Recruitment Strategies Quiz
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Questions and Answers

What is one of the main benefits of recruiting from external sources?

  • It avoids internal conflicts (correct)
  • It increases employee loyalty
  • It enhances job satisfaction for current employees
  • It guarantees lower financial costs

Which recruitment approach can increase employee motivation?

  • Using social networks
  • Internal recruitment (correct)
  • Hiring consultants
  • External recruitment

What is a key goal in promoting social inclusion during recruitment?

  • To ensure organizational stability
  • To attract highly skilled individuals
  • To reduce financial costs
  • To support inclusivity and equal opportunities (correct)

How does promoting innovation relate to recruitment?

<p>It focuses on attracting creative individuals (D)</p> Signup and view all the answers

What is a disadvantage of internal recruitment?

<p>It reduces the diversity of ideas (D)</p> Signup and view all the answers

Which recruitment source is focused on high-level executive positions?

<p>Head-hunters (B)</p> Signup and view all the answers

What does increasing intellectual capital mean in recruitment?

<p>Bringing in fresh expertise from external hires (D)</p> Signup and view all the answers

Which of the following is NOT a primary focus of recruiting highly skilled individuals?

<p>Increasing employee motivation (C)</p> Signup and view all the answers

What is the primary purpose of recruitment?

<p>To seek and attract qualified candidates for a job (C)</p> Signup and view all the answers

Which of the following is NOT considered an influencing factor for recruitment success?

<p>Employee feedback (D)</p> Signup and view all the answers

How does good recruitment practices influence the quality of job candidates?

<p>By ensuring strong influencing factors are managed well (A)</p> Signup and view all the answers

Which desired outcome aims to ensure selected candidates actually join the company?

<p>Accept Intention (B)</p> Signup and view all the answers

What is the primary function of temporary work agencies?

<p>To help companies find temporary staff on short-term contracts (C)</p> Signup and view all the answers

What is one of the goals of creating a recruitment plan?

<p>To reduce financial costs related to recruitment (B)</p> Signup and view all the answers

Which of the following is a characteristic of job ads that can lead to early turnover?

<p>Highlighting only the attractive aspects of the job (B)</p> Signup and view all the answers

Which aspect of recruitment focuses on making the job and company appealing to potential candidates?

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

What is the role of employer branding as described?

<p>To simplify management priorities and enhance productivity (D)</p> Signup and view all the answers

Which is a method for increasing employee motivation through recruitment?

<p>Fostering a motivating work environment (D)</p> Signup and view all the answers

Why is aligning recruitment with career management important?

<p>It helps ensure growth for both the individual and organization (A)</p> Signup and view all the answers

Which of the following is not a recommended action for job ads?

<p>Make selective information available (D)</p> Signup and view all the answers

What type of organizations typically connect employers with potential workers through labor organizations?

<p>Trade unions (D)</p> Signup and view all the answers

What should be included in a job ad to attract potential candidates effectively?

<p>Both required job specifications and the working conditions (B)</p> Signup and view all the answers

What is the potential downside of overly positive job descriptions?

<p>Mismatch between the job and new hires (A)</p> Signup and view all the answers

Which type of event typically provides a platform for direct recruitment opportunities between employers and job seekers?

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

What is a primary obstacle to Training and Learning Development (TLD)?

<p>Insufficient time to plan training (D)</p> Signup and view all the answers

Which factor is NOT part of the training design checklist?

<p>How to promote the training (C)</p> Signup and view all the answers

What step is crucial for evaluating training and development?

<p>Define success clearly with stakeholders (B)</p> Signup and view all the answers

What does the 'Performance Gap' refer to?

<p>Difference between actual and desired performance (C)</p> Signup and view all the answers

In Kirkpatrick’s Model, which aspect evaluates the impact on the organization?

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

Which of the following is considered a training delivery method?

<p>Outdoor training (B)</p> Signup and view all the answers

Which factor is essential for the successful transfer of training?

