Practice Test: IB Business And Management- Human Resources #2.1

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Practice Test: IB Business And Management- Human Resources #2.1 - Quiz


Questions and Answers
  • 1. 

    Induction training is intended for new employees to make acquaintance with the organization and key personnel.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Induction training is indeed intended for new employees to familiarize themselves with the organization and key personnel. This type of training helps new employees understand the company's values, culture, policies, procedures, and expectations. It also provides an opportunity for new employees to meet and interact with key personnel, such as managers and supervisors, who play important roles within the organization. Therefore, the statement is true.

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  • 2. 

    One benefit of training and development is lower levels of staff retention.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Training and development programs are designed to enhance the skills and knowledge of employees, making them more valuable to the organization. This, in turn, increases their job satisfaction and motivation, leading to higher levels of staff retention. Therefore, the statement that training and development leads to lower levels of staff retention is false.

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  • 3. 

    Grievance can occur when there is conflict in the workplace.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Grievance refers to a formal complaint or dissatisfaction expressed by an employee regarding their work environment, conditions, or treatment. Conflict in the workplace can often lead to grievances as it creates tension, dissatisfaction, and disagreement among employees. When conflicts arise, employees may feel the need to file a grievance to address their concerns and seek resolution. Therefore, the statement that grievance can occur when there is conflict in the workplace is true.

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  • 4. 

    Employees can be instantly dismissed for breaking company policy, such as turning up to work in the wrong uniform.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Employees cannot be instantly dismissed for breaking company policy, such as turning up to work in the wrong uniform. Dismissal usually follows a disciplinary process, which may include warnings, performance improvement plans, or other measures to address the policy violation. Instant dismissal without following due process would be unfair and potentially illegal.

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  • 5. 

    The main method of selection is via interview.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The statement suggests that the main method of selecting candidates is through interviews. This implies that interviews play a crucial role in the selection process, indicating that other methods such as written tests or assessments may be secondary or supplementary. Therefore, the correct answer is True.

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  • 6. 

    Dismissal is fair if an employee is asked to leave due to incompetence or major misconduct.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The statement is true because dismissal can be considered fair if an employee is asked to leave due to incompetence or major misconduct. Incompetence refers to the inability to perform job duties effectively, while major misconduct refers to serious violations of company policies or unethical behavior. In such cases, it is reasonable for an employer to terminate the employee's contract as it can negatively impact the organization's productivity and reputation.

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  • 7. 

    The document that gives the profile of the ideal candidate for a job is called the job description.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The document that gives the profile of the ideal candidate for a job is actually called the job specification, not the job description. The job description typically outlines the duties, responsibilities, and requirements of a particular job, while the job specification focuses on the qualifications, skills, and characteristics that an ideal candidate should possess.

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  • 8. 

    A zero rate of staff turnover is desirable.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    A zero rate of staff turnover is not desirable because it can indicate a lack of growth or opportunities within the organization. A certain level of turnover is healthy as it brings in fresh perspectives and new talent. It also allows for the development of existing employees by promoting them to higher positions. Additionally, some turnover is inevitable due to factors like retirement or personal circumstances. Therefore, a zero rate of staff turnover can be seen as a red flag and may hinder the organization's progress.

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  • 9. 

    If a woman was offered less pay than a man for for doing the same job, assuming they were of equal rank, then that would be illegal under equal opportunity laws.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The statement is true because equal opportunity laws prohibit pay discrimination based on gender. If a woman is offered less pay than a man for performing the same job at an equal rank, it would be considered a violation of these laws. These laws aim to ensure that individuals are treated fairly and without discrimination in the workplace, including in terms of compensation.

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  • 10. 

    Theft or deliberate damage to company property can lead to instant dismissal on the grounds of gross misconduct.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The statement is true because theft or deliberate damage to company property is considered a serious offense, known as gross misconduct. Such actions can be detrimental to the company's operations and reputation. To maintain a safe and secure work environment, companies often have strict policies in place that result in immediate dismissal for employees engaged in such behavior. This serves as a deterrent and ensures that employees understand the consequences of their actions.

