GEA 2 quiz reviewer PART 1

A visually appealing illustration of a busy office environment with diverse employees collaborating, highlighting themes of recruitment, human resources, and teamwork.

GEA 2 Quiz: Enhancing Your Staffing Knowledge

Welcome to the GEA 2 Quiz, designed to test and enhance your understanding of staffing processes in organizations. This quiz consists of 54 carefully crafted questions that cover various aspects of human resource management, recruitment strategies, and personnel psychology.

Whether you're a student, a professional, or simply curious about the field, this quiz will help you:

Assess your knowledge of staffing strategies
Understand key HR concepts
Prepare for certifications and interviews

54 Questions14 MinutesCreated by RecruitingEagle47

The aim of this is to provide adequate supply of qualified individuals to fill the jobs in an organization.

The first and foremost function of staffing is to _____________________________ for different jobs position in the organization.

In staffing, the ________________ is recruited for the right jobs, therefore it leads to _______________________________ and higher performance.

It is the strategic approach to nurturing and supporting employees and ensuring a positive workplace environment.

9 process of HR recruitment

It is the specialty of Industrial/Organizational Psychology concerned with the creation, care, and maintenance of a work force, which includes the recruitment, placement, training, and development of workers; the measurement and evaluation of their performance; and concern with worker productivity and satisfaction.

Personnel psychology is also known as the

It is one of the most basic personnel functions or the systematic study of the tasks, duties, and responsibilities of a job and the knowledge, skills, and abilities needed to perform it.

It is the starting point for nearly all personnel functions, and critically important for developing the means for assessing personnel.

5 steps of job analysis

It is a detailed description of job tasks, procedures, and responsibilities which is the end product or service.

It is a detailed accounting of the tasks, procedures, and responsibilities required of the worker; the machines, tools, and equipment used to perform, and the job output end product or service.

They identify and match job candidates with appropriate firms and positions that best fit their backgrounds.

They build relationships with job seekers to gain a deep understanding of their skills and qualities. They also provide a steady flow of workers to client firms.

It provides information about the human characteristics required to perform the job, such as physical and personal traits, work experience, and education.

They are responsible for managing various human resources functions.

They help with setting up company policies, maintaining employee records, preparing compensation packages, training staff, and ensuring a healthy and secured work environment.

6 steps of full cycle recruiting

In cycle recruiting it is to write job description and create advert

It is to check existing talent pool keep hiring manager informed

This recruiting cycle has screen resumes, phone screening, give realistic job preview

In recruiting cycle, it's a process of having close contact with hiring manager, use an interview guide to structure the process, automate the interview scheduling

This process perform reference check, does a background check, makes data driven hiring decision

The last cycle which asserts, check in regularly, informs hiring manager when necessary.

It is the process of locating and attracting qualified applicants for jobs open in the organization.

The word ____________ is important: you want to find people whose skills, abilities, and characteristics are best suited to your organization.

2 types of recruiting:

It means making people already employed by the organization aware of job opening. Hiring from the Inside.

It means attracting job applicants from outside the organization. Hiring from the Outside.

SELECTION: HOW TO CHOOSE THE BEST PERSON FOR THE JOB? It is by?

It contains Application Forms, Resumes, & Reference Checks

This selection process contains structured, Unstructured, Situational, & Behavioral-Description

A type of interview that there is no fixed set of questions asked of all applicants and no systematic scoring procedure.

Type of interview that involves asking each applicant the same questions and comparing their responses to a standardized set of answers.

This selection process contains, Ability, Personality, Performance, & Others

It is a measure physical abilities, strength and stamina, mechanical abilities, and clerical abilities.

It measure performance on actual job tasks.

It measure such personality traits as adjustment, energy, sociability, independence, and need for achievement.

Who states this quote? “SELECTING QUALIFIED EMPLOYEES IS LIKE PUTTING MONEY IN THE BANK!”

It refers to the process of connecting the selected person and the employer to establish an ongoing employment relationship. In this step the employee is given the activities he/she needs to perform and is told about his/her duties. Placement is usually followed by the orientation process.

It is the actual posting of employee to a specific job

It makes the employee happy and reduces absenteeism and labor turnover. Proper placement increases the morale and efficiency of the employees and builds a good relation with the employer. A candidate who passes all the steps in the selection process is then offered the job.

It is defined as the compatibility between individuals and the job or tasks that they perform at work. This definition includes compatibility based on employee needs and job supplies available to meet those needs, as well as job demands and employee abilities to meet those demands.

It is important for your work because it has strong implications for your well-being. It impacts job satisfaction, as well as satisfaction with your coworkers and supervisor. You can also expect increases in your organizational commitment and identification when you fit well with your job.

It is a concept that refers to how well an employee is suited for his or her position. Hiring employees who are the best fit for their positions is a great way for an organization to decrease turnover and to improve employee retention rates.

In general, employees who are _______________ for their positions will be happier and more productive, which can have a positive impact on company morale and ultimately benefit a company’s bottom line.

It means essentially compatibility between an employee and an organization.

It is about the congruence of a candidate's own beliefs and values with the mission, values, and ethics of your organization, which in turn should be reflected in your company's culture.

It refers to how aligned a person's core values, beliefs, ethics and purpose are to those of the organization they work for. For example, someone who is results-focused, and values speed will fit best with an organization that shares, and enacts, these values.

It identifies the reasons for the company’s existence.

It indicates the company’s “dream”, what it wants to become in a specific period.

The company’s _________ include its specific actions for a particular period of time.

A company also identifies its _________________________ and values which it projects in and out of the organization.

It simply states what the firm or organization believes in.

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