Mastering HR Practices Quiz
Mastering HR Practices Quiz
Test your knowledge of Human Resource Management practices with our engaging quiz! Discover essential concepts related to employee experience, recruitment strategies, performance management, and more.
Key Features:
- Multiple-choice and checkbox questions
- Scores and feedback provided
- Enhance your understanding of HR principles
Employee journey mapping is a way to measure the employee experience at every stage of an employee's tenure at the company.
True
False
Identify key HR practices as suggested by Pfeffer.
Selective Recruitment
Team Working
Professional attire and uniform
High compensation contingent on performance
Employee voice and involvement
Nice office set up
HRM professionals help businesses by effectively:
Managing dismissal and disciplinary processes
Recruiting and selecting top talent
Training and developing employees
Employment security implies:
A promise that redundancy will only be used as a last resort.
A job for life for employees.
The British Army and Accenture should implement the same HR practices to sustain competitive advantage.
Yes
No
The employment relationship is the relationship between employees and employers.
Yes
No
The employment relationship is influenced by several external factors. For example:
Government Policy
Legislation
Social Values and Culture
Trade Unions
The Labour Market
A legally binding contract that sets out the conditions of employment is known as the:
The Employment Contract
The Psychological Contact
The Employee Experience
Competitive Advantage
It is fair to dismiss employees for the following reasons:
Capability and Qualifications
Conduct
Manager Dislike of Employee
Faith and Religious Belief
Redundancy
The CIPD (2020) defines "the result of all interactions an employee has with their employer" as:
The Employee Experience
The Psychological Contract
The Employee Contract
Competitive Advantage
Which of the following is not part of the aims of recruitment?
To attract a pool of suitable candidates for vacant posts
To use a fair process and to be able to demonstrate that this process was fair
To ensure that all recruitment activities contribute to organisational goals and the desired organisational image
To conduct internal meetings in a cost-effective and efficient manner
What are you most likely to find in a recruitment policy?
Statements of equality and diversity
A company’s financial statement
Information about the most recent merger and acquisition
Information about the company’s social media strategy
A person specification is:
Person specification or job profile relates to the desired criteria to be used for selection (CIPD, 2018)
Person specification or job profile relates to the desired criteria to be used for reward management (CIPD, 2018)
Person specification or job profile relates to the desired criteria to be used for exit management (CIPD, 2018)
Person specification or job profile relates to the desired criteria to be used for employee relations (CIPD, 2018)
Target Recruitment is
method of encouraging previously disadvantaged groups to apply for vacancies
A method of encouraging everyone to apply for vacancies
A method of separating suitable candidates from the non-suitable candidates
A method that means only people from certain backgrounds can apply
During a recruitment drive, a _______________ can be useful for deciding the scope of work, advertising and clarifying what applicants must do in the job. A _______________ will be useful when writing a job advertisement and in defining the qualities to look for in a candidate
Job analysis; job description
Job analysis; job specification
Job specification; job description
Job description; person specification.
The aim of ______________ is to identify the most suitable candidates from a pool of job applicants.
Recruitment
Selection
Job Analysis
Competency Framework
Which of the selection methods below are considered to have an acceptable predictive validity for future job performance? Select all that apply.
Work Sample Test
General Mental Ability Test
Assessment Centres
References
Behavioural interview questions ask for examples of intent. Situational interview questions ask for examples of past behaviours
True
False
Which of the following are types of unconscious bias that may play out during selection?
Affinity Bias
The Halo/horn Effect
The Boots and Flop Effect
Stereotyping
The Constrast Effect
The Overlap Effect
Which of the following may minimise unconscious bias during selection?
Using structured interviews and asking the same question to all candidates.
Having a panel of interviewers.
Giving assessors training
Allowing sufficient time to reduce rush judgements based on first impressions
Which of the following is NOT a principle that underpins the Investors in People standard?
