SHRM Objectives Set 2

51. Which selection method remains the most used by organisations?

• Interviews
• Ability tests
• References
• A trial period

 

52. Which items below are’ forms of perceptual errors made during the selection process?

• Like-me judgements
• A candidate’s time-keeping
• The interview setting
• The time of day

 

53. Which of the below is a form of interview used in candidate selection?

• The appraisal interview
• The competency based interview
• The disciplinary interview
• The return to work interview

 

54. The interview is used as a method for determining:

• The personality of the candidate
• The degree of fit between the applicant and the demands of the job.
• His/her age.
• Physical attributes

 

55. According to the Leitch Review of Skills (2006), the ability of firms to succeed in the face of growing international competition depends increasingly on;

• Work culture
• Relaxed legal system
• Good infrastructure
• Skilled labour

 

56. What is the main reason employers give why employees are not fully proficient?

• Lack of experience
• Over qualified
• Lack of numeracy skills
• Lack of literacy skills

 

57. Which of the stages below are part of the Systematic Training Cycle?

• Analyse operating conditions
• Design training
• Deliver on time
• Evaluate customer feedback

 

58. What is the main disadvantage of off-the-job learning?

• It isn’t always directly related to real organisational issues and needs
• The time needed to set up
• Accessibility for those training
• Long term costs

 

59. A cultural view of learning considers the values and norms of communities through:

• Myths, legends and proverbs
• Music, song and dance
• Rituals, language and religion
• Talk, practices and stories

 

60. What is a ‘communities of practice’ approach to organisational learning?

• An approach that focuses on practising ‘best practice’
• An approach that focuses on the values, beliefs and norms of a social group
• An approach that focuses on the skills embedded within the group
• An approach that has a clear set of defined practices to use in all situations

 

61. Chase’s study (1997) identified what issue as being the biggest obstacle to creating a knowledge creating company?

• Limited resources for training and development
• Organisational culture
• Failure of management
• Inability to access learning material

 

62. What is the most common form of organisational intervention designed to improve employee wellbeing?

• Secondary and tertiary
• Primary
• Variable
• Best-fit

 

63. What are the main aims of Employee Assistance Programmes?

• To alter the organisational culture
• To address team and individuaf performance and well-being in the workplace
• To focus the attention Of employees to the power structures of an organization
• To establish effective methods of care and support for ‘everyone in an organization

 

64. How does the selection of an international assignee usually take place?

• Formal interview process with internal staff.
• Informal discussion based on chance conversations with internal staff.
• Informal discussion between each member of a specific team.
• Formal recruitment process that includes internal and external candidates

 

65. Which multinational bank used business sponsors to monitor international assignees?

• Oman International Bank
• Falcon International
• HSBC
• Barclays

 

66. What is the major problem with the theorizing of strategic IHRM?

• It becomes obsolete very quickly as change occurs so fast
• It is biased towards western ideas
• It tends to offer a highly idealised perspective on strategy formulation
• It fails to incorporate conflict

 

67. How can HRM help to build successful cross-border alliances?

• By ensuring that organisations spend 25% of their budgets on cross-border alliances
• By ensuring that a strategy is in place before embarking on a cross-border alliance
• By ensuring that organisations export their ideas to other societies and cultures
• By ensuring that international joint ventures are staffed by high-quality managers

 

68. Which of the following statements most accurately defines human resource management?

• human resource management contributes to business strategy and plays and important role in the implementation of business strategy
• human resource management is an approach to managing people
• human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques
• human resource management focuses on people as the source of competitive advantage

 

69. Which of the following techniques are not connected with human resource planning?

• succession planning
• management of change
• simple linear regression
• Markov matrix analysis

 

70. Which of the following is NOT true of the activity known as job analysis?

• it aims to describe the purpose of a job and the conditions under which it is performed.
• the job elements are rated in terms such as frequency of use or amount of time involved
• the rate of pay for the job is fixed
• jobs are broken into elements such as information or relations with other people

 

71. Which of the following is NOT a common criticism of using personality tests in selection?

• Good performers in the same job may have different personalities
• There are no reliable instruments with which to assess personality
• An individual’s personalitycan vary with circumstances
• Candidates can fake the answers, so giving a misleading impression

