Hrmt 301 001 Quiz # 1
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Questions and Answers
- 1.
Management inventories
- A.
Are used to keep track of employees' qualifications.
- B.
Are a method of forecasting labour supply that involves tracking the pattern of employee movements
- C.
Record information about managerial responsibilities and management training used to identify internal candidates eligible for promotion.
- D.
Are visual representations of who will replace whom in the event of a job opening.
Correct Answer
C. Record information about managerial responsibilities and management training used to identify internal candidates eligible for promotion.Explanation
Management inventories are used to record information about managerial responsibilities and management training in order to identify internal candidates who are eligible for promotion. This helps the organization keep track of employees' qualifications and skills, allowing them to make informed decisions about potential promotions. By maintaining these inventories, the company can identify suitable candidates for higher-level positions and ensure a smooth transition when there is a job opening.Rate this question:
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- 2.
A list of a job's duties, responsibilities, reporting relationships, and working conditions is known as
- A.
The job standards.
- B.
A job specification.
- C.
A job description.
- D.
A position analysis.
Correct Answer
C. A job description.Explanation
A job description is a document that outlines the duties, responsibilities, reporting relationships, and working conditions of a particular job. It provides detailed information about what is expected from an employee in that role. Job standards refer to the criteria used to evaluate an employee's performance, while a job specification outlines the qualifications, skills, and experience required for a job. A position analysis involves studying and documenting the requirements and responsibilities of a specific position within an organization. Therefore, the correct answer is a job description.Rate this question:
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- 3.
The definition of ________ is the formal relationships among jobs in an organization
- A.
Organizational structure
- B.
Chain-of-command
- C.
Organization chart
- D.
Job hierarchy
Correct Answer
A. Organizational structureExplanation
The term "organizational structure" refers to the formal relationships among jobs in an organization. It outlines the hierarchy, roles, and responsibilities within the organization, providing a framework for communication, decision-making, and coordination. It determines how tasks are divided, who reports to whom, and how information flows within the organization. This structure helps establish clarity, accountability, and efficiency within the organization. The other options, such as chain-of-command, organization chart, and job hierarchy, are related to and components of the organizational structure, but do not encompass its entire definition.Rate this question:
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- 4.
Which of the following is the first step in human resource planning?
- A.
Analyzing the HR implications of the organization's strategic plans
- B.
Forecasting future HR needs
- C.
Forecasting the availability of external candidates
- D.
Forecasting the availability of internal candidates
Correct Answer
D. Forecasting the availability of internal candidatesExplanation
The first step in human resource planning is forecasting the availability of internal candidates. This involves assessing the current workforce and determining whether there are employees within the organization who have the potential to fill future positions. By identifying and developing internal talent, the organization can reduce recruitment costs and turnover, while also ensuring a smooth transition for employees into new roles. This step is crucial in aligning the organization's strategic plans with its human resource needs.Rate this question:
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- 5.
Lee has been with a financial institution for over a year now as a call centre specialist. During his time, he has had the opportunity to work in two other departments. The organization adopts a similar technique with other employees in the call centre. This is known as
- A.
Skill variety
- B.
Job enlargement
- C.
Vertical loading
- D.
Job rotation
Correct Answer
D. Job rotationExplanation
Job rotation refers to the practice of moving employees between different roles or departments within an organization. In this case, Lee has been given the opportunity to work in two other departments during his time as a call centre specialist. This practice helps to increase the variety of skills and experiences that employees gain, which can lead to increased job satisfaction and motivation. Job rotation also allows employees to gain a broader understanding of the organization and its operations, making them more versatile and adaptable.Rate this question:
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- 6.
HRIS has several components called subsystems. Which of the following is a subsystem of HR?
- A.
Performance evaluation
- B.
Pension administration
- C.
Time and attendance
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "all of the above" because performance evaluation, pension administration, and time and attendance are all components or subsystems of HRIS (Human Resource Information System). HRIS is a comprehensive system that manages various HR functions, including performance evaluation, pension administration, and time and attendance tracking. Therefore, all of these options are correct in terms of being subsystems of HRIS.Rate this question:
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- 7.
Human resources management refers to
- A.
Concepts and techniques used in leading people at work.
- B.
The management of people in organizations
- C.
Concepts and techniques for organizing work activities.
- D.
All managerial activities.
Correct Answer
B. The management of people in organizationsExplanation
Human resources management refers to the management of people in organizations. This involves overseeing and coordinating various aspects related to employees, such as recruitment, training, performance evaluation, and employee relations. The goal of human resources management is to ensure that organizations have a skilled and motivated workforce that can contribute effectively to the achievement of organizational objectives. This includes activities such as workforce planning, talent management, compensation and benefits administration, and employee development. Overall, human resources management plays a crucial role in maximizing the potential of an organization's human capital.Rate this question:
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- 8.
The process of reviewing human resources requirements to ensure that the organization has the required number of employees with the necessary skills to meet its goals is known as
- A.
Recruitment
- B.
Strategic planning
- C.
Human resources planning
- D.
Selection
Correct Answer
C. Human resources planningExplanation
Human resources planning involves reviewing the organization's HR requirements to ensure that it has the right number of employees with the necessary skills to achieve its goals. This process involves analyzing the current workforce, forecasting future needs, and developing strategies to address any gaps in skills or staffing. It is a proactive approach to aligning HR with the organization's strategic objectives and ensuring that it has the right people in the right positions at the right time.Rate this question:
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- 9.
Job analysis provides data on job requirements that can be used to develop
- A.
A staffing table
- B.
A skills inventory
- C.
A job description
- D.
HR policies and procedures
Correct Answer
C. A job descriptionExplanation
Job analysis involves collecting information about the tasks, responsibilities, and qualifications required for a specific job. This information is then used to create a job description, which outlines the key duties, responsibilities, and qualifications for the job. Therefore, the correct answer is "a job description" because it is the outcome of job analysis. It provides a detailed summary of the job's requirements and helps in attracting suitable candidates, setting performance expectations, and evaluating employee performance.Rate this question:
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