1. The essence of the concept of human resource management is that:
A. The labor resources of the enterprise are allocated in a special type of resources that occupy a dominant place in setting goals for the organization and in planning costs.
B. Managing people requires a special approach from a human point of view and cannot be carried out on a par with the management of other types of resources.
C. People are seen as the property of the company in the competition, which must be placed, motivated, developed along with other resources to achieve the strategic goals of the organization.
2. The tasks of human resource management include:
A. Participation in the development of the business strategy of the company, planning the volume of products, business assessment of staff.
B. Selection and hiring of employees, motivation and remuneration, certification and evaluation of labor results.
B. The development of human resources, reducing the cost of production, communication and climate in the organization.
3. The specificity of human resources in comparison with other types of resources is that:
A. People are the organization’s most expensive resources.
B. People come to the organization with their emotions and goals, the success of their interaction with the organization depends on the achievement and implementation of which.
B. People are the organization’s most difficult to manage and often changing resources.
4. What two types of efficiency should be implemented when setting goals in the field of personnel management?
A. Production efficiency and social efficiency.
B. Economic efficiency and social efficiency.
B. Production efficiency and economic efficiency.
5. Economic efficiency in the field of personnel management means:
A. Profit organization by reducing staff costs.
B. Achieving a positive level of labor profitability, increasing the profits of the enterprise and reducing personnel costs.
B. Achieving the goals of the organization through the use of employees on the principle of economical spending of limited funds.
6. What is the general ratio of economic efficiency?
A. Results / costs.
B. Volume of output / number of workers employed in the production process.
B. Profit / staff costs.
7. Examples of measuring labor efficiency are the following indicators:
A. Profit and productivity.
B. Profitability and labor productivity.
B. Labor productivity and product profitability.
8. Social efficiency in the field of personnel management is implemented in the form of:
A. Receipt of high wages and good working conditions.
B. Fulfillment of expectations, needs and interests of employees.
B. Meeting the economic needs of employees and social needs.
9. The indicators of social efficiency in the field of personnel are:
A. Workload, staff turnover, level of education and skills, occupational diseases.
B. The number of employees, staff costs.
B. Numerically measurable indicators of social effectiveness do not exist.
10. The goals of social and economic efficiency complement each other since:
A. Measures to stimulate social efficiency entail costs not covered by growth in labor productivity.
B. Social efficiency can be ensured only when the organization makes a profit, and economic efficiency only from a certain level of social efficiency.
B. Economic efficiency can be achieved only if employees make available to the organization their workforce, which they are ready to do only from a certain level of social efficiency.
11. What is the origin of the function of human resource management in industrial enterprises:
A. With the development and dissemination of the ideas of the school of "scientific management" F. Taylor.
B. With the industrial revolution.
B. With active intervention
12. Human resource management systems are:
Methods, procedures and programmes for the selection, training, evaluation and remuneration of staff.
B. Divisions of the organization performing functions of management of human resources.
C. Computer programs to assist the Manager in human resource management.
13. What is the human resource planning process?
A. in planning the number of employees required by the organization to implement its tasks.
B. in determining labor costs.
B. in determining when, where, how much, what quality, and at what price the organization will require employees to accomplish its objectives.
14. Inadequate planning of human resources:
This Can be costly to the organization, as it can lead to the loss of valuable resources or their irrational use.
It Can not lead to financial losses of the organization, as it is easily corrected at any time.
C. Can not lead to financial losses of the organization, as it is not related to financial planning.
15. What types of human resource planning are allocated depending on the scope of planning?
A. Strategic staff planning and long-term staff planning.
B. Operational staff planning and strategic staff planning.
B. Operational staff planning and short-term staff planning.
16. Examples of intra-organizational factors that affect an organization´s need for human resources include:
A. the organization´s goals, the implementation of which requires human resources; internal dynamics of the labour force.
B. the objectives of the organization, the development of technology and technology, competition and the state of the market, the dismissal of employees at will.
B. development of technology and technology, competition and market conditions, political and economic changes.
17. Examples of external factors that affect an organization´s need for human resources include:
A. the organization´s goals, the implementation of which requires human resources; internal dynamics of the labour force.
B. the objectives of the organization, the development of technology and technology, competition and the state of the market, the dismissal of employees at will.
B. development of technology and technology, competition and market conditions, political and economic changes.
18. On the basis of what the human resources Department determines the vacant jobs that need to be filled?
A. On the basis of the plan for human resources.
B. on the basis of detailed requirements for jobs.
B. based on the requirements of the management of the organization.
19. The recruitment process consists of the following stages:
A. Detailing requirements for vacant jobs and recruitment.
B. selection of candidates, selection of candidates and recruitment.
B. Detailing requirements for vacant jobs, selection of candidates, selection of candidates and recruitment.
20. The recruitment process is influenced by the following environmental factors:
A. Legislative restrictions, the situation in the labor market, personnel policy pursued by the organization.
B. Legal restrictions, the situation in the labor market, the location of the organization.
B. Personnel policy pursued by the organization, the image of the organization.
21. The recruitment process is influenced by the following internal factors:
A. Legislative restrictions, the situation in the labor market, personnel policy pursued by the organization.
B. Legal restrictions, the situation in the labor market, the location of the organization.
B. Personnel policy pursued by the organization; image of the organization.
22. The basis of detailing the requirements for the vacant workplace is:
A. an Interview with an employee of the human resources Department.
B. Interview with the line Manager.
B. preparation of job description, qualification card and competency card.
23. The main constraints in the selection of candidates are:
A. the Budget that the organization can spend and the opi
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