HRM_Quiz Chapter 3-4_2024.

1
1.Employee performance appraisals have no purpose?
 Help employees increase undirected behaviors in the process of doing work

2.Evaluation of job performance in the enterprise is not intended

-> Decreased consistency between personal behavior and corporate culture

3.Selecting methods and principles to be applied in training is the content of which basic stage in the
human resource training process of an enterprise?
->Conduct Training
4.This is not the main reason to assert that training and development is important
->strategic solution to determine the salary level of the business.
5.Formal training, in-service training or refresher courses in what form of human resource training?
 form of training organization.

6. In personal development, the more challenging the goal, the better the performance will be when
which of the following situations occurs?
-> The goal is personally acceptable.
7. Managers record errors, major problems or good results in employee performance, normal results
will not be recorded as the main content of the method of performance evaluation. what job?
-> Retention method.
8. In setting performance evaluation criteria, which of the following requirements must be complied
with?
-> Standards are easy to understand, clear, time-specific, easy to measure, and standards must be
challenging and realistic for the individual.
9. Development focused on
-> Current job and future job
10. The process of training human resources in enterprises can include the following basic stages in
which order?
-> Needs analysis – Method selection – Training – Evaluation of results.
11. Which of the following human resource training methods is the most widely used?
->Training on job
12. Team development techniques are not designed to
-> Reduced team productivity
13. This is a form of training on typical skills, ways and methods of working in enterprises. When
employees move to another business, that training skill is often no longer applicable.
-> Orientation Training
14. When assessing the reliability of personal performance/performance, it is important to identify
which of the following is important?
-> Who will evaluate, what standards and metrics will be used
15. Human resource training programs do not need to achieve which of the following?
-> No need to be consistent with corporate culture and values
16. For employees, which of the following factors meet the needs of learning, improving the skills of
employees, creating positive labor motivation, thereby improving productivity and work efficiency?
-> Training and developing human resources.
17. Human resource development in the enterprise focuses on which of the following goals?
-> Individuals, groups and businesses
18. When are the standards elaborated in performance reviews considered highly reliable?
-> There is a distinction in the degree of high and low of the work done, the distinction of the degree
and the facilitation of the test measurement.

HRM_152479_Review of chapter 1-3

1. There are some businesses that apply the policy of paying lower than the current rate (pay
followers). Is this not a reason for businesses to apply low wages?
-> Enterprises want to attract quite good human resources.
2. Demotion is the process of moving an employee to a lower level in terms of duties and
responsibilities, and includes which of the following?
-> The reduction of wages.
3. Giving an employee a few days off to think about whether he really wants to follow the company's
rules and regulations and if he wants to continue working is a matter of law. Which of the
following principles?
- > Provisional Disciplinary Principle.
4. The policy criteria on compensation to bring about efficiency include:
-> Business legitimacy, reasonableness, cost-effectiveness, and acceptance by everyone in the
business.
- Trade union is an organization representing the interests of workers, fighting with business
owners for stability and equality in which of the following factors?
-> Relationship in paying employees
5. Performance appraisal is considered as a control mechanism for feedback to individuals and the
whole organization about the work in progress. If there is a lack of information about job
performance, which of the following states will the administrator fall into? -> It is not known
whether the employee is performing the right goals, in the right manner and to the desired
standards.

6. What is the purpose of the enterprise's performance evaluation?

-> Determine salary, bonus, training needs, set career development goals for employees.

- What do trade unions usually do with business leaders in terms of controlling, increasing
wages and protecting workers against productivity and efficiency pressures? ->
Recommendations.

- The union's "collective voice" reduces the rate of employees leaving their jobs, thereby
retaining good and experienced employees, reducing training costs and increasing
productivity. The firm's productivity is the point of view of:
-> Union supporters.

7. The view that reasonable and fair wages and a good and progressive human resource
management policy do not necessarily require unions and union membership. This view often
appears in businesses with
 -> Small scale.

8. This is not the main reason to assert that training and development is important
-> strategic solution to determine the salary level of the business.

