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?

<p>Offering competitive salaries and career development opportunities (A)</p> Signup and view all the answers

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

<p>Time to fill vacancies (D)</p> Signup and view all the answers

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

<p>It indicates a cultural fit within Google’s innovative environment (C)</p> Signup and view all the answers

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

<p>To align individual performance with overall business objectives (B)</p> Signup and view all the answers

How does Google aim to retain top talent?

<p>By fostering a competitive and collaborative workplace culture (A)</p> Signup and view all the answers

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

<p>Educational Requirements (A)</p> Signup and view all the answers

What role does job design play in the workplace?

<p>Organizes tasks and responsibilities for efficiency (B)</p> Signup and view all the answers

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

<p>Increasing employee cognitive overload (A)</p> Signup and view all the answers

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

<p>Incorporating skill variety and autonomy (B)</p> Signup and view all the answers

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

<p>Kaizen events (A)</p> Signup and view all the answers

What strategy can reduce cognitive overload in employees?

<p>Implementing active problem-solving processes (APPs) (B)</p> Signup and view all the answers

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

<p>Balancing job demands with adequate resources (A)</p> Signup and view all the answers

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

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

What is the primary purpose of a job description?

<p>To detail the responsibilities and expectations of a job role (C)</p> Signup and view all the answers

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

<p>Educational Requirements (C)</p> Signup and view all the answers

How does job design contribute to employee motivation?

<p>By ensuring tasks are organized efficiently and meet both employee and organizational needs (A)</p> Signup and view all the answers

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

<p>Implementing lean principles, such as the 5Ss (B)</p> Signup and view all the answers

What does the job design process primarily aim to optimize?

<p>Organizational productivity, employee satisfaction, and motivation (D)</p> Signup and view all the answers

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

<p>Proficiency in marketing software (A)</p> Signup and view all the answers

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

<p>Designing jobs to match cognitive abilities of employees (C)</p> Signup and view all the answers

What are behavioral-based questions primarily focused on?

<p>Past experiences of candidates (B)</p> Signup and view all the answers

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

<p>To assess critical thinking and problem-solving abilities (A)</p> Signup and view all the answers

Which of the following best describes motivation?

<p>A process involving energy, direction, and persistence toward goals (A)</p> Signup and view all the answers

What is one common aspect of closing questions in interviews?

<p>They clarify any remaining details or gauge candidate interest (B)</p> Signup and view all the answers

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

<p>By describing hypothetical responses to scenarios (C)</p> Signup and view all the answers

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

<p>Behavioral-based question (A)</p> Signup and view all the answers

What role do the three main factors of motivation play?

<p>They energize, direct, and sustain efforts towards goals (C)</p> Signup and view all the answers

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

<p>To evaluate a candidate's theoretical knowledge (B)</p> Signup and view all the answers

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

<p>The experience of effectiveness and mastery (A)</p> Signup and view all the answers

Why is relatedness important for psychological well-being?

<p>It fosters positive relationships and a sense of significance (C)</p> Signup and view all the answers

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

<p>Providing strict oversight with little flexibility (C)</p> Signup and view all the answers

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

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

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

<p>Give clear guidance and instructions (C)</p> Signup and view all the answers

How does Self-Determination Theory relate to employee motivation?

<p>It highlights the need for autonomy, competence, and relatedness (A)</p> Signup and view all the answers

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

<p>To enhance employee motivation and well-being (A)</p> Signup and view all the answers

Which of the following accurately describes autonomy in the workplace?

<p>The sense of control and choice in one's work (A)</p> Signup and view all the answers

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

<p>It helps employees recognize their strengths. (B)</p> Signup and view all the answers

Which aspect of workplace relationships is emphasized to foster relatedness?

<p>Encouraging mutual contributions and support (C)</p> Signup and view all the answers

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

<p>It promotes intrinsic motivation and employee engagement. (A)</p> Signup and view all the answers

What is a primary objective of employee compensation?

<p>To attract, motivate, and retain top talent. (A)</p> Signup and view all the answers

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

<p>Employer-paid insurance plans (A)</p> Signup and view all the answers

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

<p>They address emotional and psychological needs of employees. (B)</p> Signup and view all the answers

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

<p>Indirect financial payments (B)</p> Signup and view all the answers

What effect does feeling competent have on employees?

<p>It encourages them to take on challenges and stay motivated. (D)</p> Signup and view all the answers

Flashcards

Strategic HRM

The process of creating and implementing HR policies and practices that directly support the organization's overall strategic objectives by aligning talent with business needs.

HR Strategy Alignment

The alignment between the organization's overall business objectives and the HR strategies, policies, and practices used to achieve those objectives.

Formulating Business Strategy

The first step of Strategic HRM involves identifying and understanding the company's overarching goals and direction.

Identifying Workforce Requirements

The second step of Strategic HRM focuses on determining the specific skills, knowledge, and behaviors needed from employees to achieve the company's goals.

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Formulating HR Strategic Policies

The third step involves creating HR policies and practices that attract, motivate, and retain employees with the desired competencies.

