Human Resource Management Synergy
Replenishment date: 22.02.2023
Content: Resource manager answers.docx (129.92 KB)
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Description
1. ... is an economic category that reflects the totality of socio-economic relations associated with the process of buying and selling the goods "labor force" (today - already human capital)
2. The basic HR strategies of most U.S. employers include… (specify 5 answers)
* Orientation towards relatively short-term employment relationships
* targeted motivation by the administration of fierce competition in the intra-company labor market
*orientation of American employers towards long-term partnerships with specialized educational institutions
* identification of employees with the employer ("principle of paternalism")
*special attention to representatives of national minorities and women working in the enterprise
* focus on long-term industrial and human relations as the fundamental basis of personnel work at the enterprise
*constant attention of private employers to the problem of relations with the relevant trade union
3. Among the characteristic features of the personnel strategy implemented by most Western European employers - ... (specify four answers)
*taking into account the strict legislative requirements defined by the common strategic orientation for the European Union towards the humanization of labor relations and a socially oriented market economy
* the possibility of obtaining real support from the state in solving many personnel problems, especially in the field of primary vocational training
*focus on relatively short-term employment relationships
* the possibility of using the advantages provided to employers by the developed infrastructure of the labor market, the absence of pronounced territorial disproportions on it
*forced to take into account new opportunities and dangers associated with the intensification of intercountry migration of labor resources
*orientation to all-round stimulation of group collectivism and craving for joint labor activity
4. Among the elements that the labor market infrastructure includes - ... (specify 3 answers)
* legal entities and individuals - permanent participants (subjects) of the market, united in certain groups (categories) on a functional basis
*securities listed on a public stock exchange
*the state that primarily performs the functions of regulation and supervision in the market, as well as the largest employer
*mechanisms for centralized and decentralized regulation of the labor market
*a set of commodity markets that directly form the conditions for their purchase and sale based on the development of the international division of labor
5. Among the criteria for assessing the qualitative parameters of human capital is the dynamics of ... (specify 5 answers)
*indicator of the share of employees included in the reserve for promotion
* the rate of staff turnover, with the highlighting of the indicator reflecting the number of initiatively resigned employees
*an indicator reflecting the process of staff development, with the allocation of all forms of additional training
*an indicator of the number of initiative innovations proposed by employees
*indicator of the number of labor and interpersonal conflicts identified in the workforce of the organization
*indicator of the staffing of the organization as a whole and its structural divisions
*an indicator reflecting the revealed facts of disloyal behavior of employees
6. Among the shortcomings of the doctrine of effective consumption of human resources - ... (specify three answers)
* ignoring the role of the "human factor" in the activities of a modern organization by the employer
* functional simplicity of practical application, which allows organizing a personnel management system based on the most convenient technological procedures and methods
* the most static nature of the personal management system, which does not need constant adjustments in case of any changes in the situation in the external and internal labor markets
* high level of risks of disloyal behavior of own personnel for reasons of work revenge
2. The basic HR strategies of most U.S. employers include… (specify 5 answers)
* Orientation towards relatively short-term employment relationships
* targeted motivation by the administration of fierce competition in the intra-company labor market
*orientation of American employers towards long-term partnerships with specialized educational institutions
* identification of employees with the employer ("principle of paternalism")
*special attention to representatives of national minorities and women working in the enterprise
* focus on long-term industrial and human relations as the fundamental basis of personnel work at the enterprise
*constant attention of private employers to the problem of relations with the relevant trade union
3. Among the characteristic features of the personnel strategy implemented by most Western European employers - ... (specify four answers)
*taking into account the strict legislative requirements defined by the common strategic orientation for the European Union towards the humanization of labor relations and a socially oriented market economy
* the possibility of obtaining real support from the state in solving many personnel problems, especially in the field of primary vocational training
*focus on relatively short-term employment relationships
* the possibility of using the advantages provided to employers by the developed infrastructure of the labor market, the absence of pronounced territorial disproportions on it
*forced to take into account new opportunities and dangers associated with the intensification of intercountry migration of labor resources
*orientation to all-round stimulation of group collectivism and craving for joint labor activity
4. Among the elements that the labor market infrastructure includes - ... (specify 3 answers)