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  • 11. 

    Employers who own their own business have the right to hire and fire people without giving a reason.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Employers who own their own business do have the right to hire and fire people, but they are generally required to provide a valid reason for termination. This is to ensure that employees are not unfairly dismissed and to protect against discrimination or wrongful termination. Therefore, the statement that employers have the right to hire and fire people without giving a reason is false.

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  • 12. 

    It is legal for an employer to dishonour the period of notice given to an employee as stated on their employment contract if the employee reveals trade secrets to rival firms.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    An employer can legally dishonor the notice period stated in an employment contract if an employee reveals trade secrets to rival firms. This means that if an employee breaches confidentiality and discloses sensitive information to competitors, the employer has the right to terminate the employment immediately without providing the notice period mentioned in the contract. This is a measure taken to protect the company's trade secrets and prevent any further harm or damage caused by the employee's actions.

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  • 13. 

    Which option below cannot be used to fairly dismiss a worker?

    • A.

      Discriminatory behaviour

    • B.

      Harrassment

    • C.

      Sleeping on the job

    • D.

      Grievance

    Correct Answer
    D. Grievance
    Explanation
    The option "Grievance" cannot be used to fairly dismiss a worker because a grievance refers to a complaint or concern raised by an employee regarding their working conditions, treatment, or other related issues. It is a legitimate right of an employee to voice their concerns and seek resolution, and dismissing a worker for raising a grievance would be unfair and potentially illegal. Discriminatory behavior, harassment, and sleeping on the job are all valid reasons for potential dismissal, as they can negatively impact the work environment and productivity.

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  • 14. 

    If a worker decides to leave their current employer for another organisation, then this is classified as

    • A.

      Retrenchment

    • B.

      Retirement

    • C.

      Resignation

    • D.

      Fair dismissal

    Correct Answer
    C. Resignation
    Explanation
    If a worker decides to leave their current employer for another organization, it is classified as resignation. Resignation refers to the voluntary act of an employee choosing to leave their job or position. In this case, the worker has made a personal decision to leave their current employer and pursue employment elsewhere. This is different from retrenchment, which is when an employer terminates an employee's position due to operational reasons, retirement, which is when an employee chooses to stop working after reaching a certain age, or fair dismissal, which is when an employer terminates an employee's position due to valid reasons such as poor performance or misconduct.

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  • 15. 

    Gross misconduct in the workplace does not include

    • A.

      Embezzlement

    • B.

      Incompetence

    • C.

      Drunk and disorderly behaviour

    • D.

      Violent behaviour

    Correct Answer
    B. Incompetence
    Explanation
    Gross misconduct in the workplace refers to serious misconduct that can lead to immediate termination of employment. Incompetence, although undesirable, does not fall under the category of gross misconduct. It may result in performance issues or disciplinary actions, but it is not considered a severe violation that warrants immediate dismissal.

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  • 16. 

    Changing an employee's terms and conditions of employment such as their working hours or their location of work so that she leaves the organisation is considered as

    • A.

      Discrimination

    • B.

      Retrenchment

    • C.

      Constructive dismissal

    • D.

      Ad hoc dismissal

    Correct Answer
    C. Constructive dismissal
    Explanation
    Constructive dismissal refers to a situation where an employer makes significant changes to an employee's terms and conditions of employment, causing the employee to feel compelled to resign. In this case, changing the employee's working hours or location of work with the intention of forcing them to leave the organization would be considered as constructive dismissal. It is a form of unfair treatment that violates the employment contract and can give rise to legal claims for wrongful termination or breach of contract.

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  • 17. 

    The difference between retrenchment and dismissal is that

    • A.

      Dismissals are voluntary

    • B.

      Retrenchments are volunbtary

    • C.

      Retrenchments occur due to no fault of the employee

    • D.

