HR Management Quiz: Employee Engagement & Performance

<p>Job rotation (D)</p> Signup and view all the answers

<p>Job enrichment (A)</p> Signup and view all the answers

<p>Managing globally influenced workplace requirements to achieve organizational goals. (C)</p> Signup and view all the answers

<p>Creates an HR strategy that incorporates the organization’s global competencies. (C)</p> Signup and view all the answers

<p>The 'Advocating for a Culturally Inclusive and Diverse Workplace' sub-competency is a specific application of the principles outlined in the 'Operating in a Global Environment' sub-competency. (A)</p> Signup and view all the answers

<p>Operating with a global mindset while remaining sensitive to local issues and needs. (C)</p> Signup and view all the answers

<p>Creates an HR strategy that incorporates the organization’s global competencies and perspectives on organizational success. (D)</p> Signup and view all the answers

<p>To create a workplace where everyone feels welcome and respected. (C)</p> Signup and view all the answers

<p>It provides a broader perspective on the organization’s role in promoting diversity and inclusion. (A)</p> Signup and view all the answers

<p>Adapting to local contexts and promoting inclusion are essential components of effective global HR management. (A)</p> Signup and view all the answers

<p>Developing and implementing formal training programs (D)</p> Signup and view all the answers

<p>Developing and implementing HR policies and procedures (B)</p> Signup and view all the answers

<p>Interpersonal (A)</p> Signup and view all the answers

<p>To ensure that HR professionals can effectively collaborate and communicate with stakeholders (A)</p> Signup and view all the answers

<p>Identifying changes in the workforce and workplace related to I&amp;D that are necessary to help an organization meet key business objectives (D)</p> Signup and view all the answers

<p>Developing global marketing strategies (A)</p> Signup and view all the answers

<p>Performance management systems (B)</p> Signup and view all the answers

<p>Maslow's Hierarchy of Needs (C)</p> Signup and view all the answers

<p>Demonstrating openness and respect for others' cultural traditions (A)</p> Signup and view all the answers

<p>Providing training on cultural sensitivity (B)</p> Signup and view all the answers

<p>Encouraging constructive dialogue and active listening (A)</p> Signup and view all the answers

<p>Inclusion and diversity practices contribute significantly to organizational success (B)</p> Signup and view all the answers

<p>Valuing and considering diverse perspectives in a global context (C)</p> Signup and view all the answers

<p>To ensure that the SHRM BASK aligned with the needs of HR professionals preparing for the SHRM-CP and SHRM-SCP exams (B)</p> Signup and view all the answers

<p>A panel of 19 HR and business leaders from various industries (A)</p> Signup and view all the answers

<p>To establish a link between the competency model and job performance (A)</p> Signup and view all the answers

<p>Existing literature on HR knowledge, including textbooks and curricula (A)</p> Signup and view all the answers

<p>The SHRM BASK helps subject matter experts write and refine exam items (A)</p> Signup and view all the answers

<p>To further develop the HR Expertise technical competency (D)</p> Signup and view all the answers

<p>The SHRM BASK is a refinement of the SHRM BoCK (C)</p> Signup and view all the answers

<p>They reviewed the proposed content and framework of the HR Expertise competency to ensure its accuracy and comprehensiveness (B)</p> Signup and view all the answers

<p>To identify and minimize organizational risks associated with unethical practices. (C)</p> Signup and view all the answers

<p>Advising senior management of organizational risks and conflicts of interest. (D)</p> Signup and view all the answers

<p>The influence of bias on HR and business decisions. (D)</p> Signup and view all the answers

<p>Promoting a culture of secrecy and non-disclosure to protect sensitive information. (D)</p> Signup and view all the answers

<p>Ensuring that employees understand and uphold the organization’s ethical standards and policies. (C)</p> Signup and view all the answers

<p>The KSAOs needed to create a work environment where all individuals are respected and valued. (C)</p> Signup and view all the answers

<p>Increasing organizational innovation and problem-solving abilities. (C)</p> Signup and view all the answers

<p>By providing a framework for fair and equitable treatment of all employees. (A)</p> Signup and view all the answers

An individual who fosters and upholds an organization's ethical environment.

Encouraging employees to disclose unethical acts without fear of repercussions.

Methods to reduce the influence of bias in HR and business decisions.

Maintaining clear communication about HR policies and practices.

Identifying and informing leadership about potential ethical conflicts.

Creating a workplace where all individuals feel respected and included.

Crafting policies and practices promoting ethics within an organization.

Training initiatives that teach employees about ethical standards and practices.

Objectives and metrics set for Inclusion and Diversity within an organization.

Behaviors and knowledge required for effective communication and relationship management in the workplace.

Ability to build, maintain networks, and manage conflicts in professional relationships.

The ability to operate effectively in a global workforce and appreciate diverse cultures.

Working together towards common goals while managing conflicts and communications.

A work environment that respects and embraces people from various cultural backgrounds.

Demonstrates respect and openness when engaging with different cultural traditions.

Shared principles and standards that guide behavior within cultural groups.

Frameworks, like those from Hall and Hofstede, that analyze and compare cultural values.

Strategies that promote a culture of belonging and leverage diverse perspectives in an organization.

A mentoring relationship where a less experienced person provides insights to a more experienced individual, often across generational or cultural lines.

The ability to understand and share the feelings and perspectives of colleagues from different cultures.

A framework detailing personal and professional traits essential for HR success.

A study measuring the relationship between competencies and job performance.

Knowledge and skills necessary for HR professionals to perform effectively.

The process of identifying important HR knowledge areas from literature and surveys.

A group of HR leaders reviewing competency content for accuracy.

Defined benchmarks that indicate skill levels in HR competencies.

The updated framework of applied skills and knowledge for HR certification exams.

Assessments used to refine the HR competency framework.

An environment that encourages learning, communication, and shared values amongst employees.

Options like telecommuting and alternative schedules that support work-life balance.

Ways to assess satisfaction and involvement, such as surveys and focus groups.

Techniques that enhance jobs, like job enrichment or rotation, to improve motivation.

Systems that track and enhance employee performance using tools like dashboards and goal-setting.

Managing workplace requirements influenced by global factors to reach goals.

Variations in behavior, beliefs, and values based on cultural backgrounds.

Organizational guidelines that promote inclusion of diverse groups.

Creating an environment where all employees feel welcomed and valued.

High-level plans that integrate global perspectives and trends into HR functions.

Actions and policies designed to encourage diverse cultural representation in the workplace.

Ensuring HR policies and practices are applied uniformly to all employees.