A Trivia Quiz On Human Resource Management!
.
Questions and Answers
- 1.
Performance management is
- A.
Interpersonal influence, exercised by a leader in specific situations or in response to critical incidents or developmental opportunities.
- B.
Formal and more general feedback and information at predetermined intervals.
Correct Answer
B. Formal and more general feedback and information at predetermined intervals.Explanation
The correct answer is "Formal and more general feedback and information at predetermined intervals." This answer aligns with the description of performance management as a process that involves providing feedback and information to employees at specific intervals. It suggests that performance management includes structured and planned evaluations, rather than just interpersonal influence in specific situations or critical incidents.Rate this question:
-
- 2.
Strategic workforce planning:
- A.
Is discussed at board/executive level and regarded as an essential strategic planning tool
- B.
Is discussed below the level of the top team and regarded as a valuable exercise
- C.
Is mainly for the benefit of the HR Department.
Correct Answer
A. Is discussed at board/executive level and regarded as an essential strategic planning toolExplanation
Strategic workforce planning is discussed at the board/executive level and regarded as an essential strategic planning tool because it involves aligning an organization's workforce capabilities with its overall business strategy. This level of planning ensures that the organization has the right talent, skills, and resources to achieve its strategic objectives. It requires the involvement and commitment of top-level executives to make informed decisions about workforce needs, such as talent acquisition, development, and retention strategies. By considering workforce planning as a strategic tool, organizations can effectively address future workforce challenges and optimize their overall performance.Rate this question:
-
- 3.
Implementing strategic workforce planning:
- A.
Feeds directly into appropriate resourcing/retention/redeployment actions,
- B.
Is used by HR for recruitment.
- C.
Is a useful study which does not necessary lead to any action.
Correct Answer
A. Feeds directly into appropriate resourcing/retention/redeployment actions,Explanation
Implementing strategic workforce planning is a crucial process that involves analyzing and forecasting an organization's future workforce needs. It helps in identifying the gaps in skills and talent within the organization and devising strategies to address them. By doing so, it enables the organization to make informed decisions regarding resourcing, retention, and redeployment of employees. This ensures that the right people are in the right roles at the right time, maximizing productivity and efficiency. Therefore, implementing strategic workforce planning directly feeds into appropriate resourcing/retention/redeployment actions.Rate this question:
-
- 4.
A competency is the combination of (multiple choices)
- A.
Skills
- B.
Knowledges
- C.
Certificates
- D.
Abilities
Correct Answer(s)
A. Skills
B. Knowledges
D. AbilitiesExplanation
A competency refers to a person's overall capability or capacity to perform a task or job successfully. It encompasses a combination of skills, knowledges, and abilities. Skills are specific proficiencies or expertise in performing certain tasks. Knowledge refers to the understanding and information acquired through education or experience. Abilities refer to innate or acquired talents or qualities that enable a person to perform certain tasks effectively. Certificates, on the other hand, are official documents that validate a person's qualifications or achievements but do not necessarily encompass the overall competency.Rate this question:
-
- 5.
The four stages of the systematic training cycle are:
- A.
Decide what skills are required, decide which employees to train, do the training, ask employees to rate the training
- B.
Develop the standards, test them out, train the employees, and check the results
- C.
Identify the training need, plan the appropriate training, implement and record the training, evaluate the results of the training
- D.
Test the employees, ascertain what is required, find the trainers, and carry out the training
Correct Answer
C. Identify the training need, plan the appropriate training, implement and record the training, evaluate the results of the trainingExplanation
The correct answer is "Identify the training need, plan the appropriate training, implement and record the training, evaluate the results of the training". This answer accurately describes the four stages of the systematic training cycle. The first stage involves identifying the training need, which is crucial in determining what skills or knowledge need to be developed. The second stage is planning the appropriate training, which involves designing the training program and selecting the appropriate methods and materials. The third stage is implementing and recording the training, which involves delivering the training to the employees and keeping records of their participation. The final stage is evaluating the results of the training, which involves assessing the effectiveness of the training program and determining if the desired outcomes have been achieved.Rate this question:
-
- 6.
Which of the following describes Development?
- A.
Acquisition of KSA’s (Knowledge, skills and abilities) to improve performance in one’s current job
- B.
