1061. The most common activities performed by HR, Which are often outsourced , are :
A. Recruitment and selection
B. Occupational health, payroll, pensions and trainings *
C. Human resource planning
D. Assessment centers
1062. The continuing search by HR for an identity and status represents for some an enduring paradox that , until resolved or explained will limit HR’S contribution to organizational objectives .A paradox is characterized by:
A. A structural feature of all organizations
B. An inherently human condition
C. Something which seems difficult to understand and explain *
D. A characteristic of how groups operate.
1063. Moony (2001) argues that the cost of carrying out HR activities is often found to be inversely related to their value. This occurs when :
A. There is a lack of strategic control and accountability over what HR does *
B. There is no one in HR in charge of the budget.
C. HR’s work doesn’t really matter much.
D. HR isn’t sure how much its activities are worth in terms of costs and benefits.
1064. The strategic importance of an organization’s people to their long term success has become a central tenet of what has become known as SHRM. This importance is based on :
A. They are adaptable and willing to accommodate management’s needs.
B. The utilization of remunerations to evoke more significant levels of execution
C. The extraordinary and non replicable nature of human abilities *
D. They can be effectively constrained by the association’s design and culture
1065. Being strategic, from the perspective of an HR department , is often the way to be taken seriously and offered as seat at the top table ‘ but what does being strategic really mean?
A. Talking the language of strategy
B. Seeing everything as strategically important
C. Being aware of an implementing the latest “solutions’ and leading edge thinking
D. Having and impact on the things that are most important to the organization’s corporate goals and objectives *
1066. According to Michael Porter, it is important to distinguish between operational effectiveness and strategic positioning . The former entails performing comparable tasks more effectively than rivals, while the latter entails:
A. Investing more in high value activities
B. Performing different activities from competitor organizations or performing similar activities in different ways *
C. Engaging in best practice HR
D. HR having a concise plan of actions and results
1067. The importance of integration to organizations has long been a feature of the literature on strategy.The pursuit of vertical and horizontal integration is a major impetus for HR’s efforts to become “more strategic,” as horizontal integration is defined.
A. That different activates and initiatives need to mutually supportive and designed in a holistic way *
B. That employees and managers must collaborate more closely
C. That management and leadership need to work together more closely.
D. That various management functions need to stop working in “Silos.”
1068. In order to guarantee it, recruitment and selection must be efficient:
A. Offsets high labour turnover
B. Provides the best people at the best possible time *
C. To have extra money in case of illness or absence
D. Encourage new blood into the organization
1069. Many so-called “people problems” can be solved by making the recruitment process more effective in the following ways:
A. Having a strong HR department to carry out the process;
B. Outsourcing the HR department;
C. Selecting the right people for the job with care *
D. Devolving to line managers
1070. Which group of employees is significantly underrepresented in the science and engineering fields?
A. Highly Skilled
B. Young People
C. Over 50s
D. Women