229 Quiz 2

Question 1

what planning process ensures that
1) an organization has people available (employed) who have the right competencies, and
2) that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives

Answer 1

Human Resource Planning

Question 2

What are the Approaches to HR Planning (MSMST)

Answer 2

• Management forecasts (Opinions based on knowledge)
• Staffing tables (Graphic representations of internal jobs)
• Markov analysis (Tracks pattern of employee movements)
• Skills inventory (Information on current employees)

Question 3

What are the 4 HR planning steps

Answer 3

Step 1: Forecast demand for labour
Step 2: Determine supply of labour
Step 3: Identify the gap between supply and
demand
Step 4: Develop action plans to eliminate the
gap

Question 4

Below are the outcomes from what type of planning:
- Usable information about the demand for
and supply of employees
- Demand and supply also function of general
economy
- Oversupply of labour
- Shortage of labour

Answer 4

HR planning

Question 5

What is an organizations reputation as an employer called

Answer 5

Employer Branding

Question 6

What are 2 benefits of internal recruitment

Answer 6

1. Rewards for past performance
2. Makes use of people who already know the
   organization

Question 7

What are 2 pitfalls of internal recruitment

Answer 7

1. May not have people with specialized training or expertise when needed
2. Difficulty in changing organizational culture

Question 8

Whats are examples of formal external recruitment (2) and less formal external recruitment (2)

Answer 8

More Formal: (1) Internet, (2) Advertisements
Less Formal: (1) Job Fair, (2) Unions

Question 9

What are 2 benefits of external recruitment

Answer 9

(1) Acquire unique skills and experiences
needed by the company
(2) Advance DEI initiatives

Question 10

What are 2 Pitfalls of external recruitment

Answer 10

(1) Don’t know the persons capabilities
(2) Cost

Question 11

What concept involves these considerations:
1. Legal Requirements
2. Bona Fide Occupational Qualification
3. Systemic Discrimination
4. Employment Equity
5. Diversity

Answer 11

Overall Recruitment Considerations

Question 12

[ ] is the process of choosing from the pool of applicants and hiring individuals who are best able to fulfill the requirements of the job

Answer 12

Selection

Question 13

What are the types of interview questions (2)

Answer 13

(1) Structured (Situational questions)
(2) Unstructured

Structured interview questions are carefully planned and asked in a specific order, often with fixed answers like multiple-choice or yes/no options. Unstructured interview questions, on the other hand, are more open-ended and allow for a free-flowing conversation without a set order or specific answers.

Question 14

[. ] Is the embedding of organizational values, beliefs, and accepted behaviours

Answer 14

Socialization

Question 15

describe 2 values of orientation

Answer 15

1. lower turnover
2. increased productivity

Question 16

What does the instructional systems design (ADDIE) stand for

Answer 16

Analysis, Design, Development, Implementation, evaluation

Question 17

What does the instructional systems design (ADDIE) Analysis mean

Answer 17

Phase 1: conducting the needs assessment
1. Organisation analysis (know the organisation)
2. Task analysis (determine the desired performance)
3. Person analysis (determine the actual performance)

Question 18

What does the instructional systems design (ADDIE) Design mean

Answer 18

Develop the training goals, valuable information to share, learning principles

Question 19

What does the instructional systems design (ADDIE) Develop mean

Answer 19

Create Content, Test the training program

Question 20

What does the instructional systems design (ADDIE) Implement mean

Answer 20

Decide which training methods to use, what is to be learned

Question 21

What are the 2 training methods for implementing the program (ADDIE)

Answer 21

(1) Delivery methods (on the job training, online)
(2_ Learning Methods (coaching, simulation)

Question 22

What does the instructional systems design (ADDIE) Evaluate mean

Answer 22

Evaluate the program. The KEY outcomes achieved by your training.
1. Trainee reactions
2. Learning
3. Transfer to the job (behaviour)
4. Organizational Results

Question 23

[. ] is a
- Dynamic process
- Organization responsible for supplying
information and providing support
- Organizational needs linked with individual
needs

Answer 23

Career development

Question 24

[. ] is an Individuals responsible for own career planning

Answer 24

Career planning

Question 25

what are the HRM practices to enhance career development (3)? (1) Promotion...

