Functions of Human Resource Management (D351)
Access The Exact Questions for Functions of Human Resource Management (D351)
💯 100% Pass Rate guaranteed
🗓️ Unlock for 1 Month
Rated 4.8/5 from over 1000+ reviews
- Unlimited Exact Practice Test Questions
- Trusted By 200 Million Students and Professors
What’s Included:
- Unlock Actual Exam Questions and Answers for Functions of Human Resource Management (D351) on monthly basis
- Well-structured questions covering all topics, accompanied by organized images.
- Learn from mistakes with detailed answer explanations.
- Easy To understand explanations for all students.
Free Functions of Human Resource Management (D351) Questions
A way of job expansion that builds motivators into the job itself to make it more interesting and challenging, frequently done by increasing autonomy.
-
Job Enrichment
-
Effectiveness
-
Targeted Recruitment
-
Complexity
Explanation
Correct Answer
A. Job Enrichment
Explanation
Job enrichment is a method of job design that involves adding motivators, such as increased responsibility, opportunities for personal growth, and autonomy, to make a job more engaging and fulfilling for employees. This approach aims to enhance job satisfaction and motivation by addressing higher-level psychological needs.
Why other options are wrong
B: Effectiveness: Effectiveness refers to the efficiency and success in achieving goals, not a method of job expansion.
C: Targeted Recruitment: Targeted recruitment focuses on attracting specific types of candidates for a job, unrelated to job design or expansion.
D: Complexity: While complexity might make a job more challenging, it does not necessarily include adding motivators or increasing autonomy as part of job enrichment.
The first step in designing a job is:
-
Performing a situational analysis
-
Screening of application forms
-
Performing a job analysis
-
Preparing a managerial grid
Explanation
Correct Answer
C. Performing a job analysis
Explanation
The first step in job design is performing a job analysis to gather detailed information about the role, its responsibilities, and the qualifications required. This data serves as the foundation for designing the job, setting performance expectations, and defining the role's scope.
Why other options are wrong
A. Performing a situational analysis: While a situational analysis may be important, it comes after the job analysis in the job design process.
B. Screening of application forms: Screening is part of the recruitment process, not the initial job design process.
D. Preparing a managerial grid: A managerial grid refers to a tool used for evaluating leadership styles and is not directly related to the job design process.
How does HR demonstrate its value and strengthen its relationships throughout the organization?
-
By building stronger relationships with employees and boosting productivity and loyalty
-
By being aware of other business functions' strategic objectives and plans
-
By understanding the perspectives, challenges, and objectives of internal stakeholders
-
By focusing on common core business functions and the way in which to help achieve their goals
Explanation
Correct Answer
C. By understanding the perspectives, challenges, and objectives of internal stakeholders
Explanation
HR demonstrates its value by taking a proactive approach to understanding the needs, goals, and challenges of various internal stakeholders (e.g., department heads, managers, and employees). This helps HR to align its strategies and services with the organization's broader objectives, ultimately fostering stronger relationships and contributing to organizational success.
Why other options are wrong
A. By building stronger relationships with employees and boosting productivity and loyalty: While HR's role in employee relationships and productivity is crucial, the broader value also involves understanding internal stakeholders and aligning strategies across the organization.
B. By being aware of other business functions' strategic objectives and plans: Awareness is important, but HR's value is more about actively engaging with stakeholders and tailoring its strategies based on their specific perspectives and challenges.
D. By focusing on common core business functions and the way in which to help achieve their goals: HR's value is not solely about focusing on core business functions but understanding and adapting to the unique needs and challenges within each area of the organization.
Which area of expertise is useful for a human resources specialist assigned to work with unions?
-
Organizational development
-
Sexual harassment training
-
Labor relations
-
Payroll accounting
Explanation
Correct answer:
C) Labor relations
Explanation:
Labor relations focus on managing relationships between the organization and its employees, particularly regarding unionized environments. A specialist in this area works to negotiate, communicate, and resolve conflicts between management and union representatives.|
Why the other options are wrong:
A) Organizational development: While organizational development focuses on improving the overall functioning of the organization, it does not specifically focus on unions.
B) Sexual harassment training: This area focuses on educating employees about harassment prevention, not working with unions.
D) Payroll accounting: Payroll accounting handles employee compensation but does not deal with unions.
What is the purpose of recruitment?
-
To evaluate employee performance within the organization.
-
To identify, attract, and hire qualified candidates to fill job vacancies within an organization.
-
To assess organizational goals and objectives.
-
To conduct training programs for existing employees.
Explanation
Correct Answer
B. To identify, attract, and hire qualified candidates to fill job vacancies within an organization.
Explanation
Recruitment is the process of finding and attracting suitable candidates to meet an organization's staffing needs. It involves sourcing talent, screening applications, and hiring individuals to fill open roles.
Why other options are wrong
A: To evaluate employee performance within the organization: This relates to performance management, not recruitment.