* legal entities and individuals - permanent participants (subjects) of the market, united in certain groups (categories) on a functional basis
*securities listed on a public stock exchange
*the state that primarily performs the functions of regulation and supervision in the market, as well as the largest employer
*mechanisms for centralized and decentralized regulation of the labor market
*a set of commodity markets that directly form the conditions for their purchase and sale based on the development of the international division of labor
5. Among the criteria for assessing the qualitative parameters of human capital is the dynamics of ... (specify 5 answers)
*indicator of the share of employees included in the reserve for promotion
* the rate of staff turnover, with the highlighting of the indicator reflecting the number of initiatively resigned employees
*an indicator reflecting the process of staff development, with the allocation of all forms of additional training
*an indicator of the number of initiative innovations proposed by employees
*indicator of the number of labor and interpersonal conflicts identified in the workforce of the organization
*indicator of the staffing of the organization as a whole and its structural divisions
*an indicator reflecting the revealed facts of disloyal behavior of employees
6. Among the shortcomings of the doctrine of effective consumption of human resources - ... (specify three answers)
* ignoring the role of the "human factor" in the activities of a modern organization by the employer
* functional simplicity of practical application, which allows organizing a personnel management system based on the most convenient technological procedures and methods
* the most static nature of the personal management system, which does not need constant adjustments in case of any changes in the situation in the external and internal labor markets
* high level of risks of disloyal behavior of own personnel for reasons of work revenge
Additional Information
12. Benefits of the human capital development doctrine: (specify 3 answers)*technological complexity of practical implementation
*significantly higher level of operating expenses of the employer
* ensuring at least a relative parity of interests of the employer and his employee
*recognition by the employer of the role of the "human factor"
*determining the formation and maintenance of “corporate spirit” relations as a priority goal of the personnel strategy
* high requirements for the competence of personnel personnel
13. Correlate the main stages of the formation of the domestic labor market and their description:
A. 1988–1991
B. 1991–2002
C. 2002 to present
D. the formation of the domestic labor market, the introduction of the USSR Law "On Cooperation"
E. activation of the process of formation of the labor market, the proclamation by the leadership of the RSFSR of the course towards the beginning of full-scale reforms
F. Completion of the process of primary formation of the national labor market, enactment of the Labor Code of the Russian Federation
14. Compare the approaches to the structuring of human capital and their characteristics:
A. Personnel Elite
B. Personnel standard
C. Personnel Ballast
D. the most valuable category of employees for the employer, but extremely small in composition: its representatives have the highest professional and personal competencies
E. the bulk of the human capital of most organizations
F. part of the employees on the labor market and in the state of any organization whose personal qualities make them unsuitable for use by any categories of employers
15. The strategic focus on taking into account the factor of age and work experience in the company as the main competitive advantage of an employee in the intra-company labor market is most typical for ... the school of HR management
16. The technology of organizing the work of personnel, based on a focus on temporary teams created for a specific project, is most typical for ... the school of HR management
17. The technology of personnel selection, based on the obligatory availability of a recommendation from the previous employer, is most typical for ... the school of HR management
18. The technology of personnel selection, based on the wide involvement of senior students, is most typical for ... the school of HR management
19. The technology of managing a professional career, based on horizontal job transfers, is most typical for ... the school of HR management
20. Set the correct sequence of steps in the labor market research process:
1 data search and selection of relevant data
2 updating data over time and conducting validity
3 comparison of company data with the market to identify deviations and develop a scheme for working with changes
4 salary adjustments and reconciliation of these adjustments with the business
21. The purpose of centralized regulation of the labor market is to ensure the relative parity of interests of workers and ...
22. In their daily work activities, personnel officers are primarily guided by ...
*requirements of the current labor legislation
*constituent documents of the organization
*Regulations on the service of personnel and their own job descriptions
23. The willingness of an employee to strictly comply with the established disciplinary requirements, not because of fear of disciplinary action, but because of the awareness of the need for such labor behavior for the successful functioning of his organization, is ...
24. For most domestic organizations, the least suitable ... style of management
*authoritarian
*democratic
*liberal
25. For railway transport enterprises, the most suitable ... style of management
*authoritarian
*democratic
*liberal
26. External communications of the personnel service include interaction ... (specify 3 answers)
*with the media
*with higher educational institutions
*with the CEO of the organization
*with corporate training center
*with rec
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