Strategic HR Management Quiz

<p>Job satisfaction is a passive feeling, while engagement is an active commitment. (B)</p> Signup and view all the answers

<p>Strategic planning. (C)</p> Signup and view all the answers

<p>To ensure that HR practices are based on empirical data and research. (C)</p> Signup and view all the answers

<p>Focusing on subjective opinions and anecdotal evidence. (A)</p> Signup and view all the answers

<p>All of the above. (D)</p> Signup and view all the answers

<p>independent variable (A)</p> Signup and view all the answers

<p>Survey research (D)</p> Signup and view all the answers

<p>Limited applicability to real-world settings (B)</p> Signup and view all the answers

<p>Random assignment of participants (A)</p> Signup and view all the answers

<p>Multiple hurdle strategy (A)</p> Signup and view all the answers

<p>strong positive relationship (C)</p> Signup and view all the answers

<p>Spurious correlation (A)</p> Signup and view all the answers

<p>To ensure the chosen employees have the right skills and avoid hindering the team's performance (D)</p> Signup and view all the answers

<p>Legal claims against the employer (A)</p> Signup and view all the answers

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

<p>Job offer negotiation (C)</p> Signup and view all the answers

<p>Fairness in processes to ensure equal access to opportunities (C)</p> Signup and view all the answers

<p>The existence of occupations traditionally limited to employees of a particular demographic group (C)</p> Signup and view all the answers

<p>To provide a detailed overview of the job's responsibilities and challenges (A)</p> Signup and view all the answers

<p>Workers who are employed on a temporary or contract basis (D)</p> Signup and view all the answers

<p>Partnering with educational institutions (B)</p> Signup and view all the answers

<p>Lack of experience (B)</p> Signup and view all the answers

<p>Search for better job opportunities elsewhere (C)</p> Signup and view all the answers

<p>Reduces the risk of internal rivalry. (E)</p> Signup and view all the answers

<p>Job slotting involves reaching out to preferred candidates directly, while job postings use a public announcement to attract applicants. (D)</p> Signup and view all the answers

<p>Lack of access to external talent and their diverse skills. (A)</p> Signup and view all the answers

<p>The promoted employee may find it challenging to oversee former colleagues and adjust to leadership responsibilities. (D)</p> Signup and view all the answers

<p>They offer a fast and cost-effective way to reach a large pool of candidates. (A)</p> Signup and view all the answers

<p>It provides a more efficient and streamlined pathway to filling vacant positions. (B)</p> Signup and view all the answers

<p>They can bring fresh perspectives and insights to the organization, fostering innovation. (C)</p> Signup and view all the answers

<p>Active job seekers are actively searching for new opportunities and are readily available to work. (C)</p> Signup and view all the answers

<p>It helps to identify candidates with the required knowledge and abilities for the role, regardless of their background. (C)</p> Signup and view all the answers

<p>It can lead to the exclusion of qualified candidates who have not been formally assessed for their skills. (D)</p> Signup and view all the answers

<p>Negligent misrepresentation (B)</p> Signup and view all the answers

<p>To verify the accuracy of information provided by the candidate (D)</p> Signup and view all the answers

<p>Candidate's salary expectations (B)</p> Signup and view all the answers

<p>Preferring candidates who attended prestigious universities (B)</p> Signup and view all the answers

<p>To increase the objectivity and accuracy of the selection process (A)</p> Signup and view all the answers

<p>Candidate's previous work experience and accomplishments (A)</p> Signup and view all the answers

<p>To avoid legal liabilities related to providing inaccurate information about candidates (D)</p> Signup and view all the answers

<p>Immediate supervisor of the role (A)</p> Signup and view all the answers

<p>Criterion-related validity (C)</p> Signup and view all the answers

<p>Predictive validity (D)</p> Signup and view all the answers

<p>Resumes can be biased and may include problematic information. (A)</p> Signup and view all the answers

<p>The tool consistently produces similar results over time and across raters. (B)</p> Signup and view all the answers

<p>The test should be aligned with the job requirements and assess relevant skills. (D)</p> Signup and view all the answers

<p>Content validity (B)</p> Signup and view all the answers

<p>Tests should be designed to be fair and unbiased towards all candidates. (D)</p> Signup and view all the answers

<p>Providing feedback and support to candidates throughout the process (A)</p> Signup and view all the answers

Specific results an organization aims to achieve for competitive advantage.

A company’s roadmap to align strengths and weaknesses with opportunities and threats.

A company’s method for generating revenue in the current environment.

The process of executing a strategic plan by aligning capabilities with environmental demands.

The knowledge, skills, and expertise of an organization’s workforce.

Using data to inform and support HRM decisions to ensure effectiveness.

Statistics used to measure HR activities and results.

Incorporates cost reduction, greater engagement, and better performance.

Notifying current employees about vacant positions with details.

Notifying a preferred candidate about potential job openings.

Hiring from within the organization to fill positions.

Seeking candidates outside the organization for job vacancies.

Candidates actively looking for new job opportunities.

Candidates not actively job hunting but open to opportunities.

Benefits include a larger, diverse candidate pool and new skills.

Challenges include lower morale and higher risks.

Using electronic databases to attract job candidates.

Documentation that tracks employee skills and qualifications.

The process of attracting students from universities and colleges for job opportunities.

A systematic method of evaluating and choosing candidates from the recruitment pool.

Failing to verify an employee's background, leading to potential risks.

Selection approach where candidates must pass a series of tests to proceed.

The first step in the selection process, filtering out unfit candidates.

Evaluation tools used to measure candidates' abilities and skills.

Verification of a candidate's past employment and qualifications.

A final interview conducted by a supervisor to gauge fit for the role.

Research that involves collecting new data directly from subjects.

Research that involves analyzing existing data from other studies.

The variable that is manipulated to observe its effect on the dependent variable.

The variable that is measured to see how it is affected by the independent variable.

Research conducted in controlled settings where groups are randomly assigned, allowing causal conclusions.

Research where participants are not randomly assigned to groups, limiting causal conclusions.

A statistical measure that indicates the extent to which two variables fluctuate together.

A relationship where both variables increase or decrease together.

A false impression of a relationship between two variables, often due to a third variable.

The variety of different characteristics among employees, including identity and personality traits.

The consistency of results from tests and selection procedures over time.

Consistency of test results across different testing occasions.

Consistency of test results across different raters at the same time.

The accuracy of a test in measuring what it is designed to measure.

How well a selection tool predicts important work behavior.

Extent to which a test samples the knowledge and skills required for a job.

How well a selection tool measures a theoretical construct necessary for job success.

Questions that suggest their own answers, guiding respondents.

Preferring candidates who share similar traits or backgrounds.

Classifying individuals based on perceived group characteristics.

Verification of education, work history, and personal information of candidates.

Contacting provided references to verify a candidate's qualifications and character.

Wrongful act of providing false information, intentionally or not, during references.

Objective method for selecting candidates using statistical analysis and predictors.

Informing candidates about hiring decisions after interviews and evaluations.