HRM Quiz 3

1 / 50

Which of the following is NOT a goal of HRM?

Producing the desired human behavior that helps to achieve Organisatlons goals

To endure proper delivery of products

Integration of HRM with the corporate strategy of the Organization

Creation of a flexible environment that can easily adopt change

2 / 50

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

Interviewing

Personnel planning

Recruitment

Selection

3 / 50

Which of these models is not a rational planning approach?

Corporate- level strategic planning

Strategic business unit level strategic planning

Operational level strategic planning

Processual Approach

4 / 50

Campus Recruiting does not have the advantage of___________?

High level of curiosity

High Intellectual Capacity

High potential

Higher understanding of organization

5 / 50

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

Human Resource department

Production department

Marketing department

Finance department

6 / 50

The advantage of external recruiting is that:___________?

They ensure consistency from opening to closing

They are very inexpensive

They are useful for companies too small to have dedicated recruiters

Time Consuming

7 / 50

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

Replacement charts

Benchmarks

Individual interview

Job specifications

8 / 50

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

Greater openness to new ideas

Decreased problem-solving skills

Increased creativity and flexibility

Multiple perspectives

9 / 50

Recruiting is necessary to_________?

determine whether to use inside or. outside candidates

developing an applicant pool

develop qualifications inventories

forecast the supply of outside candidates

10 / 50

How often HR planning process is implemented within an Organisation?

Annually

Continuously

Quarterly

Bi-annually

11 / 50

The unstructured interview:___________?

Typically biased job performance

Typically is related to future

Infrequently conducted

Typically is unbiased

12 / 50

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

Consistency

Trustworthiness

Reliability

Dependability

13 / 50

HRP stands for___________?

Human resource project

Human recruitment planning

Human resource planning

Human recruitment procedure

14 / 50

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

Training and Development

Compensation & benefits

Planning & selection

Maintenance of HRIS

15 / 50

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

European association for personnel management

Association of personnel Service Orqanisations

U.S office of personnel management

Chartered Institute of personnel & development

16 / 50

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

Procurement

Controlling

Organizing

PIanning?

17 / 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

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.

18 / 50

The most popular method of recruiting applicants to jobs is_________?

Corporate website

Employee referral schemes

Radio and TV advertisement

Commercial job boards

19 / 50

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

Work sample tests

Manual dexterity tests

Personality tests

Intelligence tests

20 / 50

HR Department maintains _________records.

Sales

Employee

Production

Inventory

21 / 50

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

ability to keep identity of firm confidential

many contacts in field

unfamiliar with company perceptions of ideal candidate

adept at contacting candidates who are not on the job market

22 / 50

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

Authority

Power

Command

Influence

23 / 50

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

Selection

Job Analysis

Recruitment

Human resource planning

24 / 50

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

It is less expensive

Companies can add new talent, new ideas to the organization

Legal requirements

Orientation time is reduced

25 / 50

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

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

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

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.

26 / 50

Executive recruiters are also called___________?

staffers

contract technical recruiters

head hunters

alternative staffing companies

27 / 50

A Competency consists of____________?

Skills and behaviours

Communications and behaviour

The specific tasks a person must do

A list of tests that will measure cognitive ability

28 / 50

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

A. and C.

Job enrichment

Job rotation

Job enlargement

29 / 50

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

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 focuses on people as the source of competitive advantage

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

Human resource management is an approach to managing people

30 / 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

31 / 50

The human resource management functions aims at____________?

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

Ensuring financial & Marketing Stability

improving an Organisation?s creditworthiness among financial institutions

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

32 / 50

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

Payroll advisor

Business ally

Organisational geographer

Personnel administrator

33 / 50

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

Increased consistency across candidates

Reduced subjectivity on the part of the interviewer

More opportunity to explore areas as they arise during the interview

Enhanced job relatedness

34 / 50

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

Career planning and management

Retirement planning?

Orientation

Benefits options

35 / 50

Relationship between HRM & Management?

No relationship exists

Management is one aspect of HRM

HRM is one aspect of Management

Both are same .

36 / 50

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

Employee-assistance management

Forecasting

Employee relations management

Staffing

37 / 50

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

Infrastructure Plan

Employee Management

Control and evaluation

Size of organizational structure

38 / 50

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

Business Strategy

Marketing Strategies

Finance strategy

Economic strategy

39 / 50

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

Preparing a job analysis

Forecasting future human resource needs

Assessing future demand

Assessing future supply

40 / 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

41 / 50

The characteristics of human resources are _____________in nature?

Stable

Homogeneous

Heterogeneous

Ductility

42 / 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 HR functional policies, for example employee development, employee reward and employee relations

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

43 / 50

How can high potential employees be developed for future positions?

Managing employee

Increasing pal skill

Allowing them to do further studies

internal training

44 / 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?

Lnteqrated

Personalized

Brochure ware

Transactional

45 / 50

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

Scientific approach

Rational approach

Systematic approach

Human relations approach

46 / 50

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

Employment ratio

Selection ratio

Application ratio

Recruitment ratio

47 / 50

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

telephone interview

in-person interview

on-site visit

application form

48 / 50

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

Employee relationship Management

Employment Legislations

Trade Unions

Human Relation movement

49 / 50

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

a more racially diverse workforce

a skills shortfall among workers

an older workforce

an abundance of entry level workers

50 / 50

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

Job classification

Job design

Job description

Job evaluation

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