HREAP review

Question 1

It is a popular performance appraisal method that involves
evaluation input from multiple levels within the firm as well as external sources. In
this method, people all around the rated employee may provide ratings, including
senior managers, the employee himself or herself, supervisors, subordinates, peers,
team members, and internal or external customers.

Answer 1

360-degree Feedback

Question 2

Achievement testing refers to assessments designed to
measure an individual’s knowledge, skills, or competencies in specific areas that are
relevant to their job performance.

Answer 2

Achievement Testing

Question 3

refers to a strategic approach
used by organizations to thoroughly assess candidates for employment beyond the
traditional interview process. This method aims to gather comprehensive insights
into candidates’ skills, competencies, experiences, and potential contributions to
the organization.

Answer 3

Advanced Interviewing

Question 4

is the performance appraisal method for employees where assessor selects the best and worst employees based on certain
trait/criterion and ranks them accordingly.

Answer 4

Alternation Ranking

Question 5

Also known as a personality assessment or personality
inventory, this test is used to evaluate the personality traits, characteristics, and
preferences of job applicants. It aims to predict how well an individual might fit into
a specific role or organizational culture based on their personality profile.

Answer 5

Applicant Personality Test

Question 6

is a formal discussion process between an
employee and his/her manager regarding performance and other aspects of job
role. In this interview, the employer and the employee discuss the performances of
the individual and the key areas of improvement and how the employee can grow
through a feedback mechanism.

Answer 6

Appraisal Interview

Question 7

is a formalized program
combining on-the-job training (OJT) with classroom instruction. It is typically used
in skilled trades and professions, where apprentices (learners) work under the
guidance of experienced mentors or journeymen to develop practical skills and
theoretical knowledge necessary for the job.

Answer 7

Apprenticeship Training

Question 8

It is a part of the hiring process in which an investigation is
carried out to check a potential employee’s background, based on criteria such as
education, criminal records, past work experiences, etc. This verification is done
because organizations often need to confirm if the information provided by the
candidate is true or not.

Answer 8

Background Check

Question 9

is a performance appraisal method that combines
elements of the traditional rating scales and critical incident methods; various
performance levels are shown along a scale with each described in terms of an
employee’s specific job behavior.

Answer 9

Behaviorally Anchored Rating Scale (BARS) Method

Question 10

involve comparing job roles and
responsibilities within an organization or across different organizations to
determine the relative value and pay structure for similar jobs in the job market. It
helps in establishing competitive compensation and benefits packages.

Answer 10

Benchmarking Jobs

Question 11

are additional monetary rewards given to employees on top of
their base salary, typically based on individual, team, or organizational
performance.

Answer 11

Bonuses

Question 12

It is part of the employee onboarding process in which a new hire is
assigned a buddy who guides the new hire on the different aspects of the job. It may include making him/her familiar with the office environment and other
members of the team.

Answer 12

Buddy System

Question 13

An individual seeking employment or appointment to a particular job, role, or office. They manifest interest by submitting an application, usually
accompanied by a resume or curriculum vitae.

Answer 13

Candidates

Question 14

is an external source of recruitment,
where the educational institutions such as, colleges and universities make provision
of information to the students regarding employment opportunities.

Answer 14

Campus Recruitment

Question 15

is a formal approach used by the
organization to ensure that people with the proper qualifications and experiences
are available when needed.

Answer 15

Career Development

Question 16

Trainees are given in-depth descriptions (5 to 30 pages) of the experiences of disguised organizations. This allows them to see the experiences of
numerous managers in a short period of time.

Answer 16

Case Studies

Question 17

is an evaluation appraisal error
that occurs when employees are incorrectly rated near the average or middle of a scale.

Answer 17

Central Tendency Error

Question 18

In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director.

Answer 18

Coaching (Understudy Method)

Question 19

It measures the candidate’s ability to solve problems and
think critically.

Answer 19

Cognitive Ability Test

Question 20

is a specialized role within the
Human Resources (HR) function of an organization. Their primary responsibility is to
design, implement, and manage the organization’s compensation and benefits
programs.

Answer 20

Compensation Manager

Question 21

is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance.

Answer 21

Competency Model

Question 22

is someone who performs tasks for an organization without being formally hired as the organization’s permanent
employee.

Answer 22

Contingent Personnel

Question 23

Centralized HR units managing HR strategy and policy
across the organization.

Answer 23

Corporate HR teams

Question 24

is a performance appraisal
method that requires keeping written records of highly favorable and unfavorable
employee work actions.

Answer 24

Critical Incident Method

Question 25

is a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth.

Answer 25

Depth Interview

Question 26

refers to the external source of recruitment, where the recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization.

Answer 26

Direct Recruitment

Question 27

HR units integrated into specific departments to provide localized HR support.

