FREE Society For Human Resource Management (Strategic) Question and Answers
Putting strategies into practice entails
After strategic planning and formulating various strategies to achieve organizational goals, the next crucial step is the implementation of those strategies. Implementation involves translating the formulated plans and strategies into action and executing them effectively throughout the organization.
Of the following is strategic human resource management most closely related?
The fundamental strategy for measuring employee performance contrasts current performance with
The fundamental strategy for measuring employee performance contrasts current performance with "Set standards."
In performance management, measuring employee performance involves comparing an employee's actual performance against pre-established performance standards or expectations. These performance standards are specific, measurable, achievable, relevant, and time-bound (SMART), and they serve as benchmarks for evaluating employee performance.
Any organization's HR plans do not include
Any organization's HR plans do not include "Production plans."
Human Resource (HR) plans are specific to managing the organization's workforce and related HR activities. They are designed to align HR strategies and practices with the overall business objectives of the organization. HR plans encompass various aspects related to talent acquisition, employee development, performance management, compensation, and employee engagement, among others.
According to the company's strategic goals, HR maturity is assessed by
According to the company's strategic goals, HR maturity is assessed by the "Human Resource Development (HRD) scorecard."
The evaluation of performance makes ensuring
Providing a budget for staff development is a technique connected to
Providing a budget for staff development is a technique connected to "Career management."
Career management is the process of designing and implementing strategies and programs to support employees in their professional growth and development within an organization. It involves planning and guiding employees' career paths to help them achieve their career goals while contributing effectively to the organization's objectives.
Employers generally use feedback for
Feedback is a crucial tool used by employers to provide constructive information to employees about their performance, behavior, and skills. The primary goal of giving feedback is to facilitate the growth and improvement of employees, which ultimately contributes to their professional development and enhances their overall effectiveness in the workplace.
Verification of performance gaps to identify training or job switching is known as
Verification of performance gaps to identify training or job switching is known as "Performance analysis."
Performance analysis is the process of systematically evaluating an individual's or a team's performance to identify areas where performance falls short of desired or expected levels. The goal of performance analysis is to determine the root causes of performance gaps and make informed decisions on how to address them effectively.
What our company does is described in
A mission statement is a concise and clear statement that communicates the fundamental purpose and core activities of a company or organization. It outlines what the organization does, who its primary customers or stakeholders are, and the value it intends to bring to them. A well-crafted mission statement defines the company's reason for existence and provides a sense of direction and focus for its employees, stakeholders, and the public.
The core of effective delegation is setting up an atmosphere where knowledge can be shared continuously and in both directions between superiors and subordinates.
The core of effective delegation, as described in the statement, aligns with the "High Involvement Management Model."
The High Involvement Management Model emphasizes creating a work environment that encourages active participation and knowledge sharing between superiors (managers) and subordinates (employees). In this model, decision-making and responsibility are distributed throughout the organization, and employees are empowered to contribute their knowledge and expertise to the decision-making process.
The procedure that determines how and what roles need to be filled is referred to as
When feedback is gathered from coworkers, clients, and superiors, it is referred as as
360-degree feedback is a comprehensive and multi-perspective performance appraisal approach that involves gathering feedback from various individuals who have different perspectives on the employee's performance. The feedback comes from all around the individual, including peers, direct reports, supervisors, and clients, providing a well-rounded view of their skills, behaviors, and overall effectiveness in the workplace.
The interview for a performance review that is the easiest is
The interview for a performance review that is the easiest is the "Positive Performance Review."
In a positive performance review, the focus is on acknowledging and praising an employee's achievements, strengths, and contributions. The manager highlights the employee's accomplishments, skills, and positive behaviors throughout the review period. This type of performance review aims to boost employee morale, recognize their efforts, and reinforce positive behaviors.
Utilizing growth opportunities is a part of the career development process.
Career development involves the continuous process of managing one's career and making strategic decisions to achieve personal and professional goals. While organizations and employers can provide support and resources for career development, individuals themselves play a central role in driving their career growth and seizing opportunities.
Strategic human resource management aims to achieve competitive advantage in the market through
Strategic human resource management (SHRM) aims to achieve competitive advantage in the market through "People."
People, in the context of SHRM, refer to the organization's workforce or human capital. SHRM recognizes that employees are valuable assets and a key source of competitive advantage for the organization. By effectively managing and developing the workforce, organizations can gain a competitive edge in the market.