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| Section | Objectives |
|---|---|
| Topic 1: Training and Employee Development | - Employee Growth
|
| Topic 2: Employee Relations and Workplace Safety | - Workplace Management
|
| Topic 3: Analyzing Work and Human Resource Planning | - Workforce Planning
|
| Topic 4: Legal and Regulatory Requirements | - Employment Laws
|
| Topic 5: Strategic Human Resource Management | - HRM and Organizational Strategy
|
| Topic 6: The Role of Human Resource Management in Business | - Organizational Culture
|
| Topic 7: Performance Management and Compensation | - Performance Systems
|
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NEW QUESTION # 73
What is a driver for employee retention?
Answer: A
Explanation:
Employee retention is strongly influenced by opportunities for growth, advancement, and long-term career development. According toHuman Resource Management, 16th Editionby Gary Dessler,succession managementis a key driver of employee retention because it signals to employees that the organization is invested in their future.
Succession management involves identifying, developing, and preparing employees for future leadership or critical roles. Dessler explains that when employees see clear career paths and development opportunities within the organization, they are more likely to remain committed and less likely to seek opportunities elsewhere.
Performance metrics and competency databases are tools used to measure and manage performance and skills, but they do not directly motivate employees to stay. External sourcing focuses on hiring from outside the organization and does not contribute to retaining existing employees. Therefore, the strongest driver of employee retention among the options issuccession management.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Career Development, Succession Planning, and Retention
NEW QUESTION # 74
A manager meets with an employee to praise the employee for achieving monthly sales goals.
Which performance management technique did this manager implement?
Answer: A
Explanation:
The manager implemented the technique of positive feedback by praising the employee for achieving monthly sales goals. Positive feedback involves recognizing and affirming good performance, which helps to reinforce desirable behaviors and motivate employees. It is a critical component of effective performance management because it not only acknowledges the employee's efforts and achievements but also encourages them to maintain or improve their performance.
References
* Managing Human Capital Textbook
* "The Power of Feedback: Giving, Seeking, and Using Feedback for Performance Improvement" by Manuel London
* SHRM (Society for Human Resource Management) guidelines on performance feedback
NEW QUESTION # 75
Which step could a company take to prevent workplace violence?
Answer: D
Explanation:
Preventing workplace violence requires proactive identification and management of risk factors such as stress, substance abuse, emotional distress, and personal crises. According toHuman Resource Management, 16th Editionby Gary Dessler, one effective preventive measure is tooffer and publicize an employee assistance program (EAP).
Employee assistance programs provide confidential counseling and support services for employees dealing with personal or work-related problems, including stress, depression, financial issues, and family difficulties.
Dessler explains that EAPs help reduce the likelihood that unresolved personal problems escalate into aggressive or violent behavior at work.
By making employees aware of available support resources, organizations demonstrate concern for employee well-being while also reducing safety risks. Fitness centers, performance awards, and professional development opportunities may improve morale or engagement, but they do not directly address the emotional and psychological factors linked to workplace violence.
Therefore, the most appropriate step a company can take to prevent workplace violence is tooffer and publicize an employee assistance program.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety, Health, and Workplace Violence Prevention
NEW QUESTION # 76
What is organizational design?
Answer: A
Explanation:
Organizational design involves configuring the structure of an organization to effectively achieve its goals.
This includes determining the best ways to allocate resources, coordinate activities, and supervise tasks. The aim is to create an optimal organizational framework that enhances communication, improves efficiency, and supports the achievement of strategic objectives. It includes decisions about hierarchy, departmentalization, span of control, and formalization.
"Organization Design: A Guide to Building Effective Organizations" by Naomi Stanford Harvard Business Review articles on organizational design
NEW QUESTION # 77
What is the definition of staffing?
Answer: C
Explanation:
* Definition of Staffing: Staffing encompasses a series of activities aimed at ensuring the organization has the right people in the right jobs at the right time.
* Components:
* Planning: Assessing current and future staffing needs based on organizational goals.
* Acquiring: Recruiting and selecting candidates who fit the organizational culture and job requirements.
* Deploying: Placing employees in roles where they can be most effective.
* Retaining: Implementing strategies to keep talented employees engaged and committed to the organization.
* Importance: Effective staffing ensures that the organization has the human capital necessary to achieve its objectives and maintain a competitive edge.
References:
* Human Resource Management theories and practices
* Strategic Staffing models and frameworks
NEW QUESTION # 78
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