Human Resource Management Quiz

Human Resource Management (HRM) focuses on attracting, developing, and retaining qualified employees to ensure an effective workforce.

Human resources are the people, or the workforce, that make up an organization.

HRM is a crucial strategic function because it directly affects an organization's ability to achieve its goals. Well-managed HR contributes to productivity, efficiency, competitive advantage, and overall success.

HR planning involves forecasting the organization's future human resource needs and developing strategies to meet those needs.

Forecasting future human resource needs involves analyzing current workforce data, considering organizational goals, and anticipating future trends.

HR planning ensures that the organization has the right people, with the right skills, at the right time to support its strategic objectives.

HR planning requires an understanding of the organization's strategic goals and the skills needed to achieve those goals.

Forecasting the external supply of labor involves gathering information from external sources such as state employment agencies, government reports, and college enrollment data.

Matching HR supply and demand involves comparing the future demand for employees with the internal supply of employees.

Strategies for managing labor shortfalls include hiring new employees, retraining existing ones, and investing in productivity enhancements.

Strategies for managing labor overstaffing include transferring employees, not replacing those who leave, encouraging early retirement, and layoffs.

Recruiting is the process of attracting qualified individuals to apply for open positions.

Internal recruiting involves considering current employees for open positions.

External recruiting involves attracting applicants from outside the organization.

Realistic job previews provide applicants with a realistic picture of what the job would be like, helping to ensure a good person-job fit.

The selection process aims to gather information from applicants to predict their job success and hire those most likely to succeed.

Compensation provided to employees beyond salary or wages, including healthcare, disability, life insurance, paid time off, and more.

Retirement plans funded by both the company and employees, allowing workers to save for their future.

A system where employees choose a variety of benefits from a set pool, allowing them to customize their package.

Teaching employees the specific skills needed to perform their assigned jobs.

Equipping managers with new skills that prepare them for current and future leadership roles.

Assessing an organization's training needs by evaluating the skills gap and identifying areas where employees need to improve.

Specific and measurable objectives that clarify what employees should learn during training.

Evaluating the effectiveness of training programs to determine if they successfully improved employee skills and knowledge.

Introducing new hires to the company's policies, culture, and their specific roles.

Methods used to deliver training, including classroom sessions, online courses, simulations, and on-the-job training.

Methods used to teach employees new skills and knowledge, including lectures, role-playing, and web-based activities.

On-the-job training where employees learn by practicing with tools and materials in a real-world setting.

Training designed to focus on safety, learning, and feedback, with less emphasis on immediate productivity.

Evaluating the effectiveness of training programs by measuring changes in knowledge, skills, or attitudes.

Formal assessments of an employee's job performance, typically conducted regularly.

Using objective measures like output, sales numbers, or error rates to assess performance.

Using subjective judgments like rankings or ratings to assess performance.

Ensuring that a performance appraisal system accurately measures relevant job elements and avoids irrelevant factors.

Unintentional biases or errors that can occur in performance appraisals.

Performance appraisals are a vital tool for employee development, feedback, and decision-making.

A performance appraisal bias that occurs when an evaluator's impression of an employee in one area unduly influences ratings on other unrelated areas.

An appraisal bias that occurs when the evaluator's judgment is heavily influenced by the employee's most recent performance, even if it doesn't reflect long-term performance.

A method of performance evaluation that gathers feedback from multiple sources, including the employee's manager, peers, subordinates, and even customers, resulting in a more comprehensive assessment.

The range of differences in employees' values, beliefs, and behaviors based on factors such as age, gender, race, ethnicity, and physical ability.

Individuals whose primary contribution to an organization is their knowledge, expertise, and intellectual skills, often requiring extensive training and continuous development.