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Worksheets[HRM] 40 câu
Total questions: 40
Worksheet time: 20mins
What best defines Human Resource Management (HRM)?
Managing financial assets to maximize ROI
Policies and practices for recruiting, training, rewarding, and appraising people
Techniques to automate production lines
Methods to increase plant capacity
Which statement best contrasts Personnel Management (PM) with HRM?
PM is integrated and strategic; HRM is transactional
PM treats labor as expendable; HRM treats people as assets
PM emphasizes speed; HRM emphasizes bureaucracy
PM focuses on customers; HRM focuses on rules
Which HRM model is known for balancing stakeholder interests and employee well-being?
Fombrun model
Harvard model
Guest model
Taylor model
Strategic HRM primarily aims to link HR policies with:
Government regulations
Labor union demands
Organizational strategic goals and performance
Social events planning
Which is NOT an external HRM environmental force?
Suppliers
Judiciary
Organizational culture
Globalization
Manpower planning ensures:
The firm has enough of the right people at the right time
Only external hiring is used
Training budgets are eliminated
Pay is fixed for five years
A key reason for manpower planning interest is:
Celebrity endorsements
Skill shortages
Festival seasons
Office interior design
Demand forecasting for HR often starts from which business input?
Random headcount wishes
Sales forecasts and targets
Facility floor plans
Competitors’ mission statements
Which tool belongs to HR demand forecasting?
AIDA model
Markov analysis
Kaizen costing
5S methodology
Supply forecasting looks at:
Only external labor markets
Only internal transfer policies
Internal and external HR supply sources
Competitors’ pricing
Reconciling HR demand and supply primarily yields:
A new mission statement
Numbers to recruit or make redundant
A legal compliance checklist
New ad designs
Which is an example action plan in manpower planning?
Recruitment plan
Stadium seating plan
Travel itinerary
Office paint plan
Job Analysis focuses on:
The person only
The job itself, not the current holder
Shareholder returns
Competitors’ logos
Job Analysis results typically produce:
Job description and job specification
Financial statements
Marketing personas
Plant layout
Which is NOT a data collection method for Job Analysis?
Observation
Interviews
Checklists
Price skimming
Job Design is best described as organizing:
Office furniture
Tasks, duties, and responsibilities into one unit of work
Sales territories
Brand guidelines
Moving employees laterally among roles to broaden skills is:
Job enrichment
Job rotation
Job crafting
Job outsourcing
Adding more tasks at the same responsibility level is:
Job enlargement
Job evaluation
Job bidding
Job grading
Designing jobs with more autonomy and challenge is:
Job enrichment
Job scanning
Job pooling
Job shadowing
AIDA in recruitment advertising stands for:
Attention, Interest, Desire, Action
Assess, Interview, Decide, Appoint
Analyze, Input, Develop, Audit
Ask, Inform, Decide, Approve
Recruitment primarily aims to:
Search for and obtain applicants for jobs
Eliminate all screening
Replace selection
Fix pay scales
A benefit of effective recruitment is to:
Increase the pool of candidates at minimum cost
Guarantee zero turnover
Avoid any legal obligations
Remove training needs
Which factor influences recruitment INTERNALLY?
Unemployment rate
Recruitment policy
Political pressure
“Sons of soil”
Which generally comes after personnel planning and job analysis?
Selection tests
Recruitment planning
Final job offer
Probation review
In selection, which step typically verifies past records?
Preliminary interview
Reference and background check
Physical examination
Job offer
A common rating error where raters are too generous or harsh is:
Central tendency
Leniency/severity
Status effect
Recency only
“Halo error” refers to:
Rating all dimensions high/low based on one trait
Giving only mid-scores
Ranking by seniority
Ignoring job standards
Which is NOT a typical objective of performance appraisal?
Confirm probation
Determine training needs
Decide pay raises
Set corporate tax rates
Performance appraisal contributes to competitive advantage by:
Aligning performance with strategy and development
Eliminating coaching
Fixing grades permanently
Hiding feedback
Job Evaluation vs. Performance Appraisal—what’s TRUE?
Job evaluation rates the person’s output
Job evaluation assesses the job’s relative value
Performance appraisal values job worth in market
Performance appraisal is done before hiring
Training (in T&D) is:
Teaching new employees basic skills to perform their jobs
A substitute for strategy
Only ethics workshops
Always off-the-job
Systematic training benefits include:
Longer learning time
Improved performance and fewer accidents
Higher wastage
Guaranteed promotions
The T&D process generally begins with:
Pay benchmarking
Needs assessment
Exit interviews
Ad creation
In needs assessment, if the performance gap requires both training and non-training measures, that is:
S1
S2
S3
S5
Which is a common technique to assess current employees’ training needs?
Market share analysis
Performance analysis
Celebrity surveys
Patent review
In the Job Characteristics Model, which is NOT a core characteristic?
Task significance
Autonomy
Feedback
Seniority pay
The MPS (Motivating Potential Score) emphasizes especially:
High autonomy and feedback to raise motivation
Only pay increases
Only task identity
Only skill variety
Which theory of remuneration focuses on perceived fairness of pay?
Reinforcement theory
Equity theory
Agency theory
Expectancy theory
Which is a classic wage concept?
Venture wage
Minimum, fair, and living wage
Relative deprivation wage
Prestige wage
A downside of individual incentives may be:
Reduced supervision and accidents
Jealousies and difficulty in setting standards
Automatic quality improvement
Guaranteed satisfaction
