Trivia Questions Quiz On Recruitment, Selection And Induction!

Reviewed by Editorial Team
The ProProfs editorial team is comprised of experienced subject matter experts. They've collectively created over 10,000 quizzes and lessons, serving over 100 million users. Our team includes in-house content moderators and subject matter experts, as well as a global network of rigorously trained contributors. All adhere to our comprehensive editorial guidelines, ensuring the delivery of high-quality content.
Learn about Our Editorial Process
| By YvonnevanZyl
Y
YvonnevanZyl
Community Contributor
Quizzes Created: 1 | Total Attempts: 290
| Attempts: 290
SettingsSettings
Please wait...
  • 1/11 Questions

    A major purpose of HR policies si to ensure consistency in the action taken and decisions made across an organization. 

    • True
    • False
Please wait...
About This Quiz

Below is some trivia questions quiz on recruitment, selection, and induction! The human resource department is undoubtedly one of the most important in a business, and this is because they are charged with ensuring that the organization has the right personnel to meet its business objectives and that they are well taken care of. See how well you know the HR functions.

Trivia Questions Quiz On Recruitment, Selection And Induction! - Quiz

Quiz Preview

  • 2. 

    Performance management competence may mean: 

    • Creating a job according to the persons Psychological testing

    • Setting clear performance objectives or expectations, reviewing progress and prividing feedback, guidance and coaching.

    • Reward and contribution to Bonus schemes

    Correct Answer
    A. Setting clear performance objectives or expectations, reviewing progress and prividing feedback, guidance and coaching.
    Explanation
    Performance management competence refers to the ability to set clear performance objectives or expectations, review progress, provide feedback, guidance, and coaching. This involves ensuring that employees understand what is expected of them, monitoring their performance, and providing support and guidance to help them improve. It also includes the ability to provide constructive feedback and coaching to help employees reach their full potential. This competence is crucial in effectively managing and developing the performance of individuals and teams within an organization.

    Rate this question:

  • 3. 

    After completing a job analysis, the next step requires the preparation of the job description, which is a summary statement of the job, this should include:

    • A job position title

    • Management goals for the next year

    • Spesific purpose and location

    • Job number

    Correct Answer
    A. A job position title
    Explanation
    The job description is a summary statement of the job, which includes the job position title. This is an essential component as it helps to clearly identify and define the role within the organization. The job position title provides a concise and standardized way of referring to the job, making it easier for both internal and external stakeholders to understand and communicate about the position. It also helps in recruitment and selection processes by clearly indicating the position being advertised or filled.

    Rate this question:

  • 4. 

    To follow the latest innovation and development in effective HR management is the purpose of HR Policies.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    The given statement is true because HR policies are designed to keep up with the latest trends and advancements in HR management. These policies serve as guidelines for organizations to effectively manage their human resources and ensure compliance with legal and ethical standards. By staying updated with the latest innovations and developments in HR management, organizations can create policies that promote employee engagement, productivity, and overall organizational success.

    Rate this question:

  • 5. 

    Downward communications are known as, Electronic communication, direct personal contact between manager and subordinate, employee handbook and bulletin boards.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Downward communications refer to the flow of information from higher-level managers to lower-level employees. This can be done through various channels such as electronic communication, direct personal contact between managers and subordinates, employee handbooks, and bulletin boards. These communication methods allow managers to convey important messages, instructions, and policies to their subordinates. Therefore, the statement "Downward communications are known as electronic communication, direct personal contact between manager and subordinate, employee handbook, and bulletin boards" is true.

    Rate this question:

  • 6. 

    Organized Human Resources Communication falls into three categories:

    • Strategic Information: vision, mission and other key issues

    • Operational Information: Practical information needed to undertake a project

    • Cultural Information: Attributes that will influence staff towards their work or the organization

    • Geographical information: Information about the region and the people living there

    Correct Answer(s)
    A. Strategic Information: vision, mission and other key issues
    A. Operational Information: Practical information needed to undertake a project
    A. Cultural Information: Attributes that will influence staff towards their work or the organization
    Explanation
    The correct answer lists the three categories of Organized Human Resources Communication: Strategic Information, Operational Information, and Cultural Information. Strategic Information includes the vision, mission, and other key issues of the organization. Operational Information refers to practical information needed to undertake a project. Cultural Information encompasses attributes that will influence staff towards their work or the organization. The answer does not include Geographical Information, which is information about the region and the people living there.