<p>Quality of training materials (B)</p> Signup and view all the answers

What is a typical learning method mentioned in the training content?

<p>On-the-job training (B)</p> Signup and view all the answers

What is the primary purpose of training in hospitality and tourism (H&T)?

<p>To exceed customer expectations through high-quality service (B)</p> Signup and view all the answers

Why are rewards considered important in the hospitality industry?

<p>They help attract, motivate, and retain employees (C)</p> Signup and view all the answers

Which of the following is a common issue faced by hospitality workers regarding pay?

<p>They often have limited opportunities for performance-based pay (C)</p> Signup and view all the answers

What does an Employee Value Proposition (EVP) include?

<p>A mix of pay, benefits, career opportunities, culture, and work environment (C)</p> Signup and view all the answers

What is a primary challenge regarding employee pay in the hospitality industry?

<p>Increasing pay without exceeding labor cost budgets (D)</p> Signup and view all the answers

Which type of rewards are directly given by others in the workplace?

<p>Extrinsic rewards such as pay and promotions (C)</p> Signup and view all the answers

How should a good reward system communicate pay and benefits?

<p>With clear explanations linking rewards to company performance (C)</p> Signup and view all the answers

Which of the following is NOT a factor in determining a strategic rewards system?

<p>Offering rewards based solely on seniority (A)</p> Signup and view all the answers

Which type of pay is characterized by being fixed and tied to the position?

<p>Traditional Pay (B)</p> Signup and view all the answers

What does Expectancy Theory primarily focus on?

<p>The relationship between effort, performance, and rewards (A)</p> Signup and view all the answers

What must a reward feel for it to be effective according to the Expectancy Theory?

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

What is the main concern when a person feels they lack the skills to succeed?

<p>Expectancy breaks down (D)</p> Signup and view all the answers

Which of the following is a characteristic of contingent pay systems?

<p>They encourage better performance (A)</p> Signup and view all the answers

In the formula for Motivation, what does Valence refer to?

<p>The preference for specific rewards (B)</p> Signup and view all the answers

What can negatively impact the Performance-Outcome link in Expectancy Theory?

<p>A lack of trust in the reward system (C)</p> Signup and view all the answers

What is an intrinsic reward?

<p>Feeling satisfied with one's effort (A)</p> Signup and view all the answers

Flashcards

Recruitment

The process of finding and attracting qualified candidates for a job.

Employer Branding

The overall appeal of a company to potential employees.

Workplace Characteristics

Positive and supportive work environment that fosters a sense of community.

Manager/Management Team

The ability of managers to inspire, lead, and motivate their team.

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Job Characteristics

The qualities of a job that make it interesting, rewarding, and clear.

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Quality of Job Candidates

The process of matching qualified candidates with the requirements of a specific job.

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Increase Employee Motivation

Hiring employees who are passionate about their work and engaged in contributing to the company's goals.

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Align with Career Management

Recruiting employees whose career aspirations align with the company's long-term objectives.

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Internal Recruitment

Hiring employees who already work for the company. This can boost morale, provide career growth opportunities, and reduce recruitment costs.

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External Recruitment

Hiring employees from outside the company. This can bring new ideas, skills, and perspectives to the organization.

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Increase Intellectual Capital

Bringing in new employees with specialized skills or knowledge to enhance the company's expertise.

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Promote Innovation

Hiring individuals who are creative and can introduce new ideas to drive innovation.

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Promote Stability

Hiring experienced individuals who can ensure stability and continuity within the company.

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Promote Social Inclusion

Recruiting from diverse backgrounds to create an inclusive and equitable workplace.

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Increase Employee Loyalty

Creating a work environment that attracts and retains employees who are committed to the company.

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Recruitment Plan

A plan that outlines how a company will recruit new employees, including internal and external strategies.

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Temporary Work Agencies

Organizations that connect companies with temporary workers for short-term contracts.

