C202 Managing Human Capital
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Free C202 Managing Human Capital Questions
A process of recruiting employees already employed by the organization
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Promotion
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Transfer
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Internal Recruitment
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External Recruitment
Explanation
Explanation:
The process of recruiting employees who are already employed by the organization is referred to as internal recruitment. Internal recruitment involves filling vacancies through promotions, lateral transfers, or reassignments within the organization. This approach leverages existing talent, motivates employees, and reduces onboarding time compared to hiring externally.
Correct Answer:
Internal Recruitment
You are explaining the recruitment process in SAP ERP Human Capital Management. Which of the following will you say is not true of the recruitment process? (one correct answer)
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Publish vacant positions in job advertisement
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Applicant data entry
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Applicant selection process
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Reentry applicant data to HCM master data
Explanation
Explanation:
In SAP ERP Human Capital Management, the recruitment process involves publishing job vacancies, allowing applicants to enter their data, and selecting suitable candidates. Once a candidate is hired, their information is transferred automatically to the HCM master data system. Reentering applicant data manually into HCM master data is not part of the recruitment process and is unnecessary due to system integration. Therefore, suggesting that reentry is part of recruitment is incorrect.
Correct Answer:
Reentry applicant data to HCM master data
Why is an accurate job description essential in the context of Human Capital Management?
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It ensures compliance with labor laws and regulations.
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It serves as a basis for performance evaluations and employee development.
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It simplifies the recruitment process by attracting unqualified candidates.
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It eliminates the need for employee training and development programs
Explanation
Explanation:
An accurate job description clearly defines roles, responsibilities, qualifications, and expectations, serving as a foundation for multiple HR processes. It provides a basis for performance evaluations, guides employee development plans, and ensures that employees understand what is expected of them. In recruitment, accurate job descriptions help attract qualified candidates and streamline the hiring process. They also support compliance with labor laws by formally documenting job duties and requirements.
Correct Answer:
It serves as a basis for performance evaluations and employee development.
In the context of human capital management, what does the 4/5ths rule help to assess?
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The effectiveness of employee training programs
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The potential for adverse impact in hiring practices
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The alignment of organizational values with employee performance
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The efficiency of strategic staffing methods
Explanation
Explanation:
The 4/5ths rule is a guideline used to detect potential adverse impact in employment practices, particularly in hiring and selection. It compares the selection rates of different demographic groups to determine if there is a significant disparity that could indicate discrimination. If the selection rate for a protected group is less than 80% (4/5ths) of the rate for the most favored group, there may be evidence of adverse impact requiring further investigation and corrective action.
Correct Answer:
The potential for adverse impact in hiring practices
Which is one major purpose of employee self-service (ESS) technology?
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It allows managers easier access to performance management records
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It allows job candidates to input their applications and resumes
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It allows employees to update their personal information
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It allows senior management to track HR performance
Explanation
Explanation:
Employee Self-Service (ESS) technology is designed to empower employees by allowing them direct access to and control over their own HR-related information. One of the major purposes of ESS is to enable employees to update their personal information, such as contact details, banking information, or benefits selections, without having to go through HR personnel. This increases efficiency, reduces administrative workload, and ensures that employee records are accurate and up to date.
Correct Answer:
It allows employees to update their personal information
What is human capital?
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the total value of the benefits package provided to an employee
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the strategic value of employee knowledge and abilities
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the amount of wages and salaries that a company pays annually
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the credits that employees can spend on the benefits that they desire
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the development of a pool of applicants for jobs in an organization
Explanation
Explanation:
Human capital is the strategic value of employee knowledge, skills, and abilities to the organization. It reflects how employees’ capabilities contribute to achieving organizational goals, innovation, and long-term success. Investing in human capital through training, development, and retention strategies enhances productivity and the competitive position of the organization.
Correct Answer:
the strategic value of employee knowledge and abilities
What process evaluates the alignment between an employee's skills and the specific qualifications needed for a job position?
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Job Analysis
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Profile Matchup
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Performance Review
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Talent Acquisition
Explanation
Explanation:
Profile Matchup is the process that evaluates how well an employee’s skills, qualifications, and competencies align with the requirements of a specific job position. This process helps ensure that employees are suitable for their roles, identifies skill gaps, and informs decisions regarding training, development, and career progression. It is distinct from broader HR processes like performance review or talent acquisition.
Correct Answer:
Profile Matchup
What is the primary focus of risk reduction strategies in human capital management?
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Eliminating all potential risks
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Minimizing the impact of identified threats
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Transferring risks to third parties
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Ignoring minor risks to focus on major ones
Explanation
Explanation:
Risk reduction strategies in human capital management are designed to proactively minimize the potential negative effects of identified threats to the workforce or organizational objectives. This involves implementing measures, controls, or processes that reduce the likelihood or severity of risks, ensuring continuity in operations and protecting employees. Unlike risk elimination or transfer, risk reduction focuses on mitigation and preparedness rather than complete avoidance or shifting responsibility.
Correct Answer:
Minimizing the impact of identified threats
Workforce planning is best defined as:
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a review of the skills and qualifications of all workers
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analyzing and forecasting the numbers and skills of those workers that will be required by the organization to achieve its objectives
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the measurement of the rate of labor turnover
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an audit of the firm's workforce
Explanation
Explanation:
Workforce planning is the strategic process of analyzing and forecasting the organization’s future human resource needs in terms of numbers, skills, and competencies. It ensures that the organization has the right people, in the right roles, at the right time to meet business objectives. This process involves evaluating current workforce capabilities, anticipating future needs based on organizational goals, and developing strategies to fill gaps through recruitment, training, or redeployment.
Correct Answer:
analyzing and forecasting the numbers and skills of those workers that will be required by the organization to achieve its objectives
A PEST analysis is a tool used to
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help manage a company's internal environment.
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help manage a company's external environment.
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determine profitability in a new market
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help manage a company's relationship with shareholders.
Explanation
Explanation:
A PEST analysis is a strategic tool used to assess external factors—Political, Economic, Social, and Technological—that may influence an organization. In human capital management, it helps identify opportunities and threats in the external environment, informing workforce planning, recruitment, and HR strategy. By understanding these external influences, organizations can better anticipate changes and align their human capital initiatives with market conditions.
Correct Answer:
help manage a company's external environment
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