Acquisition of KSA’s required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectives
- C.
Systematic and planned activities are designed by an organization to provide employees with an opportunity to learn necessary skills to meet current and future job demands.
Correct Answer
B. Acquisition of KSA’s required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectivesExplanation
The correct answer describes development as the acquisition of KSA's required to perform future job responsibilities and achieve long-term career goals and organizational objectives. This suggests that development is focused on preparing individuals for future job roles and responsibilities, as well as helping them progress in their careers and contribute to the overall goals of the organization. It emphasizes the importance of continuous learning and skill development to adapt to changing job demands and achieve personal and professional growth.Rate this question:
-
- 7.
In Kirkpatrick's model of evaluation of training, the highest level is:
- A.
The trainees' evaluation of the learning experience
- B.
The managers' evaluation of the learning experience
- C.
The impact the training has on organisational performance
- D.
How the trainees' behaviour has changed as a result of the learning experience
Correct Answer
C. The impact the training has on organisational performanceExplanation
In Kirkpatrick's model of evaluation of training, the highest level is the impact the training has on organizational performance. This level focuses on measuring the overall effectiveness of the training program by evaluating its impact on the organization's performance and results. It assesses whether the training has achieved its intended goals and objectives and has made a positive impact on the organization's success. This level goes beyond just assessing individual trainee performance or behavior change and looks at the broader organizational outcomes.Rate this question:
-
- 8.
In a job description, you don't find (select the wrong answer):
- A.
Tasks, activities, duties
- B.
Job title
- C.
Diplomas
- D.
Working conditions
Correct Answer
C. DiplomasExplanation
In a job description, the focus is typically on the tasks, activities, and duties that the job entails, as well as the job title and working conditions. The inclusion of diplomas in a job description would be unusual as it is more common for employers to specify the required qualifications or education level. Therefore, diplomas are not typically found in a job description.Rate this question:
-
- 9.
In a job offer published online, you won't find (select the wrong answer)
- A.
Description of the company
- B.
Personal characteristics (sexe, age,etc)
- C.
Tasks, duties
- D.
Skills
- E.
Abilities
- F.
Knowledges
- G.
Location
- H.
Salary
Correct Answer
B. Personal characteristics (sexe, age,etc)Explanation
In a job offer published online, personal characteristics such as sex, age, etc., are not included. This is because it is illegal and discriminatory to consider these factors when making hiring decisions. Job offers should focus on qualifications, skills, and abilities that are relevant to the position, rather than personal characteristics that have no bearing on job performance.Rate this question:
-
- 10.
What are the different steps, in the selection process?
- A.
Selection tests, interviews
- B.
Physical tests, résumé, interviews
- C.
Biographical datas, selection tests, interviews
Correct Answer
C. Biographical datas, selection tests, interviewsExplanation
The correct answer is "biographical datas, selection tests, interviews". In the selection process, the first step is to gather biographical data about the candidates, such as their education, work experience, and skills. This helps the employer to assess their qualifications and suitability for the position. The next step is to conduct selection tests, which can include aptitude tests, personality assessments, or job-related tests. These tests help to further evaluate the candidates' abilities and suitability for the role. Finally, interviews are conducted to assess the candidates' interpersonal skills, communication abilities, and overall fit for the organization.Rate this question:
-
- 11.
Employee engagement is
- A.
Defined in the contract
- B.
A personal commitment to the organisation and its values
- C.
Encouraged by the reward system
- D.
An illusion
Correct Answer
B. A personal commitment to the organisation and its valuesExplanation
Employee engagement refers to the level of dedication and involvement an employee has towards their organization and its values. It goes beyond simply fulfilling contractual obligations and encompasses a personal commitment to the organization's goals and mission. This commitment is driven by a sense of purpose, belief in the organization's values, and a desire to contribute towards its success. It is not defined in the contract or solely encouraged by the reward system, but rather stems from an individual's intrinsic motivation and alignment with the organization's purpose.Rate this question:
-
- 12.
A talent is a mix of (select the wrong answer)
- A.
Performance
- B.
Motivation to grow
- C.
Potential
- D.
Engagement
- E.
