People resourcing in HRM MCQs

People resourcing in HRM MCQs

Our team has conducted extensive research to compile a set of People resourcing in HRM MCQs. We encourage you to test your People resourcing in HRM knowledge by answering these multiple-choice questions provided below.
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1: Which of the following is not a means of assessing labour turnover

A.   Wastage analysis

B.   Cohort analysis

C.   Stability analysis

D.   Transfer analysis

2: Which of the following is not associated with a humanist approach to job design

A.   Job enlargement

B.   Job rotation

C.   Job enrichment

D.   Job specification

3: Those employees left in an organisation following a redundancy programme are often referred to as

A.   Remainders

B.   Survivors

C.   Perishers

D.   Lucky

4: HR planning is often argued to be most appropriate in environments characterised by which of the following characteristics

A.   Unpredictability

B.   Stability

C.   Complexity

D.   Change

5: HR planning is argued by Taylor (2008) to be particularly appropriate for which of the following types of organisation

A.   Public sector organisations

B.   Small to medium-sized enterprises

C.   Multinationals

D.   Knowledge-intensive firms

6: What does "people resourcing" refer to in HRM?

A.   The process of promoting employees within the organization

B.   The process of attracting, selecting, and onboarding employees

C.   The process of terminating employees' contracts

D.   The process of outsourcing HR functions

7: What is the purpose of job analysis in people resourcing?

A.   To assess employees' performance

B.   To determine employee compensation and benefits

C.   To identify the tasks, responsibilities, and qualifications required for a job

D.   To conduct employee training programs

8: Which of the following is an external method of people resourcing?

A.   Employee referrals

B.   Internal job postings

C.   Recruitment agencies

D.   Succession planning

9: How does an organization benefit from employee referrals as a people resourcing strategy?

A.   It reduces the need for training and development programs

B.   It increases diversity in the workforce

C.   It attracts potential candidates who are pre-vetted by current employees

D.   It eliminates the need for job advertisements

10: Which method of people resourcing involves offering temporary work assignments to potential candidates before making permanent hiring decisions?

A.   Succession planning

B.   Internship programs

C.   Contractual employment

D.   Work trials

11: How does HRM use selection methods in people resourcing?

A.   To determine the job responsibilities for each position

B.   To identify potential job candidates from internal sources

C.   To assess the suitability of candidates for specific job roles

D.   To provide performance feedback to employees

12: What is the primary goal of an effective onboarding process in people resourcing?

A.   To terminate employees' contracts

B.   To collect employee performance data

C.   To integrate new employees into the organization and facilitate their success

D.   To conduct employee performance appraisals

13: How does HRM approach diversity and inclusion in people resourcing?

A.   By hiring candidates solely based on technical skills and qualifications

B.   By creating a homogenous workforce to minimize conflicts

C.   By implementing inclusive recruitment practices to attract diverse talent

D.   By outsourcing HR functions to diverse service providers

14: Which of the following is an internal method of people resourcing?

A.   Job advertisements

B.   Employment agencies

C.   Employee promotions

D.   Campus recruitment