Strategic HRM Quiz

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Questions and Answers

What is the primary purpose of Strategic HRM?

To implement a recruitment process without guidelines

To create vacation policies for employees

To produce employee competencies aligned with strategic goals (correct)

To ensure all employees have similar skill sets

Which of the following is NOT a step in the Strategic HRM process?

Identifying workforce requirements

Creating HR strategic policies

Developing employee vacation schedules (correct)

Formulating business strategy

What competencies did Google identify for their workforce requirements?

Cognitive ability, leadership, and Googleyness (correct)

Technical writing and employee relations

Creativity, communication, and coding

Sales skills and market analysis

Which of the following actions is part of formulating HR strategic policies?

Offering competitive salaries and career development opportunities Signup and view all the answers

What is an example of a measure for assessing HR's contribution to business goals?

Time to fill vacancies Signup and view all the answers

Which statement accurately describes the concept of 'Googleyness' in workforce requirements?

It indicates a cultural fit within Google’s innovative environment Signup and view all the answers

What is the intended outcome of the performance management function in HR?

To align individual performance with overall business objectives Signup and view all the answers

How does Google aim to retain top talent?

By fostering a competitive and collaborative workplace culture Signup and view all the answers

Which component of job specification refers to the necessary training and skills required for the position?

Educational Requirements Signup and view all the answers

What role does job design play in the workplace?

Organizes tasks and responsibilities for efficiency Signup and view all the answers

Which of the following is NOT a focus of job efficiency in job design?

Increasing employee cognitive overload Signup and view all the answers

What does the Job Characteristics Model suggest is important for enhancing job satisfaction?

Incorporating skill variety and autonomy Signup and view all the answers

Which of the following methods can help identify inefficiencies in the workplace?

Kaizen events Signup and view all the answers

What strategy can reduce cognitive overload in employees?

Implementing active problem-solving processes (APPs) Signup and view all the answers

Which aspect of job design is considered essential for preventing employee burnout?

Balancing job demands with adequate resources Signup and view all the answers

Which of the following is NOT a component of job specification?

Interpersonal Relationships Signup and view all the answers

What is the primary purpose of a job description?

To detail the responsibilities and expectations of a job role Signup and view all the answers

Which component is found in a job specification but not in a job description?

Educational Requirements Signup and view all the answers

How does job design contribute to employee motivation?

By ensuring tasks are organized efficiently and meet both employee and organizational needs Signup and view all the answers

What is an example of an efficiency improvement technique in job design?

Implementing lean principles, such as the 5Ss Signup and view all the answers

What does the job design process primarily aim to optimize?

Organizational productivity, employee satisfaction, and motivation Signup and view all the answers

A Marketing Manager's job specification may require which of the following?

Proficiency in marketing software Signup and view all the answers

Which of the following reflects a key aspect of job design related to mental capacity?

Designing jobs to match cognitive abilities of employees Signup and view all the answers

What are behavioral-based questions primarily focused on?

Past experiences of candidates Signup and view all the answers

What is the main purpose of situational-based questions in an interview?

To assess critical thinking and problem-solving abilities Signup and view all the answers

Which of the following best describes motivation?

A process involving energy, direction, and persistence toward goals Signup and view all the answers

What is one common aspect of closing questions in interviews?

They clarify any remaining details or gauge candidate interest Signup and view all the answers

How does a candidate typically demonstrate their problem-solving skills through situational-based questions?

By describing hypothetical responses to scenarios Signup and view all the answers

What type of interview question would best assess how a candidate handles difficult team members?

Behavioral-based question Signup and view all the answers

What role do the three main factors of motivation play?

They energize, direct, and sustain efforts towards goals Signup and view all the answers

Which of the following is NOT a purpose of situational-based questions?

To evaluate a candidate's theoretical knowledge Signup and view all the answers

What is the definition of competence in the context of Self-Determination Theory?

The experience of effectiveness and mastery Signup and view all the answers

Why is relatedness important for psychological well-being?

It fosters positive relationships and a sense of significance Signup and view all the answers

Which of the following is NOT a way managers can foster autonomy?

Providing strict oversight with little flexibility Signup and view all the answers

Which basic psychological need is primarily associated with feeling capable and effective in one’s role?

Competence Signup and view all the answers

What can managers do to enhance employees' feelings of competence?

Give clear guidance and instructions Signup and view all the answers

How does Self-Determination Theory relate to employee motivation?

It highlights the need for autonomy, competence, and relatedness Signup and view all the answers

What is the role of managers in creating a need-supportive environment?

To enhance employee motivation and well-being Signup and view all the answers

Which of the following accurately describes autonomy in the workplace?

The sense of control and choice in one's work Signup and view all the answers

What is one of the key benefits of offering constructive feedback to employees?