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Developing Detailed HR Scorecard Measures

The final step of Strategic HRM involves developing metrics to measure HR's effectiveness in supporting business goals.

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Strategic Goal

A specific, measurable, achievable, relevant, and time-bound objective for an organization.

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Employee Competencies

These include abilities, knowledge, skills, personality traits, and attitudes that are essential for successful job performance.

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Job Description

A detailed document outlining the responsibilities, duties, and expectations of a specific job role within an organization.

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Job Specification

Focuses on the qualifications, skills, experience, and personal attributes required to perform a job successfully.

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Job Design

The process of organizing tasks, duties, and responsibilities into a structured and efficient work framework.

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Efficiency in Job Design

Optimizing work processes to eliminate waste and improve productivity.

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Mental Capacity in Job Design

The practice of matching job demands with the cognitive abilities of employees.

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5Ss (Sort, Set in order, Shine, Standardize, Sustain)

A system for organizing and maintaining a clean and organized work environment.

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Kaizen Events

Focuses on continuous, incremental improvements to identify and eliminate inefficiencies.

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Lean Principles

A structured method for analyzing and redesigning work processes to reduce waste and improve efficiency.

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Behavioral-based questions

Questions that focus on past experiences to predict how a candidate might behave in similar situations in the future. They aim to understand how a candidate has demonstrated specific skills or handled challenges in real-world scenarios.

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Situational-based questions

Hypothetical questions that present a scenario and ask the candidate how they would respond. They evaluate a candidate's critical thinking, problem-solving, and decision-making abilities.

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Closing questions

Questions asked at the end of the interview to clarify any remaining details, gauge the candidate's interest, and give the candidate an opportunity to ask their own questions.

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Motivation

The process by which a person's efforts are energized, directed, and sustained toward attaining a goal. It is influenced by direction, intensity, and duration.

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Incentive plans

Incentive plans are designed to motivate employees to reach targets or achieve desired outcomes. They typically involve rewarding individuals or teams based on performance or specific behavior.

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Motivation theories

Motivation theories aim to understand why people are motivated and how to enhance their motivation. These theories provide frameworks for designing effective incentive plans and creating motivating work environments.

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Kaizen Events in Job Design

A systematic approach to continuous improvement that emphasizes small, incremental changes. It can be used to identify and eliminate inefficiencies in job design.

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Job Characteristics Model

A method that involves designing jobs with opportunities for learning and growth, promoting a sense of accomplishment and purpose. These characteristics can motivate and engage employees.

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Job Demands-Resources (JD-R) Model

A model that emphasizes achieving a balance between the demands of a job and the resources provided to the employee. It aims to prevent burnout and maintain motivation by ensuring adequate support for employees.

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Job Analysis

A systematic process that involves determining the duties, skills, and qualifications required for a specific job, as well as identifying the ideal candidate for the role.

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Components of a Job Specification

These are essential components of a job specification, outlining the qualifications and characteristics required for a successful candidate. They encompass education, previous experience, technical skills, and personal qualities.

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Competence

Feeling capable and skilled; experiencing mastery in your work.

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Relatedness

The need to feel connected, cared for, and valued by others in a meaningful way.

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Self-Determination Theory (SDT)

A theory that focuses on understanding what motivates people and suggests that people thrive when their basic psychological needs are met.

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Autonomy

The feeling of having control and choice in your work; doing things you enjoy that are meaningful to you.

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How Managers Enhance Competence

Providing employees with clear instructions, guidance, and feedback to help them feel confident in their abilities.

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Job Design for Autonomy

Matching employees' skills, interests, and strengths with suitable roles.

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Flexibility for Autonomy

Letting employees pick projects they're passionate about and offering flexible work arrangements to boost motivation.

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Building Relatedness

Creating an environment where employees feel valued and respected, promoting a sense of belonging.

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What is compensation?

Compensation encompasses everything an employer offers employees in exchange for their work, including wages, benefits, and perks.

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Why is compensation important?

Compensation aims to attract, motivate, and keep talented employees by offering fair and competitive rewards that align with company goals.

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What are direct financial rewards?

Direct financial rewards are the money employees earn, like wages, salaries, bonuses, and commissions, typically tied to their performance.

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What are indirect financial payments?

Indirect financial payments are employer-provided benefits, like health insurance, paid time off, and retirement plans.

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What are non-financial rewards?

Non-financial rewards focus on employees' emotional and psychological needs, offering things like recognition, opportunities for growth, and a positive work environment.

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What is autonomy in the workplace?

Autonomy means employees have the freedom to make choices and decisions about their work, contributing to their sense of ownership.

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What is competence in the workplace?

Competence refers to employees feeling skilled and capable in their roles, leading to confidence and a desire to take on challenges.

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What is relatedness in the workplace?

Relatedness is about employees feeling a sense of belonging and connection with their colleagues, creating a more positive and supportive work environment.

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Study Notes

HRM Finals Survival Kit - 15 January 2025

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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HRM Finals Survival Kit PDF

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.

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