9. In order to well handle the labor relationship in the enterprise and communicate successfully, the
administrator needs to understand which of the following?
-> Behavior, as well as aspirations and wishes of employees/employees.
10.
Traditional performance appraisal (evaluating an individual on the basis of comparison with
others) can lead to which of the following?
-> is counterproductive and sometimes creates competition in a more negative way than
cooperation.

11.What characteristics should human resources have to be considered the most valuable capital, a
resource that brings outstanding values to an enterprise?
-> High quality human resources

12.Enterprises are facing more and more difficulties in maintaining and managing human resources,
especially high-quality human resources (professional knowledge and high skills) due to the
following reasons: Which of the following?
-> The labor market is competitive, with many opportunities to choose jobs.

13.The selection of methods and principles to be applied in training is the content of which basic
stage in the enterprise's human resource training process?
-> Training

14.In personal development, the more challenging the goal, the higher the performance will be when
the following situations occur?
-> The goal is personally acceptable

15.Which of the following factors should be aimed at: to clear disagreements and deadlocks in the
settlement process but still ensure the interests of the parties and maximize the settlement?
decide to handle the employment relationship?
-> Principles of labor dispute settlement.

16.These are not the basic principles of evaluating information about personnel in the principles of
selection:
-> Wherever there is a shortage, it is not necessary to prioritize in the selection process, other
needs can be prioritized.

17.In forecasting human demand, which analysis method is understood as the study of human
resource needs in previous years to forecast human demand in the next period?
-> Trend analysis

18.In small and medium-sized enterprises, which of the following is not expected of employees
joining a union?
-> Increase the responsibility of employees.
 19.The administrator's communication purpose is not for which of the following purposes?
-> Create conflicts in communication.

HRM_152479_Ôn tập_Kì 2024.1

1.Some people in small-scale enterprises think that reasonable and fair wages and a good and
progressive human resource management policy do not need any of the following factors: ?
-> It is not necessary to have a union and join a union.
2.Trade union is an organization representing the interests of workers, fighting with business owners for
stability and equality in which of the following factors?
-> Relationship in paying employees.
3.There are some businesses that apply the policy of paying lower than the current rate (pay followers).
Is this not a reason for businesses to apply low wages?
-> Enterprises want to attract quite good human resources.
4. Giving an employee a few days off to think about whether he really wants to follow the company's
rules and regulations and if he wants to continue working is a matter of law. Which of the following
principles?
-> Provisional Disciplinary Principle.
5.Which of the following factors should be aimed at: to clear disagreements and deadlocks in the
settlement process but still ensure the interests of the parties and maximize the settlement? decide to
handle the employment relationship?
-> Principles of labor dispute settlement.
6.What do trade unions usually do with business leaders in terms of controlling, increasing wages and
protecting workers against productivity and efficiency pressures?
-> Recommendations.
7.The selection of methods and principles to be applied in training is the content of which basic stage in
the enterprise's human resource training process?
-> Training
8.The administrator's communication purpose is not for which of the following purposes?
-> Create conflicts in communication.
9.In human resource management, even though there is a dispute between the parties, but for the
common interests of the parties, they still have to collaborate to work together?
-> Employers and employees.
10.The view that reasonable and fair wages and a good and progressive human resource management
policy do not necessarily require unions and union membership. This view often appears in businesses
with
-> Small scale.
11.In dispute settlement, the provision of sufficient documents and documents at the request of the
labor dispute settlement agency or organization and may be directly or through its representative to
participate in the labor dispute settlement process is understood as the implementation of ....?
-> Rights and obligations of the parties.
12.Performance appraisal is considered as a control mechanism for feedback to individuals and the
whole organization about the work in progress. If there is a lack of information about job performance,
which of the following states will the administrator fall into?
-> It is not known whether the employee is performing the right goals, in the right manner and to the
desired standards
13. In forecasting human demand, which analysis method is understood as the study of human resource
needs in previous years to forecast human demand in the next period?
-> Trend analysis.
14.Demotion is the process of moving an employee to a lower level in terms of duties and
responsibilities, and includes which of the following?
-> The reduction of wages.
15. This is not the main reason to assert that training and development is important
-> strategic solution to determine the salary level of the business.
16.These are not the basic principles of evaluating information about personnel in the principles of
selection:
-> Wherever there is a shortage, it is not necessary to prioritize in the selection process, other needs
can be prioritized.
17.What is the purpose of the enterprise's performance evaluation?
-> Determine salary, bonus, training needs, set career development goals for employees.
18. Traditional performance appraisal (evaluating an individual on the basis of comparison with others)
can lead to which of the following?
-> is counterproductive and sometimes creates competition in a more negative way than cooperation.
19.In small and medium-sized enterprises, which of the following is not expected of employees joining a
union?
-> Increase the responsibility of employees.
20.Human resource decisions that require union participation are not related to employment?
-> Maternity leave
21. The policy criteria on compensation to bring about efficiency include:
-> Business legitimacy, reasonableness, cost-effectiveness, and acceptance by everyone in the
business.
22.The union's "collective voice" reduces the rate of employees leaving their jobs, thereby retaining
good and experienced employees, reducing training costs and increasing productivity. The firm's
productivity is the point of view of:
-> Union supporters
23.What characteristics should human resources have to be considered the most valuable capital, a
resource that brings outstanding values to an enterprise?
High quality human resources.
24.Enterprises are facing more and more difficulties in maintaining and managing human resources,
especially high-quality human resources (professional knowledge and high skills) due to the following
reasons: Which of the following?
-> The labor market is competitive, with many opportunities to choose jobs.
25.In personal development, the more challenging the goal, the higher the performance will be when the
following situations occur?
-> The goal is personally acceptable.
26.In order to well handle the labor relationship in the enterprise and communicate successfully, the
administrator needs to understand which of the following?
-> Behavior, as well as aspirations and wishes of employees/employees.