Answer 27

Embedded HR teams

Question 28

often referred to simply as benefits or perks, is a set of non-wage compensations provided to employees in addition to their regular wages or salaries. These benefits are designed to enhance the overall compensation package offered by employers and typically include various forms of insurance, retirement plans, wellness programs, and other fringe benefits.

Answer 28

Employee Benefits Program

Question 29

is a process of improving employees’ existing competencies and skills and developing newer ones to support the organization’s goals.

Answer 29

Employee Development

Question 30

refers to the level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty.

Answer 30

Employee Engagement

Question 31

often referred to as a matrix organizational structure, is a management structure where employees are grouped simultaneously by two different operational dimensions. Typically, this involves employees reporting to both a functional manager (based on their expertise or specialization) and a project manager (based on the specific project they are working on).

Answer 31

Employee Matrix

Question 32

is the process of introducing new hires to their jobs, co-workers, responsibilities, and workplace.

Answer 32

Employee Orientation

Question 33

It is the process of hiring new capitals through the references of the employees, who are currently employed within the organization.

Answer 33

Employee Referrals

Question 34

refers to the process by which organizations choose individuals from a pool of job applicants to fill job vacancies. It is a critical aspect of human resource management aimed at identifying and hiring candidates who are most likely to succeed in the job and contribute effectively to the organization's goals.

Answer 34

Employee Selection

Question 35

refers to the process of assessing job applicants or current employees through various types of tests and assessments. These tests are designed to evaluate specific skills, abilities, knowledge, personality traits, or other attributes relevant to the job or organizational requirements.

Answer 35

Employee Testing

Question 36

These are firms or organizations that assist employers in finding suitable candidates for job openings. They often have access to a pool of pre-screened candidates and can help with various aspects of the recruitment process.

Answer 36

Employment Agencies

Question 37

is a government entity, where the details of the job seekers are deposited and given to the employers for filling the vacant positions.

Answer 37

Employment Exchanges

Question 38

It is an organization that is responsible for the enforcement of federal laws that prohibit organizations from discriminating against employees on the basis of multiple factors including race, color, nationality, religion, gender, etc.

Answer 38

Equal Employment Opportunity Commission

Question 39

is a performance appraisal method in which the rater writes a brief narrative describing the employee’s performance. This method tends to focus on extreme behavior in the employee’s work rather than on routine day-to-day performance.

Answer 39

Essay Method

Question 40

are conducted for those employees, who want to leave the organization. The significance of this is to ascertain the reasons behind leaving the job.

Answer 40

Exit Interview

Question 41

method of performance appraisal requires the rater to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution. The purpose is to keep managers from being excessively lenient and having a disproportionate number of employees in the “superior”.

Answer 41

Forced Distribution Method

Question 42

is organized in an informal manner, i.e., the candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview.

Answer 42

Formal Interview

Question 43

In this type of interview, all the candidates or a group of candidates are interviewed together.

Answer 43

Group Interview

Question 44

occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating.

Answer 44

halo error

Question 45

refers to the economic value of a worker's experience and skills; includes assets like education, training, intelligence, skills, health, and other things employers value such as loyalty and punctuality.

Answer 45

Human Capital

Question 46

is an HR employee who typically reports to an HR manager or director. HR generalists handle daily core HR functions, such as recruitment, employee relations, compensation and compliance.

Answer 46

HR Generalist

Question 47

is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees; ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.

Answer 47

Human resource planning (HRP)

Question 48

forecasting is the process of predicting how a company’s staffing needs change with time so that it can remain prepared to operate successfully; ensures a company will have the right number of employees on staff.

Answer 48

Human Resources Forecasting

Question 49

involves coordinating, managing, and allocating human capital, or employees, in ways that move an organization’s goals forward; focuses on investing in employees, ensuring their safety, and managing all aspects of staffing from hiring to compensation and development.

Answer 49

Human Resources Management

Question 50

is designed to assess a candidate's adaptive thinking, problem-solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, e-mails, requests, messages, handwritten notes, and other items while under pressure.

Answer 50

In-basket Exercises

Question 51

the interview takes place on a one to one basis. In this case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate.

Answer 51

Individual Interview

Question 52

It is the process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately.

Answer 52

Induction

Question 53

Such interviews are conducted in an informal way, i.e., the interview will be stable without any written communication and can be arranged at any place.

Answer 53

Informal Interview

Question 54

refers to the process of identifying and filling job vacancies within an organization from its existing workforce. Instead of hiring external candidates, internal recruiting involves considering current employees for open positions, whether they are within the same department or elsewhere in the organization.

Answer 54

Internal Recruiting

Question 55

involve one-on-one or group discussions between a job analyst (interviewer) and employees, supervisors, or subject matter experts. During this, the analyst asks structured or semi-structured questions to gather information about job duties, skills required, work conditions, and other aspects relevant to job roles.

