Reference no: EM133026232

Part A: Multiple Choice Questions.

1. Recruitment is ______________________.

a. choosing the most suitable candidate from among a group of applicants.
b. process of attracting suitable people to apply for job vacancies.
c. choosing the most suitable candidate from family members.
d. process of attracting anyone to apply for job vacancies.

2. Which of the following is not the failure to hire the right people?

a. low turnover
b. large number of workers being dismissed
c. increased training costs
d. loss customers

3. Basic to effective recruitment and selection is a thorough understanding of the nature of the vacancy. The process of getting this information is called ___________.

a. Job description
b. Job analysis
c. Job specification
d. Job information

4. ________ defines the nature of the company's business in terms of how it will match its internal strengths and weaknesses with its external opportunities and threats in order to maintain a competitive position.

a. Financial auditing
b. Strategic planning
c. Employee benchmarking
d. Employee testing

5. ________ involves setting objectives, making forecasts, reviewing alternative courses of action, evaluating options and implementing the plan.

a. The management planning process
b. Financial auditing
c. Employee testing
d. Employee benchmarking

6. Which term indicates the course of action for getting from where you are to where you want to go?

a. goal
b. plan
c. proposition
d. assessment

7. _________ can be defined as process of choosing the right person for the right job.

a. Selection
b. Induction
c. Recruitment
d. Orientation

8. A course of action that a firm can pursue to achieve its strategic aims is known as a ________.

a. vision
b. goal
c. strategy
d. mission

9. What is the first step in the strategic management process?

a. formulating a strategy
b. asking, "Where are we now as a business?"
c. evaluating the strategic plan
d. implementing an environmental scan

10. Continuous process of linking the requirements for manpower with the financial and operational plans of the organization in a particular time period is known as__________:

a. Job analysis
b. Human Resource planning
c. Human Resource Strategic Management
d. Training needs analysis

11. Which of the following provides a summary of a firm's intended direction and shows, in broad terms, "what we want to become"?

a. mission statement
b. strategic plan
c. vision statement
d. marketing plan

12. Factors which influence the effectiveness of a selection interview are as follows, EXCEPT:

a. Timing
b. Venue
c. Planning
d. Position of the interviewer(s)

13. Grafton Industries administers selection tests to job candidates. The tests measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability, so they are most likely ________ tests.

a. Performance tests
b. Aptitude tests
c. Personality tests
d. Intelligence tests

14. Sources of information are as follows:

i. Application forms and curriculum vitae (CV)/ biodata/resumé
ii. Reference checks and checks using social media
iii. Tests
iv. Interviews
v. Assessment center activities
a. i, ii & iii
b. ii, iii, iv & v
c. i, iii, iv & v
d. All of the above

15. Smith Industries is thinking of having another company take care of its benefits management. This is called ________.

a. Outsourcing
b. Recruiting
c. Telecommuting
d. Screening

16. Bob needs to find and attract applicants to his company's open positions, which is known as ________.

a. employee engagement
b. trend analysis
c. employee recruiting
d. employee selection

17.?Which of the following data collection techniques would be most useful when writing a job description for a software engineer?

a. distributing position analysis questionnaires
b. interviewing employees
c. analyzing organization charts
d. developing a job process chart

18. The methods used to give new or present employees the skills they need to perform their jobs are called ________.

a. Planning
b. Selection
c. Recruitment
d. training

19. Children are persons aged under ________ years (Children and Young Persons (Employment) Act).

a. 15
b. 18
c. 17
d. 16

20. The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job.

a. organization chart
b. job analysis
c. work aid
d. job description

21. Allison, a manager at a large clothing retail store, needs to determine essential duties that have not been assigned to specific employees. Which of the following would most likely provide Allison with this information?

a. work activities
b. job context
c. job analysis
d. performance standards

22. The practice among those with power or influence of favoring relatives or friends, especially by giving them jobs is known as __________.

a. unfair practice
b. nepotism
c. empire-building
d. managerial prerogatives

23. The information resulting from a job analysis is used for writing ________.

a. job descriptions
b. corporate objectives
c. personnel questionnaires
d. training requirements

24. Which of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job?

a. job specification
b. job analysis
c. job description
d. job context

25. Which of the following refers to the human requirements needed for a job, such as education, skills, and personality?

a. job specifications
b. job analysis
c. job placement
d. job descriptions

Part B: True/False Questions

26. Goals are initiated by the bottom level of an organization according to the hierarchy of goals approach to strategic planning.

27. A mission statement is a general statement of a company's intended direction that evokes emotional feelings in the organization's members.

28. A vision statement is broader and more future-oriented than a mission statement.

29. Strategic management focuses more on translating a mission into goals than on the functions of organizing, staffing, and controlling.

30. Strategic human resource management means formulating and executing HR systems that produce the employee competencies and behaviors a firm needs to achieve its strategic aims.

31. Effective talent management focuses on developing employee competencies that align with strategic goals.

32. A process chart provides relevant background information during the job analysis process by indicating job titles and lines of communication.

33. Conducting the job analysis is the sole responsibility of the HR specialist.

34. Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement.

35. In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks.

36. Setting standards such as sales quotas, quality standards, or production levels is part of the leading function of human resource management.

37. Hiring the wrong person for the job, committing unfair labor practices, and having your people not doing their best are personnel mistakes that hinder firms from achieving positive results.

38. Autonomy is the right to make decisions, direct the work of others, and give orders.

39. Staff managers are authorized to issue orders to subordinates and are directly in charge of accomplishing the organization's basic goals.

40. Staff authority gives a manager the right to advise other managers or employees.