Human Resource Management _2024.1

1.To allow employees to work from home or any other location outside of the office is called
->Remote working
2.How will internal recruitment affect the business if it is stagnant and inefficient?
->Very dangerous.
3.Job analysis does not include which of the following?
->Ask for management's opinion on the technical expertise request form.
4.Broadening tasks performed in a job is called job………
->Enlargement
5.To allow employees to work longer hours for fewer days per week, such as a four-day workweek, is
called:
->Compressed workweek
6.In order to stimulate new employees to be proud of the business and help them quickly get used to the
job, which of the following content will the business introduce?
->History of formation and development of the enterprise, cultural values, policies, reward regime,
factors of working conditions of the enterprise.
7.This is the final content of the job analysis process.
->Develop job description sheets, job performance standard sheets and job technical requirements
sheets.
9..…..is the process of getting detailed information about jobs
->Job analysis
10.The concept of HRM implies that employees are ………….of the employer
->Resources
11. Human resources give organizations advantages because human resources:
All of these
12.In forecasting human resource needs, which analytical method is understood as studying human
resource needs in previous years to forecast human resource needs in the next period?
->Trend analysis.
13. Why Is HRM Important to All Managers?
A. To avoid personnel mistakes
B. To improve profits and performance
C. You may spend some time as an HR manager.
14.Which method of human resource forecasting is not highly accurate because it does not consider
changes in the structure and quality of workers as well as changes in technological processes and
technical organizations of enterprise?
->Correlation analysis.

15.Types of Human capitals are not related to:

->Need
16.Human resource recruitment is a specific step to achieve the goal of which function of human
resource management?
->Human resource planning
17.To improve the accuracy of selection decisions, it is necessary to systematically review information
about candidates. Organizations and businesses often do not care about:
->Subjective needs of managers
18.The object of human resource management is…
->Employees in the organization and issues related to them.
19.What content does the human resource training and development function group focus on?
->Improve the capacity, skills, and qualifications of employees in the enterprise so that they can
complete their jobs well and create conditions for them to maximize their personal abilities.
20.Recruitment is a process that includes what activities to use in the right job position that the business
needs human resources?
->Attract human resources from different sources – choose the right people with the suitable standards.
21.Which functional group of human resource management does stimulate, and motivating employees
belong to?
->Maintain human resources.