Formulating and executing HR systems that produce employee competencies and behaviors needed to achieve the company’s strategic aims is/are_____________?

Related Mcqs:

1. Strategic human resource management aims to achieve competitive advantage in the market through__________?

   A. Price
   B. Product
   C. People
   D. Process

2. The demonstrable skills, knowledge or behaviors that enable employee’s performance are called?

   A. competencies
   B. job description
   C. job specification
   D. job evaluation

3. The demonstrable skills, knowledge or behaviors that enable employee’s performance are called?

   A. competencies
   B. job description
   C. job specification
   D. job evaluation

4. The strategy employers follow to vacate a position where the employee is no longer needed is included in?

   A. promotions
   B. transfers
   C. reality shock
   D. formal training

5. To address the challenges and opportunities they face organisations engage in a process of strategic management. Strategic management is:

   A. short-term focused and composed of organisational strategy, including strategy formulation and implementation
   B. short-term focused and composed of the organisation’s mission, vision and value statements
   C. long-term focused and composed of organisational strategy, including strategy formulation and implementation
   D. long-term focused and composed of the organisation’s mission, vision and value statements

6. When an employee harms a third party because of inadequate employee training, it is called ____________?

   A. training
   B. negligent training
   C. both A and B
   D. none of above

7. In career development focus, matching the job and individual competencies is the part of?

   A. training and development
   B. performance appraisal
   C. recruiting and placement
   D. compensation and benefits

8. The pay plan is based on influence-able competencies for companies to focus on?

   A. performance management process
   B. high performance work system
   C. less performance work system
   D. quantitative job evaluation

9. The pay plan is based on influence-able competencies for companies to focus on?

   A. performance management process
   B. high performance work system
   C. less performance work system
   D. quantitative job evaluation

10. The availability of information systems for updating and integration of learning, recruitment and employee pay, is the part of?

    A. phased retirement
    B. preretirement counseling
    C. talent management
    D. modifying selection procedure