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Job Fairs & Competitions

Events where employers and job seekers meet for recruitment and job opportunities.

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Employment or Reemployment Centers

Government agencies that assist individuals in finding jobs.

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Professional Institutions

Industry groups that connect employers with professionals in specific fields.

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Trade Unions

Labor groups that may connect employers with potential workers.

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“Refer a Friend” Programs

Incentivizing current employees to recommend candidates for open positions.

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Career Management Database

A database used by companies to track applicants and individuals who have expressed interest in the company.

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Training's impact on performance

Training programs that improve organizational performance.

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Growing importance of training

Training becomes increasingly important as companies face evolving challenges.

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Employee Value Proposition (EVP)

The unique benefits, rewards, and experiences a company offers to its employees.

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Strategic Reward System

A system of rewards that attracts, motivates, and retains employees.

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Balancing pay systems in hospitality

Balancing hourly wages with performance-based incentives.

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Internal equity vs. external comparability

Fairness within the company and competitiveness with other companies.

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Extrinsic financial rewards

Financial rewards such as pay, bonuses, and benefits.

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Extrinsic non-financial rewards

Non-financial rewards like promotions, awards, or special perks.

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Intrinsic Rewards

Rewards that come from within a person, such as a feeling of accomplishment or satisfaction.

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Traditional Pay

A pay structure where wages are set based on the specific job role or position.

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Contingent Pay

A pay structure where compensation is tied to individual performance and results.

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Expectancy Theory

A theory that suggests motivation is driven by the belief that effort will lead to good performance, which will result in a desired reward.

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Expectancy (E-P)

The belief that effort will lead to good performance.

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Instrumentality (P-O)

The belief that good performance will lead to a desired outcome (reward).

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Valence

The value placed on the potential reward.

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Motivation Formula

Motivation is a product of expectancy, instrumentality, and valence.

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Performance Gap

The difference between the desired performance level and the actual performance level of an employee.

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Training and Development (TLD)

A structured approach to improving employee skills and knowledge through various methods, ultimately aiming to enhance their performance and benefit the organization.

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Needs Assessment

The process of identifying and addressing the training needs of employees to ensure they have the necessary skills and knowledge to perform their jobs effectively.

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Training Method Selection

The process of selecting the most appropriate training methods to address the identified needs and achieve desired learning outcomes.

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Training Design

The process of creating a detailed plan for the training program, including objectives, content, resources, logistics, and evaluation methods.

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Training Delivery

The actual implementation of the training program, including delivering the content, using appropriate techniques, and creating a learning environment.

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Training Evaluation

The systematic process of measuring the effectiveness of the training program, focusing on both learning outcomes and the impact on organizational performance.

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Kirkpatrick's Model

A framework for evaluating training effectiveness that considers four levels: reaction, learning, behavior, and results.

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Study Notes

Hospitality HRM Overview

  • Current hospitality HRM context is discussed.
  • The VUCA and BANI models are introduced.
  • The impact of tourism changes on the workplace is outlined.
  • HRM policies and practices are broadly covered.

VUCA Model

  • Volatility: Rapid and unpredictable changes.
  • Uncertainty: Difficulty in predicting future events.
  • Complexity: Multiple interconnected factors.
  • Ambiguity: Lack of clarity in cause-effect relationships.

BANI Model

  • Brittle: Strong on the surface but easily broken under pressure.
  • Anxious: Feeling stressed or worried due to chaos.
  • Nonlinear: Small actions causing large, unexpected outcomes.
  • Incomprehensible: Very complex or hard to understand.

Societal Changes

  • Increased disposable incomes.
  • Increased leisure time.
  • Increased travel options.
  • Increased population longevity.
  • Global free market competitiveness.

Strategic HRM

  • HRM is the effective management of people at work.
  • SHRM is a strategic, coherent approach to managing human resources.
  • HRM systems impact firm performance and competitive advantage.

