10/5/2020 Test: Human Resource Management (midterm) | Quizlet

NAME

37 Multiple choice questions 0

1. work on the communication, development, performance appraisal, and employee relations to increase unity

A. External recruitment sources

B. Human Resource Management Definition
C. Diverse workforce implications

D. Overview of HR planning process

2.Personnel selection

A. the process through which organizations make decisions about who will or will now be allowed to join the
organization

the process of getting detailed information about jobs and employees who will perform them. Knowledge about:
staffing,
B. training, performance appraisal, and other HR activities
C. referrals, company website applicant, job boards, direct sourcing, college recruiting, rehiring former employees
D. the policies, practices, and systems that influence employees': behavior, attitudes, and performance

3.HRM Strategic Practices

Temporary employees, overtime, outsourcing, retained transfers, technology innovation, turnover reduction, new
external
A. hires
B. Analysis and design or work--HR planning--Recruiting--Selection--Training and development--Compensation--
Performance management--Employee relations

organizations planned efforts to help employees acquire: job related knowledge, skills, abilities, and behaviors, with the
C. goal of applying this on the job
screening applications and resumes--> test and review work samples--> interview candidates--> check references and
D. background--> make a selection

4.Temporary employees, overtime, outsourcing, retained transfers, technology innovation, turnover reduction, new external
hires

A. Strategic approach to personnel selection

B. Strategies for avoiding a shortage

C. Strategies for reducing a surplus

D. Human Resource Management Definition

https://quizlet.com/127547390/test?answerTermSides=6&promptTermSides=6&questionCount=37&questionTypes=4&showImages=true 1/
5.Recruiters traits and behaviors

forecast of labor demand and supply, identify surplus or shortage--> goal setting and strategic planning-->
program
A. implementation and evaluation
B. either a HR specialist or experts at a particular job. Need to be warm, informative, have a level of realism,
provide timely feedback, avoid offensive behavior, recruit with teams

create a selection process in support of its job description. Process should be set up so that the organization can
identify
C. people who have the necessary KSAO's
retirement planning, retaining older workers, control rising cost of health care, managers will supervise employees much
D. older than themselves. Need to attract, retain, and prepare the youth labor force

6.set of duties and responsibilities performed by an individual. As many positions as employees in a company

A. position

B. Job specification
C. Job description
D. Human Capital

7.Job specification

A. the process of analyzing tasks necessary for the production of a product or service
B. KSAO (knowledge, skills, abilities, and other characteristics (technical and behavioral)

C. more innovative, greater productivity, develop a more favorable reputation

D. the training, experience, judgement, intelligence, relationships, and insight that one carries

8.physical ability, cognitive ability, job performance test, work samples, personality inventories, honesty tests, drug tests,
medical examinations

A. Aspects of recruiting
B. Employment tests

C. Job description
D. Personnel selection

9.referrals, company website applicant, job boards, direct sourcing, college recruiting, rehiring former employees

A. External recruitment (advantages)

B. External recruitment sources

C. Diverse workforce implications

D. Internal labor force
10. retirement planning, retaining older workers, control rising cost of health care, managers will supervise employees
much older than themselves. Need to attract, retain, and prepare the youth labor force

A. Recruiters traits and behaviors

B. Overview of HR planning process
C. Aging workforce implications

D. Steps in the selection process

11. Strategies for reducing a surplus

A. Downsizing, pay reductions, demotions, transfer, work sharing, hiring freeze

B. more innovative, greater productivity, develop a more favorable reputation

C. (raw inputs, equipement, and human resources)-->(activity)-->(output)
D. an aging workforce, a diverse workforce, skill and deficiencies of the workforce

12. Purpose of HR planning

generates applicants who are well known to the organization. Minimizes possibility of unrealistic expectations. Generally
A. cheaper and faster than external
any activity carried on by the organization with the primary purpose of identifying and attracting potential
employees.
B. Purpose is to build a supply of potential new hires
C. compare the present state of the organization with its goals for the future. Then identify the changes the must
take place to meet those goals

examine total organization and the fit of each job--> determine how job analysis info will be used--> select
jobs to be analyzed--> collect data by using acceptable job analysis techniques--> prepare job description-->
prepare job
D. specification

13. ta
sk
more innovative, greater productivity, develop a more favorable reputation
A.
set of duties and responsibilities performed by an individual. As many positions as employees in a
B.
company coordinated and aggregated series of work elements used to produce an output
C.
Downsizing, pay reductions, demotions, transfer, work sharing, hiring freeze
D.

