SHRM Objectives Set 2

12/08/2020 1 By indiafreenotes
  1. Which selection method remains the most used by organisations?
  • Interviews
  • Ability tests
  • References
  • A trial period


  1. 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


  1. 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


  1. 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


  1. 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


  1. 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


  1. Which of the stages below are part of the Systematic Training Cycle?
  • Analyse operating conditions
  • Design training
  • Deliver on time
  • Evaluate customer feedback


  1. 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


  1. 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


  1. 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


  1. 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


  1. What is the most common form of organisational intervention designed to improve employee wellbeing?
  • Secondary and tertiary
  • Primary
  • Variable
  • Best-fit


  1. 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


  1. 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


  1. Which multinational bank used business sponsors to monitor international assignees?
  • Oman International Bank
  • Falcon International
  • HSBC
  • Barclays


  1. 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


  1. 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


  1. 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


  1. Which of the following techniques are not connected with human resource planning?
  • succession planning
  • management of change
  • simple linear regression
  • Markov matrix analysis


  1. 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


  1. 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


  1. Which of the following is not a recruitment technique?
  • Interviews
  • performance appraisal
  • psychometric testing
  • ability tests


  1. 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


  1. 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


  1. Which one of the following becomes a creative factor in production?
  • Land
  • Capital
  • Consumers
  • Human Resources


  1. People cast in the role of contributors to production are called __
  • Capitalist
  • Land owners
  • Human Resources
  • Consumers


  1. Wide range of abilities and attributes possessed by people are called as
  • Management
  • Human Resources
  • Entrepreneur
  • Intreprenuer


  1. Deployment of which resource is difficult to master
  • Human
  • Land
  • Capital
  • Natural


  1. The focus of Human Resource Management revolves around”?
  • Machine
  • Motivation
  • Money
  • Human


  1. Quality- oriented organisation primary concern centers around __?
  • Coordination
  • Communication
  • Human Resources
  • Discipline


  1. Quality goals require alignment with:
  • Production
  • Human Resources
  • Finance
  • Purchase


  1. Demand for human resources and management is created by
  • Expansion of industry
  • Shortage of labor
  • Abundance of capital
  • Consumer preferences


  1. Management function arises as a result of:
  • Consumer preferences
  • Abundance of capital
  • Expansion of industry
  • Shortage of labour


  1. Human Resource Management is primarily concerned with:
  • Sales
  • Dimensions of people
  • External environment
  • Cost discipline


  1. Human Resource Management aims to maximise employees as well as organisational
  • Effectiveness
  • Economy
  • Efficiency
  • Performativity


  1. The difference between human resource management and personnel management is:
  • Insignificant
  • Marginal
  • Narrow
  • Wide


  1. Human Resource Management function does not involve:
  • Recruitment
  • Selection
  • Cost control
  • Training


  1. Which one is not the specific goal of human resource management?
  • Attracting applicants
  • Separating employees
  • Retaining employees
  • Motivating employees


  1. Identify which one is an added specific goal of human resource management:
  • Retraining
  • Learning
  • Unlearning
  • Separating


  1. Identify the top most goal of human resource management?
  • Legal compliance
  • Competitive edge
  • Work force adaptability
  • Productivity


  1. To achieve goals organisations require employees:
  • Control
  • Direction
  • Commitment
  • Cooperation


  1. Human resource management helps improve
  • Production
  • Productivity
  • Profits
  • Power


  1. The amount of quality output for amount of input means
  • Productivity
  • Production
  • Sales increase
  • Increase in profits


  1. Responding to employees and involving them in decision making is referred to as:
  • Quality of work life
  • Autonomy
  • Empowerment
  • Preaction


  1. 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


  1. 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


  1. 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)


  1. 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
  1. 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


  1. Benefits of Talent Management include:
  • A reduction in the recruitment cycle
  • Creating a competitive advantage
  • Improved client relations and retention
  • (b) and (c)