HRM – Organization Effectiveness Model

  • HRM effectiveness is influenced by intended practices (ability, motivation, opportunities) and actual practices implemented by managers.
  • Perceived HRM practices influence employee attitudes like commitment, satisfaction, engagement.
  • Employee behaviors, like discretionary actions and OCBS (organizational citizenship behaviours), enhance company performance.

Workforce Planning

  • Ensures the organization has the right number of people with the right skills to meet future needs.
  • Involves considering current job roles and the labor market.
  • Helps organizations prepare for the future.

Challenges of Workforce Planning

  • Forecasting problems related to the future is not always accurate.
  • Talent shortages or the need of new skills pose challenges.
  • Automation and AI may impact jobs available.
  • Unpredictable global events can also create unforeseen difficulties.

Recruitment and Selection

  • Recruitment identifies and attracts qualified candidates.
  • Selection evaluates candidates, choosing the best fit.
  • Methods include interviews, skills assessments, and reference checks.

Job Design Concept

  • Balances customer, society, colleague, employer, and employee expectations.
  • Job design must consider the diverse needs of all involved stakeholders.

Job Analysis

  • Job analysis determines the tasks, skills, and knowledge needed for a particular job.
  • Importantly, it helps in hiring, training, and managing employee performance effectively.
  • Methods include interviews, observation, and surveys.

Hiring Personnel

  • Finding and hiring the best people for specific roles.
  • Reflects company values.
  • Results in higher quality performance.
  • Shared responsibility amongst all company members.

Recruitment Plan: Internal vs External Focus

  • Internal recruitment boosts employee loyalty and stability, promotes career progression opportunities.
  • External recruitment adds new perspectives, skills, ideas for organizational renewal, fills critical skill gaps.

Advertisements

  • Various means for advertisement: Internet, newspapers, magazines, recruitment agencies, educational institutes and job fairs.

Training

  • Covers different areas/methods like, On-the-job-training, classroom, Online.
  • Training is to enhance skills, knowledge for current or upcoming job responsibilities.

Learning

  • This process is focussed on improving understanding/knowledge due to experiences.
  • Enables increased proficiency/results.

Development

  • Focuses on preparing employees for future roles or challenges.
  • Development aids in individual, organizational/company growth.

Performance Gaps

  • Difference between actual and desired performance.
  • Identification of issues from training, support, other factors.

Wellbeing

  • Wellbeing reflects an individual's state of happiness, health, and fulfilment.
  • Includes physical, mental, and societal aspects.
  • Factors like psychological needs (autonomy/independence, personal growth) and social connections (positive social connections) need to be considered for a holistic view.

Motivation (Expectancy Theory)

  • Motivation is the result of three distinct variables in the workplace.
  • Effort to performance relationship (expectancy).
  • Performance to outcome relationship (instrumentality).
  • Valence of outcome/reward (the value people place on outcome).
  • A strong understanding of the employee motivations promotes better productivity.

Rewards and Motivation

  • Rewards are important for motivation, for both extrinsic (financial/non-financial) and intrinsic (personal growth/satisfaction) reasons.
  • Performance is related to rewards, leading to better motivation.

Job Evaluation

  • Job evaluation determines the value of jobs within an organization.
  • Helps develop a pay structure that's fair and equitable for employees.

Diversity and Inclusion

  • Diversity promotes creativity and problem-solving.
  • Inclusion involves treating all employees fairly.
  • Issues such as explicit bias, implicit bias, and employee self-selection need to be addressed for proper diversity and inclusion in the workforce

Corporate Sustainability

  • Sustainable business practices support employees, customers, suppliers, and the planet.
  • Triple Bottom Line (People, Planet, Profit).
  • CSR prioritizes ethical behaviour, responsibility to stakeholders, and future generations.

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Description

Test your knowledge on the various strategies and approaches to recruitment. This quiz covers topics such as external vs. internal recruitment, employee motivation, and the impact of recruitment practices on company success. Assess your understanding of effective hiring techniques and key recruitment goals.

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