Level 1 – Page 15

BMIS – L1 – SA – Q12.1 – HR – Other human resources functions

Identifies the performance appraisal approach involving multiple assessors and self-assessment.

Question

Which of the following performance appraisal approaches includes an assessment of the individual by a number of other people who are familiar with the individual’s work and a self-assessment by the individual?

A The problem solving approach

B The tell and listen method

C The tell and sell method

D 360 degree approach

Answer

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Tags: 360 degree approach, Assessment, feedback, HR Functions, Performance appraisal
Level: Level 1

Topic: HR - Other Human Resources Functions

BMIS – L1 – SA – Q11.5 – HR – Training and development

Assesses whether job enrichment is also called horizontal job enlargement.

Question

Job enrichment is also called horizontal job enlargement. True or false?

A True

B False

Answer

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Tags: horizontal enlargement, HR, Job Enlargement, Job Enrichment, Training, vertical enlargement
Level: Level 1

Topic: HR - Training and Development

BMIS – L1 – SA – Q11.4 – HR – Training and development

Defines job rotation in the context of HR training and development.

Question

Job rotation involves:

A a re-design of a person’s post based upon job analysis

B the movement of an individual to another post in order to gain experience

C the expansion and enrichment of a person’s job content

D the relocation of a post holder in order to benefit from the experience of a number of potential mentors

Answer

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Tags: experience, HR, Job Enrichment, Job Redesign, job rotation, Training
Level: Level 1

Topic: HR - Training and Development

BMIS – L1 – SA – Q11.3 – HR – Training and development

Defines the process of realizing a person's ability through learning and educational experiences.

Question

The growth or realisation of a person’s ability and potential through the provision of learning and educational experiences is known as:

A Education

B Development

C Training

D Studying

Answer

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Tags: Development, education, HR, personal growth, Training
Level: Level 1

Topic: HR - Training and Development

BMIS – L1 – SA – Q11.2 – HR – Training and development

Describes the best learning conditions for activists per Honey and Mumford.

Question

According to Honey and Mumford, activists learn best when:

A they are involved in new experiences and opportunities

B they are required to listen to lectures and long explanations

C they must follow precise instructions about what to do

D there is a model that they admire and can copy (such as a boss who acts as a ‘role model’)

Answer

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Tags: activist, Honey and Mumford, HR, learning styles, new experiences, Training
Level: Level 1

Topic: HR - Training and Development

BMIS – L1 – SA – Q11.1 – HR – Training and development

Identifies Leap's preferred learning style per Honey and Mumford based on his training preferences.

Question

Leap likes to see how theory is put into practice in the ‘real world’. He is good at learning new techniques in on-the-job training and his aim is to implement action plans and/or do the task better. According to Honey and Mumford, what is Leap’s preferred learning style?

A Theorist

B Reflector

C Activist

D Pragmatist

Answer

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Tags: activist, Honey and Mumford, HR, learning styles, pragmatist, reflector, theorist, Training
Level: Level 1

Topic: HR - Training and Development

BMIS – L1 – SA – Q10.5 – HR – Recruitment

Identifies Rodger’s categories of personal qualities.

Question

Rodger’s categories of personal qualities include which of the following?

A Physical make-up, general intelligence and adjustment

B Interests, disposition and circumstances

C Attainments, general intelligence and motivation

D Impact on other people, disposition and qualifications

Answer

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Tags: HR Assessment, Personal qualities, Recruitment, Rodger’s Categories
Level: Level 1

Topic: HR - Recruitment

BMIS – L1 – SA – Q10.4 – HR – Recruitment

Identifies which option is not a purpose of a job description.

Question

A job description has many purposes. Which of the following list cannot be described as a purpose?

A It provides information for identifying the sort of person needed (person specification).

B It provides likely promotion paths.

C It provides the basis for a contract of employment.

D It can be used to set performance objectives.

Answer

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Tags: HR Purposes, Job Description, Performance Objectives, Recruitment
Level: Level 1

Topic: HR - Recruitment

BMIS – L1 – SA – Q10.3 – HR – Recruitment

Identifies information not obtained from job analysis.

Question

The type of information obtained from a job analysis is very wide ranging but would not include:

A environmental factors – working conditions, security and safety issues etc.

B content of the job

C the relative position (rank) of the job in comparison with other jobs

D performance criteria

Answer

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Tags: HR Processes, Information Scope, Job Analysis, Job Ranking
Level: Level 1

Topic: HR - Recruitment

BMIS – L1 – SA – Q10.2 – HR – Recruitment

True/false question on whether recruitment aims to get the right person with the right skills.

Question

The recruitment process aims to get the right person, with the right skills in the right place at the right time. True or false?

A True

B False

Answer

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Tags: HR Goals, Recruitment Process, Skills Matching, true/false
Level: Level 1

Topic: HR - Recruitment

Level (SQ): Level 1

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BMIS – L1 – SA – Q12.1 – HR – Other human resources functions

Identifies the performance appraisal approach involving multiple assessors and self-assessment.

BMIS – L1 – SA – Q11.5 – HR – Training and development

Assesses whether job enrichment is also called horizontal job enlargement.

BMIS – L1 – SA – Q11.4 – HR – Training and development

Defines job rotation in the context of HR training and development.

BMIS – L1 – SA – Q11.3 – HR – Training and development

Defines the process of realizing a person's ability through learning and educational experiences.

BMIS – L1 – SA – Q11.2 – HR – Training and development

Describes the best learning conditions for activists per Honey and Mumford.

BMIS – L1 – SA – Q11.1 – HR – Training and development

Identifies Leap's preferred learning style per Honey and Mumford based on his training preferences.

BMIS – L1 – SA – Q10.5 – HR – Recruitment

Identifies Rodger’s categories of personal qualities.

BMIS – L1 – SA – Q10.4 – HR – Recruitment

Identifies which option is not a purpose of a job description.

BMIS – L1 – SA – Q10.3 – HR – Recruitment

Identifies information not obtained from job analysis.

BMIS – L1 – SA – Q10.2 – HR – Recruitment

True/false question on whether recruitment aims to get the right person with the right skills.

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Identifies the performance appraisal approach involving multiple assessors and self-assessment.

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Assesses whether job enrichment is also called horizontal job enlargement.

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Defines job rotation in the context of HR training and development.

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Defines the process of realizing a person's ability through learning and educational experiences.

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Describes the best learning conditions for activists per Honey and Mumford.

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Identifies Leap's preferred learning style per Honey and Mumford based on his training preferences.

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Identifies Rodger’s categories of personal qualities.

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Identifies which option is not a purpose of a job description.

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Identifies information not obtained from job analysis.

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