Answer 25

Promotion Mentors Lateral Transfer

Question 26

[. ] is A set of integrated management practices designed to help employees maximize performance, thereby allowing the organization to reach its goals

Answer 26

performance management system

Question 27

steps in an [. ] system include: 1. Clarifying the work to be done 2. Setting goals and establishing a performance plan 3. Providing frequent coaching 4. Conducting a formal review of performance 5. Recognizing and rewarding performance 6. Creating an action plan

Answer 27

Effective performance management system

Question 28

organization factors, job factors, personal factors, are reasons for [. ] preformance

Answer 28

ineffective

Question 29

Why performance management systems can fail? (2)

Answer 29

not aligned with organizational outcomes, organizations culture does not support the system

Question 30

Legal requirements for conducting performance reviews must be 3 things:

Answer 30

1. Reliable 2. Fair 3. Valid

Question 31

What are the three performance review methods?

Answer 31

1. Trait method 2. Behavioural Method 3. Results Method

Question 32

In regards to the 3 performance review methods, what is the trait method?

Answer 32

Measures the extent employee possesses certain characteristics.

Question 33

In regards to the 3 performance review methods, what is the behavioural method?

Answer 33

Reviews actual, observable behaviour

Question 34

In regards to the 3 performance review methods, what is the results method?

Answer 34

Measures what is produced and/or achieved

Question 35

What is the advantage and disadvantage of trait methods? (managers look at an employee's specific traits in relation to the job, such as friendliness to the customer.)

Answer 35

1. simple and inexpensive 2. strong possibility of rater error

Question 36

What is the advantage and disadvantage of behavioural methods?

Answer 36

1. specific and observable dimensions 2. can be time consuming

Question 37

What is the advantage and disadvantage of results methods?

Answer 37

1. objective measurements 2. can encourage short-term think and behaviour

Question 39

Which term refers to the opinions and judgments of managers, or others, who are knowledgeable about the organization's future need for employees? a. staffing table b. management forecasts c. skills inventory d. trend analysis

Answer 39

b. management forecasts

Question 40

What is the third step in the HR planning process? a. developing an action plan b. forecasting the demand for labour c. identifying the gap between demand and supply d. establishing an employee referral program

Answer 40

c. identifying the gap between demand and supply

Question 41

How would you best describe employment branding? a. creating a pool of qualified applicants b. determining the best recruitment method c. an organization's reputation as an employer d. planning for staff needs

Answer 41

c. an organization's reputation as an employer

Question 42

What is a pitfall of recruiting outside the organization? a. individual brings unique skills needed now b. costs are less c. people have better skills to be more productive d. lack of solid information on person's performance

Answer 42

d. lack of solid information on person's performance

Question 43

Which term refers to how well a test or selection procedure measures what it is intended to measure? a. reliability b. testing c. validity d. organizational constraint

Answer 43

c. validity

Question 44

Which term refers to the degree to which selection procedures provide consistent outcomes over time? a. job sampling b. reliability c. validity d. organizational culture

Answer 44

b. reliability

Question 45

Which of the following is the best example of a behavioural description interview question? a. "Tell me about the last time you disciplined an employee." b. "Tell me what you would do if you had a difficult customer." c. "What does your behaviour really mean?" d. "What behaviour would you display in a hypothetical situation?"

Answer 45

a. "Tell me about the last time you disciplined an employee."

Question 46

Aptitude tests measure which of the following? a. strength and endurance b. personality and interests c. emotional and social skills d. capacity to learn or acquire skills

Answer 46

d. capacity to learn or acquire skills

Question 47

Which selection approach uses criteria for successful job performance in making a selection decision? a. statistical approach b. clinical approach c. leadership approach d. cognitive abilities

Answer 47

a. statistical approach

Question 48

Which term refers to the acquisition of skills, behaviours, and abilities to perform future work or to solve an organizational problem? a. orientation b. training c. development d. HRM

Answer 48

c. development

Question 49

Which of the following is a value from orientation? a. lower turnover b. increased training costs c. stability of production d. less stress

Answer 49

a. lower turnover

Question 50

What is the reason that organizations train new employees? a. to increase profits b. to increase employee satisfaction c. to bring employees' KSAs (knowledge, skills, and abilities) up to the level required for satisfactory performance d. to decrease turnover

Answer 50

c. to bring employees' KSAs (knowledge, skills, and abilities) up to the level required for satisfactory performance

Question 51

n a needs assessment, four questions should be asked and answered to determine if training is appropriate. What is the first question that should be asked? a. What competencies or knowledge, skills, and abilities do the employees currently have? b. What is the gap between the desired and the actual? c. What competencies or knowledge, skills, and abilities do employees need? d. How important is this issue to the success of the organization?