Diplomas
Correct Answer
E. DiplomasExplanation
A talent is not determined by diplomas. Diplomas are certificates or qualifications that individuals receive upon completing a specific course or program of study. While diplomas may indicate a certain level of knowledge or skill in a particular field, they do not necessarily determine a person's talent. Talent refers to natural aptitude or ability in a specific area, which can be developed and improved over time. It is not dependent on formal education or diplomas.Rate this question:
-
- 13.
After the workforce planning, the HR department must encourage first...
- A.
Internal recruitment (job rotation & promotion)
- B.
External recruitment
- C.
Lay off
- D.
Retirement
Correct Answer
A. Internal recruitment (job rotation & promotion)Explanation
After the workforce planning, the HR department must encourage internal recruitment through job rotation and promotion. This is because internal recruitment allows the company to utilize the existing talent within the organization, which can lead to increased employee satisfaction, retention, and productivity. Job rotation provides employees with opportunities to gain new skills and experiences, while promotion recognizes and rewards their performance and potential. By promoting from within, the company also demonstrates a commitment to employee development, which can boost morale and motivation. Overall, internal recruitment helps to build a strong and capable workforce while minimizing the costs and risks associated with external recruitment.Rate this question:
-
- 14.
in a talent management program, you will find
- A.
Employer branding to attract talent
- B.
Tools to retain talents (rewards, performance appraisal)
- C.
Succession planning
- D.
Training & development
- E.
Workforce planning
Correct Answer(s)
A. Employer branding to attract talent
B. Tools to retain talents (rewards, performance appraisal)
C. Succession planning
D. Training & development
E. Workforce planningExplanation
This answer is correct because it includes all the key components of a talent management program. Employer branding is important to attract talented individuals to the organization. Tools such as rewards and performance appraisal are necessary to retain talented employees. Succession planning ensures that there is a pipeline of talented individuals ready to take on leadership roles. Training and development programs help to enhance the skills and capabilities of employees. Workforce planning ensures that there is the right number and type of employees to meet the organization's goals and objectives.Rate this question:
-
- 15.
HRM is more and more strategic for the company; according to Ulrich matrix, which activity is related to strategy?
- A.
Develop employee engagement
- B.
Manage disciplinary procedures
- C.
Produce payrolls
- D.
Build the workforce planning
Correct Answer
D. Build the workforce planningExplanation
According to the Ulrich matrix, building the workforce planning is related to strategy. Workforce planning involves analyzing the company's current and future workforce needs, identifying gaps, and developing strategies to ensure that the organization has the right people in the right positions at the right time. This activity is strategic as it aligns the company's human resource capabilities with its overall business strategy, ensuring that the organization has the necessary talent to achieve its goals and remain competitive in the market.Rate this question:
-
- 16.
Which of the following is the most appropriate use for a job description?
- A.
To assist with exit interviews
- B.
To train temporary workers
- C.
To evaluate job content
- D.
To eliminate discriminations
Correct Answer
C. To evaluate job contentExplanation
A job description is a document that outlines the responsibilities, tasks, and requirements of a particular job role. It is used by employers to evaluate the content of a job, including the essential functions, qualifications, and expectations. By having a clear job description, employers can assess whether the job aligns with the organization's needs and make informed decisions regarding recruitment, performance evaluations, and job design. Therefore, using a job description to evaluate job content is the most appropriate use, as it helps ensure clarity and consistency in understanding the role and its requirements.Rate this question:
-
- 17.
Which of the following is not one of the key drivers of employee engagement?
- A.
Relationship with direct manager
- B.
Compensation
- C.
Belief in senior leadership
- D.
Pride in working for the company
Correct Answer
B. CompensationExplanation
Compensation is not one of the key drivers of employee engagement because while it is important for employees to be fairly compensated for their work, it is not the sole factor that determines their level of engagement. Other factors such as the relationship with their direct manager, belief in senior leadership, and pride in working for the company play a significant role in fostering employee engagement. These factors contribute to a sense of connection, purpose, and satisfaction in the workplace, which ultimately leads to higher levels of engagement.Rate this question:
-
- 18.
The steps of workforce planning are
- A.
Strategic analysis, analyse supply, build age pyramid, define HR action plan
- B.
Strategic analysis, define job demand, analyse supply, define HR action plan
- C.
