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SHRM > The Human Resource & Recruitment and Selection > Flashcards

The Human Resource & Recruitment and Selection Flashcards

1
Q

Core HR sections (6)

A

Recruitment
Compensation & Benefits
Employee Relations
Training & Development
Workforce Safety
Legal Relations/Compliance

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2
Q

Aims to teach employees new skills to optimise their performance

A

Upskill

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3
Q

Also known as professional recycling — sets out to train employees to adapt to a different post within the company.

A

Reskill

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4
Q

HR Sections (extra functions) (4)

A

Administration
Facilities/Security
Organizational Development
Others

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5
Q

Hierarchy of HR titles

A

Senior Level Job
Middle Level Job
Lower Level Job

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6
Q

Strategic approach to managing an organization, human resources with a focus on attracting, developing, retaining, and maximizing the potential of talented individuals to achieve the organization’s goals and objectives

A

Talent management

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7
Q

Main activities of HR (4)

A

Acquisition
Development
Motivation
Maintenance of HR

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8
Q

Main activities of HRM which includes recruitment, strategies, candidate evaluation, and making informed hiring decisions to bring in the right talent

A

Acquisition

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9
Q

Main activities of HRM which includes training programs, career development initiatives, mentoring, and continuous learning opportunities

A

Development

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10
Q

Main activity of HRM about creating positive work environment recognizing employee contributions and implementing strategies to increase employee engagement and job satisfaction

A

Motivation

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11
Q

Main activities of HRM which includes managing employee relations, ensuring fair compensation and benefits, addressing workplace concerns, and creating a safe and inclusive workplace culture

A

Maintenance of HR

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12
Q

2 major functions of HRM

A

Basic
Operative

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13
Q

Major function of HRM about planning, organizing, directing, and controlling

A

Basic

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14
Q

Major function of HRM about procurement of employees, placement and utilization of employees, T&D, motivating employees, compensating, maintaining good industrial relations, and record keeping

A

Operative

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15
Q

Refers to the process of developing the knowledge, skills, abilities, and attitude of employees within an organization to enhance their performance

A

Human Resource Development

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16
Q

Difference of HRD & HRM

A

HRD
Scope: specifically focuses on the development and growth of employees
Function: emphasizes creating a learning culture and supporting employees’ professional development.

HRM
Scope: covers a wide range of functions that span the entire employee lifecycle.
Function: Has a more strategic focus

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17
Q

Process an organization uses to analyze its workforce and determine the steps it must take to prepare for future staffing needs; process of ESTIMATING AND PROJECTING THE SUPPLY AND DEMAND for different categories of personnel in the organization for the years to come; most important managerial function of an organization

A

HR Planning/Workforce Planning

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18
Q

Main objective of WFP

A

IDENTIFY THE HUMAN CAPITAL (KSA) requirement of the organization and how to acquire them; can be used to “optimize” current workforce in the organization

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19
Q

HRP process (4)

A

Supply analysis
Demand analysis
Gap analysis
Solution analysis

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20
Q

HRP process about supply forecasting; also referred to as staffing assessment

A

Supply analysis

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21
Q

HRP process about demand forecasting; includes a review of business plans and objectives

A

Demand analysis

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22
Q

HRP process about estimating workforce gap; identifies human capital availability and deficiencies

A

Gap analysis

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23
Q

HRP process about formulating HR plans;
focuses on how to address gaps in current and future staffing needs

A

Solution analysis

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24
Q

Factors affecting workforce planning (3)

A

External challenges
Organizational decisions
Workforce factors

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25
Q

Factors affecting workforce planning

Economic developments, political,
legal, social, technological changes, and competition

A

External challenges

26
Q

Factors affecting workforce planning

Divesting, investing, downsizing,
and merger

A

Organizational decisions

27
Q

Factors affecting workforce planning

Quality and quantity, and diversity of
workforce

A

Workforce factors

28
Q

Most important managerial function of an
organization.

A

Human Resource Planning

29
Q

HRP ensures 3 main things:

A

Adequate supply of human resources
Proper quality of human resources
Effective utilization of human resources

30
Q

3 segments of hiring process

A

Planning
Recruitment
Selection

31
Q

Segment of hiring process which involves establishing the foundation for the hiring process by defining the job role, responsibilities, and required qualifications.

A

Planning

32
Q

Segment of hiring process which is a process of attracting potential applicants to a vacant position

A

Recruitment

33
Q

Segment of hiring process which is a process of selecting the most qualified candidates among the applicants.

A

Selection

34
Q

4Bs of talent acquisition

A

Buy
Build
Borrow
Bind
(Bridge)
(Bounce)

35
Q

Developing internal talent (usually a longer-term plan)

A

Build

36
Q

Acquiring the necessary external talent; go to the external market to find the best talent that cannot be built in-house in the timeframe required

A

Buy

37
Q

Contracting, outsourcing or bringing in other units; cultivate communities of talent, including part-time, freelance, contract and temporary workers to complement existing skills

A

Borrow

38
Q

Retaining key employees and capabilities.

A

Bind

39
Q

Removing employees and using performance management or redundancy.

A

Bounce

40
Q

Help people move on and move up to new roles inside or outside the organization

A

Bridge

41
Q

2 basic concepts of selection

A

Employee Selection
Selection Process

42
Q

Basic concept of selection that is done to hire people who are likely to be successful on the job, as organizational performance is dependent on having employees who perform their jobs well

A

Employee Selection

43
Q

Basic concept of selection which is a process of selecting best suitable person out of all applicants using various valid and reliable methodologies

A

Selection Process

44
Q

3 common assessment methods

A

Resume or Curriculum Vitae
Assessment centers
Interview

45
Q

4 characteristics of effective selection techniques

A

Reliable
Valid
Cost efficient
Far and Legally Defensible

46
Q

6 characteristics of a psychological test

A

Standardization
Objectivity
Norms
Reliability
Validity
Generalizability

47
Q

7 types of psychological test

A

Projective test
Personality test
Cognitive Ability tests
Interest test
Achievement test
Aptitude test
Work Sampling Technique/Activity Sampling

48
Q

2 categories of personality test

A

Measurement of Psychopathology
Measurement of Normal Personality

49
Q

3 limitations of psychological tests

A

Unfair rejection/acceptance
Faking test responses
Attitudes toward testing

50
Q

2 types of unfair rejection/acceptance

A

Type I | False Positive
Type II | False Negative

51
Q

Acceptance of unqualified support

A

Type I| False Positive

52
Q

Rejection of qualified applicant

A

Type II | False Negative

53
Q

Decisions to select or reject (3)

A

Adjusted Top-Down Selection
Rule of Three
Passive Score

54
Q

2 types of passive score

A

Multiple Cut-Off Approach
Multiple Hurdle Approach

55
Q

5 organizational attributes

A

-Organization’s success and reputation
-Rewards and compensation
-Development and advancement opportunities
-Work/Life balance
-Quality of people

56
Q

Sum of everything the people in the organization experience and receive while they are part of the organization; about how well the company fulfills people’s needs expectations, and dreams

A

Employee Value Proposition (EVP)

57
Q

3 key areas of EVP

A

Infrastructure
Compensation
Relationships

58
Q

Personality of company to attract current and future talents; highlights EVP in reaching out to target talent markets; focused on the persuading factors for competitive edge

A

Brand/Branding

59
Q

2 most important things that HR does

A

Talent acquisition
Talent retention

60
Q

What the community says about the company

A

Image

SHRM (8 decks)

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