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WorksheetsHCM - QUIZ
Total questions: 15
Worksheet time: 11mins
Which of the following best describes job design?
□It is the process of defining the way work will be performed and the tasks that a given job requires.
□It is the process of generating a pool of potential candidates for a job.
□It is the process of identifying suitable candidates for jobs.
□It is the technique of enabling employees to learn job-related knowledge, skills, and behavior.
In the context of human resource management, human capital refers to the:
□wages, benefits, and other costs incurred in support of HR functions in an organization.
□tax-deferred value of an employee's plan.
□organization's employees, which add economic value to the company.
total budget allocated to the HR department in an organization
The external labor market consists of:
□contract workers in the organization.
□current employees of the organization.
□individuals who are actively seeking employment.
□employees of the immediate competitors of the organization
In the context of human resource planning, the primary goal of forecasting is to:
predict labor shortages or surpluses in specific areas of an organization.
set goals for hiring employees.
focus attention on a problem and provide a basis for measuring an organization's success.
eliminate large numbers of personnel with the goal of enhancing an organization's competitiveness.
_____ refers to a process of systematically developing training to meet specified needs
Recruitment
Simulation
Instructional design
Organization analysis
Organization analysis looks at training needs in light of the:
employee's strategy toward achieving organizational goals.
evaluation of the characteristics of the organisation
monetary incentives
determining individuals’ needs and readiness for training
In most organizations, the first step in the personnel selection process is:
verifying the applicants' qualifications through reference and background checks.
negotiating with the employee regarding salary and benefits.
screening the applications to see who meet the basic requirements for the job.
administering tests and reviewing work samples to rate the candidates' abilities.
Which of the following is the correct statement about the HR responsibilities of supervisors:
In large organizations, all HR activities are carried out by supervisors.
Supervisors do not need to be familiar with the basics of HRM.
Job analysis and job design are techniques that lie outside the purview of supervisors.
Supervisors typically have responsibilities related to all the HR functions.
Generally, an organization checks references:
immediately after an applicant submits a résumé.
after it has determined that an applicant is a finalist for a job.
because it is a legal requirement under equal employment opportunity laws.
because it is an unbiased source of information.
Identify a characteristic of effective training objectives
They include disclaimers to prevent expectations.
They include measurable performance standards
They include the names of the trainers and trainees.
They specify the costs associated with the training
Which of the following best describes job design?
It is the process of defining the way work will be performed and the tasks that a given job requires.
It is the process of generating a pool of potential candidates for a job.
It is the process of identifying suitable candidates for jobs.
It is the technique of enabling employees to learn job-related knowledge, skills, and behavior.
The use of independent contractors, on-call workers, temporary workers, and contract company workers, collectively constitutes:
consolidation.
alternative work arrangements.
high-performance work systems.
offshoring.
What is the primary purpose of conducting a job analysis in an organization?
To determine the salary range for a position.
To identify the skills and qualifications required for a job.
To evaluate employee performance.
To create a training program for new hires.
The new type of psychological contract has resulted in increased
Creativity
Employee compensation
Flexibility
Job security
The difference between job specifications and job descriptions is that job specifications primarily describe the:
list of the tasks and responsibilities that the job entails.
steps involved in getting detailed information about a job.
details of payment associated with the tasks involved.
qualities a person performing the job must possess.
