JAN 25 - MGT 1101 Revision Test 2

______ is the process of attracting suitable people to apply for job vacancies.

• Job analysis

• Selection

• Interview

• Recruitment

1The primary goal of conducting a job analysis is ________.

• to identify the skills, knowledge, and experience necessary for performing the job

• to understand the market demand for a specific job

• to determine the salary structure for a specific job

• to evaluate employee performance in a specific job role

________  is a job analysis method is most likely to be considered intrusive and may affect employee behaviour.

• Online surveys

• Questionnaires

• Observation

• Grievance

Trend analysis can help organisations predict future staffing needs by:

• Comparing employee turnover rates within the company

• Identifying patterns and trends in staffing over a period of years

• Analysing changes in the company's marketing strategies

• Evaluating external economic conditions only

The possible effect of external candidates on an organisation’s work culture:

• They may lead to conflicts and create difficulties in collaboration.

• They will effortlessly align with the organisation’s values and norms.

• They are anticipated to immediately improve employee morale and teamwork.

• They will easily integrate into the organisation's teams.

The advantage of using computerised systems like HRIS for succession planning is __________.

• Limiting data access to top-level management only

• Increasing manual work for HR teams

• Providing real-time access to data for better decision-making

• Reducing the need for training and development programs

What is one advantage of having accurate and up-to-date employee information when forecasting the supply of inside candidates?

• It restricts the HR team from engaging with employees effectively

• It eliminates the need for performance evaluations

• It reduces the automation of HR processes

• It allows for personalised HR strategies and accurate talent management

Manual or computerized records listing employees’ education, career and development interests, languages, special skills, and so on, to be used in selecting inside candidates for promotion can best describe:

• Position replacement card

• Computerized forecast

• Qualifications inventories

• Scatter plot

______ is the practice of using one’s power or influence to get good jobs or unfair advantages for family members.

• Inequality

• Discrimination

• Racism

•   Nepotism

The economic factors that directly influences the supply of outside candidates for job positions is _______.

• general economic conditions, such as growth or recession

• company-specific training programs

• increased wages and salary offers

• employee satisfaction rates within an organization