Strategic Human Resource Management (404hr)
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Questions and Answers
- 1.
In strategic human resource management, HR strategies are generally aligned with
- A.
Business strategy
- B.
Marketing strategies
- C.
Finance strategy
- D.
economic strategy
Correct Answer
A. Business strategyExplanation
In strategic human resource management, HR strategies are generally aligned with business strategy. This is because HR strategies are designed to support and contribute to the overall goals and objectives of the organization. By aligning HR strategies with the business strategy, organizations can ensure that their human resources are effectively utilized and developed to achieve the desired outcomes. This alignment also helps in creating a cohesive and integrated approach towards achieving organizational success.Rate this question:
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- 2.
Which of the following is closely associated with strategic human resource management?
- A.
Efficient utilization of human resources
- B.
Attracting the best human resources
- C.
Providing the best possible training
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
Strategic human resource management involves various aspects such as efficient utilization of human resources, attracting the best human resources, and providing the best possible training. These elements are closely associated with strategic HR management because they contribute to the overall effectiveness and success of an organization. Efficient utilization ensures that the right people are in the right roles, maximizing productivity and performance. Attracting the best human resources helps in acquiring top talent, which is crucial for achieving organizational goals. Providing the best possible training ensures that employees have the necessary skills and knowledge to perform their jobs effectively. Therefore, all of the options mentioned are closely associated with strategic HR management.Rate this question:
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- 3.
Strategic human resource management aims to achieve competitive advantage in the market through
- A.
Price
- B.
Product
- C.
People
- D.
Process
Correct Answer
C. PeopleExplanation
Strategic human resource management aims to achieve competitive advantage in the market through people. This means that organizations recognize the importance of their employees in gaining a competitive edge. By effectively managing and developing their workforce, organizations can enhance employee performance, satisfaction, and retention, leading to improved productivity and innovation. Additionally, strategic HRM involves aligning HR practices with the overall business strategy to ensure that the right people with the right skills are in the right positions to drive organizational success.Rate this question:
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- 4.
Creating an environment that facilitates a continuous and two-way exchange of information between the superiors and the subordinates is the core of
- A.
High involvement management model
- B.
High commitment management model
- C.
High performance management model
- D.
None of the above
Correct Answer
A. High involvement management modelExplanation
The high involvement management model emphasizes creating an environment where there is a continuous and two-way exchange of information between superiors and subordinates. This means that both parties are actively involved in decision-making and problem-solving processes. This model promotes employee engagement, empowerment, and participation, leading to higher levels of commitment and performance. It is different from the high commitment management model, which focuses more on employee loyalty and long-term commitment, and the high performance management model, which emphasizes achieving specific performance goals.Rate this question:
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- 5.
HR maturity of the company with respect to its strategic goals is measured by
- A.
HR scorecard
- B.
Human Resource Development (HRD) scorecard
- C.
Both A and B
- D.
None of the above
Correct Answer
B. Human Resource Development (HRD) scorecardExplanation
The HR maturity of a company with respect to its strategic goals is measured by the Human Resource Development (HRD) scorecard. This tool assesses the effectiveness of HR practices and initiatives in supporting the company's overall strategic objectives. It evaluates various aspects such as employee training and development, performance management, talent acquisition, and succession planning. By using the HRD scorecard, organizations can gauge their HR capabilities and identify areas for improvement to align their human resources with their strategic goals.Rate this question:
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- 6.
Converting strategies into actions means
- A.
Formulate strategies
- B.
Implement the strategies
- C.
Evaluate performance
- D.
All of the above
Correct Answer
B. Implement the strategiesExplanation
Converting strategies into actions refers to the process of putting formulated strategies into practice. It involves translating strategic plans into specific tasks and activities that can be executed to achieve the desired goals. This step is crucial as it bridges the gap between planning and execution, ensuring that strategies are effectively implemented. Evaluating performance comes after the strategies have been implemented and involves assessing the outcomes and results achieved. Therefore, the correct answer is "Implement the strategies".Rate this question:
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- 7.
