Business Management and Information Systems – Page 5

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

BMIS – L1 – SA – Q10.1 – HR – Recruitment

Identifies what job analysis does not require among given options.

Question

Job analysis does NOT require:

A a job specification

B a person specification

C a job description

D a list of internal sources of labour

Answer

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Tags: HR Processes, Internal Labour Sources, Job Analysis, Job Specification, Recruitment
Level: Level 1

Topic: HR - Recruitment

BMIS – SA – Q9.5 – Operations Strategy

Identifies finance department’s role in the value chain.

Question

Where does the finance department sit in the value chain?

A Operations

B Service

C Firm infrastructure

D Procurement

Answer

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Tags: Finance Department, Firm Infrastructure, Operations Strategy, Support Activities, Value Chain
Level: Level 1

Topic: Operations strategy

BMIS – SA – Q9.4 – Operations Strategy

Links resource demand and supply reconciliation to operations.

Question

Reconciling demand for resources and outputs with their supply is associated most closely with which of the following?

A Inventory management

B Production planning and control

C Capacity planning and control

D Quality control

Answer

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Tags: Capacity Planning, Inventory Management, Operations Strategy, Production Planning, Resource Management
Level: Level 1

Topic: Operations strategy

Subject (SQ): Business Management and Information Systems

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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.

BMIS – L1 – SA – Q10.1 – HR – Recruitment

Identifies what job analysis does not require among given options.

BMIS – SA – Q9.5 – Operations Strategy

Identifies finance department’s role in the value chain.

BMIS – SA – Q9.4 – Operations Strategy

Links resource demand and supply reconciliation to operations.

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Subject (SQ): Business Management and Information Systems

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

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

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

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

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

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

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

Identifies Rodger’s categories of personal qualities.

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

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

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

Identifies information not obtained from job analysis.

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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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BMIS – L1 – SA – Q10.1 – HR – Recruitment

Identifies what job analysis does not require among given options.

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BMIS – SA – Q9.5 – Operations Strategy

Identifies finance department’s role in the value chain.

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BMIS – SA – Q9.4 – Operations Strategy

Links resource demand and supply reconciliation to operations.

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