different HR reps one after another, each focused on a different assessment area. This structure is known as:

Psyche explains to the panel that they should look beyond quantity and instead consider the quality of test responses when forming impressions about each applicant. Which model of impression formation BEST reflects this perspective?

Psyche wants to ensure that all test-takers meet a minimum acceptable performance level in each test. The 16PF, CFIT, RPM, and WAIS are scored, and only applicants who pass ALL cutoffs are considered. What model is Psyche applying?

After testing, the psychologist explains to Psyche that they should estimate the percentage of new hires who are likely to succeed using validity coefficients. Which tool is MOST appropriate for this task?

One candidate scored well on the WAIS and RPM but failed the CFIT. Because of this, she was disqualified before proceeding to the next stage. This selection approach is consistent with:

Psyche reviews the final list of scorers and decides to select from a score range instead of strictly choosing only the highest. He includes qualified applicants who fall within the top 10% band. What method is this?

Psyche recalls from training that “False Negatives” are test decisions where capable people are rejected. Which quadrant in the decision matrix does this refer to?

The HR psychologist uses the Brogden-Cronbach-Gleser Utility Formula to report that using the 4-test battery would save KTRMed ₱350,000 annually in reduced turnover and increased productivity. What is the PRIMARY purpose of this formula?

Psyche notices that some evaluators are rating applicants leniently across all dimensions based on one good impression. This rating error is BEST described as:

Rain reminds Kino that in HRD, their goal is to provide ongoing mentorship and learning to improve performance and prepare employees for future roles. This is in contrast to HRM, which focuses more on:

The HR team is setting performance evaluation metrics for the new hires. They want to emphasize how well employees contribute to the team and support clinic morale, even if it’s not part of formal duties. Which criteria are they using?