    Rate this question:

  • 7. 

    Select four steps in competency management for Human Resources.

    • Determine the knowledge skills, abilities, personal characteristics and any other relevant worker based factor

    • Group or cluster similar knowlege

    • Make certain that competencies are measurable

    • Test Validity of job success profile

    • Explain areas of improvement

    Correct Answer(s)
    A. Determine the knowledge skills, abilities, personal characteristics and any other relevant worker based factor
    A. Group or cluster similar knowlege
    A. Make certain that competencies are measurable
    A. Test Validity of job success profile
    Explanation
    The four steps in competency management for Human Resources are as follows:
    1) Determine the knowledge skills, abilities, personal characteristics, and any other relevant worker-based factors. This step involves identifying the specific competencies required for a job role.
    2) Group or cluster similar knowledge. This step involves categorizing and organizing the identified competencies into groups or clusters based on their similarities.
    3) Make certain that competencies are measurable. This step involves ensuring that the identified competencies can be objectively measured and assessed.
    4) Test validity of job success profile. This step involves validating the effectiveness and accuracy of the job success profile by testing it against actual job performance data.
    These steps are essential in effectively managing and assessing competencies within an organization's human resources management.

    Rate this question:

  • 8. 

    HR policies and procedures should be developed and introduced in the following way.

    • Assessing or Auditing what is already in place both formally and Informally

    • Manage internal meetings and distribute agendas

    • Communicating policies to staff

    • Setting Realistic Time Scales

    Correct Answer(s)
    A. Assessing or Auditing what is already in place both formally and Informally
    A. Manage internal meetings and distribute agendas
    A. Communicating policies to staff
    Explanation
    The correct answer includes three steps that should be taken when developing and introducing HR policies and procedures. First, it is important to assess or audit what is already in place both formally and informally. This allows for an understanding of the current state of policies and procedures within the organization. Second, managing internal meetings and distributing agendas ensures that all relevant stakeholders are involved in the development process and are aware of the topics being discussed. Finally, communicating policies to staff is crucial to ensure that employees are aware of the new policies and understand their implications.

    Rate this question:

  • 9. 

    __________________ is the method used to identify the competencies needed for a job.

    Correct Answer(s)
    Competency Analysis
    Explanation
    Competency analysis is the method used to identify the competencies needed for a job. It involves assessing the skills, knowledge, abilities, and behaviors required for successful job performance. Competency analysis helps organizations understand the specific capabilities and attributes that are essential for employees to possess in order to meet job requirements and achieve organizational goals. This process typically involves conducting job analyses, interviewing subject matter experts, and using various assessment tools to identify and define the key competencies needed for a particular job role.

    Rate this question:

  • 10. 

    When new HR policies are developed or existing policies are amended, it is important that they communicate to both ______________and _______________staff.  

    Correct Answer(s)
    Managerial
    Non-Managerial
    Explanation
    When new HR policies are developed or existing policies are amended, it is important that they communicate to both managerial and non-managerial staff. This is because both groups play a crucial role in the organization and need to be aware of any changes or updates in the policies. Managerial staff are responsible for implementing and enforcing these policies, while non-managerial staff need to understand and comply with them. Effective communication ensures that all employees are on the same page and can work together efficiently.

    Rate this question:

  • 11. 

    In some organizations, a recruitment plan and budget are drawn up, what are the most significant cost most frequently incurred by organizations? 

Quiz Review Timeline (Updated): Mar 21, 2023 +

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

  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Oct 07, 2015
    Quiz Created by
    YvonnevanZyl
Back to Top Back to top
Advertisement
×

Wait!
Here's an interesting quiz for you.

We have other quizzes matching your interest.