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MGMT 303 FINAL EXAM QUESTIONS WITH 100- VERIFIED CORRECT ANSWERS
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MGMT 303 FINAL EXAM QUESTIONS WITH 100- VERIFIED CORRECT ANSWERS
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MGMT 303 FINAL EXAM QUESTIONSWITH 100% VERIFIED CORRECT
ANSWERS
strategic human resource management - VERIFIED ANSWER✔✔-consists of the activities managers
perform to plan for, attract, develop, and retain an effective workforce
job analysis - VERIFIED ANSWER✔✔-determining the basic elements of a job by observation and
analysis
Strategic Human Resource Management Process: - VERIFIED ANSWER✔✔-• Establish the mission &
vision
• Establish the grand strategy
• Formulate the strategic plans
• Plan human resources needed
• Recruit & select people
• Orient, train, & develop
• Perform appraisals of people
• Purpose: Get optimal work performance to help realize company's mission & vision
Three Important Concepts of Human Resource Management are: - VERIFIED ANSWER✔✔-human
capital
knowledge workers
social capital
Human Capital - VERIFIED ANSWER✔✔-the economic or productive potential of employee knowledge,
experience, and actions.
Knowledge Workers - VERIFIED ANSWER✔✔-someone whose occupation is principally concerned with
generating or interpreting information, as opposed to manual labor. Add value to the organization by
using their brains rather than muscle and sweat. The U.S no longer has an advantage in knowledge
,workers due to globalization, information technology, offshoring of sophisticated jobs, decrease in
math and science skills among young Americans.
Social Capital - VERIFIED ANSWER✔✔-the economic or productive potential of strong, trusting, and
cooperative relationships. Includes goodwill, mutual respect, cooperation, trust, and teamwork.
Job Description - VERIFIED ANSWER✔✔-summarizes what the holder of the job does and how and
why she does it.
Human Resource Inventory - VERIFIED ANSWER✔✔-a report listing your organization's employees by
name, education, training, languages, and other important information.
Internal Recruiting - VERIFIED ANSWER✔✔-making people already employed by the organization
aware of job openings. (mainly through job postings, placing info. about job vacancies and
qualifications on bulletin boards, in newsletters, and on the organization's intranet.
External Recruiting - VERIFIED ANSWER✔✔-means attracting job applicants from outside the
organization.
Internal Recruiting (advantages) - VERIFIED ANSWER✔✔-1. employees tend to be inspired to greater
effort and loyalty. Morale is enhanced because they realize that working hard and staying put can
result in more opportunities
2. the whole process of advertising, interviewing, and so on is cheaper.
3. there are fewer risks, internal. internal candidates are already known and are familiar with the
organization
Internal Recruiting (disadvantages) - VERIFIED ANSWER✔✔-1. internal recruitment restricts the
competition for positions and limits the pool of fresh talent and fresh viewpoints
2. it many encourage employees to assume that longevity and seniority will automatically result in
promotion
3. whenever a job is filled, it creates a vacancy elsewhere in the organization
, External Recruiting (advantages) - VERIFIED ANSWER✔✔-1. applicants may have specialized
knowledge and experience
2. applicants may have fresh viewpoints
External Recruiting (disadvantages) - VERIFIED ANSWER✔✔-1. the recruitment process is more
expensive and takes longer
2. the risks are higher because the persons hired are less well known
Selection Process - VERIFIED ANSWER✔✔-the screening of job applicants to hire the best candidate.
Interviewing: - VERIFIED ANSWER✔✔-Unstructured, Situational, & Behavioral-Description
Unstructured Interview - VERIFIED ANSWER✔✔-involves asking probing questions to find out what
the applicant is like.
Structured Interview Type 1: The Situational Interview: - VERIFIED ANSWER✔✔-involves asking each
applicant the same questions and comparing their responses to a standardized set of answers.
i. Situational Interview: the interviewer focuses on hypothetical situations.
Structured Interview Type 2: The Behavioral-Description Interview - VERIFIED ANSWER✔✔-the
interviewer explores what applicants have actually done in the past.
Employment Tests - VERIFIED ANSWER✔✔-are legally considered to consist of any procedure used in
the employment selection decision process, even application forms, interviews, and educational
requirements.
Ability Tests - VERIFIED ANSWER✔✔-measure physical abilities (strength, stamina, mechanical ability,
mental abilities, and clerical abilities)
Performance Tests - VERIFIED ANSWER✔✔-measure performance on actual job tasks
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