 

72. Which of the following is not a recruitment technique?

• Interviews
• performance appraisal
• psychometric testing
• ability tests

 

73. Which statement best describes ‘360 degree feedback’? It is:

• a method used to appraise employees
• a system where managers give feedback to all their staff
• a system where feedback on any individual is derived from peers, subordinates supervisors and occasionally, customers
• a development tool

 

74. Which of the following would not form part of a flexible reward package?

• ability to ‘buy and sell’ leave days
• non-pay items such as child care vouchers
• cafeteria benefits
• performance-related pay

 

75. Which one of the following becomes a creative factor in production?

• Land
• Capital
• Consumers
• Human Resources

 

76. People cast in the role of contributors to production are called __

• Capitalist
• Land owners
• Human Resources
• Consumers

 

77. Wide range of abilities and attributes possessed by people are called as

• Management
• Human Resources
• Entrepreneur
• Intreprenuer

 

78. Deployment of which resource is difficult to master

• Human
• Land
• Capital
• Natural

 

79. The focus of Human Resource Management revolves around”?

• Machine
• Motivation
• Money
• Human
  

 

80. Quality- oriented organisation primary concern centers around __?

• Coordination
• Communication
• Human Resources
• Discipline

 

81. Quality goals require alignment with:

• Production
• Human Resources
• Finance
• Purchase

 

82. Demand for human resources and management is created by

• Expansion of industry
• Shortage of labor
• Abundance of capital
• Consumer preferences

 

83. Management function arises as a result of:

• Consumer preferences
• Abundance of capital
• Expansion of industry
• Shortage of labour

 

84. Human Resource Management is primarily concerned with:

• Sales
• Dimensions of people
• External environment
• Cost discipline

 

85. Human Resource Management aims to maximise employees as well as organisational

• Effectiveness
• Economy
• Efficiency
• Performativity

 

86. The difference between human resource management and personnel management is:

• Insignificant
• Marginal
• Narrow
• Wide

 

87. Human Resource Management function does not involve:

• Recruitment
• Selection
• Cost control
• Training

 

88. Which one is not the specific goal of human resource management?

• Attracting applicants
• Separating employees
• Retaining employees
• Motivating employees

 

89. Identify which one is an added specific goal of human resource management:

• Retraining
• Learning
• Unlearning
• Separating

 

90. Identify the top most goal of human resource management?

• Legal compliance
• Competitive edge
• Work force adaptability
• Productivity

 

91. To achieve goals organisations require employees:

• Control
• Direction
• Commitment
• Cooperation

 

92. Human resource management helps improve

• Production
• Productivity
• Profits
• Power

 

93. The amount of quality output for amount of input means

• Productivity
• Production
• Sales increase
• Increase in profits

 

94. Responding to employees and involving them in decision making is referred to as:

• Quality of work life
• Autonomy
• Empowerment
• Preaction

 

95. The main challenge for modern organisations is:

• To remain ahead of the talent developments in the market
• To retain the talent they have to realise that talented people are the real wealth of the organisation
• To find ways to poach talent wherever they can find it
• none of the above

 

96. Talent management is:

• In essence about a contract between the organisation and the employee
• Also taking into account other factors that unlock value in the business
• A combination of hard and soft issues (including the psycho-social contract) and taking the new economy into account (i.e. the knowledqe-based economy)
• all of the above

 

97. Key factors in skills development and talent management are:

• A broad definition of talent to ensure inclusivity and
• Finding a balance between staff development and making staff more employable
• Compliance with the EE Act
• Both (a) and (b)

 

98. Most organisations for Talent Management

• Will have the same skills requirements for jobs in the future as jobs do not change much
• Experience a more disengaging workforce who are less loyal
• Are effective in measuring performance and productivity
• Have effective and pro-active talent management strategies

99. Trends in Talent Management include:

• An increase in post-high school training and education in the future
• Management and leadership skills are seen as most valuable to modern and competitive organisations
• Teaching jobs are very difficult to fill
• All of the above

 

100. Benefits of Talent Management include:

• A reduction in the recruitment cycle
• Creating a competitive advantage
• Improved client relations and retention
• (b) and (c)