Answer 51

d. How important is this issue to the success of the organization?

Question 52

When designing a training program, which practice is based on the premise that the consequences of behaviour determine if it will be repeated or discontinued? a. goal setting b. behaviour modification c. active practice and repetition d. whole-versus-part learning

Answer 52

b. behaviour modification

Question 53

What is the third step in the instructional systems design? a. needs assessment b. implementation of KSAs c. developing the program d. program design

Answer 53

c. developing the program

Question 54

Which of the following provides managers with release time to work full time on projects with others in the organization? a. action learning b. case studies c. role-playing d. simulation

Answer 54

a. action learning

Question 55

What term is used to describe a systematic approach in which you would assess your values, interests, abilities, and goals and identify a path you would need to take to realize your career goals? a. career development b. career training c. career planning d. career assessment

Answer 55

b. career training

Question 56

What does strategic performance management emphasize? a. training and development and growth plans for employees b. opportunity to identify issues for discussion c. improving performance of all employees d. aligning individual output to organizational goals

Answer 56

a. training and development and growth plans for employees

Question 57

Which of the following best describes the parts of an effective performance management system? a. developing a behavioural checklist, coaching and mentoring the employee, transferring or training the employee in the areas needed, and disciplining or discharging the employee b. clarifying the work to be done, setting goals and establishing a performance plan, coaching frequently and regularly, conducting a formal review of performance, and recognizing and rewarding performance c. setting goals and establishing a performance plan, coaching frequently, training or transferring the employee in the areas needed, and disciplining or rewarding as required d. clarifying the work to be done, developing job specifications, analyzing tasks, conducting a formal review of performance, and recognizing and rewarding performance

Answer 57

b. clarifying the work to be done, setting goals and establishing a performance plan, coaching frequently and regularly, conducting a formal review of performance, and recognizing and rewarding performance

Question 58

What is one of the guidelines that formal performance reviews meet? a. ensuring that performance ratings are done by others who don't interact with the employee b. encouraging active contribution from the employee during performance review discussions c. ensuring that employees don't disagree with their performance d. encouraging the employee to ignore any negative feedback

Answer 58

b. encouraging active contribution from the employee during performance review discussions

Question 59

Which of the following is a trait approach to performance review whereby each employee is rated according to a scale of characteristics? a. behaviour observation scales (BOS) b. management by objectives (MBO) c. graphic rating scale d. behaviourally anchored rating scale (BARS)

Answer 59

c. graphic rating scale

Question 60

Which management philosophy has employees and supervisors working together to establish objectives? a. simulation b. management by objectives (MBO) c. TQM d. quality circles

Answer 60

b. management by objectives (MBO) a company that has a quarterly objective to earn 30% of overall revenue from their marketing efforts. To achieve this objective, they break it down into personal objectives for each team member

Question 61

Which of the following measures are used to rate performance in management by objectives? a. the employee's achievement of goals b. the number of units an employee produces c. the extent to which an employee possesses certain characteristics d. how well the employee gets along with management

Answer 61

a. the employee's achievement of goals

Question 62

Which of the following best describes the two performance review methods classified under the "results methods"? a. critical incident; behavioural checklist b. critical incident; behaviourally anchored rating scale (BARS) c. BARS; management by objectives (MBO) d. MBO; productivity measures

Answer 62

d. MBO ( By comparing actual productivity to a given set of standards, managers can identify problem areas and improve efficiency.); productivity measures

Question 63

Which performance method term refers to helping managers translate strategic goals into operational objectives? a. behavioural checklist b. productivity measures c. management by objectives d. Balanced Scorecard

Answer 63

d. Balanced Scorecard (banks often contact customers and conduct surveys to gauge how well they do in their customer service.)