Functions of Human Resource Management (D351)
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Free Functions of Human Resource Management (D351) Questions
Written organizational directives dealing with responsibilities and the order in which activities should be performed defines a:
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Procedure
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Policy
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Rule
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Code
Explanation
Correct Answer
A. Procedure
Explanation
A procedure refers to the specific, written directives or steps that outline the tasks, responsibilities, and the order in which activities should be performed. Procedures are often used to ensure consistency and efficiency in organizational operations.
Why other options are wrong
B. Policy: Policies are broad guidelines that define an organization's goals, values, and principles but do not detail specific activities or steps.
C. Rule: A rule is a specific regulation or standard that must be followed, but it doesn't necessarily outline the order of activities or responsibilities.
D. Code: A code refers to a set of ethical guidelines or legal standards, not a detailed plan for carrying out tasks or activities.
The most effective _____ are specific and measurable, tied to a timeframe, and realistic but challenging.
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Tactical objectives
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Strategic business units
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Need hierarchies
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Strategic goals
Explanation
Correct Answer
D. Strategic goals
Explanation
Strategic goals are most effective when they are specific, measurable, time-bound, and realistic yet challenging. These characteristics help to ensure that goals are clear, achievable, and motivating, aligning with the organization's long-term vision.
Why other options are wrong
A. Tactical objectives: While tactical objectives are important for executing strategies, they tend to be more short-term and operational, whereas strategic goals are broader and long-term.
B. Strategic business units: These refer to divisions or units within an organization, not the specific goals they aim to achieve.
C. Need hierarchies: This refers to a concept in psychology (Maslow’s hierarchy of needs), not a management concept related to goal setting.
What procedure yields the enterprise environmental factors?
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Project procurement management
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Project integration management
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Project human resource management
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Project quality management
Explanation
Correct answer:
B. Project integration management
Explanation:
Project integration management is the process that involves making sure that the various elements of the project are properly coordinated. This process outputs enterprise environmental factors (EEFs), which are the internal and external conditions that can influence the project, such as organizational culture, industry standards, or government regulations.
Why the other options are wrong:
A. Project procurement management focuses on acquiring goods and services from external sources and managing contracts but does not produce enterprise environmental factors as an output.
C. Project human resource management deals with managing the people involved in the project, including team building and resource assignments, but does not directly output enterprise environmental factors.
D. Project quality management focuses on ensuring that the project meets quality standards and objectives but does not produce enterprise environmental factors as an output.
The following is an example of a ______: Employees accrue 2.15 hours of emergency personal time per pay period. On an annual basis, this equates to the equivalent of 56 hours. Employees may use emergency personal time up to 56 hours.
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Protocol
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Process
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Procedure
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Policy
Explanation
Correct Answer
D. Policy
Explanation
A policy is a set of guidelines or rules that govern the actions or behavior within an organization. This statement describes a rule about how emergency personal time is accrued and used, which aligns with a company policy on time off.
Why other options are wrong
A. Protocol: A protocol refers to formal procedures or rules that govern specific interactions or processes, often related to technical or specific contexts, not general time-off accrual.
B. Process: A process is a series of actions or steps taken to achieve a specific outcome. This statement doesn't describe a series of actions but rather the rule for accrual and usage.
C. Procedure: A procedure describes the specific methods for carrying out tasks. It is often more detailed than a policy and involves step-by-step instructions, which is not the case here.
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.
Principles, rules, and guidelines formulated or adopted by an organization to reach its long-term goals and considered a rule that is set by the managers of a company to make sure that everyone has an understanding of expectations is known as?
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Policy
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Procedure manual
Explanation
Correct Answer
A. Policy
Explanation
A policy is a set of principles, rules, or guidelines created by an organization to achieve its long-term objectives and to provide clear expectations for employees. Policies are a foundational part of organizational governance and structure.
Why other option is wrong
B. Procedure manual: A procedure manual outlines specific steps or processes to be followed, but it does not provide the broad principles or guidelines that a policy does.
The following is an example of a ________: Employees are eligible for a performance bonus of up to 10% of their annual salary based on meeting specific targets set at the beginning of the fiscal year.
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Procedure
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Guideline
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Policy
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Standard
Explanation
Correct Answer
C. Policy
Explanation
A policy outlines the rules or principles that guide decisions and actions within an organization. In this case, the policy defines the conditions under which employees can receive a performance bonus, including the eligibility criteria and the performance targets.
Why other options are wrong
A. Procedure: A procedure provides specific instructions on how tasks should be performed, which is not the focus of this example.
B. Guideline: Guidelines offer general advice or recommendations, but a policy is more formal and binding.
D. Standard: A standard defines the expected level of performance or quality, but it is not as specific as a policy that governs actions or benefits like the bonus in this case.
If an organization uses the principle of taking care of employees to guide its decisions and goals, then this is an example of care ______.
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Values
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Missions
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Strategies
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Visions
Explanation
Correct Answer
A. Values
Explanation
Values are the core beliefs and principles that guide an organization’s actions and decisions. If an organization prioritizes taking care of employees, it reflects a core value that influences how it operates and makes decisions.
Why other options are wrong
B. Missions: A mission statement defines the organization’s purpose or reason for existence but is not as specific as values regarding guiding principles.
C. Strategies: Strategies are plans or actions designed to achieve specific goals, but they are typically broader and not centered solely around care for employees.
D. Visions: A vision is a long-term aspiration for the organization, which is typically future-focused, whereas values are present-day guiding principles.
A job analysis identifies specific tasks to be done in a job as well as the
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Knowledge and skills workers must have to complete the tasks
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Pay workers will receive for completing tasks
Explanation
Correct Answer
A. Knowledge and skills workers must have to complete the tasks
Explanation
A job analysis is a process that identifies the duties, responsibilities, necessary skills, and qualifications required for a specific job. It helps in understanding the role's requirements to ensure proper recruitment, training, and job design.
Why other options are wrong
B. Pay workers will receive for completing tasks: While compensation might be tied to the job description, it is not the primary focus of a job analysis, which is more concerned with the tasks and required skills.
Job analysis can be used for all of the following except
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Giving realistic job previews
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Setting up personnel selection procedures
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Organizing trade union representation
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Establishing pay systems
Explanation
Correct Answer
C. Organizing trade union representation
Explanation
Job analysis is used to collect detailed information about the duties, responsibilities, and requirements of a job, which helps in personnel selection, establishing pay systems, and providing realistic job previews. However, organizing trade union representation typically involves other processes unrelated to job analysis.
Why other options are wrong
A. Giving realistic job previews: Job analysis helps in providing accurate and realistic job previews to potential candidates by detailing job requirements and expectations.
B. Setting up personnel selection procedures: Job analysis is essential for creating fair and effective personnel selection procedures, as it helps define the skills and qualifications needed for a role.
D. Establishing pay systems: Job analysis provides the necessary information for establishing appropriate pay systems based on the responsibilities and skill requirements of the job.
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