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MEBIC Human Resource Management Test Description

Content: Управление человеческими ресурсами МЭБИК тест ответы.doc (68.50 KB )
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Description

  • 1. The essence of the concept of human resource management is that:
  • A. The labor resources of the enterprise are allocated in a special type of resources that occupy a dominant place in setting goals for the organization and in planning costs.
  • B. Managing people requires a special approach from a human point of view and cannot be carried out on a par with the management of other types of resources.
  • C. People are seen as the property of the company in the competition, which must be placed, motivated, developed along with other resources to achieve the strategic goals of the organization.
  • 2. The tasks of human resource management include:
  • A. Participation in the development of the business strategy of the company, planning the volume of products, business assessment of staff.
  • B. Selection and hiring of employees, motivation and remuneration, certification and evaluation of labor results.
  • B. The development of human resources, reducing the cost of production, communication and climate in the organization.
  • 3. The specificity of human resources in comparison with other types of resources is that:
  • A. People are the organization’s most expensive resources.
  • B. People come to the organization with their emotions and goals, the success of their interaction with the organization depends on the achievement and implementation of which.
  • B. People are the organization’s most difficult to manage and often changing resources.
  • 4. What two types of efficiency should be implemented when setting goals in the field of personnel management?
  • A. Production efficiency and social efficiency.
  • B. Economic efficiency and social efficiency.
  • B. Production efficiency and economic efficiency.
  • 5. Economic efficiency in the field of personnel management means:
  • A. Profit organization by reducing staff costs.
  • B. Achieving a positive level of labor profitability, increasing the profits of the enterprise and reducing personnel costs.
  • B. Achieving the goals of the organization through the use of employees on the principle of economical spending of limited funds.
  • 6. What is the general ratio of economic efficiency?
  • A. Results / costs.
  • B. Volume of output / number of workers employed in the production process.
  • B. Profit / staff costs.
  • 7. Examples of measuring labor efficiency are the following indicators:
  • A. Profit and productivity.
  • B. Profitability and labor productivity.
  • B. Labor productivity and product profitability.
  • 8. Social efficiency in the field of personnel management is implemented in the form of:
  • A. Receipt of high wages and good working conditions.
  • B. Fulfillment of expectations, needs and interests of employees.
  • B. Meeting the economic needs of employees and social needs.
  • 9. The indicators of social efficiency in the field of personnel are:
  • A. Workload, staff turnover, level of education and skills, occupational diseases.
  • B. The number of employees, staff costs.
  • B. Numerically measurable indicators of social effectiveness do not exist.
  • 10. The goals of social and economic efficiency complement each other since:
  • A. Measures to stimulate social efficiency entail costs not covered by growth in labor productivity.
  • B. Social efficiency can be ensured only when the organization makes a profit, and economic efficiency only from a certain level of social efficiency.
  • B. Economic efficiency can be achieved only if employees make available to the organization their workforce, which they are ready to do only from a certain level of social efficiency.
  • 11. What is the origin of the function of human resource management in industrial enterprises:
  • A. With the development and dissemination of the ideas of the school of "scientific management" F. Taylor.
  • B. With the industrial revolution.
  • B. With active intervention

Additional information

  • 12. Human resource management systems are:
  • Methods, procedures and programmes for the selection, training, evaluation and remuneration of staff.
  • B. Divisions of the organization performing functions of management of human resources.
  • C. Computer programs to assist the Manager in human resource management.
  • 13. What is the human resource planning process?
  • A. in planning the number of employees required by the organization to implement its tasks.
  • B. in determining labor costs.
  • B. in determining when, where, how much, what quality, and at what price the organization will require employees to accomplish its objectives.
  • 14. Inadequate planning of human resources:
  • This Can be costly to the organization, as it can lead to the loss of valuable resources or their irrational use.
  • It Can not lead to financial losses of the organization, as it is easily corrected at any time.
  • C. Can not lead to financial losses of the organization, as it is not related to financial planning.
  • 15. What types of human resource planning are allocated depending on the scope of planning?
  • A. Strategic staff planning and long-term staff planning.
  • B. Operational staff planning and strategic staff planning.
  • B. Operational staff planning and short-term staff planning.
  • 16. Examples of intra-organizational factors that affect an organization´s need for human resources include:
  • A. the organization´s goals, the implementation of which requires human resources; internal dynamics of the labour force.
  • B. the objectives of the organization, the development of technology and technology, competition and the state of the market, the dismissal of employees at will.
  • B. development of technology and technology, competition and market conditions, political and economic changes.
  • 17. Examples of external factors that affect an organization´s need for human resources include:
  • A. the organization´s goals, the implementation of which requires human resources; internal dynamics of the labour force.
  • B. the objectives of the organization, the development of technology and technology, competition and the state of the market, the dismissal of employees at will.
  • B. development of technology and technology, competition and market conditions, political and economic changes.
  • 18. On the basis of what the human resources Department determines the vacant jobs that need to be filled?
  • A. On the basis of the plan for human resources.
  • B. on the basis of detailed requirements for jobs.
  • B. based on the requirements of the management of the organization.

  • 19. The recruitment process consists of the following stages:
  • A. Detailing requirements for vacant jobs and recruitment.
  • B. selection of candidates, selection of candidates and recruitment.
  • B. Detailing requirements for vacant jobs, selection of candidates, selection of candidates and recruitment.
  • 20. The recruitment process is influenced by the following environmental factors:
  • A. Legislative restrictions, the situation in the labor market, personnel policy pursued by the organization.
  • B. Legal restrictions, the situation in the labor market, the location of the organization.
  • B. Personnel policy pursued by the organization, the image of the organization.
  • 21. The recruitment process is influenced by the following internal factors:
  • A. Legislative restrictions, the situation in the labor market, personnel policy pursued by the organization.
  • B. Legal restrictions, the situation in the labor market, the location of the organization.
  • B. Personnel policy pursued by the organization; image of the organization.
  • 22. The basis of detailing the requirements for the vacant workplace is:
  • A. an Interview with an employee of the human resources Department.
  • B. Interview with the line Manager.
  • B. preparation of job description, qualification card and competency card.
  • 23. The main constraints in the selection of candidates are:
  • A. the Budget that the organization can spend and the opi

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