      Dismissals come with compensation packages

    Correct Answer
    C. Retrenchments occur due to no fault of the employee
    Explanation
    Retrenchments occur due to no fault of the employee, meaning that employees are laid off or terminated from their jobs not because of any wrongdoing on their part, but due to reasons such as company restructuring, downsizing, or economic constraints. On the other hand, dismissals can be voluntary or involuntary, and may occur due to various reasons including employee misconduct or poor performance. Additionally, dismissals may come with compensation packages, whereas retrenchments may not necessarily include such benefits.

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  • 18. 

    Absenteeism should ideally be low

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Absenteeism refers to the act of regularly or frequently being absent from work or school without a valid reason. It is generally seen as a negative behavior that can have various negative effects on productivity, team morale, and overall performance. Therefore, it is ideal for absenteeism to be low, indicating that employees or students are present and fulfilling their responsibilities regularly.

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  • 19. 

    Staff turnover should ideally be low

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Low staff turnover is generally considered desirable for organizations. When staff turnover is low, it indicates that employees are satisfied and engaged in their work, resulting in higher productivity and performance. Additionally, low turnover reduces the costs associated with recruitment, training, and onboarding new employees. It also helps to maintain a stable and experienced workforce, which can contribute to a positive work environment and better customer service. Therefore, the statement "Staff turnover should ideally be low" is true.

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  • 20. 

    Productivity should ideally be low

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement "Productivity should ideally be low" is false. In reality, high productivity is desired as it indicates that more output is being produced with the same amount of input, leading to increased efficiency and profitability. Low productivity, on the other hand, implies inefficiency and a waste of resources. Therefore, the correct answer is false.

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  • 21. 

    Wastage should ideally be low

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The statement "Wastage should ideally be low" implies that it is desirable for wastage to be at a minimum level. This suggests that wastage is something that should be avoided or minimized, which aligns with the concept of efficiency and resource conservation. Therefore, the correct answer is True.

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  • 22. 

    Staff retention should ideally be low

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Staff retention should ideally be low because high staff turnover can be costly for organizations. When employees leave frequently, it leads to increased recruitment and training costs. It also disrupts workflow and can negatively impact team morale. On the other hand, low staff retention indicates that employees are satisfied and committed to their job, which can result in higher productivity, better customer service, and a more stable work environment. Therefore, it is generally preferred for organizations to have low staff turnover.

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  • 23. 

    Which of the following is not a task of human resource planning?

    • A.

      Recruitment

    • B.

      Retention

    • C.

      Discipline and dismaissal

    • D.

      Payment of wages and salaries

    Correct Answer
    D. Payment of wages and salaries
    Explanation
    Payment of wages and salaries is not a task of human resource planning because it falls under the domain of payroll management. Human resource planning involves activities such as recruitment, retention, and discipline and dismissal, which focus on the strategic management of human resources to meet organizational goals. Payment of wages and salaries, on the other hand, is a transactional activity that pertains to the timely and accurate disbursement of compensation to employees. While it is an important aspect of managing human resources, it is not directly related to the planning and strategic aspects of HR.

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  • 24. 

    The ability of a business to keep its employees working for the firm, rather than to seek employment elsewhere is known as

    • A.

      Internal recruitment

    • B.

      Retention

    • C.

      Selection

    • D.

      Presenteeism

    Correct Answer
    B. Retention
    Explanation
    Retention refers to the ability of a business to keep its employees working for the firm, rather than seeking employment elsewhere. It involves implementing strategies and practices to create a positive work environment, offering competitive compensation and benefits, providing opportunities for growth and development, and fostering a strong company culture. Retention is crucial for businesses as it helps reduce turnover costs, maintain institutional knowledge, and build a loyal and committed workforce.

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  • 25. 

    Whcih option below will not necessarily reduce the supply of labour within an organisation?

    • A.

      Redeplotyment

    • B.

      Retirement

    • C.

      Competition

    • D.

      Government legislation

    Correct Answer
    D. Government legislation
    Explanation
    Government legislation may not necessarily reduce the supply of labor within an organization because it depends on the specific nature of the legislation. While some government regulations may impose restrictions or requirements that could potentially reduce the supply of labor, there are also instances where legislation may have no direct impact on the labor supply. Therefore, the option "Government legislation" is the correct answer as it does not necessarily reduce the supply of labor within an organization.