It helps employees recognize their strengths. Signup and view all the answers

Which aspect of workplace relationships is emphasized to foster relatedness?

Encouraging mutual contributions and support Signup and view all the answers

How does satisfying the psychological needs of autonomy, competence, and relatedness benefit an organization?

It promotes intrinsic motivation and employee engagement. Signup and view all the answers

What is a primary objective of employee compensation?

To attract, motivate, and retain top talent. Signup and view all the answers

Which of the following is NOT considered a direct financial reward?

Employer-paid insurance plans Signup and view all the answers

What defines non-financial rewards in the context of employee compensation?

They address emotional and psychological needs of employees. Signup and view all the answers

Which type of compensation includes items like paid vacations and time off?

Indirect financial payments Signup and view all the answers

What effect does feeling competent have on employees?

It encourages them to take on challenges and stay motivated. Signup and view all the answers

Study Notes

HRM Finals Survival Kit - 15 January 2025

Focus areas include: AMO and SDT theory application, Selection Process, and Expectancy and Equity Theory.
Article available at : https://sdtaylorsedu.sharepoint.com/:w:/s/Section%202718392729472754852755572761972773/99/EeRMokS8ErZFmsDSY1K2KHQBHXP6QwWW6eG1S1ricaXqTw?e=LBTlJg

Final Exam: Case Study Instructions

Exam type: 2.5-hour closed book exam, 16/01/2025
Instructions:
- Read the provided case study.
- Answer all four (4) questions.
- Writing should be concise, clear, and legible.
- Exceeding the word count limit is acceptable if writing is succinct and to the point.

Questions

Explain the selection process (200 words/30 marks).
Write effective interview questions and sample answers (150 words/20 marks).
Pay for performance (150 words/20 marks).
Applying SDT or AMO theory (200 words/30 marks).

Topic 2: Strategic Human Resource Management Model

Define Strategic HRM: The process of formulating and executing HR systems (policies and activities) that produce the employee competencies and behaviors the company needs to achieve its strategic goals.
Describe the Strategic HRM Model and Alignment with Business:
- Formulate business strategy (e.g., Google's goals of innovation, customer satisfaction, and market leadership).
- Identify workforce requirements (e.g., competencies and behaviors like cognitive ability, leadership, "Googleyness," and role-related knowledge).
- Develop HR strategic policies to attract, motivate, and retain employees with these competencies. (Examples of HRM functions: recruitment, selection, performance management, compensation).
- Develop detailed HR scorecard measures to assess whether HR is successfully supporting business goals (e.g., time to fill vacancies, cost per hire, employee turnover).
Strategic HR Tools:
- Strategy Map: A graphical tool that visualizes the chain of activities that contribute to a company's success, showing how individual performance contributes to overall strategic goals.
- HR Scorecard: A tool that tracks and measures performance of HR initiatives.

Topic 3: Job Analysis and Job Design

Job Analysis: Determining duties, skills, and requirements for a specific job role.
Components: Job Description and Job Specification
Job Description: A detailed document outlining job responsibilities, duties, and expectations.
Job Specifications: Focuses on qualifications, skills, experience, and personal attributes required to successfully perform the role.

Topic 4: Recruitment & Selection

Recruitment & Selection Process: The comprehensive steps organizations take to recruit, evaluate, select, and onboard a candidate for a specific role.
Key Steps:
- Employment planning and forecasting: Determining future workforce needs.
- Recruiting: Building a candidate pool (using job postings, career fairs, referrals).
- Application completion and screening.
- Selection and testing (including interviews, aptitude tests, and assessments).
- Checking references and background checks.
- Making a job offer.
- Onboarding (including orientation and training).

Topic 11: Pay for Performance

Compensation (Definition): Rewards an employer offers to employees for their work.
Objectives: To attract, motivate, and retain employees through competitive rewards aligned with organizational goals.
- Types of compensation:
  - Direct financial rewards: Wages, salaries, incentives, commissions, and bonuses.
  - Indirect financial payments: Employer-paid insurance plans, benefits, paid time off.
  - Non-financial rewards: Beyond monetary rewards (e.g., praise, flexibility, career development opportunities).
Pay-for-Performance Strategy: Aligning financial rewards directly with employee performance outcomes (e.g., bonuses tied to individual or team goals).
Equity Theory: Assessing compensation fairness by comparing employee contributions and outcomes to those of peers.
Moderators Affecting Incentive Outcomes: Performance standards, task interest, and fairness of process and outcomes.

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Description

Test your understanding of Strategic Human Resource Management with this quiz. Explore key concepts such as Google’s workforce requirements, job design, and performance management functions. Perfect for HR professionals or students studying HRM.