Human Resource Management Quiz

The overall direction and goals of human resource management (HRM) align with the business strategy, ensuring a unified approach to people management.

Guidelines that clearly define how specific aspects of HRM should be applied and implemented within the organization.

Actual actions and activities involved in managing people and the employment relationship. They put policies into practice.

Factors outside the organization, such as economic trends, legal regulations, and competition, affect how HRM operates.

Factors within the organization, such as organizational culture, technology, and employee demographics, influence HRM decisions.

Losing key employees can significantly impact the business, potentially more than losing other resources.

Retention strategies should aim to understand and address the factors that influence employee decisions to stay or leave.

Factors that influence retention include things like a sense of accomplishment, being recognized for work, receiving feedback, having autonomy, and aligning personal values with the company.

Retention strategies should address the reasons employees leave, focusing on areas such as career development, compensation, work-life balance, and company culture.

The 'onboarding' process should be viewed as a continuous process that involves continuous feedback and coaching.

Motivation driven by internal factors like satisfaction and personal fulfillment. It arises from the activity itself and is not influenced by external rewards.

Motivation driven by external factors like rewards or punishments. Actions are performed to gain something or avoid negative consequences.

A type of motivation where individuals are driven by a sense of self-determination and the inherent meaningfulness of the task.

The phenomenon where extrinsic rewards, when introduced, decrease intrinsic motivation.

A phenomenon where intrinsic motivation can strengthen extrinsic motivation. It happens when extrinsically motivated actions become more self-determined.

Extrinsic motivators can make individuals feel controlled and less autonomous, potentially diminishing intrinsic motivation.

The importance of self-determination and meaningful tasks plays a significant role in intrinsic motivation.

Extrinsic motivation is based on external rewards and pressures which may be ineffective in the long term.

Leadership traits are inherent qualities that distinguish effective leaders from others. These traits include self-assuredness, intelligence, decisiveness, and more.

This theory emphasizes the behaviors leaders exhibit, such as focusing on people (consideration) or on tasks (initiating structure).

Contingency theories recognize that leadership effectiveness depends on the specific situation, including the organization's culture, structure, and strategy.

A group of individuals behaving collectively to achieve a common goal, often with no designated leader - like flocks of birds or schools of fish.

The ability to coordinate and work together as a group, even without a single leader. This can be seen in animal behaviors like flocks of birds or schools of fish.

A leadership style that emphasizes clear expectations, demanding compliance, and taking control during a crisis or with difficult employees. It focuses on immediate results and order.

A leadership style that inspires and motivates people by setting a clear vision and direction. It uses enthusiasm and communication to drive change.

A leadership style that focuses on building strong relationships, creating a positive and supportive atmosphere, and prioritizing team harmony. It focuses on emotional intelligence and building trust.

A leadership style that emphasizes collaboration, consensus-building, and allowing team members to participate in decision-making. It aims to build commitment and buy-in.

A leadership style where the leader sets high standards for performance and expects team members to work at a fast pace to meet those standards. It focuses on achieving immediate results.

Factors outside of a company that can influence how human resources are managed. This includes economic trends, laws, and what competitors are doing.

Factors inside a company that affect human resource management such as company culture, technology, and the types of employees.

These are the main drivers of the trend known as global convergence, and include things like removing barriers to trade, making businesses less regulated, having more customers worldwide, and new technologies.

These are the main drivers of the trend known as global convergence, and include things like achieving global brand recognition, standardizing products and services, and being able to quickly respond to competition by moving resources around.

These are the main drivers of the trend known as global convergence, and include things like global structures that promote integration, instead of national structures that can limit it.

These are the actionable steps and guidelines that companies take to put their HR plans into practice. These define how HR should be implemented in the company.

A set of guidelines and policies to ensure a fair and consistent approach to managing people. These include aspects like hiring, promotions, and disciplinary actions.

This is a key component of strategic HR. It involves the process of acquiring, developing, motivating, and retaining employees to meet business demands.

These are the factors, both internal and external, that influence the decisions and actions of the human resource department.

The organization's culture, technology, and employee demographics can all influence the way HR operates and makes decisions.

Economic trends like inflation, competition, and new technologies can all impact human resource management, affecting strategic planning and decisions.

The process involves understanding the needs of a role, finding suitable candidates, and then evaluating and selecting the best person.

This is the process of creating a strategy for attracting and retaining new employees. It can involve employer branding and internal HR processes.

A process which helps new employees get acclimated to the company culture, processes, and team. It sets the stage for them to succeed in their new role.

This is the ongoing process of teaching new skills, advancing knowledge, and supporting employee growth within the organization.