Answer 55

Interviews

Question 56

Involves posting job openings on the organization's internal network or intranet. It is used to inform current employees about job opportunities within the company, encouraging internal mobility and career advancement.

Answer 56

Intranet Job Postings

Question 57

is a procedure through which you determine the duties of the positions and the characteristics of the people to hire them.

Answer 57

Job Analysis

Question 58

They work in the human resources (HR) department of a company or organization, conducting in-depth research about occupations and job descriptions. They focus on worker classification systems while studying the effects of industry and occupational trends upon worker relationships.

Answer 58

Job Analyst

Question 59

Refers to the monetary and non-monetary benefits offered to employees in exchange for their work. It includes base salary, bonuses, incentives, benefits (like healthcare and retirement plans), and other perks that contribute to the overall compensation package.

Answer 59

Job Compensation and Salary

Question 60

refers to the broader environment or conditions in which a job is performed. It includes factors such as the physical work environment, organizational culture, relationships with coworkers and supervisors, tools and equipment used, and any other relevant contextual information.

Answer 60

Job Context

Question 61

is a written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. It typically includes information such as job title, job summary, essential functions, qualifications, and reporting relationships.

Answer 61

Job Description

Question 62

refers to expanding a job's scope by adding more tasks or responsibilities of a similar level of complexity. It aims to provide employees with a broader range of duties within their current role to enhance job satisfaction and skill development.

Answer 62

Job Enlargement

Question 63

involves redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. The goal is to enhance the intrinsic motivation and satisfaction of employees by providing opportunities for growth, challenge, and achievement within their current roles.

Answer 63

Job Enrichment

Question 64

is a structured training method suitable for jobs with clear and logical sequences of steps. It involves breaking down tasks into smaller components, teaching each step sequentially, and ensuring the trainee can perform each task correctly before moving on to the next. This method is effective for quickly teaching specific job skills and procedures.

Answer 64

Job Instruction Training

Question 65

refers to the practice of publishing and displaying advertisements of an open job to the employees.

Answer 65

Job Posting

Question 66

involves moving employees through a variety of positions within an organization or department.

Answer 66

Job Rotation

Question 67

refers to a statement that outlines the qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively. It details the qualifications and characteristics that an ideal candidate should possess to succeed in the role.

Answer 67

Job Specification

Question 68

An open position within an organization or company that requires a qualified individual to fill it.

Answer 68

Job Vacancy

Question 69

refer to the rules, regulations, and ethical standards that organizations must adhere to when recruiting and selecting employees. These practices are designed to ensure fairness, equality, and compliance with applicable laws throughout the hiring process.

Answer 69

Legal Hiring Practices

Question 70

Giving undeserved high ratings to an employee.

Answer 70

Leniency

Question 71

used to assess managerial potential or leadership qualities in individuals. It typically involves a series of simulations, exercises, and interviews designed to evaluate skills such as leadership, decision-making, communication, and problem-solving in a controlled setting.

Answer 71

Management Assessment Center

Question 72

refers to a training approach where employees are provided with condensed or abbreviated versions of job tasks or responsibilities to learn and practice. It allows individuals to gain practical experience and skills relevant to their roles in a controlled and manageable setting before performing the tasks independently or in a real work environment.

Answer 72

Miniature Job Training

Question 73

the act of hiring an external firm to handle part or all of your human resource needs instead of relying on a dedicated internal HR department or employee.

Answer 73

Outsourcing

Question 74

is the process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed.

Answer 74

Onboarding

Question 75

Websites or platforms where employers can post job openings to reach a wide audience of potential candidates on the internet. Job seekers can search and apply for positions based on their skills and preferences.

Answer 75

Online Job Boards

Question 76

is being conducted by a group of people. In this type of interview, three to five members of the selection committee will be asking questions to the candidates on various concepts.

Answer 76

Panel Interview

Question 77

A temporary team, often consisting of people from different areas or functions, that works on real projects.

Answer 77

Project Teams (Action Learning)

Question 78

is a performance appraisal method in which the rater ranks all employees from a group in order of overall performance.

Answer 78

Ranking Method

Question 79

is a performance appraisal method in which the rater ranks all employees from a group in order of overall performance.

Answer 79

Ranking Method

Question 80

is a performance appraisal method that rates employees according to defined factors.

Answer 80

Rating Scales Method

Question 81

are mechanisms used by organizations to recognize, motivate, and reward employees for their contributions, efforts, achievements, and behaviors that align with organizational goals and values.

Answer 81

Rewards and Incentives

Question 82

An HR professional responsible for finding and hiring qualified candidates.

Answer 82

Recruiter

Question 83

refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it.

Answer 83

Recruitment

Question 84

is the process of evaluating job applications, scanning resumes and selecting suitable candidates that match with the job description.

