Question 1 of 50

Set measureable goals

Prepare competency models

Empower breakthrough result

Take inventory of talent

 

Question 2 of 50

Enhances work life balance

Boost creativity

Makes organisation florish

A cost to the organisation

 

Question 3 of 50

Biodata

Job Analysis

Designation/Position Held

Qualifications

 

Question 4 of 50

The ability to enable a seamless change

Satistied employee with zeal to excel and be productive

Competency and mindset of employees to deliver value

Treating employees as valued asset

 

Question 5 of 50

Mismatch of Mentor and mentee

Unrealistic expectations

Proactive of Mentee

Neglect of Mentee

 

Question 6 of 50

managing workforce diversity

responding to globalization

stimulating innovation and change

personnel development

 

Question 7 of 50

Cost of Recruitment

Training Cost

Planning Cost

Lost of Productivity

 

Question 8 of 50

Competive advantage based on workforce knownledge and skill.

Effective use and adaption of information technology.

Strategic consideration.

Workforce Life Long learning at all levels.

 

Question 9 of 50

Elton Mayo

Fritz Roethlisberger

Douglas McGregor

Hugo Munsterberg

 

Question 10 of 50

PM is a routine while HRM is strategic.

Only HRM neeeds workforce engagement.

HRM is a routine while PM is strategic.

Only PM needs workforce engagement.

 

Question 11 of 50

aids fairness and equity.

forms the basis of personnel hand book.

aids systemic thinking.

provides clear communication channel.

 

Question 12 of 50

Continous Improvement

Employment Development

Environmental Scanning

Increase Communication

 

Question 13 of 50

It enhances decision making, uniform and consistent treatment, aid staff welfare and good management.

It create awareness at all levels of interrelated production proces.

The productivity measures are based on cost accounting.

There is a remoteness of incentive for individual employee.

 

Question 14 of 50

Integral performace

Globalized workforce

Guiding corporation strategy

Compliance with regulations

 

Question 15 of 50

Responding to globalization

Setting of enforceable attendance policy

Improving ethical behaviour

by ensuring prompt action.

 

Question 16 of 50

It is a process of attracting, developing and motivating the right people to achieve organisational goal and objective.

It is planning, organizing, directing and maintenance of people for organisational purposes.

Management of manpower towards achieving organisational purpose.

It involves establishing objectives by adjusting employee’s skill to match needs for the future.

 

Question 17 of 50

Value creation

Performance managemnet

Right complement staffing

Provision of Medical Facility

 

Question 18 of 50

Unrealistic turnover

voluntary turnover

compelled turnover

obligatory turnover

 

Question 19 of 50

A

B

C

D

 

Question 20 of 50

For globalization of Human Resource Management

To enhance total management’s quality .

To ensure optimum use of the human resources.

d For strategic processes in the organisation.

 

Question 21 of 50

A good grasp of corporate role of management.

A full involvement in the strategic process of the organisation.

When percieved as fully competent in the area of specialty.

When there is an encouragement and support of top management

 

Question 22 of 50

Ignoring periodic change

Controlled Spending

Budgets communicate priorities

Eliminates budget conflict

 

Question 23 of 50

Identify organisational goals and objective

Compensation and Benefit

Create a Schedule

Effective communication

 

Question 24 of 50

Understanding the business strategy and direction of the organisation

Creating a climate of commitment and teamwork

c.Understaning the state of a nation and its internal affairs.

Understanding the use of information snd Communication Technology

 

Question 25 of 50

Flexible work balance

Reduction on infrasturural cost

Reduces continuity of operation

Global reduction in Carbon emission.

 

Question 26 of 50

Open to new ideas

Ability to work on correction

Encourager

Proactive

 

Question 27 of 50

Workforce Planning

Profit Margin

Budget

Merger

 

Question 28 of 50

It involves sytematic analysis and diagnosis

Enhances ambiquities of HR roles and activities

Uses behavioural science to improve organisation during Change

Focus on ways to improve business and HR Strategies

 

Question 29 of 50

Interventions

Survey Feedback

Process Consultation

Case Study

 

Question 30 of 50

Human resources strategy and planning

Maintaining wage uniformity

Performance management system

Organisational change and management

 

Question 31 of 50

Ascertaining the vacant jobs position

Ascertaining the number of employees required to meet the organisation’s goal

Examining the skill set required to fulfil orgasnisational goals

Creating a climate of commitment and teamwork

 

Question 32 of 50

Good Coach

Ability to use knowledge

Lead by example

Empathy

 

Question 33 of 50

Capablity Analysis

Risk Mitigation

Future Search

Gap Analysis

 

Question 34 of 50

It enhances motivation

Built resilience in Staff

Readiness for the future

It prepares employee ahead

 

Question 35 of 50

Global Mobility

Employee Transfer

Corporate Relocation

Employee Defection

 

Question 36 of 50

assumptions, principles

structures, processes

development, planning

planning, processes

 

Question 37 of 50

Annual and steady increase in budget

Controlled Spending limit

Periodic change in budget policy

Wrong emphases on insignificants

 

Question 38 of 50

Improves interpersonal relationship

It allows giving back to the organisation

Impacts self confidence.

Better understand organisation

 

Question 39 of 50

Compensation and Benefit

Training and Development

Strategies Required

Employee and Labour Relations.

 

Question 40 of 50

Lost of Productivity

Overtime for others who fill in

Possible lost of customer

Employee attendance policy

 

Question 41 of 50

Personnel/ HR colleagues

Line manager

Top management

Stakeholder

 

Question 42 of 50

Skills Data

Performance Data

Employees’ Data

Cost Data

 

Question 43 of 50

Mentoring

Coaching

Succession

Mentor

 

Question 44 of 50

The guidelines on the approaches an organisation desires to manage its staff.

Description of the organisation’s philosophy, vision, values on how people and resources are to be treated.

General guidelines on employee and asset management.

The democritization of personnel protection equipment in the organisation.

 

Question 45 of 50

SAGE

HRMS

HRIS

NHIS

 

Question 46 of 50

Need Assessment

Insight organisational Scan

Environmental Scan

Industry Assessment

 

Question 47 of 50

measurement, value, effectiveness

strategies, vision, purpose

values, measurement, effectiveness

compensations, values, performances

 

Question 48 of 50

Job Compatibility

working without supervision

Financial and social effect

Increase internet usage

 

Question 49 of 50

Job Skill and Knowledge

None discriminating selection process

Job evaluation and classification

Matrics and measurement

 

Question 50 of 50

Increase in business size

Increase in demand for social responsibity

None systemic employee plan

Emerging practices both within and outside