Human Resource Management Quiz

The set of organizational activities focused on attracting, developing, and retaining a skilled workforce.

The people who make up a company's workforce.

The process of analyzing jobs to understand their tasks, responsibilities, and required qualifications.

A document outlining the duties, responsibilities, working conditions, and tools needed for a job.

A document listing the skills, abilities, and qualifications required to perform a job effectively.

Predicting the number and types of employees needed in the future, considering both internal and external factors.

A chart showing the current occupants of key management positions, their potential successors, and their readiness for promotion.

A database containing information on each employee's qualifications, skills, and career aspirations.

The process of planning for the future workforce, including recruitment, training, and development.

The value contributed by an organization's employees, including their skills, knowledge, and experience.

The strategic approach to managing an organization's talent, focusing on attracting, developing, and retaining employees.

The process of identifying and forecasting the future supply of labor, considering both internal and external sources.

The task of aligning the predicted demand for labor with the available supply, addressing potential shortfalls or surpluses.

Strategies for addressing a shortage of employees, including hiring new staff, training existing employees, or investing in technology.

Methods for managing an excess of employees, such as transfers, attrition, early retirement, or layoffs.

The process of finding and attracting qualified individuals to fill open positions within a company.

Seeking potential employees from within the existing workforce.

Attracting candidates from outside the organization.

A tool used in recruiting that provides candidates with a realistic understanding of job duties, challenges, and work environment.

The process of gathering information from candidates to predict their job performance and selecting the most suitable individuals.

A formal document used in the selection process to gather basic information about a candidate.

Tests designed to assess an applicant's skills, abilities, or knowledge related to a specific job.

A structured interview involves pre-written questions used by all interviewers, while an unstructured interview allows flexibility in questions based on the candidate.

The total package of rewards an organization offers its employees in exchange for their contributions.

Pay for time worked, often hourly.

A fixed amount paid monthly or yearly for performing a specific job.

Special pay programs designed to incentivize high performance and motivation.

A bonus awarded for meeting sales quotas or performance goals.

Raises linked to performance levels in non-sales positions.

A reward system where middle managers earn additional compensation for exceeding production goals.

Methods for training employees, including lectures, readings, role-playing, hands-on practice, and online activities. The choice depends on the type of training needed.

Evaluation of training effectiveness by comparing employee performance before and after the training program.

A formal process for assessing employee performance to identify strengths and weakness, provide feedback, and support career development.

Objective performance measures, such as sales figures, production output, or error rates, that are quantifiable and easily observed.

Appraisal methods based on subjective judgments or opinions, like ranking employees or rating their performance using scales.