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WorksheetsISO HR TERMS 3.1 - 3.4
Total questions: 34
Worksheet time: 29mins
_____system by which an organization makes and implements decisions in pursuit of its objectives
organizational culture
organization structure
organizational governance
organization
A Strategy is __
a. approach to achieving objectives
b. generally includes a coordinated set of activities and the allocation of resources
c. generally planned but can evolve or emerge over time
d. organization's approach to operating in its environment
e. can be applied at different levels and functions in or across organizations
a, b, c, d only
b, c, d, e only
a, b, c, e only
All of the above
A business continuity planning is __
a. include objectives to plan, establish, implement, operate, monitor, review, maintain and continually improve a documented management system
b. protects against and mitigate the effects of disruptive incidents
c. prepare for and respond to all incidents
Only a
a & c only
b & c only
All of the above
Social responsibility ____
a. contributes to sustainable development, including health, safety and the welfare of society
b. is integrated throughout the organization and practiced in its relationships
c. is in compliance with applicable law and consistent with international norms
d. takes into account the expectations of stakeholders
e. include establishing policies, objectives and processes
a, b, c, d only
b, c, e only.
a, b, d only
All of the above
__ include feedback, coaching , mentoring, reviewing and evaluation activities with the aim of continual improvement
career management
performance management
strategic management
compensation management
Benchmarking ___
a. activity of measurement and analysis to compare practices to improve performance
b. measure of the significance of an element to organizational results
c. can be applied to policies, strategies and objectives & processes
a & c only.
a & b only.
b & c only.
All of the above.
Collective bargaining __
a. negotiations between employer organizations and workers’ organizations
b. can be used to determine working conditions and terms of employment
c. regulates the relationship between the organization and the workforce
d. aims at agreement on mutually relevant issues
e. view of resource requirements over a defined period
a, b, c, e only.
a, b, c, d only.
b, c & d only
All of the above
Match the below:
a. Human Resource Planning HRP - (i) management of people in organizations
b. Human Resource Information System HRIS - (ii) process of anticipating, assessing, forecasting, articulating and meeting the organization’s need for people
c. Human Resource Management HRM - (iii) information that supports human resource management
a - iii
b - i
c - ii
a - i
b - ii
c - iii
a - ii
b - iii
c - i
None of the above.
A collaboration __
a. two or more people working together with an agreed common purpose
b. often takes place across functional, organizational, geographic or other boundaries
c. structure that defines the competence of people
d. involves trust, social interaction and the sharing of knowledge
a, b, c only.
b, c, d only.
a, b, d only
All of the above.
Match:
a. core competences - (i) process of analysing and describing knowledge, skill and ability of people
b. competence model - (ii) structure that defines the competence of people within an organization
c. competence framework - (iii) competences that are essential for an organization’s success
a - iii
b - i
c - ii
a - ii
b - i
c - iii
a - i
b - ii
c - iii
None of the above
MATCH:
a. cost-per-hire CPH - (i) ratio of costs to total first-year annual compensation of the new hires.
b. hire-cost-ratio HCR - (ii) ratio of separations against total workforce during a defined period
c. retention rate - (iii) ratio of the total workforce that is retained over a defined period
d. turnover rate - (iv) measure to identify costs associated with recruitment
a - i
b - ii
c - iii
d - iv
a - iv
b - i
c - ii
d - iii
a - iii
b - ii
c - i
d - iv
a - iv
b - i
c - iii
d - ii
__ is the process for identifying and developing current employees with the potential to fill key positions in the organization
human resource planning
succession planning
career planning
None
__ is a qualitative and quantitative measure that demonstrates critical success factors of the people in an organization
key performance indicator KPI
unique selling point USP
key result area KRA
core competence
An organization is a person or group of people that has its own functions with responsibilities, authorities, and relationships to achieve its objectives. Organizational governance refers to the system by which an organization makes and implements decisions in pursuit of its objectives. Organizational culture comprises the values, beliefs, and practices that influence the conduct and behaviour of people and the organization itself. Management consists of coordinated activities to direct and control an organization, often including the establishment of policies, objectives, and processes. Top management is the person or group at the highest level who directs and controls the organization and has the power to delegate authority and provide resources. A management system is a set of interrelated or interacting elements used to establish policies, objectives, and processes to achieve those objectives. Strategy is an approach to achieving objectives, generally involving coordinated activities and resource allocation, which may be planned or emerge over time through adaptations. Risk is defined as the effect of uncertainty, where an effect is a deviation from the expected and can be either positive or negative.
According to the passage, what distinguishes top management from general management?
