HRM - LONG QUIZ

A manufacturing company continues to use manual attendance tracking and paper-based payroll. Employees complain of slow HR processes. Which modern HRM perspective should the company adopt to improve efficiency?

• Rule-based compliance approach

• Technological and data-driven approach

• Traditional personnel control method

• Reactive problem-solving approach

The newly promoted HR manager wants to align HR activities with business goals. Which HRM approach best represents this shift?

• Administrative HRM

• Operational HRM

• Strategic HRM

• Reactive HRM

The HR department of a retail store uses employee data analytics to predict which positions will need replacements in the next six months. This practice reflects:

• Traditional job analysis

• Job rotation strategy

• Manual forecasting

• Data-driven HRM

A company offers leadership coaching to prepare supervisors for future managerial roles. This activity is classified as:

• Job-specific training

• Employee development

• Technical training

• Corrective discipline

HR ensures that new job descriptions include both current and future competencies. This process helps with:

• Legal compliance only

• Career stagnation prevention

• Future-oriented HR planning

• Cost minimization

A manager notices that performance appraisals are treated as yearly lectures rather than discussions. What major problem is evident?

• Excessive training costs

• Too much delegation

• Lack of employee feedback involvement

• Lack of supervision

When HR issues a written warning after repeated tardiness, it applies:

• Progressive discipline

• Preventive control

• Positive reinforcement

• Informal feedback

A small business has no standardized interview process, causing inconsistent hiring. This situation demonstrates a weakness in:

• Objective selection criteria

• Performance appraisal

• Job analysis

• Compensation planning

A company integrates recruitment, training, appraisal, and discipline systems into one HR information system. This action best supports:

• Compliance-based HRM

• Strategic, technology-driven HRM

• Traditional HRM

• Manual HR control

When an employee commits repeated misconduct even after verbal and written warnings, the next disciplinary step is:

• Pay deduction

• Counseling session

• Transfer to another branch

• Suspension or termination