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  • 26. 

    The inability of a worker to switch from one job to another due to lack of expertise or qualifications is known as

    • A.

      Occupational immobility

    • B.

      Geographical immobility

    • C.

      Structural unemployment

    • D.

      Labour immobility

    Correct Answer
    A. Occupational immobility
    Explanation
    Occupational immobility refers to the inability of a worker to switch from one job to another due to a lack of expertise or qualifications. This means that the worker's skills and qualifications are specific to their current job, making it difficult for them to transition to a different job or industry. This can result in unemployment or underemployment for the worker, as they are unable to find suitable alternative employment options. Occupational immobility is a factor that contributes to structural unemployment, which refers to unemployment caused by a mismatch between the skills and qualifications of workers and the available job opportunities in the market.

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  • 27. 

    Advantages from working from home do not include

    • A.

      Time and money saved from not having to travel

    • B.

      Personal life and work-life balance

    • C.

      Autonomy in decision-making

    • D.

      Tax allowances for using personal property for business

    Correct Answer
    B. Personal life and work-life balance
    Explanation
    The advantages of working from home include time and money saved from not having to travel, autonomy in decision-making, and tax allowances for using personal property for business. However, personal life and work-life balance are not considered as advantages of working from home.

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  • 28. 

    A teleworker can benefit most from

    • A.

      Distractions by and interactions with family members

    • B.

      The absence of company policy such as dress code

    • C.

      Working in isolation every day

    • D.

      Costs of electricity being shared by the employer

    Correct Answer
    B. The absence of company policy such as dress code
    Explanation
    A teleworker can benefit most from the absence of company policy such as dress code because it allows them to work comfortably and in their preferred attire. Without a dress code, they can choose clothing that is comfortable and conducive to their productivity. This flexibility can contribute to a positive work environment and help the teleworker feel more relaxed and focused on their tasks.

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  • 29. 

    Which of the following is not an effect of an ageing working population?

    • A.

      Lower levels of labour productivity

    • B.

      A decline in the dependent population

    • C.

      Changing patterns of employment and consumption

    • D.

      Reduced labour mobility

    Correct Answer
    B. A decline in the dependent population
    Explanation
    An ageing working population would not result in a decline in the dependent population. As the working population ages, the number of dependents, such as children and elderly individuals, would typically remain the same or even increase. This is because the ageing population would require more support and care, and may have elderly parents or grandchildren who rely on them. Therefore, a decline in the dependent population cannot be considered an effect of an ageing working population.

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  • 30. 

    The supply of labour for a business is least likely affected by

    • A.

      Training and development programmes offered by the business

    • B.

      The dynamics of the internal workforce

    • C.

      An ageing population

    • D.

      An increase in examination standards set by the industry

    Correct Answer
    C. An ageing population
    Explanation
    An ageing population is least likely to affect the supply of labor for a business. While an ageing population may have an impact on the overall labor market and workforce dynamics, it does not directly affect the supply of labor for a specific business. Factors such as training and development programs offered by the business, the dynamics of the internal workforce, and an increase in examination standards set by the industry are more likely to have a direct impact on the supply of labor for a business.

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  • 31. 

    The workforce of Mody and Geden Ltd is 85 people and 12 of the resign this year, then the staff turnover rate at the company is

    • A.

      7%

    • B.

      14%

    • C.

      12 people

    • D.

      73 people

    Correct Answer
    B. 14%
    Explanation
    The staff turnover rate at Mody and Geden Ltd is 14%. This can be calculated by dividing the number of people who resigned (12) by the total workforce (85) and then multiplying the result by 100. In this case, (12/85) * 100 = 14%. This indicates that 14% of the workforce resigned this year.

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  • 32. 

    Which of the following is likely to be a cause of high labour turnover for a business?

    • A.

      Attractive salaries and fringe benefits

    • B.

      Investment in training and development

    • C.

      High occupational mobility of the workforce

    • D.