14. the process of getting detailed information about jobs and employees who will perform them. Knowledge about:
staffing, training, performance appraisal, and other HR activities

A. Human Capital
B. Job analysis

C. Work flow design

D. Personnel selection
15. the process of analyzing tasks necessary for the production of a product or service

A. Job specification
B. Work flow design

C. Human Capital
D. Employment tests

16. Aspects of recruiting

forecast of labor demand and supply, identify surplus or shortage--> goal setting and strategic planning-->
program
A. implementation and evaluation
physical ability, cognitive ability, job performance test, work samples, personality inventories, honesty tests, drug tests,
B. medical examinations
C. personnel policies, recruiter traits and behaviors, recruitment sources--> (vacancy characteristics,
applicant characteristics)--> job choice

an organizations workers: its employees, the people who have contracts to work at the organization. (has been
drawn
D. from the external labor market)

17. more innovative, greater productivity, develop a more favorable reputation

A. Diverse workforce implications

B. Strategies for reducing a surplus
C. Developing a work flow analysis
D. Companies with effective HRM

18. Recuitment

A. any activity carried on by the organization with the primary purpose of identifying and attracting potential
employees.
Purpose is to build a supply of potential new hires

generates applicants who are well known to the organization. Minimizes possibility of unrealistic expectations. Generally
B. cheaper and faster than external
compare the present state of the organization with its goals for the future. Then identify the changes the must
take place
C. to meet those goals
examine total organization and the fit of each job--> determine how job analysis info will be used--> select
jobs to be analyzed--> collect data by using acceptable job analysis techniques--> prepare job description-->
prepare job
D. specification

19. create a selection process in support of its job description. Process should be set up so that the organization can
identify people who have the necessary KSAO's

A. HRM Strategic Practices

B. Recruiters traits and behaviors
C. Strategic approach to personnel selection

D. Strategies for avoiding a shortage

20. an aging workforce, a diverse workforce, skill and deficiencies of the workforce

A. Companies with effective HRM

B. Strategies for reducing a surplus
C. Trends in the labor force

D. Steps in the selection process

21. generates applicants who are well known to the organization. Minimizes possibility of unrealistic expectations.
Generally cheaper and faster than external

A. External labor market

B. Purpose of HR planning
C. Internal recruitment (advantages)

D. Instructional design

22. an organizations workers: its employees, the people who have contracts to work at the organization. (has been
drawn from the external labor market)

A. External recruitment sources

B. Aspects of recruiting
C. Training
D. Internal labor force

23. Overview of HR planning process

Temporary employees, overtime, outsourcing, retained transfers, technology innovation, turnover reduction, new
external
A. hires
screening applications and resumes--> test and review work samples--> interview candidates--> check references and
B. background--> make a selection
fresh knowledge, help avoid the "not invented here" syndrome, acquire new competencies/abilities that may not
have
C. been there before
D. forecast of labor demand and supply, identify surplus or shortage--> goal setting and strategic planning-->
program implementation and evaluation

24. 1. access the needs for

training
2.ensure readiness for training
3.Plan training: objectives, trainers, and methods
4. Implement training program
5.Evaluate results of training

A. Aging workforce implications

B. Stages of instructional design (training process)

C. Overview of HR planning process

D. Strategic approach to personnel selection
25. examine total organization and the fit of each job--> determine how job analysis info will be used--> select
jobs to be analyzed--> collect data by using acceptable job analysis techniques--> prepare job description-->
prepare job specification

