Human Resource Management Quiz

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Questions and Answers

What does the 'S' in the SMART goals of performance appraisal stand for?

Simple

Standardized

Specific (correct)

Sustainable

Which step is NOT part of the process for developing a Behavioral Anchored Rating Scale (BARS)?

Write critical incidents

Scale the incidents

Conduct employee training (correct)

Develop performance dimensions

What is the main objective of mixing standard scales in performance appraisals?

To reduce rating errors such as leniency (correct)

To enhance employee productivity

To increase employee morale

To ensure compliance with industry standards

In the performance appraisal process, which of the following steps comes first?

Setting work standards Signup and view all the answers

What does the 'T' in SMART goals stand for?

Timely Signup and view all the answers

At what age shall employees be retired if they have served at least five years?

60 years old Signup and view all the answers

What is included in the computation of 'one-half month salary' for retirement pay?

Fifteen (15) days salary based on the latest salary rate Signup and view all the answers

Which of the following benefits is granted to disabled members with less than 36 monthly contributions?

Lump sum amount Signup and view all the answers

What percentage of monthly contribution does an employee earning 1,500 and below contribute to Pag-Ibig benefits?

1% Signup and view all the answers

How many monthly contributions must a member have paid to qualify for retirement benefits from SSS?

120 monthly contributions Signup and view all the answers

What is the primary purpose of recruitment?

To fill job vacancies with capable candidates Signup and view all the answers

Which main activity of Human Resource Management involves enhancing employee capabilities?

Development Signup and view all the answers

What does the selection process primarily entail?

Elimination of unsuitable candidates Signup and view all the answers

Which of the following is NOT an internal source of recruitment?

Job advertisements in newspapers Signup and view all the answers

What does job analysis provide for recruitment purposes?

A foundation for job description and specification Signup and view all the answers

What is the role of job posting in the recruitment process?

To publicize open job positions to attract candidates Signup and view all the answers

Which term describes the scenario when a position is unfilled in an organization?

Job Vacancy Signup and view all the answers

What is an important consideration in recruitment policies regarding labor laws?

Job reservations for different castes Signup and view all the answers

What is the duration of full paid maternity leave provided to female employees?

105 days Signup and view all the answers

How much additional compensation is provided for work performed between 10 PM and 6 AM?

10% of the regular wage Signup and view all the answers

In the case of a miscarriage, how long is the maternity leave with full pay?

60 days Signup and view all the answers

What is the maximum duration of additional unpaid maternity leave that can be availed after live childbirth?

30 days Signup and view all the answers

How many deliveries does paternity leave apply to for a male employee?

Four deliveries Signup and view all the answers

What is the duration of fully paid paternity leave granted to male employees?

7 days Signup and view all the answers

Which of the following is NOT a condition for the maternity leave policy?

30 days leave for twins Signup and view all the answers

What is a characteristic of a structured interview?

It is pre-planned, precise, and reliable in hiring. Signup and view all the answers

What is the intention of providing paternity leave?

To support the female employee during recovery and care for the newborn Signup and view all the answers

Which type of interview involves interviewing multiple candidates at the same time?

Group Interview Signup and view all the answers

In which interview type do candidates provide detailed information about their qualifications?

Depth Interview Signup and view all the answers

What is the primary purpose of a stress interview?

To see how candidates handle difficult situations. Signup and view all the answers

What is the primary purpose of an exit interview?

To ascertain the reasons behind leaving the job Signup and view all the answers

Which factor is NOT considered a demographic factor in hiring?

Interview performance Signup and view all the answers

What does the unemployment rate indicate regarding labor supply?

High unemployment simplifies the hiring process due to more applicants. Signup and view all the answers

Which type of interview involves multiple interviewers assessing a single candidate?

Panel interview Signup and view all the answers

An individual interview typically has how many participants?

One candidate and one interviewer Signup and view all the answers

What key aspect does Employee Development contribute to a company?

Helping employees understand their strengths and opportunities for growth Signup and view all the answers

Which of the following is NOT a method typically used for employee training?

Virtual reality simulations Signup and view all the answers

What distinguishes an informal interview from other types?

It is conducted in a casual manner without predefined questions. Signup and view all the answers

What does HRD primarily focus on?

Training employees for current roles and developing future skills Signup and view all the answers

What is a potential drawback of learning by experience as a method of employee development?

It can be less efficient if used exclusively without other training methods. Signup and view all the answers

What does On-The-Job Training entail?

Training under actual working conditions using real materials Signup and view all the answers

Which training method is described as most effective for skills needed in actual job conditions?