      High Staff morale

    Correct Answer
    C. High occupational mobility of the workforce
    Explanation
    High occupational mobility of the workforce is likely to be a cause of high labor turnover for a business. When there is a high level of occupational mobility, employees are more likely to switch jobs frequently, seeking better opportunities and career advancement. This can result in a higher turnover rate for the business as employees are constantly leaving for new roles.

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  • 33. 

    Which of the following should ideally be high?

    • A.

      Absenteeism

    • B.

      Staff turnover

    • C.

      Productivity

    • D.

      Staff morale

    • E.

      Wastage

    • F.

      Staff retention

    Correct Answer(s)
    C. Productivity
    D. Staff morale
    F. Staff retention
    Explanation
    Productivity, staff morale, and staff retention should ideally be high in an organization. High productivity indicates that employees are efficient and producing a significant output. High staff morale suggests that employees are satisfied and motivated, leading to better job performance. High staff retention reflects a stable workforce, which is beneficial for continuity and reducing recruitment costs.

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  • 34. 

    Which of the following should ideally be low?

    • A.

      Staff morale

    • B.

      Staff retention

    • C.

      Wastage

    • D.

      Staff turnover

    • E.

      Absenteeism

    • F.

      Productivity

    Correct Answer(s)
    C. Wastage
    D. Staff turnover
    E. Absenteeism
    Explanation
    The three factors that should ideally be low are wastage, staff turnover, and absenteeism. Wastage refers to the unnecessary loss or misuse of resources, which can negatively impact a company's profitability. Staff turnover is the rate at which employees leave a company, and high turnover can indicate issues with job satisfaction or company culture. Absenteeism refers to employees frequently being absent from work, which can disrupt productivity and affect team morale. Keeping these factors low is important for maintaining a positive work environment and maximizing productivity.

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  • 35. 

    Which option below will not necessarily reduce the supply of labour within an organisation?

    • A.

      Redeployment

    • B.

      Retirement

    • C.

      Competition

    • D.

      Government legislation

    Correct Answer
    D. Government legislation
    Explanation
    Government legislation will not necessarily reduce the supply of labor within an organization because it depends on the specific legislation being implemented. While certain government regulations or laws may have an impact on labor supply, such as restrictions on hiring or immigration policies, not all government legislation is designed to reduce the supply of labor. Some legislation may focus on other aspects such as workplace safety, employee rights, or equal opportunity, which may not directly affect the supply of labor within an organization.

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  • 36. 

    Which of the following is not a trend in the labour market?

    • A.

      More people taking up part-time jobs

    • B.

      More women are joining the workforce

    • C.

      More people are self-employed

    • D.

      More people are working at the office rather than from home

    Correct Answer
    D. More people are working at the office rather than from home
    Explanation
    The given answer, "More people are working at the office rather than from home," is not a trend in the labor market because the current trend is towards remote work and flexible work arrangements. With advancements in technology and the COVID-19 pandemic, more people are opting for remote work options, allowing them to work from home or any location outside the traditional office setting. This trend has been accelerated by the benefits it offers, such as increased work-life balance and reduced commuting time.

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  • 37. 

    Natural wastage is the term used to describe

    • A.

      Human errors in the production process

    • B.

      Faulty or substandard output that needs to be recified

    • C.

      People or their job position that are not replaced when they leave the firm

    • D.

      Unused labour due to off-peak trading periods or an economic recession

    Correct Answer
    C. People or their job position that are not replaced when they leave the firm
    Explanation
    Natural wastage refers to the situation where people or their job positions are not replaced when they leave the firm. This could be due to various reasons such as cost-cutting measures, restructuring, or a decrease in the demand for certain roles. Instead of actively terminating employees, the organization allows for a natural decrease in the workforce over time as employees leave or retire. This can help to reduce costs and streamline operations without the need for immediate layoffs or redundancies.

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  • 38. 

    Human resource management does not tend to deal with

    • A.

      Product design and development

    • B.

      Financial budgeting

    • C.

      Recruitment and selection

    • D.

