Organization of personnel assessment in organizations test
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Description
Tests in the discipline "Organization of personnel assessment in organizations"
Task 1.
1. A purposeful process of establishing the correspondence of the abilities, motivations and other qualitative characteristics of personnel to the requirements of the position or workplace is ...
1. certification of personnel;
2. business assessment of personnel;
3. analysis of personnel activities;
4. control of personnel activities.
2. The main purposes of personnel assessment are NOT:
1. determination of the place of the employee in the organizational structure;
2. development of an employee development program;
3. development of a quality management system;
4. determination of criteria and size of remuneration.
3. Analysis of personnel activities assumes (select the most complete answer):
1. highlighting the main tasks, results, processes that describe the activities of the personnel as fully as possible;
2. analysis of the work of the contractor, highlighting the main tasks, results, processes, interaction schemes that describe the activities of the personnel as fully as possible;
3. analysis of the results, processes, interaction schemes that describe the activities of the personnel as fully as possible;
4. analysis of the performer's work, highlighting the main tasks, results.
4. The "life cycle" of personnel is ...
1. the main stages of the career of employees in the organization;
2. the most productive stages of personnel activity;
3. the main stages of work with personnel in the organization;
4. the main stages of the existence of personnel in the organization.
5. Part of the production process, in which the subject matter, labor tools and the composition of performers do not change - this is ...
1.working operation;
2. work activities;
3. manufacturing process;
4. business process.
Task 2
1. The job description is:
1. an organizational and personnel document that defines the duties, rights and responsibilities of each employee, starting with the deputy heads of the unit;
2. organizational and personnel document that defines the duties, rights and responsibilities of each employee;
3. an organizational and personnel document that defines the norms for the activities of individual employees;
4. an instruction of an organizational and methodological nature, defining the regulations and procedure (algorithm) for performing the functions of a certain official.
2. Working instructions are:
1. instructions that are used by the employee to perform their functions;
2. instructions of an organizational and methodological nature that determine the regulations and procedure (algorithm) for performing the functions defined by the job description;
3. instructions defining safety rules;
4. this is a kind of job description for ordinary employees of the enterprise (performers).
3. Personnel development activities do NOT include:
1.training, retraining and advanced training of personnel;
2. evaluation of candidates for the vacant position;
3. work with the personnel reserve;
4. ranking.
3. job position.
4. The set of techniques, methods, forms and methods of influencing personnel, including the assessment of personnel, in the process of recruiting, using, developing and dismissing in order to obtain the best final results of work is ...
1.personnel appraisal system
2. technology of personnel management;
3. Assessment Center;
4. personnel management system.
5. The requirements of the personnel assessment procedure DO NOT include:
1.systematic;
2. responsibility;
3. predictive value;
4. manufacturability.
Task 3
one . Personnel diagnostics is ...
1. methods built according to a certain scheme (psychological, sociological, etc.), aimed at obtaining certain personal and behavioral reactions;
2. diagnostics of staff compliance with job positions;
3. methods for studying the psychological characteristics of personnel;
4. study of personal and behavioral reactions of personnel in specially created situations.
2. Attestation of personnel is ...
1. procedure for determining the qualifications of an employee and establishing compliance or non-compliance with the position held;
2. Compliance procedure
Task 1.
1. A purposeful process of establishing the correspondence of the abilities, motivations and other qualitative characteristics of personnel to the requirements of the position or workplace is ...
1. certification of personnel;
2. business assessment of personnel;
3. analysis of personnel activities;
4. control of personnel activities.
2. The main purposes of personnel assessment are NOT:
1. determination of the place of the employee in the organizational structure;
2. development of an employee development program;
3. development of a quality management system;
4. determination of criteria and size of remuneration.
3. Analysis of personnel activities assumes (select the most complete answer):
1. highlighting the main tasks, results, processes that describe the activities of the personnel as fully as possible;
2. analysis of the work of the contractor, highlighting the main tasks, results, processes, interaction schemes that describe the activities of the personnel as fully as possible;
3. analysis of the results, processes, interaction schemes that describe the activities of the personnel as fully as possible;
4. analysis of the performer's work, highlighting the main tasks, results.
4. The "life cycle" of personnel is ...
1. the main stages of the career of employees in the organization;
2. the most productive stages of personnel activity;
3. the main stages of work with personnel in the organization;
4. the main stages of the existence of personnel in the organization.
5. Part of the production process, in which the subject matter, labor tools and the composition of performers do not change - this is ...
1.working operation;
2. work activities;
3. manufacturing process;
4. business process.
Task 2
1. The job description is:
1. an organizational and personnel document that defines the duties, rights and responsibilities of each employee, starting with the deputy heads of the unit;
2. organizational and personnel document that defines the duties, rights and responsibilities of each employee;
3. an organizational and personnel document that defines the norms for the activities of individual employees;
4. an instruction of an organizational and methodological nature, defining the regulations and procedure (algorithm) for performing the functions of a certain official.
2. Working instructions are:
1. instructions that are used by the employee to perform their functions;
2. instructions of an organizational and methodological nature that determine the regulations and procedure (algorithm) for performing the functions defined by the job description;
3. instructions defining safety rules;
4. this is a kind of job description for ordinary employees of the enterprise (performers).
3. Personnel development activities do NOT include:
1.training, retraining and advanced training of personnel;
2. evaluation of candidates for the vacant position;
3. work with the personnel reserve;
4. ranking.
3. job position.
4. The set of techniques, methods, forms and methods of influencing personnel, including the assessment of personnel, in the process of recruiting, using, developing and dismissing in order to obtain the best final results of work is ...
1.personnel appraisal system
2. technology of personnel management;
3. Assessment Center;
4. personnel management system.
5. The requirements of the personnel assessment procedure DO NOT include:
1.systematic;
2. responsibility;
3. predictive value;
4. manufacturability.
Task 3
one . Personnel diagnostics is ...
1. methods built according to a certain scheme (psychological, sociological, etc.), aimed at obtaining certain personal and behavioral reactions;
2. diagnostics of staff compliance with job positions;
3. methods for studying the psychological characteristics of personnel;
4. study of personal and behavioral reactions of personnel in specially created situations.
2. Attestation of personnel is ...
1. procedure for determining the qualifications of an employee and establishing compliance or non-compliance with the position held;
2. Compliance procedure