What our business is' is stated in
- A.
Mission statement
- B.
Strategic goals
- C.
Vision statement
- D.
All of the above
Correct Answer
A. Mission statementExplanation
A mission statement is a concise statement that describes what a business does, its purpose, and the target audience it serves. It outlines the fundamental reason for the existence of the business and provides guidance for decision-making and goal-setting. Therefore, the correct answer is "Mission statement" because it explicitly states what the business is.Rate this question:
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- 8.
Providing the employees development budget is method related to
- A.
Career management
- B.
Appraisal management
- C.
Performance management
- D.
Employee development
Correct Answer
A. Career managementExplanation
Providing the employees development budget is a method related to career management. Career management involves planning and implementing strategies to help employees develop and progress in their careers. By allocating a budget for employee development, organizations show their commitment to supporting their employees' career growth and providing them with opportunities for learning and skill enhancement. This method helps employees acquire new knowledge and skills, explore different career paths, and ultimately advance in their careers.Rate this question:
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- 9.
In career development process, utilization of development opportunities is included in
- A.
Manager role
- B.
Employer role
- C.
Individual role
- D.
Line manager
Correct Answer
C. Individual roleExplanation
The correct answer is individual role because in the career development process, it is up to the individual to take advantage of development opportunities. The individual must actively seek out and participate in training programs, workshops, and other learning opportunities to enhance their skills and knowledge. While managers, employers, and line managers may provide support and guidance, it is ultimately the responsibility of the individual to take ownership of their own career development.Rate this question:
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- 10.
Verification of deficiencies in performance to determine training or job rotation is called
- A.
Need analysis competency model
- B.
Competency model
- C.
Task analysis
- D.
Performance analysis
Correct Answer
D. Performance analysisExplanation
Performance analysis is the process of evaluating an individual's or a team's performance to identify any deficiencies or areas that need improvement. This analysis is conducted to determine whether additional training is required or if job rotation would be beneficial. It helps in identifying the specific areas where performance is lacking and provides insights into the skills and competencies needed to enhance performance. By conducting a performance analysis, organizations can make informed decisions about training and development initiatives to address any performance gaps and improve overall productivity.Rate this question:
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- 11.
The Talent Management automated end to end process involves
- A.
Recruiting and hiring
- B.
Managing employees
- C.
Compensating employees
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "All of the above" because the Talent Management automated end-to-end process includes all three components mentioned: recruiting and hiring, managing employees, and compensating employees. This means that the automated system covers the entire process from attracting and selecting candidates, to managing their performance and development, and finally ensuring fair and appropriate compensation for their work.Rate this question:
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- 12.
The 'performance' appraisal feedback always include
- A.
Assessment of employee performance
- B.
Setting work standards
- C.
Providing feedback to the employees
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "All of the above" because performance appraisal feedback typically includes an assessment of employee performance, setting work standards, and providing feedback to the employees. This comprehensive approach allows for a thorough evaluation of an employee's performance and helps in identifying areas of improvement and providing constructive feedback for growth and development.Rate this question:
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- 13.
The most easiest performance appraisal interview is
- A.
Satisfactory-promotable interview
- B.
Satisfactory-not promotable interview
- C.
Unsatisfactory-correctable interview
- D.
Unsatisfactory-uncorrectable interview
Correct Answer
A. Satisfactory-promotable interviewExplanation
The most easiest performance appraisal interview is the satisfactory-promotable interview. This type of interview involves evaluating an employee's performance as satisfactory and determining their potential for promotion. It is considered the easiest because it signifies that the employee is meeting the required standards and has the potential for growth within the organization. This interview focuses on recognizing the employee's achievements and discussing their career advancement opportunities.Rate this question:
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- 14.
When the ratings are collected from supervisors, customers and peers it is called
- A.
350-degree feedback
- B.
320-degree feedback
- C.
360-degree feedback
- D.