      Performance appraisals

    Correct Answer
    A. Product design and development
    Explanation
    Human resource management primarily focuses on managing the human capital within an organization. It involves activities such as recruitment, selection, performance appraisals, and financial budgeting. However, product design and development are not typically within the scope of human resource management. These tasks are usually handled by departments such as research and development or product management. Therefore, the correct answer is that human resource management does not tend to deal with product design and development.

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  • 39. 

    A job vacancy may arise due to 

    • A.

      Zero staff turnover

    • B.

      Internal promotion of a worker

    • C.

      Decrease in sales

    • D.

      Technological advances in automation

    Correct Answer
    B. Internal promotion of a worker
    Explanation
    When a worker is internally promoted, it creates a job vacancy because the worker's previous position becomes vacant. This is because the worker is moving up within the organization, leaving their previous position open for someone else to fill. Therefore, internal promotion of a worker is a valid reason for a job vacancy to arise.

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  • 40. 

    Recent changes faced by human resource managers do not include

    • A.

      Increase in part-time employment

    • B.

      Increase in the number of women seeking employment

    • C.

      An ageing population

    • D.

      Less focus on flexible working hours

    Correct Answer
    D. Less focus on flexible working hours
    Explanation
    The recent changes faced by human resource managers include an increase in part-time employment, an increase in the number of women seeking employment, and an ageing population. However, there has been no indication of a decrease in the focus on flexible working hours.

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  • 41. 

    A workforce plan will determine what _____________ exist in an organisation and include a relevant job ___________ and person __________ for each vacant position

    • A.

      Vacancies, description, specification

    • B.

      Vacancies, specification, description

    • C.

      Jobs, outline, statement

    • D.

      Jobs, description, statement

    Correct Answer
    A. Vacancies, description, specification
    Explanation
    A workforce plan will determine what vacancies exist in an organization and include a relevant job description and person specification for each vacant position. This means that the plan will identify the positions that need to be filled (vacancies), provide a detailed description of the responsibilities and requirements of each position (description), and outline the specific skills, qualifications, and attributes that the ideal candidate should possess (specification). This information is essential for effectively recruiting and selecting the right individuals to fill the vacant positions in the organization.

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  • 42. 

    Whcih of the following does not represent flexible working practices?

    • A.

      Part-time employment

    • B.

      Teleworking

    • C.

      Homeworking

    • D.

      Teamworking

    Correct Answer
    D. Teamworking
    Explanation
    Teamworking represents a collaborative approach where individuals work together as a team towards a common goal. It does not necessarily involve flexible working practices as it does not specify any specific arrangements such as flexible hours or remote work. Part-time employment, teleworking, and homeworking, on the other hand, are all examples of flexible working practices as they involve alternative work arrangements that offer flexibility in terms of time and/or location.

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  • 43. 

    A business that has a relatively high staff turnover rate faces a problem of:

    • A.

      Recruitment

    • B.

      Selection

    • C.

      Retention

    • D.

      Motivation

    Correct Answer
    C. Retention
    Explanation
    A business that has a relatively high staff turnover rate faces a problem of retention. This means that the company is struggling to keep its employees for a long period of time. High turnover can be costly for a business as it leads to increased recruitment and training costs, as well as a loss of productivity and institutional knowledge. Therefore, the business needs to address the issue of retention in order to retain skilled and experienced employees and maintain stability within the organization.

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  • 44. 

    Workforce planning is not concerned with

    • A.

      Recruitment and selection

    • B.

      Redeployment of staff

    • C.

      Staff redundancies and retrenchment

    • D.

      Organisation structure of the workforce

    Correct Answer
    D. Organisation structure of the workforce
    Explanation
    Workforce planning is a strategic process that involves analyzing and forecasting an organization's current and future workforce needs. It focuses on ensuring that the right number of employees with the right skills are in the right place at the right time. While recruitment and selection, redeployment of staff, and staff redundancies and retrenchment are all aspects of workforce planning, the organization structure of the workforce refers to the hierarchical arrangement and division of labor within the organization, which is not directly related to the process of workforce planning.

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  • 45. 

