HR MANAGMENT

What is NOT an observation related to internal labour markets?

• (relatively) long stay of workers within companies

• variable compensation as the main way to increase salary

• The high explanatory power of the hierarchical levels when analysing differences in salaries

• The assignment of people to job positions follows administrative rules

Taking into account the levels of organization, task, and person is crucial for which stage?

• Need assessment

• Evaluation

• Development

• Conduct

What is an example of training off the job?

• Apprenticeship

• Job rotation

• Workshop

• Internship

In the Kirkpatrick model, which of the following questions relates to the "impact" level?

• Did the learners enjoy the training?

• Did the training change behaviour?

• Did learning occur?

• Did the training influence performance?

What is the definition of training?

• Providing employees with the traits the organisation will need in the future.

• Providing employees with the abilities the organisation will need in the future.

• Providing employees with specific traits

• Providing employees with specific skills or helping them correct deficiencies in their performance.

Your team went trough a training recently. It cost your company roughly 2000€ and in the first month it generated a benefits of about 1000€. Your supervisor asked for ROI. What is your answer?

• It is about 100%

• Less than 90%

• It is 50%

• At least 50%

The Kirkpatrick model is useful in which context?

• Development of training

• Need assessment

• Evaluation of training

• Conduct of training

Which of the following is NOT an advantage of the internal labour market approach from an organisational perspective?

• Facilitation of learning

• Increased transparency and objectivity

• Decrease of conflict

• Availability of promotions

When should you be careful to make individual salaries known throughout the organisation?

• When the environment is competitive.

• When the environment is cooperative.

• When we use an elitist pay system.

• When we use egalitarian pay system.

What are the goals guiding the design of compensation systems?

• Achievement of strategic objectives.

• Neither.

• Fit with the organisations characteristics and environment.

• Both.