MGT449 : Midterm Revision Exam

[Lecture 1] Human Resources Planning (HRP) is the part of HRM that deals with anticipating the future business and environmental demands of an organization and providing the manpower needed to fulfil those demands.

[Lecture 1] Performance management, coaching and mentoring are part of Human Resources Planning (HRP) rather than Human Resources Development (HRD).

[Lecture 1] According to the notes, when the economy is booming it is usually easier for organizations to recruit qualified workers.

[Lecture 2] In the administrative role of HRM, the HR function focuses mainly on clerical administration and record-keeping.

[Lecture 2] Strategic HRM means formulating and executing HR policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.

[Lecture 2] Efficiency is defined as the extent to which organizational goals have been met.

[Lecture 3] In a zero-base forecast, a position vacated by a retiring employee is automatically refilled so that the current level of employment is maintained.

[Lecture 3] Forecasting HR requirements from the relationship between sales volume and number of workers can be used equally by product-based and service-based companies.

[Lecture 3] A job may require the services of one person or of many people, whereas a position is the collection of tasks and responsibilities performed by one person.

[Lecture 3] The minimum acceptable qualifications a person should possess to perform a particular job are contained in the job description.

[Lecture 3] Observation as a job analysis method is used primarily for jobs that emphasize manual skills, such as a machine operator.

[Lecture 4] Job bidding is a procedure that permits employees who possess the required qualifications to apply for a posted job.

[Lecture 4] Public employment agencies charge fees that can range up to 35% of a person's first-year salary.

[Lecture 5] Reliability is the extent to which a selection test measures what it claims to measure.

[Lecture 5] An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job.

[Lecture 1] A company forecasts its future manpower requirements, takes an inventory of its present employees, and plans job analysis, recruitment and selection programs to meet those requirements. Which part of HRM is this?

[Lecture 1] According to the notes, which of the following appears under HRM's strategic approach but NOT under HRP or HRD?

[Lecture 1] After an unforeseen natural disaster, a university is forced to reduce the number of its employees. Which environmental factor of HRM does this illustrate?

[Lecture 2] An HR department proactively helps define the organization's strategy regarding human capital, focusing on future needs such as workforce planning and succession planning. Which HRM role is this?

[Lecture 2] Which HRM role serves as the employee "champion" by implementing needed programs and policies, but often does not help formulate the organization's overall strategy?

[Lecture 2] A Bahraini ministry notices that its workforce now includes more women who are primary income earners and more employees over 55, so it introduces training on managing diversity. Which pressure behind the changing roles of HRM is this?

[Lecture 2] How is unit labor cost computed according to the notes?

[Lecture 2] Organizations that have "rightsized" use several restructuring initiatives listed in the notes. Which of the following is NOT one of them?

[Lecture 2] A new CEO of a retail chain cuts store staffing to reduce labor costs. Soon customers complain they cannot find employees to help them and wait long to check out, and the firm's performance falls. In the notes, this example shows the importance of which SHRM contribution area?

[Lecture 3] In a company, managers of the lowest-level work units estimate their staffing needs first; each higher level then adds its own estimates, and the figures are justified, negotiated and re-estimated as they move upward. Which forecasting technique is this?

[Lecture 3] An HR planning exercise shows that a firm's HR availability will exceed its HR requirements next year. Which of the following actions fits this situation?

[Lecture 3] A finance department consists of one manager, three accountants and five clerks. How many jobs and positions does it contain?

[Lecture 3] A job analyst studying a highly specialized job, such as a psychiatric therapist, wants to avoid employees exaggerating the importance of their tasks. Which job analysis method is most suitable?

[Lecture 3] Job analysis is performed on three occasions according to the notes. Which of the following is NOT one of them?

[Lecture 3] Which of the following sentences is written in the proper language recommended for job descriptions?

[Lecture 4] Which of the following best defines recruitment as described in the notes?

[Lecture 4] An employee recommends a friend for a vacancy and receives a reward when the friend is hired. The company finds this costs less than advertising and reduces turnover because new hires fit the culture. Which recruitment method is this?

[Lecture 4] A telecommunication company lures experienced engineers away from rival firms in the same industry by offering higher salaries. Which external recruitment source is it using?

[Lecture 4] A company places students in temporary summer jobs, with no obligation for the company to hire them permanently or for the students to accept a permanent offer. Which recruitment method is this?

[Lecture 4] Before advertising externally, a company searches its records of current employees' qualifications to find someone who can fill an open position, supporting promotion from within. Which recruitment method is this?

[Lecture 5] When recruiting sales representatives, a firm gives every applicant a brief sales aptitude test to decide whether they should continue in the process at all. According to the notes, this is part of which selection step?

[Lecture 5] All applicants for a position receive the same instructions, the same time allowance and take the test in the same physical environment so their performance can be compared. Which characteristic of a properly designed test does this reflect?

[Lecture 5] Two HR officers independently mark the same multiple-choice test paper and obtain exactly the same score. Which characteristic of a properly designed test does this show?

[Lecture 5] A bank asks applicants for a data analytics role to construct a sample analytics spreadsheet using data the bank provides. Which type of selection test is this?

[Lecture 5] Which of the following is listed in the notes as a DISADVANTAGE of using selection tests?

[Lecture 1] Compare Human Resources Planning (HRP), Human Resources Development (HRD) and Human Resources Management (HRM). Define each and state the main activities it covers.

[Lecture 2] List and discuss the four pressures behind the changing roles of HRM.

[Lecture 2] List and explain the six parts of the strategic HRM plan.

[Lecture 3] Explain the three methods of forecasting HR requirements discussed in the notes, including the main limitation or key requirement of each.

[Lecture 3] List and discuss the five job analysis methods, mentioning a strength or weakness of each.

[Lecture 4] Identify the internal and external recruitment methods discussed in the notes, and explain two internal and two external methods in detail.

[Lecture 5] Define and explain the four characteristics of properly designed selection tests, giving an example for each.

[Lecture 5] List and explain the four types of selection (employment) tests, giving an example of a job or use for each.

[Lecture 2] Using the concept of strategic HRM, explain why Gulf Pearl's HR policies for the new wing should differ from those of the budget hotel.

[Lecture 3] Identify the technique Gulf Pearl used to forecast its HR requirements and support your answer with details from the case.

[Lecture 3] Gulf Pearl faces two opposite outcomes of comparing HR requirements with availability. Name each outcome and recommend one suitable action for each, based on the case details.

[Lecture 4] Identify the three recruitment methods Al Waha Bank used and classify each as an internal or external method.

[Lecture 5] Name the selection step in which applicants without the required degree were removed, and identify the type of selection test used at each of the two testing stages.

[Lecture 5] Which characteristic of a properly designed test is in doubt because of the problem the HR manager noticed? Explain why this matters for the bank.