Functions of Human Resource Management (D351)
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Free Functions of Human Resource Management (D351) Questions
What is the definition of an employee referral in recruitment?
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An employee referral is a recruitment method where current employees recommend potential candidates for open positions within the organization.
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An employee referral is a performance evaluation conducted by supervisors.
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An employee referral is a training program for new hires conducted by experienced employees.
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An employee referral is a formal request for a job transfer within the same organization.
Explanation
Correct Answer
A. An employee referral is a recruitment method where current employees recommend potential candidates for open positions within the organization.
Explanation
Employee referrals are a popular recruitment strategy that leverages the networks of existing employees to find qualified candidates. This approach can increase the quality of hires and reduce the time and cost associated with recruitment.
Why other options are wrong
B: An employee referral is a performance evaluation conducted by supervisors: This describes performance management, not employee referrals.
C: An employee referral is a training program for new hires conducted by experienced employees: Training programs are unrelated to the referral process.
D: An employee referral is a formal request for a job transfer within the same organization: Job transfer requests are internal HR processes, not related to employee referrals.
What is the Rule?
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A guide for working with fractions in the workplace of employees must be over the age of forty
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A test used by various federal courts, the Department of Labor, and the EEOC to determine whether disparate impact exists in an employment test
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A test used to assess the efficiency of workplace processes
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A test used by an organization to determine if they have enough employees
Explanation
Correct Answer
B. A test used by various federal courts, the Department of Labor, and the EEOC to determine whether disparate impact exists in an employment test
Explanation
The "Rule" commonly refers to the Four-Fifths Rule (or 80% Rule), used by federal courts, the Department of Labor, and the Equal Employment Opportunity Commission (EEOC). It is a guideline to identify potential disparate impact in employment practices. If the selection rate for any group is less than 80% of the group with the highest selection rate, there may be evidence of discrimination or disparate impact, prompting further investigation.
Why other options are wrong
A: A guide for working with fractions in the workplace of employees must be over the age of forty: This option is nonsensical and unrelated to employment testing or discrimination.
C: A test used to assess the efficiency of workplace processes: Efficiency tests relate to operational workflows, not discrimination in employment practices.
D: A test used by an organization to determine if they have enough employees: This pertains to workforce planning, not the Rule used to detect disparate impact.
Which selection instrument is used to obtain information on the applicant's motivation and details of previous experiences to get a more subjective feel for the candidate?
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Personality test
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Interview
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Resume
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Background check
Explanation
Correct answer:
B) Interview
Explanation:
An interview is a tool designed to gather both objective and subjective information about a candidate's experience, motivation, and fit for the position. It allows for deeper insights into the candidate's qualifications and personality.
Why the other options are wrong:
A) Personality test: While personality tests assess behavioral traits, they don't directly address the applicant's motivation or specific past experiences in the same way an interview does.
C) Resume: A resume provides factual, objective details about the candidate's background but does not give insight into their motivation or subjective qualities.
D) Background check: A background check verifies the accuracy of a candidate's past employment and other records but does not provide insight into motivation or personal experiences.
Loading a job ____ is called job enlargement.
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With technical responsibilities
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Horizontally
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With more hours
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With more decision-making authority vertically
Explanation
Correct Answer
B. Horizontally
Explanation
Job enlargement involves adding more tasks of a similar level of complexity to an employee's role, which is referred to as a horizontal expansion. This method aims to reduce monotony and improve job satisfaction without increasing the level of responsibility or authority.
Why other options are wrong
A. With technical responsibilities: Adding technical responsibilities could imply increased complexity or specialization, which is not the focus of job enlargement.
C. With more hours: Job enlargement does not involve increasing the number of work hours; it involves adding variety to the tasks performed.
D. With more decision-making authority vertically: Increasing decision-making authority or responsibilities is known as job enrichment, not job enlargement.
When a company evaluates its current employees to identify those who have the potential to fill key positions in the future, this process is known as ________.
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Talent assessment
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Performance appraisal
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Succession planning
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Employee evaluation
Explanation
Correct Answer
C. Succession planning
Explanation
Succession planning is a strategic process where companies identify and develop employees with the potential to fill critical roles in the future. It ensures business continuity by preparing for leadership transitions and other key positions.
Why other options are wrong
A. Talent assessment: This focuses on evaluating the skills and capabilities of employees but does not necessarily include planning for future key roles.
B. Performance appraisal: This is a process of evaluating an employee's current job performance, not identifying future potential for key positions.
D. Employee evaluation: This is a general term for assessing employees and does not specifically focus on identifying successors for key roles.
What is the purpose of a job rotation?
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To reduce employee turnover rates.
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To assign employees to fixed roles permanently.
