Progressive HR practices are used to build
Employee commitment
Satisfaction and commitment
Morale and satisfaction
Satisfaction, employee commitment and morale
Strategies increasingly depend on
Organizational competitiveness and on building committed work teams
Global competition and quality oriented industrial environment
Planning and reaction
Companies operation and competitive advantage
Competitive advantage can be defined as:
Any factors which allow organizations to face competitors and increase market share
Any factor which lead to differentiation
Any factors that allow an organization to differentiate its product or service from those of its competitors to increase market share
Any external factors that allow an service to differentiate from competitors
HR is a strategic partner in that HR management works with:
Other top managers to formulate the company’s strategy as well as to execute it
Other top managers to formulate and middle managers to execute it
Other top manages to formulate and middle managers to implement it
Other top managers to formulate, middle manager to execute and lower manager to implement
Job analysis is the procedure
Through which you collect the information regarding the job’s duties
Through which you determine the duties of the people
Through which you analyse the characteristics of the people and collect the information
Through which you determine the duties of these jobs and the characteristics of the people who should be hired for them
A job description information is used to write a:
Job analysis that lists the information of the people working in the organization
Job specification that lists the knowledge, abilities and skills needed to perform the job satisfactorily
Written statement of job analysis and job specification
None of these
Job summary describes
General nature of the job, testing only its major functions or activities
The title of the job, such as supervisor of data processing operations, sales manager or inventory control clerk
What the jobholder does, how he/she does it and under what conditions the job is performed
None of these
Job posting means
Shifting of job from one place to another
Posting the open job and listing its attributes such as qualifications, supervisor, working schedule and pay rate
Job enlargement
None of these
Succession planning includes:
Analysis of the demand for managers and professionals by company level, function and skill
Audit of executives and planning of individual career paths and accelerated promotions
None of these
All of these
For the clerical employees you can advertise in:
Trade journals
Professional journals
Local newspapers
All of these
None of these
For specialized employees you can advertise in:
Technical journal
Professional journal
Trade journal
All of these
None of these
Employment agencies are of __________ types
Local government and state government
Associated with profit organizations
Privately owned agencies
All of these
Head hunters are:
Special employment agencies retained by employers to seek out top management talent for their clients
Part-time workers which supplement permanent employee base
Are the workers which are recruited directly due to their excellent capabilities and skills
None of these
Recruitment and selection has following characteristic
Both are positive in nature
Both are negative in nature
Selection is positive and recruitment is negative
Recruitment is positive and selection is negative
All of these
Test validity refers to:
Does this test measure what it is supposed to measure
The confidence one has in the meaning attached to the scores
The performance on the test is a valid predictor of subsequent performance on the job
1 & 2 are correct
2 & 3 are correct
All are correct
Reliability in the selection test
Includes consistency
Does not include consistency
Is the process in which the scores obtained by the same person when retested with the identical test scores same score
1 & 3 are correct
2 is correct
Interview is a procedure
Which is a management tool to judge intelligence and is a assessment center
It is designed to solicit information from a person’s oral responses to oral enquiries
None of these
All of these
The following conclusions are warranted based on one study of interview validity
Predicting job performance, situational interviews yield a higher mean validity than do behavioral interviews
Structured interviews, regardless of content, are more valid than unstructured interviews for predicting job performance
Both when they are structured and when they are unstructured, individual interviews, are more valid than are panel interviews, in which multiple interviewers provide ratings in one setting
All of these
None of these
Manpower Management is linked to:
Manpower Planning
Manpower Development
Human Resource Management
None of these
HRD includes
Personnel functions
Development and training
Career planning
All of these