MGMT 303 Final Exam with All Correct & 100% Verified
Answers |Actual Complete Exam| Already Graded A+
(Just Released)
strategic human resource management ✔Correct Answer-consists of the activities managers
perform to plan for, attract, develop, and retain an effective workforce
job analysis ✔Correct Answer-determining the basic elements of a job by observation and analysis
Strategic Human Resource Management Process: ✔Correct 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: ✔Correct Answer-human capital
knowledge workers
social capital
Human Capital ✔Correct Answer-the economic or productive potential of employee knowledge,
experience, and actions.
Knowledge Workers ✔Correct Answer-someone whose occupation is principally concerned with
generating or interpreting information, as opposed to manual labour. 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 ✔Correct Answer-the economic or productive potential of strong, trusting, and
cooperative relationships. Includes goodwill, mutual respect, cooperation, trust, and teamwork.
Job Description ✔Correct Answer-summarizes what the holder of the job does and how and why
she does it.
Human Resource Inventory ✔Correct Answer-a report listing your organization's employees by
name, education, training, languages, and other important information.
Internal Recruiting ✔Correct 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 ✔Correct Answer-means attracting job applicants from outside the
organization.
, Internal Recruiting (advantages) ✔Correct 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) ✔Correct 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) ✔Correct Answer-1. applicants may have specialized knowledge and
experience
2. applicants may have fresh viewpoints
External Recruiting (disadvantages) ✔Correct 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 ✔Correct Answer-the screening of job applicants to hire the best candidate.
Interviewing: ✔Correct Answer-Unstructured, Situational, & Behavioural-Description
Unstructured Interview ✔Correct Answer-involves asking probing questions to find out what the
applicant is like.
Structured Interview Type 1: The Situational Interview: ✔Correct 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 Behavioural-Description Interview ✔Correct Answer-the
interviewer explores what applicants have actually done in the past.
Employment Tests ✔Correct 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 ✔Correct Answer-measure physical abilities (strength, stamina, mechanical ability,
mental abilities, and clerical abilities)
Performance Tests ✔Correct Answer-measure performance on actual job tasks
Personality Tests ✔Correct Answer-measure personality traits such as adjustment, energy,
sociability, independence, and need for achievement.
Integrity Tests ✔Correct Answer-assess attitudes and experiences related to a person's honesty,
dependability, trustworthiness, reliability, and prosocial behaviour.
Background Information: ✔Correct Answer-Application Forms, Resumes, & Reference Checks
Answers |Actual Complete Exam| Already Graded A+
(Just Released)
strategic human resource management ✔Correct Answer-consists of the activities managers
perform to plan for, attract, develop, and retain an effective workforce
job analysis ✔Correct Answer-determining the basic elements of a job by observation and analysis
Strategic Human Resource Management Process: ✔Correct 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: ✔Correct Answer-human capital
knowledge workers
social capital
Human Capital ✔Correct Answer-the economic or productive potential of employee knowledge,
experience, and actions.
Knowledge Workers ✔Correct Answer-someone whose occupation is principally concerned with
generating or interpreting information, as opposed to manual labour. 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 ✔Correct Answer-the economic or productive potential of strong, trusting, and
cooperative relationships. Includes goodwill, mutual respect, cooperation, trust, and teamwork.
Job Description ✔Correct Answer-summarizes what the holder of the job does and how and why
she does it.
Human Resource Inventory ✔Correct Answer-a report listing your organization's employees by
name, education, training, languages, and other important information.
Internal Recruiting ✔Correct 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 ✔Correct Answer-means attracting job applicants from outside the
organization.
, Internal Recruiting (advantages) ✔Correct 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) ✔Correct 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) ✔Correct Answer-1. applicants may have specialized knowledge and
experience
2. applicants may have fresh viewpoints
External Recruiting (disadvantages) ✔Correct 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 ✔Correct Answer-the screening of job applicants to hire the best candidate.
Interviewing: ✔Correct Answer-Unstructured, Situational, & Behavioural-Description
Unstructured Interview ✔Correct Answer-involves asking probing questions to find out what the
applicant is like.
Structured Interview Type 1: The Situational Interview: ✔Correct 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 Behavioural-Description Interview ✔Correct Answer-the
interviewer explores what applicants have actually done in the past.
Employment Tests ✔Correct 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 ✔Correct Answer-measure physical abilities (strength, stamina, mechanical ability,
mental abilities, and clerical abilities)
Performance Tests ✔Correct Answer-measure performance on actual job tasks
Personality Tests ✔Correct Answer-measure personality traits such as adjustment, energy,
sociability, independence, and need for achievement.
Integrity Tests ✔Correct Answer-assess attitudes and experiences related to a person's honesty,
dependability, trustworthiness, reliability, and prosocial behaviour.
Background Information: ✔Correct Answer-Application Forms, Resumes, & Reference Checks