Strategic analysis, define job demand and employee supply, analyse gap between supply and demand, define HR action plan
Correct Answer
C. Strategic analysis, define job demand and employee supply, analyse gap between supply and demand, define HR action planExplanation
The correct answer is "Strategic analysis, define job demand and employee supply, analyze gap between supply and demand, define HR action plan." This sequence of steps makes logical sense for workforce planning. Strategic analysis helps to identify the organization's goals and objectives. Defining job demand and employee supply involves determining the number and types of employees needed. Analyzing the gap between supply and demand helps to identify any shortages or surpluses of employees. Finally, defining an HR action plan outlines the specific strategies and actions that need to be taken to address the workforce needs of the organization.Rate this question:
-
- 19.
The dual target of the appraisal is :
- A.
The evaluation of skills and the evaluation of knowledges
- B.
The evaluation of skills and the evaluation of abilites
- C.
The evaluation of competencies and the evaluation of performance
Correct Answer
C. The evaluation of competencies and the evaluation of performanceExplanation
The dual target of the appraisal is the evaluation of competencies and the evaluation of performance. This means that during the appraisal process, the focus is on assessing an individual's abilities, skills, and knowledge, as well as their overall performance in their role. The evaluation of competencies helps to determine if the individual has the necessary skills and abilities required for their job, while the evaluation of performance assesses how well they are performing in their role.Rate this question:
-
- 20.
Which step is not a part of the selection process
- A.
Define the profile
- B.
Choose the recruitment sources
- C.
Define the methods of selection
- D.
Onboarding
- E.
Build job analysis
Correct Answer
E. Build job analysisExplanation
The step that is not a part of the selection process is "build job analysis". This step is typically included in the job analysis phase, which is conducted before the selection process begins. Job analysis involves identifying the tasks, responsibilities, and qualifications required for a specific job. Once the job analysis is complete, the selection process can then proceed with defining the profile, choosing recruitment sources, defining selection methods, and onboarding.Rate this question:
-
- 21.
A job offer is not
- A.
A clear description of duties & competencies required in the job
- B.
A binding offer of work
- C.
A communication tool for the company
- D.
Part of employer branding
Correct Answer
B. A binding offer of workExplanation
A job offer is not a binding offer of work because it does not legally obligate the employer to provide the job to the candidate. It is merely an invitation for the candidate to accept the job and begin the employment process. The offer can be revoked or changed by the employer at any time before the candidate accepts it.Rate this question:
-
- 22.
Human resources outsourcing is when businesses hire companies to manage personnel functions. That includes (several answers) :
- A.
Administration of health benefits plans
- B.
Training
- C.
Legal expertise
- D.
Hiring
- E.
Retirement plans
- F.
Workers’ compensation insurance
Correct Answer(s)
A. Administration of health benefits plans
B. Training
C. Legal expertise
D. Hiring
E. Retirement plans
F. Workers’ compensation insuranceExplanation
Human resources outsourcing refers to the practice of businesses hiring external companies to handle various personnel functions. These functions can include the administration of health benefits plans, providing training to employees, offering legal expertise for HR matters, managing the hiring process, overseeing retirement plans, and handling workers' compensation insurance. By outsourcing these tasks, businesses can focus on their core operations while ensuring that their HR functions are efficiently managed by specialized professionals.Rate this question:
-
Quiz Review Timeline +
Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
-
Current Version
-
Mar 20, 2023Quiz Edited by
ProProfs Editorial Team -
Mar 05, 2018Quiz Created by
BARRES HELENE
What do you know about Global Human Resources Management? Trivia Quiz
What do you know about Global Human Resources Management? Trivia Quiz
Labor Relations and Collective Bargaining! HRM Trivia Questions Quiz
Labor Relations and Collective Bargaining! HRM Trivia Questions Quiz
HRM Trivia Questions on Building Positive Employee Relations! Quiz
HRM Trivia Questions on Building Positive Employee Relations! Quiz
Employee Benefits and Services! HRM Trivia Questions Quiz
Employee Benefits and Services! HRM Trivia Questions Quiz
Pay for Performance and Financial Incentives! Hardest Trivia Questions Quiz
Pay for Performance and Financial Incentives! Hardest Trivia Questions Quiz
Quiz on Employee Retention, Engagement and Careers! Trivia Questions
Quiz on Employee Retention, Engagement and Careers! Trivia Questions
Back to top