380-degree feedback
Correct Answer
C. 360-degree feedbackExplanation
360-degree feedback, commonly used in corporate settings, is a multi-source assessment method where an employee receives feedback from various stakeholders, including managers, peers, subordinates, and even customers. This comprehensive approach provides a holistic view of an individual's performance, strengths, weaknesses, and areas for improvement. It fosters self-awareness, development, and growth within the organization.Rate this question:
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- 15.
The performance management ensures
- A.
Continuous improvement
- B.
Discontinue improvement
- C.
Performance reviews
- D.
Both A and C
Correct Answer
D. Both A and CExplanation
The correct answer is "Both A and C". Performance management ensures continuous improvement by regularly conducting performance reviews. These reviews help identify areas of improvement and provide feedback to employees, ultimately leading to better performance over time. Therefore, both continuous improvement and performance reviews are important components of performance management.Rate this question:
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- 16.
Employers generally use feedback for
- A.
Employee development
- B.
To avoid central tendency and biases
- C.
Rank someone
- D.
Hire the employee
Correct Answer
A. Employee developmentExplanation
Employers generally use feedback for employee development, as it helps identify areas of improvement and provides guidance on how to enhance skills and performance. Feedback allows employers to address weaknesses, provide training opportunities, and support the growth and progress of their employees. This approach helps create a positive work environment, fosters personal and professional development, and ultimately benefits both the individual and the organization.Rate this question:
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- 17.
The basic approach in employee performance compares their current performance to
- A.
Set standards
- B.
Performance in previous years
- C.
Performance in last job
- D.
None of the above
Correct Answer
A. Set standardsExplanation
The basic approach in employee performance is to compare their current performance to set standards. This means that the employee's performance is evaluated based on predefined criteria or expectations that have been established by the organization. By comparing their performance to these set standards, employers can assess whether the employee is meeting, exceeding, or falling short of the expected level of performance. This approach helps in identifying areas of improvement and providing feedback to employees for their professional development. Comparing performance to set standards also ensures consistency and fairness in evaluating employees across the organization.Rate this question:
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- 18.
The process of identifying, assessing and developing leadership is called
- A.
Employment planning
- B.
Human resource planning
- C.
Succession planning
- D.
All of the above
Correct Answer
C. Succession planningExplanation
Succession planning is the process of identifying, assessing, and developing potential leaders within an organization to ensure a smooth transition of key roles and responsibilities. It involves identifying high-potential employees, providing them with necessary training and development opportunities, and creating a pipeline of future leaders. This helps organizations to avoid leadership gaps and maintain continuity in leadership positions. Employment planning and human resource planning are related concepts but not specifically focused on leadership development, making them incorrect options.Rate this question:
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- 19.
The process which consists how and what positions are to be filled is called
- A.
Employment planning
- B.
Human resource planning
- C.
Succession planning
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "All of the above" because employment planning, human resource planning, and succession planning all involve the process of determining how and what positions are to be filled. Employment planning focuses on identifying the staffing needs of the organization and developing strategies to meet those needs. Human resource planning involves assessing the current and future workforce requirements and developing plans to ensure that the organization has the right people in the right positions. Succession planning focuses on identifying and developing potential successors for key positions within the organization to ensure a smooth transition when current employees leave or retire.Rate this question:
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- 20.
The HR plans of any organization does not includes
- A.
Personnel plans
- B.
Production plans
- C.
Compensation plans
- D.
Training and development plans
Correct Answer
B. Production plansExplanation
The HR plans of any organization include personnel plans, compensation plans, and training and development plans. However, production plans are not typically included in HR plans. Production plans are usually part of the operations or manufacturing department's responsibilities, as they involve determining the resources, processes, and schedules required to produce goods or deliver services. HR plans focus more on managing the organization's workforce, such as recruitment, training, performance management, and employee development.Rate this question:
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Current Version
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Feb 07, 2024Quiz Edited by
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Mar 11, 2015Quiz Created by
Praveen26dec
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