C: To assess organizational goals and objectives: While important, this is a strategic activity unrelated to recruitment.
D: To conduct training programs for existing employees: Training programs are part of employee development, not the recruitment process.
Which form of indirect compensation plays a strategic role in increasing employees' knowledge and skills?
-
Training
-
Stock options
-
Employee services
Explanation
Correct answer:
A) Training
Explanation:
Training helps increase employees' knowledge and skills, making them more effective in their roles and better prepared for future responsibilities.
Why the other options are wrong:
B) Stock options: While stock options can be an attractive benefit, they do not directly contribute to enhancing knowledge or skills.
C) Employee services: Employee services can improve well-being but are not focused on increasing knowledge or skills.
When an organization implements HRM strategies aimed at improving employee engagement and aligning workforce capabilities with business objectives, it is addressing
-
Operational risk
-
Strategic alignment
-
Compliance risk
-
Financial risk
Explanation
Correct Answer
B. Strategic alignment
Explanation
Strategic alignment in HRM refers to ensuring that HR strategies are closely aligned with the organization's overall business objectives, helping to drive performance, employee engagement, and organizational success.
Why other options are wrong
A. Operational risk: While HRM strategies can influence operational risk, strategic alignment specifically focuses on aligning HR practices with business goals, not just operational concerns.
C. Compliance risk: Compliance risk pertains to adherence to laws and regulations, not the alignment of HR strategies with organizational objectives.
D. Financial risk: Financial risk concerns financial matters, whereas strategic alignment focuses on aligning HR strategies with the company's goals for improved performance and engagement.
In a reorganization, who is in charge of human resource management?
-
Supervisor
-
Individual
-
Top management team
-
All of the above
-
None of the above
Explanation
Correct answer:
d) All of the above
Explanation:
Top management team plays a crucial role in setting the strategic direction and overall structure of the reorganization.
Supervisors are responsible for implementing the changes and managing the employees through the transition, including addressing performance and communication.
Individual employees also have responsibility for adapting to new roles, teams, or processes during the reorganization.
Which two criteria will predict successful performance for the job?
-
Expertise in business law
-
Understanding of accounting practices
-
Experience in business psychology
-
Effective interpersonal communication skills
Explanation
Explanation:
Successful job performance typically depends on both technical skills and interpersonal skills. Depending on the role, expertise in specific areas such as business law or accounting practices may be necessary for completing tasks accurately, while effective interpersonal communication skills are essential for collaborating with colleagues, clients, or stakeholders. Among the options provided, understanding of accounting practices (technical competence) and effective interpersonal communication skills (social competence) are the two criteria most likely to predict overall job success.
Correct answer:
Understanding of accounting practices; Effective interpersonal communication skills.
Job enlargement involves the process of horizontal job loading, meaning that
-
The employee is assigned more tasks to perform.
-
The jobs are broken into small, component parts.
-
Each employee is given a specialized task to perform.
-
The employee is assigned less monotonous and routine tasks.
-
The employee is assigned tasks with more responsibility.
Explanation
Correct Answer
A. The employee is assigned more tasks to perform.
Explanation
Job enlargement involves increasing the number of tasks an employee is responsible for, typically to reduce monotony and increase job variety. This is a horizontal expansion of the role, as it does not involve greater responsibility or authority.
Why other options are wrong
B. The jobs are broken into small, component parts: This describes job simplification, not enlargement.
C. Each employee is given a specialized task to perform: This refers to job specialization, not enlargement.
D. The employee is assigned less monotonous and routine tasks: While job enlargement can reduce monotony, this description is too narrow.
E. The employee is assigned tasks with more responsibility: This would describe job enrichment, which involves increasing responsibilities, not job enlargement.
How to Order
Select Your Exam
Click on your desired exam to open its dedicated page with resources like practice questions, flashcards, and study guides.Choose what to focus on, Your selected exam is saved for quick access Once you log in.
Subscribe
Hit the Subscribe button on the platform. With your subscription, you will enjoy unlimited access to all practice questions and resources for a full 1-month period. After the month has elapsed, you can choose to resubscribe to continue benefiting from our comprehensive exam preparation tools and resources.
Pay and unlock the practice Questions
Once your payment is processed, you’ll immediately unlock access to all practice questions tailored to your selected exam for 1 month .
Frequently Asked Question
The subscription includes 120+ expertly crafted exam practice questions and answers covering key HRM topics like recruitment, performance management, compensation, and strategic HRM.
The subscription costs $30 per month for full access to the practice questions.
This is designed for students taking HRM 2110 D351 - Functions of Human Resource Management (GLO1) who want to enhance their exam preparation with high-quality practice questions.
You can subscribe by visiting ulosca.com, selecting the HRM 2110 D351 course, and following the payment instructions.
Yes! We update the question bank periodically to ensure relevance and alignment with the latest HRM 2110 D351 course requirements.