Answer 84

Screening

Question 85

A psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others; it is practiced in a variety of forms under such names as T-group, encounter group, human relations, and group-dynamics training.

Answer 85

Sensitivity Training (T-groups)

Question 86

are structured databases or systems used by organizations to catalog and manage information about the skills, competencies, qualifications, and experiences of their employees.

Answer 86

Skill Inventories

Question 87

These inventories are valuable tools for human resources (HR) departments and organizational leaders to understand the capabilities of their workforce and make informed decisions related to talent management, workforce planning, training and development, and succession planning.

Answer 87

Skill Inventories

Question 88

Occurs when managers allow individual differences to affect the ratings they give. These differences are gender, race, or age.

Answer 88

Stereotyping

Question 89

are conducted to ascertain how a candidate would react during the time of stress and cope up with problems. In this type of interview, the interviewer will come to know whether the candidate can deal in an effective manner with the demands and needs of a complicated job.

Answer 89

Stress Interview

Question 90

Being unduly critical of an employee’s work performance.

Answer 90

Strictness

Question 91

In this type, the interview is planned, designed and detailed in advance; is pre-planned, precise, and reliable in hiring the candidates.

Answer 91

Structured Interview

Question 92

is the the goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees

Answer 92

Talent Management Process

Question 93

is an HR professional who sources and screens candidates that best fit the company's future goals. Their duties include establishing hiring criteria, understanding recruiting needs and finding the right candidates.

Answer 93

Talent Specialist

Question 94

is a systematic process used by organizations to assess and evaluate the job performance of employees. It involves gathering and analyzing information about employees' performance, accomplishments, strengths, weaknesses, and areas for improvement.

Answer 94

Performance appraisal

Question 95

is a structured process used by organizations to assess and evaluate employees' job performance, contributions, and achievements within a specific period.

Answer 95

Performance Appraisal System

Question 96

refers to the continuous process of setting objectives, assessing progress, and providing feedback to employees to ensure that organizational goals are met effectively and efficiently.

Answer 96

Performance management

Question 97

refers to advancement of the employees by evaluating their job performance. It is the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status.

Answer 97

Promotion

Question 98

refers to the fixed amount of money paid to an employee for performing a job role over a specific period, typically on a monthly or annual basis.

Answer 98

Salary

Question 99

is the process when an employee evaluates their performance. Employees are given a chance to examine their performance and determine their strengths and flaws during this process.

Answer 99

Self-appraisal

Question 100

is the process of hiring eligible candidates in the organization or company for specific positions.

Answer 100

Staffing

Question 101

This is a type of psychological test used in the assessment of candidates or employees. It presents hypothetical scenarios relevant to the job and asks respondents to choose the most appropriate action or decision from a set of options; assess judgment, problem-solving abilities, and decision-making skills in specific contexts.

Answer 101

Situational Judgment Test (SJT)

Question 102

is a proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant. The primary goal is to ensure a smooth transition of leadership and critical positions to minimize disruptions and maintain organizational stability.

Answer 102

Succession Planning

Question 103

refers to the process of teaching specific skills and knowledge to employees to improve their performance in current roles. It typically involves structured programs, workshops, seminars, or on-the-job training aimed at developing technical, operational, or job-specific competencies.

Answer 103

Training

Question 104

refers to the process of equipping employees with the knowledge, skills, and competencies required to perform their job effectively and to contribute to organizational success. It is a critical function within Human Resources (HR) that focuses on enhancing employee performance, productivity, and engagement through structured learning experiences.

Answer 104

Training and Development

Question 105

is a professional within the Human Resources (HR) function who specializes in planning, implementing, and evaluating training programs for employees.

Answer 105

Training Specialist

Question 106

refers to the process of interchanging from one job to another without any change in the designation and responsibilities. It can also be the shifting of the employees from one department to another department or from one location to another, depending upon the requirement of the position.

Answer 106

Transfer

Question 107

is an individual who is trained to take over the responsibilities of a specific position if the current job holder is unable to perform their duties (e.g., due to illness, vacation, or promotion).

Answer 107

Understudy

Question 108

is an unexpected one, where the interview questionnaire is not prepared. The interviewers are not well prepared regarding the questions that are to be asked and in obtaining accurate answers.

Answer 108

Unstructured Interview

Question 109

is a process where subordinates or employees provide anonymous feedback on their supervisor's performance. This feedback mechanism allows employees to share their perspectives on their supervisor's leadership, communication, management style, and other relevant aspects of their role.

Answer 109

Upward feedback

Question 110

is a type of training that involves creating a simulated work environment for employees to practice job-related tasks and skills.

Answer 110

Vestibule Training

Question 112

refers to a method used in industrial and organizational psychology to assess how employees spend their time on various tasks. It involves taking random samples of work activities to gain insights into work patterns, efficiency, and productivity.

Answer 112

Work Sampling Event