Evaluation of the impact of its investment in materials and equipment on the performance of an organisation
Evaluation of the impact of its investment in its people on the performance of an organisation
Developing strategies to improve the performance of an organisation
Taking action to improve the performance of an organisation
In the professional workplace, who is most likely involved in rating employee performance during the appraisal process?
The company HR manager
The appraisee’s immediate line manager or supervisor
Colleagues
Subordinate
In using ____, people rate subordinates on the frequency of critical incidents as they are observed over a given period of time
Management by Objectives
Behavioural Observation Scales
Goal Setting Theory
Narrative Report
According to Foot and Hook (2019), which of the following is NOT a part of the Performance Management Implementation Process
Pay or Reward
Assess performance level required
Decide how to achieve
Evaluate current performance level for organisation, team or individual
Performance Appraisals
Regularly record an assessment of an employee’s performance
Regularly record an assessment of an employee’s potential and development needs
Are opportunities to take an overall view of work content and look at what has been achieved during the reporting period and agree on objectives for the future
All of the above
Performance Management is a process which
Contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance
Focuses on managing how employees perform against set targets and objectives so that they can be directed towards the company’s strategic direction
Establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved
Both first and third answer
Tania is a manager of a group of 30 employees and administers performance appraisals once every 6 months. She doesn’t give very high or very low marks to anyone. In fact, most employees are rated as “average” by her. What error in distribution is possibly being made here?
Leniency Error
Central Tendency Error
Normalness Error
None of the above
Which of the following is NOT a technique used in performance appraisal?
Behaviourally anchored rating scales
Job Evaluation Scales
Behavioural Observation Scales
Management by Objectives
Management by objectives is based on which theory?
McLelland’s Motivation Theory
Goal Setting Theory
Learning Goal Theory
Maslow's Hierarchy of Needs
Jake is a manager of a group of 60 call centre employees. He administers performance appraisals once every 6 months. Jake tends to assign high ratings to everyone. What errors in distribution might Jake be making?
Central Tendency Error
Kindness Error
Leniency Error
None of the above
A performance appraisal system is a way to collect information about employees’ performance on their job. Best practice HRM suggests that performance appraisals should be:
Designed and carried out by line managers
Designed by line managers but carried out by HR
Designed and carried out by HR
D. Designed by HR but carried out by line managers
A manager assumes that the average worker will dislike work and avoid it if he/she can and may only be made to work through control and threat. Hence a carrot and stick approach is deemed useful. Which theory best explains this assumption?
Maslow's Theory Y
McLelland's Expectancy Theory
McGregor’s Theory X
McGregor’s Theory Y
Seamus’s line manager believes that he has underperformed in the last quarter of 2016 and believes he can do much better this year given the right circumstances. His line manager decides to award him (and his team) a £2000 bonus if individual and team performance targets are met. This is an example of __________________ that may reinforce Seamus’s behaviour
Intrinsic motivation
Incentive strategy
Recognition
Extrinsic Motivation
Which of the following represents individualised payment by results?
Individual time saving
Piecework
Hourly Rate Pay
Profit Sharing
Which of the following is NOT a non-analytical form of job evaluation?
Points-factor Rating
Whole Job Ranking
Paired Comparison
Job Classification
Which of the following is a disadvantage of Performance Related Pay?
Rewards the individual systematically for performance
Can take into account the individual’s relative importance to the organisation
Can reward factors not easily rewarded in other systems
Bonus payments may be too infrequent to really motivate.
Which of the following is a type of Transactional Reward:
Contingent (Cash Bonus)
Base pay (Weekly pay)
Team Wide (Annual Profit Sharing)
All of the Above
Which of the following is true about job evaluations?
Job evaluations determine the amount of pay for a person during a particular job
Job evaluation specifies performance appraisal criteria for job holder
Job evaluations determine the amount of pay for a specific job in the context of other job roles.
None of the Above
Which of the following is a non-analytical form of job evaluation?
Paired Comparison
Points Rating
Behavioural Observation Scales
Behaviourally Anchored Rating Scales
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