HRM Quiz 3

1 / 50

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

Orientation

Benefits options

Retirement planning?

Career planning and management

2 / 50

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

Systematic approach

Scientific approach

Rational approach

Human relations approach

3 / 50

The most popular method of recruiting applicants to jobs is_________?

Radio and TV advertisement

Commercial job boards

Corporate website

Employee referral schemes

4 / 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

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

improving an Organisation?s creditworthiness among financial institutions

5 / 50

The unstructured interview:___________?

Typically biased job performance

Infrequently conducted

Typically is related to future

Typically is unbiased

6 / 50

HR Department maintains _________records.

Inventory

Production

Sales

Employee

7 / 50

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

Employee Management

Control and evaluation

Size of organizational structure

Infrastructure Plan

8 / 50

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

Compensation & benefits

Maintenance of HRIS

Training and Development

Planning & selection

9 / 50

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

adept at contacting candidates who are not on the job market

many contacts in field

ability to keep identity of firm confidential

unfamiliar with company perceptions of ideal candidate

10 / 50

Which of the following is NOT a goal of HRM?

Creation of a flexible environment that can easily adopt change

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

11 / 50

Executive recruiters are also called___________?

contract technical recruiters

alternative staffing companies

head hunters

staffers

12 / 50

A Competency consists of____________?

The specific tasks a person must do

A list of tests that will measure cognitive ability

Communications and behaviour

Skills and behaviours

13 / 50

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

Job rotation

A. and C.

Job enlargement

Job enrichment

14 / 50

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

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.

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

15 / 50

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

Consistency

Trustworthiness

Reliability

Dependability

16 / 50

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

Personnel administrator

Organisational geographer

Business ally

Payroll advisor

17 / 50

How often HR planning process is implemented within an Organisation?

Annually

Quarterly

Continuously

Bi-annually

18 / 50

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

Marketing Strategies

Finance strategy

Economic strategy

Business Strategy

19 / 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

Human Relation movement

Trade Unions

20 / 50

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

Legal requirements

Companies can add new talent, new ideas to the organization

Orientation time is reduced

It is less expensive

21 / 50

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

Employee relations management

Staffing

Employee-assistance management

Forecasting

22 / 50

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

an older workforce

an abundance of entry level workers

a more racially diverse workforce

a skills shortfall among workers

23 / 50

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

Personalized

Brochureware

Transactional

Integrated

24 / 50

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

Work sample tests

Personality tests

Intelligence tests

Manual dexterity tests

25 / 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 Practice

Best fit

Resource-based view

26 / 50

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

The relationship or integration between an Organisation?s senior managers

The relationship or integration between operational functions and policies

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

27 / 50

The characteristics of human resources are _____________in nature?

Homogeneous

Heterogeneous

Stable

Ductility

28 / 50

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

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.

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

29 / 50

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

Recruitment

Personnel planning

Interviewing

Selection

30 / 50

How can high potential employees be developed for future positions?

Increasing pal skill

Allowing them to do further studies

Managing employee

internal training

31 / 50

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

Influence

Power

Command

Authority

32 / 50

HRP stands for___________?

Human recruitment procedure

Human resource planning

Human recruitment planning

Human resource project

33 / 50

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

Job description

Job classification

Job design

Job evaluation

34 / 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

Human Resource department

Production department

Finance department

35 / 50

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

U.S office of personnel management

European association for personnel management

Chartered Institute of personnel & development

Association of personnel Service Orqanisations

36 / 50

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

Individual interview

Benchmarks

Replacement charts

Job specifications

37 / 50

Recruiting is necessary to_________?

developing an applicant pool

develop qualifications inventories

determine whether to use inside or. outside candidates

forecast the supply of outside candidates

38 / 50

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

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

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

39 / 50

The advantage of external recruiting is that:___________?

Time Consuming

They are useful for companies too small to have dedicated recruiters

They are very inexpensive

They ensure consistency from opening to closing

40 / 50

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

Reduced subjectivity on the part of the interviewer

Increased consistency across candidates

More opportunity to explore areas as they arise during the interview

Enhanced job relatedness

41 / 50

Which of these models is not a rational planning approach?

Operational level strategic planning

Processual Approach

Strategic business unit level strategic planning

Corporate- level strategic planning

42 / 50

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

on-site visit

in-person interview

telephone interview

application form

43 / 50

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

Preparing a job analysis

Assessing future supply

Assessing future demand

Forecasting future human resource needs

44 / 50

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

Application ratio

Employment ratio

Selection ratio

Recruitment ratio

45 / 50

Relationship between HRM & Management?

Both are same .

HRM is one aspect of Management

No relationship exists

Management is one aspect of HRM

46 / 50

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

Job Analysis

Human resource planning

Selection

Recruitment

47 / 50

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

Multiple perspectives

Increased creativity and flexibility

Greater openness to new ideas

Decreased problem-solving skills

48 / 50

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

Procurement

Controlling

PIanning?

Organizing

49 / 50

Campus Recruiting does not have the advantage of___________?

High Intellectual Capacity

High level of curiosity

Higher understanding of organization

High potential

50 / 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

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