HRM Quiz 3

1 / 50

A Competency consists of____________?

A list of tests that will measure cognitive ability

The specific tasks a person must do

Skills and behaviours

Communications and behaviour

2 / 50

Which of the following approach emphasizes the? effect of psychological &. Social factors on employees? performance?

Human relations approach

Rational approach

Systematic approach

Scientific approach

3 / 50

The advantage of external recruiting is that:___________?

They are useful for companies too small to have dedicated recruiters

They are very inexpensive

Time Consuming

They ensure consistency from opening to closing

4 / 50

Increasing the number and variety of tasks assigned to a job is called__________?

Job enrichment

Job enlargement

Job rotation

A. and C.

5 / 50

Executive recruiters are also called___________?

alternative staffing companies

head hunters

staffers

contract technical recruiters

6 / 50

The first step in the human resource planning process is ____________?

Assessing future demand

Forecasting future human resource needs

Assessing future supply

Preparing a job analysis

7 / 50

HRP stands for___________?

Human resource planning

Human recruitment procedure

Human recruitment planning

Human resource project

8 / 50

Career counseling ?is part of which of the following functions of HRM?

Maintenance of HRIS

Compensation & benefits

Planning & selection

Training and Development

9 / 50

Which of the following functions of HRM deals with ?Collective Bargaining??

Staffing

Employee relations management

Forecasting

Employee-assistance management

10 / 50

Human resource planning techniques include the use of some or all of the following?

Employee Management

Size of organizational structure

Infrastructure Plan

Control and evaluation

11 / 50

In the future, HR managers will have to deal with all of the following workforce changes, except

an abundance of entry level workers

a more racially diverse workforce

a skills shortfall among workers

an older workforce

12 / 50

The number of people hired for a particular job compared to the number of individuals in the applicant pool is often expressed as________?

Selection ratio

Recruitment ratio

Employment ratio

Application ratio

13 / 50

The human resource management functions aims at____________?

Ensuring financial & Marketing Stability

ensuring that the ?human resources possess, adequate capital, tool equipment and material to perform the job successful

improving an Organisation?s creditworthiness among financial institutions

helping the Organisation deal with its employees in different stages of employment

14 / 50

Which of these models is not a rational planning approach?

Strategic business unit level strategic planning

Operational level strategic planning

Corporate- level strategic planning

Processual Approach

15 / 50

Tests that measure traits, temperament, or disposition are examples of___________?

Personality tests

Intelligence tests

Work sample tests

Manual dexterity tests

16 / 50

Relationship between HRM & Management?

No relationship exists

HRM is one aspect of Management

Management is one aspect of HRM

Both are same .

17 / 50

Why do companies use external job searches instead of internal searches?

Companies can add new talent, new ideas to the organization

Orientation time is reduced

Legal requirements

It is less expensive

18 / 50

Which of the following is NOT a goal of HRM?

Producing the desired human behavior that helps to achieve Organisatlons goals

Integration of HRM with the corporate strategy of the Organization

To endure proper delivery of products

Creation of a flexible environment that can easily adopt change

19 / 50

Job analysis produces which of the following, regardless of the technique used?

Replacement charts

Job specifications

Individual interview

Benchmarks

20 / 50

Which of the following is a disadvantage of using an executive recruiter?

unfamiliar with company perceptions of ideal candidate

many contacts in field

adept at contacting candidates who are not on the job market

ability to keep identity of firm confidential

21 / 50

Using a structured interviewing technique would likely achieve all of the following except___________?

More opportunity to explore areas as they arise during the interview

Enhanced job relatedness

Reduced subjectivity on the part of the interviewer

Increased consistency across candidates

22 / 50

How can high potential employees be developed for future positions?

Allowing them to do further studies

Increasing pal skill

Managing employee

internal training

23 / 50

Which of the following emerged when individuals realized the strength they could gain by joining together to negotiate with employers?

Employment Legislations

Human Relation movement

Employee relationship Management

Trade Unions

24 / 50

Which Personnel association uses the idea of bundles of integral HRM practices?

Chartered Institute of personnel & development

European association for personnel management

U.S office of personnel management

Association of personnel Service Orqanisations

25 / 50

In which stage of HR intranet site development are multiple sites linked together to create a seamless experience for the individual?