Top management only establishes policies
Top management directs and controls at the highest level and can delegate authority
Top management focuses solely on risk assessment
Top management is limited to implementing decisions
Which statement correctly reflects the nature of risk as described?
Risk is always a negative deviation from the expected
Risk is the absence of objectives in an organization
Risk is the effect of uncertainty and can be positive or negative
Risk refers only to financial uncertainty
The passage describes a management system as a set of elements to establish policies, objectives, and processes primarily to:
Achieve those objectives
Monitor external risks only
Define organizational culture
Replace the need for top management
How does strategy differ from planning in the passage?
Strategy is limited to top management decisions
Strategy excludes resource allocation, unlike planning
Strategy is an approach to achieving objectives, which may be planned or emerge through adaptations
Strategy is only emergent, while planning is always formal
Which of the following is NOT directly attributed to top management in the passage?
Having the power to delegate authority
Directing and controlling the organization
Providing resources within the organization
Defining organizational culture
Human resources (HR) are defined as the people working within or contributing to the organization, while human capital represents the collective value derived from their knowledge, skills, and abilities. Human resource management (HRM) is the coordinated management of people in organizations, encompassing activities such as talent management, training and development, performance management, reward and compensation, and employee relations to optimize their contribution to organizational and stakeholder success. Human resource planning (HRP) is the systematic process of anticipating, assessing, forecasting, articulating, and meeting the organization’s future need for people with the required competence. A human resource strategy provides the approach for implementing HR policies, processes, and practices in alignment with the broader organizational strategy. Succession planning is a specific process focused on identifying current employees with high potential and developing them to fill key positions within the organization. Performance is described as a measurable result, and in the HR context it relates specifically to the execution or accomplishment of work by people, groups, or the organization itself.
According to the passage, what is the key difference between human resources (HR) and human capital?
HR refers only to employees, while human capital includes contractors
There is no difference; the terms are used interchangeably
Human capital is used only in succession planning, while HR covers all planning activities
HR is the people themselves, while human capital is the economic value of their collective knowledge, skills, and abilities
Which activity is NOT explicitly listed as part of human resource management (HRM) in the passage?
Reward and compensation
Succession planning
Talent management
Performance management
The primary focus of human resource planning (HRP) is best described as:
Anticipating and ensuring the future availability of people with required competence
Aligning HR practices with organizational strategy
Measuring current employee performance
Developing employees already identified for key positions
In the passage, performance is defined as a measurable result, but in the specific context of human resources it refers to:
Financial outcomes only
The number of training hours completed
The alignment between HR strategy and business goals
The execution or accomplishment of work by people, groups, or the organization
Which statement most accurately reflects the relationship between human resource strategy and human resource management?
HRM is a subset of human resource strategy
Human resource strategy replaces HRM in modern organizations
Human resource strategy is the approach for implementing HRM policies and practices in line with organizational strategy
Human resource strategy focuses only on succession and talent development
An interested party, also called a stakeholder, is any person or organization that can affect, be affected by, or perceive itself to be affected by a decision or activity of the organization, such as customers, employees, suppliers, unions, or communities. Collaboration involves two or more people working together toward an agreed common purpose, frequently crossing functional, organizational, or geographic boundaries and relying on trust and knowledge sharing. Competence is the demonstrated ability to apply knowledge and skills in order to achieve intended results. Core competences are those specific competences that are essential for the organization’s overall success and competitive advantage. A competence framework provides a structured definition of the competences required of people within the organization, while a competence model is the analytical process used to identify and describe the relevant knowledge, skills, and abilities. The workplace is any location under the organization’s control where a person must be present or travel to in order to perform work-related activities, and the organization’s responsibilities in that workplace depend on the degree of control it exercises over the location.
According to the passage, what is the most accurate distinction between a competence model and a competence framework?
A competence model is used only for leaders, while a competence framework applies to all employees
A competence model is the process of analysing and describing competences, whereas a competence framework is the resulting structure defining them
A competence framework describes individual abilities, while a competence model defines organizational success
There is no meaningful difference; the terms are synonyms
Which of the following is NOT explicitly listed as an example of an interested party (stakeholder) in the passage?
Competitors
Suppliers
Communities
Unions
The passage states that an organization’s responsibilities in the workplace depend on:
The number of employees present
Whether the location is owned by the organization
The type of work being performed
The degree of control the organization exercises over the location
Which statement correctly reflects the relationship between competence and core competences?
Competence refers to organizational processes, while core competences refer to individual performance
Core competences exist independently of individual knowledge and skills
Core competences are a specific subset of competences that are essential for organizational success
All competences are core competences
According to the passage, collaboration most commonly involves which combination of characteristics?
