HRM Quiz 3

1 / 50

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

Recruitment ratio

Employment ratio

Selection ratio

Application ratio

2 / 50

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

Human relations approach

Systematic approach

Scientific approach

Rational approach

3 / 50

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

Recruitment

Selection

Personnel planning

Interviewing

4 / 50

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

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

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

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

5 / 50

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

Personalized

Integrated

Transactional

Brochureware

6 / 50

The most popular method of recruiting applicants to jobs is_________?

Employee referral schemes

Radio and TV advertisement

Commercial job boards

Corporate website

7 / 50

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

Employee relations management

Forecasting

Staffing

Employee-assistance management

8 / 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 an Organisation?s senior managers

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

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

9 / 50

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

Assessing future supply

Preparing a job analysis

Assessing future demand

Forecasting future human resource needs

10 / 50

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

Trustworthiness

Dependability

Consistency

Reliability

11 / 50

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

Production department

Finance department

Marketing department

Human Resource department

12 / 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

Personalized

Lnteqrated

Transactional

13 / 50

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

ability to keep identity of firm confidential

adept at contacting candidates who are not on the job market

many contacts in field

unfamiliar with company perceptions of ideal candidate

14 / 50

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

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

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

The rate of pay for the job is fixed.

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

15 / 50

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

Procurement

Controlling

PIanning?

Organizing

16 / 50

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

Compensation & benefits

Training and Development

Planning & selection

Maintenance of HRIS

17 / 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?

Life cycle models

Best fit

Resource-based view

Best Practice

18 / 50

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

Decreased problem-solving skills

Increased creativity and flexibility

Greater openness to new ideas

Multiple perspectives

19 / 50

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

Finance strategy

Marketing Strategies

Economic strategy

Business Strategy

20 / 50

How can high potential employees be developed for future positions?

Increasing pal skill

Allowing them to do further studies

internal training

Managing employee

21 / 50

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

Trade Unions

Employee relationship Management

Employment Legislations

Human Relation movement

22 / 50

Relationship between HRM & Management?

Both are same .

No relationship exists

HRM is one aspect of Management

Management is one aspect of HRM

23 / 50

HR Department maintains _________records.

Inventory

Employee

Sales

Production

24 / 50

The human resource management functions aims at____________?

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

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

Ensuring financial & Marketing Stability

25 / 50

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

Payroll advisor

Organisational geographer

Business ally

Personnel administrator

26 / 50

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

Job rotation

A. and C.

Job enlargement

Job enrichment

27 / 50

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

Orientation

Benefits options

Retirement planning?

Career planning and management

28 / 50

Which of these models is not a rational planning approach?

Corporate- level strategic planning

Processual Approach

Strategic business unit level strategic planning

Operational level strategic planning

29 / 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

Increased consistency across candidates

Reduced subjectivity on the part of the interviewer

30 / 50

The advantage of external recruiting is that:___________?

They are useful for companies too small to have dedicated recruiters

Time Consuming

They are very inexpensive

They ensure consistency from opening to closing

31 / 50

Executive recruiters are also called___________?

alternative staffing companies

staffers

contract technical recruiters

head hunters

32 / 50

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

Influence

Authority

Power

Command

33 / 50

HRP stands for___________?

Human recruitment planning

Human recruitment procedure

Human resource project

Human resource planning

34 / 50

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

Recruitment

Human resource planning

Selection

Job Analysis

35 / 50

The characteristics of human resources are _____________in nature?

Heterogeneous

Ductility

Stable

Homogeneous

36 / 50

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

application form

in-person interview

on-site visit

telephone interview

37 / 50

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

Intelligence tests

Work sample tests

Manual dexterity tests

Personality tests

38 / 50

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

Job specifications

Individual interview

Benchmarks

Replacement charts

39 / 50

Recruiting is necessary to_________?

determine whether to use inside or. outside candidates

forecast the supply of outside candidates

develop qualifications inventories

developing an applicant pool

40 / 50

How often HR planning process is implemented within an Organisation?

Quarterly

Continuously

Annually

Bi-annually

41 / 50

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

Chartered Institute of personnel & development

U.S office of personnel management

European association for personnel management

Association of personnel Service Orqanisations

42 / 50

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

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

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

43 / 50

The unstructured interview:___________?

Typically is unbiased

Typically biased job performance

Typically is related to future

Infrequently conducted

44 / 50

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

Size of organizational structure

Control and evaluation

Employee Management

Infrastructure Plan

45 / 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 skills shortfall among workers

an older workforce

a more racially diverse workforce

46 / 50

Campus Recruiting does not have the advantage of___________?

Higher understanding of organization

High level of curiosity

High Intellectual Capacity

High potential

47 / 50

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

Job design

Job evaluation

Job classification

Job description

48 / 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

49 / 50

A Competency consists of____________?

Communications and behaviour

Skills and behaviours

A list of tests that will measure cognitive ability

The specific tasks a person must do

50 / 50

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

Companies can add new talent, new ideas to the organization

Legal requirements

It is less expensive

Orientation time is reduced

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