Transactional

Integrated

Brochureware

Personalized

26 / 50

The goal of this stage of HR intranet site development is to provide employees with a truly individualized experience based on their individual profiles?

Brochure ware

Transactional

Lnteqrated

Personalized

27 / 50

The unstructured interview:___________?

Typically is related to future

Typically biased job performance

Infrequently conducted

Typically is unbiased

28 / 50

The process which best defines the locating and, encouraging potential employees to apply for jobs is___________?

Recruitment

Human resource planning

Job Analysis

Selection

29 / 50

The characteristics of human resources are _____________in nature?

Ductility

Stable

Heterogeneous

Homogeneous

30 / 50

Recruiting is necessary to_________?

developing an applicant pool

develop qualifications inventories

forecast the supply of outside candidates

determine whether to use inside or. outside candidates

31 / 50

The written statement of the findings of job analysis is called __________?

Job design

Job evaluation

Job description

Job classification

32 / 50

Which of the following force makes an individual eligible to make decisions, give orders &. directing work activities of others?

Influence

Command

Power

Authority

33 / 50

Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all Organisations?

Best Practice

Resource-based view

Life cycle models

Best fit

34 / 50

Vertical integration in relation to SHRM can be described as which of the following?

The relationship or integration between operational functions and policies

The relationship or integration between HR functional policies, for example employee development, employee reward and employee relations

The relationship or integration between an Organisation?s senior managers

The relationship or integration between the internal HR processes, and the Organisation?s business strategy and external market.

35 / 50

The extent to which an employment selection test provides consistent results is known as:__________?

Reliability

Trustworthiness

Dependability

Consistency

36 / 50

Once a firm has a pool of applicants, the first step in Pre-screening is the_________?

on-site visit

telephone interview

application form

in-person interview

37 / 50

Which of the following department of an Orqanisation performs the managerial function of matching Orqanisational needs with the skills & abilities of the employees?

Marketing department

Finance department

Human Resource department

Production department

38 / 50

HRM typically provides which of these types of training to temporary employees?

Career planning and management

Orientation

Benefits options

Retirement planning?

39 / 50

HR Department maintains _________records.

Sales

Inventory

Production

Employee

40 / 50

In strategic human resource management, HR strategies are generally aligned with______________?

Finance strategy

Economic strategy

Marketing Strategies

Business Strategy

41 / 50

Why might there be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations?

Because the best-practice approach does not emphasize the individual business context

Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-termist economies.

Because there is much variation in the literature and empirical research as to what constitutes best-practice

Because the best-practice approach tends to be resource- intensive

42 / 50

Which of the following is an example of operative function of HR managers?

Procurement

PIanning?

Organizing

Controlling

43 / 50

Which of the following is not true of the activity known as job analysis?

Jobs are broken into elements such as information required or relations with other people

The job elements are rated in terms such as frequency. of use or amount of time involved

It aims to describe the purpose of a job and the conditions under which it is performed

The rate of pay for the job is fixed.

44 / 50

How often HR planning process is implemented within an Organisation?

Continuously

Bi-annually

Annually

Quarterly

45 / 50

Which of the following statements most accurately defines human resource management?

Human resource management contributes to business strategy and plays an important role in the implementation of business strategy

Human. resource management focuses on people as the source of competitive advantage

Human resource management is an approach to managing people

Human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques

46 / 50

Which of the following is a key HR role as defined by Ulrich et al (2009)?

Payroll advisor

Personnel administrator

Business ally

Organisational geographer

47 / 50

Campus Recruiting does not have the advantage of___________?

Higher understanding of organization

High potential

High level of curiosity

High Intellectual Capacity

48 / 50

The most popular method of recruiting applicants to jobs is_________?

Corporate website

Radio and TV advertisement

Commercial job boards

Employee referral schemes

49 / 50

Which one of the following is NOT the advantage of Workforce Diversity?

Increased creativity and flexibility

Greater openness to new ideas

Decreased problem-solving skills

Multiple perspectives

50 / 50

Mr. ?A? must decide what positions the firm should fill in the next six months. What activity is Mr. ?A? working on?

Selection

Interviewing

Recruitment

Personnel planning

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