Activities limited to top management with no knowledge exchange
Working only within the same department with no need for trust
People working together across boundaries with an agreed purpose, usually requiring trust and knowledge sharing
Individuals working independently but reporting to the same manager
Cost-per-hire (CPH) is a key human capital reporting metric that measures the total costs incurred to fill a vacant position. Cost-per-hire internal (CPHI) focuses specifically on organization-specific costs associated with recruitment and onboarding activities. Cost-per-hire comparable (CPHC) standardizes certain cost elements to enable meaningful comparisons of hiring efficiency across different organizations. Quality of hire evaluates how well a new employee’s actual performance after joining meets or exceeds the expectations established before the hire occurred. Impact of hire assesses the broader contribution a new employee makes to achieving organizational objectives and results. Retention rate indicates the proportion of the workforce that remains employed over a defined period, while turnover rate measures the proportion that separates from the organization during the same timeframe.
According to the passage, what is the primary purpose of using Cost-per-hire comparable (CPHC)?
To measure how long new hires stay in the organization
To evaluate an individual employee’s contribution to goals
To calculate only internal training expenses
To standardize costs so hiring efficiency can be compared across organizations
Which statement most accurately distinguishes quality of hire from impact of hire?
Quality of hire looks at pre-hire expectations vs. post-hire performance, while impact of hire focuses on contribution to organizational objectives
Quality of hire measures separation rates, while impact of hire measures onboarding speed
Both terms refer exclusively to financial costs of recruitment
Impact of hire is used only for internal hires, while quality of hire applies to external hires
The passage indicates that retention rate and turnover rate are:
Identical concepts reported using different formulas
Two completely unrelated metrics with no connection
Inverse but related measures of workforce stability over a defined period
Metrics that apply only to contingent workers, not regular employees
Which of the following is NOT directly mentioned as a component or focus of cost-per-hire (CPH) variants in the passage?
Total costs to fill a position
Organization-specific recruitment costs
Standardized elements for cross-organization comparison
Long-term performance evaluation of the hired individual
Based on the passage, the most precise description of quality of hire is:
The degree to which post-hire performance aligns with or exceeds pre-hire expectations
The number of days required to fill a vacancy
The percentage of hires referred by current employees
The financial return generated by a new employee in the first year
ISO Code for HRM is
30404
30422
30400
30402
Year mentioned in ISO Code is __
2023
2020
2021
2022
objective __
a. result to be achieved
b. extent to which planned activities are realized
c. strategic, tactical or operational
d. relate to different disciplines at different levels
a, c & d only
a, b & c only.
b & c only.
All of the above.
MATCH:
a. monitoring - (i) fulfilment of a requirement
b. measurement - (ii) determining the status of a system
c. conformity - (iii) process to determine a value
a - i
b - iii
c - ii
a - ii
b - i
c - iii
a - iii
b - ii
c - i
a - ii
b - iii
c - i
__ is the value of the collective knowledge, skills and abilities of an organization's people
human strategy
human resource
human capital
management
__ is the work-related experiences that span a person's working life
career
talent management
HRIS
KRA
An employee representative is
a. an individual elected by the workforce
b. an individual appointed by a trade union
c. a member of a works council
d. a member of a political party
a, b, c only
b, c, d only
a & b only
All of the above
__ is examination of data for quality and accuracy during the development of a cost-per-hire metric
data audit
internal audit
system of record
none
__ is a job role that has a direct and significant impact on organizational outcomes
full-time equivalent
compiler
business value
critical position
__ is a measurement of value generated by the organization, subgroup or business unit
critical position
bias
human governance
business value
__ is a risk related to negative outcomes that arise as a consequence of the behavior & activities of people
Organisational risk
Performance risk
People risk
Strategy risk
A capacity plan__
a. view of resource requirements over a defined period
b. reflects planned numbers of resources by roles and skills
c. approach to implementing policies, processes and practices
d. include consideration of skills development, retraining, redeployment, recruitment
e. aspirational or articulated standards, behaviour, principles or concepts
All of the above
a, b, c & e only.
c, d & e only
a, b & d only
__ is arrangement of authority, responsibility and accountability in an organization
organization vision
organization hierarchy
organization structure
organization culture
__ is intentions and direction of an organization, as formally expressed by its top management
locus of control
span of control
structure
policy
__ is measure of the significance of an element to organizational results
materiality
policy
feedback
structure
__ is information provided to people, groups or organizations regarding performance or activities
audit
data
feedback
appraisal
__ is recurring activity to enhance performance
audit
corrective action
feedback
continual improvement