A. Internal recruitment (advantages)

B. Steps of job analysis (6)

C. Instructional design
D. Recuitment

26. External recruitment (advantages)

forecast of labor demand and supply, identify surplus or shortage--> goal setting and strategic planning-->
program
A. implementation and evaluation
an organizations workers: its employees, the people who have contracts to work at the organization. (has been
drawn
B. from the external labor market)
C. referrals, company website applicant, job boards, direct sourcing, college recruiting, rehiring former employees
D. fresh knowledge, help avoid the "not invented here" syndrome, acquire new competencies/abilities that may
not have been there before

27. Human Resource Management Definition

A. the process through which organizations make decisions about who will or will now be allowed to join the
organization Temporary employees, overtime, outsourcing, retained transfers, technology innovation, turnover
reduction, new external
B. hires
C. the policies, practices, and systems that influence employees': behavior, attitudes, and performance

D. the training, experience, judgement, intelligence, relationships, and insight that one carries

28. a process of systematically developed training techniques to meet specified needs

A. External labor market

B. Internal recruitment (advantages)
C. Recuitment
D. Instructional design

29. (raw inputs, equipement, and human resources)-->(activity)-->(output)

A. Diverse workforce implications

B. Trends in the labor force
C. Strategies for reducing a surplus
D. Developing a work flow analysis
30. jo
b
more innovative, greater productivity, develop a more favorable
A.
reputation coordinated and aggregated series of work elements used to
B.
produce an output group of positions that are similar in their duties
C.
set of duties and responsibilities performed by an individual. As many positions as employees in a company
D.
31. External labor market

examine total organization and the fit of each job--> determine how job analysis info will be used--> select
jobs to be analyzed--> collect data by using acceptable job analysis techniques--> prepare job description-->
prepare job
A. specification
B. individuals who are actively seeking employment

generates applicants who are well known to the organization. Minimizes possibility of unrealistic expectations. Generally
C. cheaper and faster than external
D. a process of systematically developed training techniques to meet specified needs

32. screening applications and resumes--> test and review work samples--> interview candidates--> check references
and background--> make a selection

A. Trends in the labor force

B. Overview of HR planning process
C. Steps in the selection process

D. Aspects of recruiting

33. organizations planned efforts to help employees acquire: job related knowledge, skills, abilities, and behaviors, with
the goal of applying this on the job

A. Internal labor force

B. Training

C. position
D. HRM Strategic Practices

34. Job description

A. set of duties and responsibilities performed by an individual. As many positions as employees in a company
physical ability, cognitive ability, job performance test, work samples, personality inventories, honesty tests, drug tests,
B. medical examinations
C. list of tasks, duties, and responsibilities that a particular job entails. ( job title, brief description of job, list of
essential duties with detailed specifications about the tasks invloved

the process of getting detailed information about jobs and employees who will perform them. Knowledge about:
staffing,
D. training, performance appraisal, and other HR activities
35. Pitfalls of undefined jobs

A. job uncertainty, employees fail to fulfill their job and expectations, conflict within organization, lack of trust
towards top management, waste time trying to achieve a good performance, entry-level workers may get lost,
difficulty in performing further HR practices

retirement planning, retaining older workers, control rising cost of health care, managers will supervise employees much
B. older than themselves. Need to attract, retain, and prepare the youth labor force
1. access the needs for training
2.ensure readiness for training
3.Plan training: objectives, trainers, and methods
4.Implement training program
C. 5. Evaluate results of training
personnel policies, recruiter traits and behaviors, recruitment sources--> (vacancy characteristics, applicant
D. characteristics)--> job choice

36. applications, resumes, reference checks, and background checks

A. Developing a work flow analysis

B. Strategies for reducing a surplus
C. Trends in the labor force
D. Gathering background info on applicants

37. the training, experience, judgement, intelligence, relationships, and insight that one carries

A. Human Resource Management Definition

B. Human Capital

C. Work flow design

D. Job specification