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To promote employees based on seniority
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To periodically move employees between different tasks or roles to gain a variety of experiences and skills.
Explanation
Correct Answer
D. To periodically move employees between different tasks or roles to gain a variety of experiences and skills.
Explanation
Job rotation is a developmental strategy used by organizations to provide employees with a broader understanding of various roles and functions. By rotating between tasks or roles, employees enhance their skills, gain diverse experiences, and improve their adaptability.
Why other options are wrong
A: To reduce employee turnover rates: While job rotation might have an indirect effect on retention, its primary purpose is not to reduce turnover.
B: To assign employees to fixed roles permanently: Job rotation involves movement between roles, which is the opposite of fixed assignments.
C: To promote employees based on seniority: Job rotation focuses on skill development and experience, not on promotions or seniority-based decisions.
Which of the following linkages has its human resource management functions built right into the strategy formulation and implementation processes?
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Integrative linkage
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Administrative linkage
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One-way linkage
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Two-way linkage
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Executive linkage
Explanation
Correct answer:
A) Integrative linkage
Explanation:
Integrative linkage refers to a model where human resource management (HRM) is fully integrated with the strategy formulation and implementation processes of the organization. HRM functions are closely aligned with organizational goals and are considered during strategic planning.
Why the other options are wrong:
B) Administrative linkage: This model only connects HR functions to administrative tasks and does not integrate them into the strategy formulation and implementation processes.
C) One-way linkage: In this model, HRM has a one-directional relationship with strategy, typically following the strategic plan without contributing to the strategy formulation.
D) Two-way linkage: This model involves HRM providing feedback on strategy but is less integrated into the overall strategy formulation and implementation process than integrative linkage.
E) Executive linkage: This option refers to a higher-level involvement of executives in HRM but does not necessarily indicate that HRM functions are integrated into strategy formulation and implementation.
What is the definition of knowledge in the context of job requirements?
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Knowledge refers to the practical skills and abilities required to perform specific tasks.
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Knowledge refers to the natural talents and capacities that enable individuals to perform certain tasks.
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Knowledge refers to the learned proficiencies or competencies developed through practice and experience.
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Knowledge refers to the understanding of concepts, theories, or information gained through experience or education that is required to perform a specific job.
Explanation
Correct Answer
D. Knowledge refers to the understanding of concepts, theories, or information gained through experience or education that is required to perform a specific job.
Explanation
In the context of job requirements, knowledge refers to the theoretical and factual information an individual acquires through education or experience. This knowledge is essential to understand the tasks and responsibilities associated with a job and to perform them effectively.
Why other options are wrong
A: Knowledge refers to the practical skills and abilities required to perform specific tasks: Practical skills and abilities fall under "skills" rather than "knowledge."
B: Knowledge refers to the natural talents and capacities that enable individuals to perform certain tasks: Natural talents and capacities are categorized as "abilities," not knowledge.
C: Knowledge refers to the learned proficiencies or competencies developed through practice and experience: Proficiencies and competencies are related to skills, not theoretical knowledge.
What are the components of a staffing process?
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Recruitment and Planning
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Acquisition, Deployment, Retention
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Selection and Acquisition
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Planning, Deployment, Selection
Explanation
Correct Answer
B. Acquisition, Deployment, Retention
Explanation
The staffing process involves three main components: acquisition (hiring and bringing new employees into the organization), deployment (assigning employees to roles where they are most effective), and retention (ensuring employees remain with the organization long-term). This framework covers the full employee lifecycle in staffing.
Why other options are wrong
A. Recruitment and Planning: While recruitment is a part of acquisition, and planning may occur in staffing, these two alone do not encompass the full staffing process.
C. Selection and Acquisition: Acquisition includes selection but also involves other aspects like onboarding; this choice is incomplete.
D. Planning, Deployment, Selection: This option omits key components such as acquisition and retention, making it an incomplete description of the staffing process.
Which task falls under the purview of human resource planning?
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Forecasting human capital needs for the organization
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Providing time management strategies for supervisors
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Implementing an organization's development strategy
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Analyzing jobs to ensure that human capital needs are met
Explanation
Correct answer:
A) Forecasting human capital needs for the organization
Explanation:
Human resource planning includes forecasting the future needs of the organization in terms of human capital to ensure that the right people are in the right roles at the right time.
Why the other options are wrong:
B) Providing time management strategies for supervisors: This is more of a training or development function, not part of human resource planning.
C) Implementing an organization's development strategy: This is part of the execution phase, while human resource planning focuses on anticipating needs.
D) Analyzing jobs to ensure that human capital needs are met: Job analysis is part of workforce management but is not specifically the focus of human resource planning.
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