    A post holder's job description and person specification are not used for

    • A.

      Identifying training needs

    • B.

      Job evaluation

    • C.

      Appraisals

    • D.

      Promoting employees

    Correct Answer
    D. Promoting employees
    Explanation
    A post holder's job description and person specification are not used for promoting employees. The job description and person specification outline the requirements and responsibilities of a specific job role, as well as the qualifications and skills required by the person filling that role. These documents are typically used for identifying training needs, conducting job evaluations, and conducting performance appraisals. However, when it comes to promoting employees, other factors such as performance, potential, and organizational needs are typically considered.

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  • 46. 

    Intreviews conducted by a group of interviewers all at the same time are known as

    • A.

      Mirror interviews

    • B.

      Sequence interviews

    • C.

      Panel interviews

    • D.

      Face-to-face interviews

    Correct Answer
    C. Panel interviews
    Explanation
    Panel interviews are conducted by a group of interviewers all at the same time. This type of interview allows for multiple perspectives and opinions to be considered during the evaluation process. It also provides the opportunity for the interviewers to ask a variety of questions and observe the candidate's responses from different angles. Panel interviews are commonly used in situations where multiple stakeholders or decision-makers are involved in the hiring process.

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  • 47. 

    A ___________ specialisess in a particular field or industry, has a large database of potential applicants, and takes responsibility for the advertising and interviewing of posts. In return they charge a fee for their services.

    • A.

      Careers centre

    • B.

      Job centre

    • C.

      Recruitment agency

    • D.

      Headhunter

    Correct Answer
    C. Recruitment agency
    Explanation
    A recruitment agency specializes in a particular field or industry and has a large database of potential applicants. They take responsibility for advertising job posts and conducting interviews on behalf of companies. In return for their services, they charge a fee.

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  • 48. 

    Benefits of working from home for the teleworker include those listed below except

    • A.

      Avoiding the need to commute

    • B.

      Flexible working hours

    • C.

      Saving on rental or mortgage expenses

    • D.

      Improved work output, assuming discipline is maintained

    Correct Answer
    C. Saving on rental or mortgage expenses
    Explanation
    The given answer is "Saving on rental or mortgage expenses." This means that one of the benefits of working from home for the teleworker is not saving on rental or mortgage expenses. Working from home eliminates the need for a separate office space, reducing the cost of renting or owning a workspace outside the home. Therefore, this benefit is not included in the list of advantages mentioned.

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  • 49. 

    A person specification

    • A.

      Looks at the essential skills and knowledge required to carry out a specific job role

    • B.

      Identifies the personal achievements and employment history of the candidate

    • C.

      Specifies the requirements of what the ideal person needs to do the job

    • D.

      Lists the responsibilities of the post holder

    Correct Answer
    A. Looks at the essential skills and knowledge required to carry out a specific job role
    Explanation
    A person specification is a document that outlines the essential skills and knowledge needed to perform a particular job role. It focuses on the qualifications, experience, and abilities required for the position. It helps employers identify the key criteria that candidates must meet in order to be considered for the job. By using a person specification, employers can ensure that they select the most suitable candidate who possesses the necessary skills and qualifications to effectively carry out the job responsibilities.

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  • 50. 

    A job description for a Business and Management teacher is unlikley to include

    • A.

      The additional duties of the teacher

    • B.

      The job title

    • C.

      The required level of teaching expereince

    • D.

      Description of role in relation to others in the organisation

    Correct Answer
    C. The required level of teaching expereince
    Explanation
    The job description for a Business and Management teacher is unlikely to include the required level of teaching experience because this is typically a standard requirement for any teaching position. Job descriptions usually focus on the specific responsibilities and duties of the role, as well as any additional duties that may be required. The job title itself is also not typically included in the job description as it is already stated in the title of the position. Additionally, the description of the role in relation to others in the organization may be mentioned to provide context and clarify the teacher's position within the hierarchy.

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Quiz Review Timeline +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Sep 03, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Nov 14, 2012
    Quiz Created by
    Catherine Halcomb
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