On-The-Job Training Signup and view all the answers

Study Notes

Human Resource Management (HRM)

HRM is the process of employing and managing people in an organization
Four main activities of HRM: acquisition, development, motivation, and maintenance of human resources

Recruitment

Recruitment identifies, screens, shortlists, and hires potential employees to fill open positions
A positive process that attracts many candidates
Involves attracting, selecting, and appointing potential candidates
Selection involves choosing qualified candidates
Sources can be internal (promotions, transfers, past employees, internal ads) or external (casual callers, ads, agencies)

Sources of Recruitment

Internal sources: Recruitment within the company (promotions, transfers, past employees, internal ads)
External sources: Recruitment from outside the company (casual callers, ads, agencies, educational institutions, recommendations, labor contractors, etc.)

Factors Affecting Recruitment

Size of Organization: A key factor, impacting the recruitment process
Recruitment Policy: Involves hiring from internal and external sources
Image of Organization: Positive image attracts good candidates
Image of Jobs: Positive image (compensation, promotion, etc.) attracts candidates

External Factors

Demographics: Age, religion, etc. of potential employees impact the recruitment process
Labor Market: Demand and supply of labor influences recruitment
Unemployment rate: High unemployment can lead to a larger pool of applicants

Legal Considerations

Job reservations based on caste impact recruitment policies
Competitors affect resource package (finest industry standard)

Equal Opportunity

Equal opportunity in employment for all individuals

Job Analysis

Foundation of job description and job specification
Procedure to determine job duties and employee characteristics

Screening Candidates

Narrowing down potential candidates
Choosing qualified individuals for specific roles

Multistage Selection Strategy

Using multiple assessment tools in the selection process
Validation of assessment tools is essential

Compensatory Selection Strategy

Administering all assessment tools to applicants at the same time

Employee Evaluation

Monitoring employee performance is vital

Types of Interviews

Structured Interview: Pre-planned and detailed questions
Unstructured Interview: No pre-planned questions, less structured
Group Interview: Interviewing multiple candidates together
Depth Interview: Semi-structured interview requiring detailed answers from candidates

Learning and Development

HRD focuses on improving current and future roles of employees.
Methods: Training for managers, supervisors, teams, tuition reimbursement, customer service, performance management training, harassment prevention, 360-degree reviews, career coaching.

Developing an Effective Training Program

Identify training needs using training needs analysis
Define short-term and long-term training goals
Develop individual training modules
Implement the training program
Evaluate training outcomes

Levels of Training Evaluation

Level 1 (Reaction): How trainees reacted to training
Level 2 (Learning): How much knowledge increased
Level 3 (Behavior): How trainees applied information
Level 4 (Results): Final results of training; business outcomes

Additional Methods of Training

On-the-Job Training: Training in actual working conditions
Job Experience: Learning through experience
Coaching: Superior guiding subordinate
Job Rotation: Moving trainees between different roles
Apprenticeship: Learning under a skilled supervisor over a longer period
Mentoring: Guidance and support from a designated mentor

Job Analysis Process

Determine the information's use
Review background information
Selecting representative positions
Analysing the job
Validating information with workers and supervisors
Developing job description and job specification

Performance Management

Evaluation of current and past employee performance relative to standards
Goal setting using SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound)
Performance Appraisal methods: Setting work standards, assessing actual performance, providing feedback.
HR Department monitors the appraisal system.

Employee Rating Errors

Central Tendency: Rating all employees as average.
Halo Effect: Rating biased by a general impression of the employee.
Leniency: Consistently high ratings given to all employees.
Strictness: Consistently low ratings given to all employees.

Compensation and Benefits

Compensation Plan: Orderly scheme for determining compensation (RA 6758)
Components: Basic pay, fringe benefits, incentives, non-financial rewards.
Compensation Administration: A segment of HRM that controls financial payments. (basic pay, wage/salary add-ons)
Indirect financial and nonfinancial payments
Examples of benefits: Paid time off, health insurance, pension, profit sharing, company cars, child car, tuition reimbursement

Statutory Monetary Benefits

Laws like RA 6727, RA 9262, RA 9710, RA 8187, etc. cover aspects such as minimum wages, maternity/paternity leaves, etc.

Wage and Salary Details

Details about minimum wage, calculation of overtime pay and other components of compensation
Additional information about leave policies (maternity, paternity, etc.), allowances, etc.

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Description

This quiz covers the fundamentals of Human Resource Management, focusing on recruitment processes and sources. Test your knowledge on the activities involved in managing human resources and the factors affecting recruitment strategies. Perfect for HRM students and professionals alike.