100
the economic value of people with job relevant abilities, knowledge,ideas, energies, and commitments.
What is Human Capital
100
follow by-laws and statutory acts relevant to human Resource Management.
What is Legal Requirements
100
the process of analyzing an organization’s human resource needs and determining how to best fill them.
What is Human Resource Planning
100
the process of influencing the expectations, behavior and attitude of a new employee in a desirable way
What is Socialization
100
A sequence of jobs and work pursuits that constitutes what one does for a living
What is Career
200
the state of being diverse variety. a range of different things
What is Diversity
200
the principle that any person should be paid at comparable levels when performing similar jobs of similar importance
What is Comparable worth
200
The process of choosing of selection involves choosing, from a pool of applicants, the person or persons who offer the greatest performance potential
What is Selection Decisions
200
a set of activities designed to familiarize new employees with their new job, their fellow co-workers and the key aspects of the organization
What is Orientation
200
A formal agreement between a union and employer about the terms of work for union members
What is Labour Contracts
300
being fully inclusive of all the people with the talent and desire to do good work is to be a good and best employer/manager
What is Valuing diversity
300
The right of employees to have a sense of privacy even though when they’re in their workplace.
What is Workplace privacy
300
a set of activities designed to attract a qualified pool of job applicants to an organization
What is Recruitment
300
This is designed to improve a person's knowledge and management skills
What is Management development
300
A position from which someone is unlikely to move from a higher level of work responsibility
What is Career Plateau
400
the top priority to any organizations because they are important, critical and very valuable strategic assets to the organizations
What is People
400
HR practitioners must maintain the ability to do something efficiently and successfully in carrying out prof. responsibilities
What is Competence
400
It begins with a review of organization mission, objectives, and strategies
What is Strategic Human Resource planning
400
the process of assessing someone's work and giving them feedback. it is used for both an evaluation and development purpose
What is Performance appraisal,
400
additional forms of compensation after base compensation
What is Fringe Benefits
500
According to_______ managing people in how you think about your organization and its people is the key that lead to profit, productivity, innovation, and real organizational learning.
Who is Jeffrey Pfeffer,
500
Independent contractors are the people who are hired to work under terms specified in a contract or within a verbal agreement but are not part of the organization’s permanent workforce
What is Legal status of independent contractors
500
they are often used to identify intelligence, aptitudes, personality and interests
What is Testing
500
where employees circle around trying out different jobs within the company so their expanding their job capabilities
What is Job rotation
500
The way Human Resource management that can either conclude or replace current jobs of employees within a company
What is Retention and Turnover
Click to zoom
__________refer(s) to forces within the individual that account for the level, direction,and persistence of effort expended at work.
a.Work desire
b.Motivation
c.Job preferences
d.Job expectations
e.Career aspiration
__________ is the process of attracting, developing and maintaining a talented and energetic workforce to support organisational mission, objectives and strategies.
a.Strategic workforce management
.Human resource strategising
c.Human resource management
d.Human mission matching
e.Organisational workforce development
__________represent the interests of employees in an industry, occupation ororganisation.
a.Politicians
b.Industrial relations
c.Business associations
d.Unions
e.Both B and C above
The provisions of the Fair Work Act 2009
a.abolished Australian workplace agreements.
b.established minimum conditions for all workplace agreements.
c.substantially restored the capacity of employees to pursue unfair dismissalclaims.
d.All of the above.
e.None of the above.
Themajor responsibilities of the human resource management process include
a.attracting, developing and maintaining a talented and energetic workforce.
b.managing a talented and energetic workforce.
c.evaluating a talented and energetic workforce.
d.developing social responsibility programs for a talented and energeticworkforce.
e.matching people with customers to promote a healthy economy.
Theresponsibility of __________ involves human resource planning, recruitment andselection.
a.developing a quality workforce
b.attracting a quality workforce
c.planning for a quality workforce
d.staffing a quality workforce
e.maintaining a quality workforce
Theresponsibility of __________ involves employee orientation, training anddevelopment, and career planning and development.
a.developing a quality workforce
b.attracting a quality workforce
c.planning for a quality workforce
d.staffing a quality workforce
e.maintaining a quality workforce
__________applies the HRM process to ensure the effective accomplishment oforganisational mission and strategies.
a.Management by objectives
b.Strategic management
c.Strategic human resource management
d.Human portfolio analysis
e.Strategic organisational design
__________is the process of analysing staffing needs and planning how to satisfy theseneeds in a way that best serves the organisational mission, objectives andstrategies.
a.Management by objectives
b.Strategic management
c.Human resource planning
d.Identifying job factors for all positions
e.Placing new employees on the organisation chart
Ajob analysis provides useful information that can be used to develop __________and _________.
a.job specifications paired comparisons
b.reliability performance appraisals
c.work-life balance career plateauing
d.job descriptions job specifications
e.job descriptions job interviews
__________is a set of activities designed to attract a qualified pool of job applicantsto an organisation.
a.Socialisation
b.Recruitment
c.Human resource planning
d.Affirmation action
e.Job promotion
Anyselection device should
a.be valid but not necessarily reliable.
b.be reliable but not necessarily valid.
c.be both reliable and valid.
d.be used only by highly trained professionals.
e.give prospective employees reasons to question the hiring process.
Aselection device is said to be reliable when it
a.measures exactly what it intends to, relative to the job specification.
b.can be passed by at least 75 per cent of all applicants.
c.is administered by a qualified personnel specialist.
d.yields the same results over time.
e.is sanctioned by the EEOC.
Whichof the following statements accurately describes the job application form?
a.It summarises the candidate's qualifications and personal history.
b.It declares the individual a formal candidate for the job vacancy.
c.It should only request job-relevant information about the applicant's potentialfor job success.
d.All of the above
e.None of the above
__________is an employment test that evaluates a person's potential by observing his orher performance in exercises that simulate daily work activities.
a. Modelling
b. Mentoring
c. Orientation
d.Socialisation
e.Attending an assessment centre
Theprocess of influencing the expectations, behaviour and attitudes of newemployees in a manner considered desirable by the organisation is called
a. socialisation.
b. orientation.
c. modelling.
d.mentoring.
e.training.
Aset of activities that provides learning opportunities through which peopleacquire and improve job-related skills is called
a.socialisation.
b.orientation.
c.job analysis.
d.job specification.
e.training.
Theact of sharing experiences and insights between a senior person and a new orearly-career employee is known as
a.modelling.
b.mentoring.
c.coaching.
d.executive orientation.
e.executive socialisation.
Trainingspecifically targeted to improve a person's knowledge and skills in managementand leadership is referred to as
a.management development.
b.executive modelling.
c.executive apprenticeship.
d.executive coaching.
e.management orientation/socialisation.
__________is the process of formally assessing someone's work accomplishments andproviding feedback.
a.Discipline management
b.Management by objectives
c.An informal review
d.Performance appraisal
e.A compensation review