Reference no: EM132935820

1. If we talk about - 'the nature of relationships between management and employees'- what potential issue should come into our discussion during HR meeting?

a) Economic impact on Hr practices
b) Labour market impact on HR
c) Demographic changes
d) Industrial relations

2. Recruitment and selection must be effective to ensure it:

a) Offsets high labour turnover
b) Delivers the highest calibre of individuals at optimum most
c) To have a surplus in case of sickness and absence
d) Encourages new blood into the organization

3. What will make some organizations more successful, and therefore more likely to survive and prosper, than others?

a) Creating cultures and systems in which staff can use their talents
b) Creating management systems to ensure high performance from everyone
c) Creating superior organizations
d) Only recruiting talented people

4. Which of the statements given below is true about stress?

a) Stress is always good
b) Stress is good up to certain level after that it is bad and affects employee health
c) Stress is always bad
d) Stress is good or bad depends on how you handle it

5. Too great a reliance on internal recruitment can result in:

a) Reduced job performance
b) High labour turnover
c) Internal conflict
d) Poor group dynamics

6. Sign of unhealthy work life balance can be,

a) Depression
b) Anxiety
c) Irritability
d) All of the above

7. When the corporate strategy is retrenchment (cost reduction) the aligned HR strategy could be,

a) Orientation and training
b) Job redesign and redundancies
c) Job creation
d) All of the above

8. Treating employees as people or as an economic resource is:

a) A choice all managers have to make
b) Mutually exclusive
c) A question of balance which will be affected by the context of each organization
d) A matter of luck

9. The strategic importance of an organization's people to their long term success has become a central tenet of what has become known as SHRM. This importance is based on:

a) They are flexible and will respond positively to what management wants
b) The use of rewards to elicit higher levels of performance
c) The unique and non replicable nature of human capabilities
d) They can be easily controlled by the organization's structure and culture

10. To achieve quality HR service and meeting the needs of customer expectations managers and HR practitioners may adopt

a) Benchmarking
b) Process re-engineering
c) Total quality management
d) All of the above