PENILAIAN FORMATIF DIPLOMA PENGURUSAN SUMBER MANUSIA

FORMATIVE ASSESSMENT FOR THE DIPLOMA IN HUMAN RESOURCE

MANAGEMENT

UJIAN DALAM TALIAN

ONLINE TEST

UDB19

UECH2106: PERANCANGAN SUMBER MANUSIA

UECH2106: HUMAN RESOURCE PLANNING

TARIKH: 7 April 2021 MASA: 45 minit

DATE: 7 April 2021 TIME: 45 minutes

Section Marks Percentage

ARAHAN KEPADA CALON: (%)

INSTRUCTION TO CANDIDATES: A ___ / 20 x 0.5 ___ / 10

Jawab semua soalan. B ___ / 20 x 0.5 ___ / 5

Answer all questions.
Overall Percentage (%) ___ / 15

NAME : ____________________________________________

MATRIC NO : ____________________________________________

Kertas soalan ini mengandungi dua (2) bahagian, Bahagian A dan B, dalam lima (5)
halaman bercetak.
 2

This question paper consists of two (2) sections, Section A and B in five (5) printed
pages.
UECH2106
PERANCANGAN SUMBER MANUSIA /
HUMAN RESOURCES PLANNING
Arahan : Jawab SEMUA soalan. Serlahkan (highlight) jawapan anda.
Instruction : Answer ALL questions. Highlight your answer.

Section A / Bahagian A

1. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient

quantity and quality to create positive impacts of the organisations effectiveness.
A. True
B. False

2. KSAOs means knowledge, skills, attitude and other requirements.

A. True
B. False

3. Besides the person/job match, four other matching concerns involving the broader
organisation also arise in staffing are organisational values, new job duties, multiple
jobs and current jobs.
A. True
B. False

4. An organisation is outsourcing its hiring activities because it may believe that the
vendor can do a better job of identifying candidates than the organisation itself can
do.
A. True
B. False

5. Human Resource (HR) Planning is the process of forecasting the organisation’s

future employment needs and then developing action plans and programs for fulfilling
these needs in ways that align with the staffing strategy.
A. True
B. False

6. The two most important external influences on the planning process are the
organisation’s strategy and organisation’s culture.
A. True
B. False

7. One of the disadvantage of external staffing is it is time-consuming to identify

applicants.
C. True
D. False
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8. Human Resources Information Systems make it possible to keep data on KSAOs for
each employee based on job history, training, and outside education.
A. True
B. False

9. The methods for performing job analysis are job requirements job analysis,
competency-based job analysis and job rewards.
A. True
B. False

10. Job requirements job analysis is a technique that was originally developed to catalog
the requirements for well-defined job roles with very specific and observable
characteristics that would be the same across organisations.
A. True
B. False

11. Extrinsic rewards are the intangibles that are more internal to the job itself and
experienced by the employee as an outgrowth of actually doing the job and being a
member of the organisation.
A. True
B. False

12. In the job requirements metrics, two specific tasks are supervision and document
preparation.
A. True
B. False

13. In a decentralised recruitment system, individual business units or managers

coordinate the recruitment activities.
A. True
B. False

14. The most expensive, but potentially the most powerful, method for communicating
with potential applicants is through video conferencing.
A. True
B. False

15. The audience for niche employment websites is often more highly qualified and
interested in specific jobs than are applicants from more general job sites.
A. True
B. False

16. Research shows that individuals hired through referrals are more likely to leave the
organisation.
A. True
B. False
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17. The emphasis in hierarchical mobility paths is on movement inthe organisation in any
direction – up, down, and side to side.
A. True
B. False

18. A job posting spells out the duties and requirements of available jobs and provides a
portal through which internal applicants can submit their materials.
A. True
B. False

19. One of the methods of internal recruitment is job fairs.

A. True
B. False

20. Internal temporary employes require less orientation to the organisation than external
hires.
A. True
B. False

Section B / Bahagian B

1. The staffing system components consist of applicant, organisation, recruitment,

_______________ and employment.

A. segregation
B. selection
C. section
D. sanitation

2. The following are strategic staffing decisions on staffing level except

________________.
A. acquire or develop talent
B. external or Internal hiring
C. specific or general KSAOs
D. national or global

3. __________________________ focuses on identifying individual employees who will

be considered for promotion and thoroughly assessing their current capabilities and
deficiencies.
A. Scenerio Planning
B. Replacement Planning
C. Succession Planning
D. Diversity Planning
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4. A core workforce is defined as ________________________________________..

A. regular full-time and part-time employees of the organisation.
B. temporary employees provided by a staffing firm and independent contractors.
C. a single individual (self-employed, freelancer) or an employer with its own
employees.
D. women and minorities that prefer to work at companies that show commitment to
diversity.

5. The definition of a job family is ___________________________________.

A. a groups of similar types of tasks
B. a grouping of positions that have similar tasks
C. jobs that are similar to one another
D. a grouping of jobs according to function

6. _______________________ is the degree to which an employee identifies with and

enthusiasm for his or her work.
A. Employee value preposition
B. Employee engagement
C. Employee competencies
D. Employee rewards

7. Which of the following is not the potential target external recruitment groups?
A. Key KSAO shortages.
B. Former military personnel
C. Reluctant applicants
D. Existing employees

8. Under a (an) _______________________, the student has a continuous period of

employment with an employer for a specified amount of time.
A. co-op arrangement
B. internship arrangement
C. employee referrals
D. colleges and placement offices

9. The first step in the internal recruitment process is ________________________.

A. recruitment planning
B. developing a stratey for where, how and when to look for recruits.
C. determine the communication message and medium for notification of the job
vacancy.
D. developing a job posting message

10. A (An) ______________________________ internal recruitment system give

employees a chance to measure their qualification against those required for
advancement.
A. closed
B. open
C. hybrid
D. structured

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