1. Which amongst the following is not the HRM process/practice?

1. Creating a culture of a safe and Healthy work environment.
2. Planning for recruiting and selecting the workforce.
3. Planning and making strategies for achieving high profits.
4. Orienting, training, and developing employees.

2. Human Capital, is:

1. The value of knowledge, skills and capabilities impacting the organizations performance.
2. Strong leadership in organization.
3. Diversity in organization.
4. Number of qualified employees in organization.

3. ________ provides new employees with the basic background information required to perform their jobs satisfactorily.

1. Employee recruitment

2. Employee selection
3. Employee orientation
4. Employee development

4. Which of the following would perform the initial orientation in most firms?

1. HR specialist
2. mid-level manager

3. administrative assistant
4. immediate supervisor

5. Maria was recently hired as an accountant with a large marketing firm. Today is Maria's first day of work, and she will be attending an employee orientation session. Which of the following is LEAST likely to be addressed during Maria's orientation?

1. employee benefits
2. daily routine

3. safety measures
4. sales methods

6. Which of the following is NOT one of the primary purposes of employee orientation?
   1. The employee should become skilled with the firm's software.
   2. The employee should understand the organization in a broad sense.

3. The employee should have a clear understanding of what is expected.
4. The employee should begin the process of learning the firm's preferences.

7. What is an alternative term for employee orientation?
   1. Development
   2. Acculturation
   3. Recruiting
   4. Onboarding

8. The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called ________.
   1. Recruitment
   2. Employee selection
   3. Performance appraisal
   4. Organizational development

9. Which of the following is NOT one of the recommended guidelines for setting effective employee goals?
   1. assigning specific goals
   2. assigning measurable goals
   3. administering consequences for poor performance
   4. encouraging employees to participate in setting goals.

10. SMART goals are best described as ________.

1. specific, measurable, attainable, relevant, and timely
2. strategic, moderate, achievable, relevant, and timely
3. specific, measurable, achievable, relevant, and tested
4. straightforward, meaningful, accessible, real, and tested

11. All the following are reasons for appraising an employee's performance EXCEPT

________.

1. assisting with career planning
2. making decisions about promotions
3. creating an organizational strategy map

4. determining appropriate salary and bonuses

12. In most organizations, which of the following is primarily responsible for appraising an employee's performance?

1. employee's direct supervisor
2. human resources manager
3. EEO representative
4. employee's peers

13. BFOQ is the abbreviation of: .

14. Match the following definitions with the terms: [7 Marks]

DEFINITIONS:

1. The planned elimination of jobs.
2. Hiring someone outside the company or bringing in a company to perform tasks that could be done internally.
3. Adjusting employment policies and practices so that no individual is denied benefits.
4. A set of standards of acceptable conduct and moral judgement.
5. The act of reporting organizations unethical practices outside the organization.
6. The collective understanding of beliefs and values that guide how employees act and behave.
7. Any demand on the physical or emotional self that requires a person to copes.

TERMS

1. Whistleblowing .
2. Downsizing .
3. Accommodation .
4. Outsourcing .
5. Stress .
6. Ethics .
7. Organization Culture .