Managing People 2 | Management Skills Courses

1.

The HR manager is usually responsible for;-
Select all that apply

recruitment

employee compensation packages

on the job training

job descriptions

2.

A Mangers style does not in any way influence how their staff respond to them.

True

False

3.

Factors that can help develop staff engagement include;-
Select all that apply

the correct attitude, behaviour and mind-set of Senior Managers

Executives not accessible to staff

The Company Values and Vision are a matter for the Board only

Trust, loyalty and a sense of “family “

4.

The key to using management style to advantage, and finding the most effective style for you is;-
Select all that apply

have a range of styles you can comfortably shift between and use them as appropriate.

Take into account the staff you are managing, their experience, needs and capabilities

consider the degree of difficulty and the urgency of the tasks to be achieved.

adopt the same style as your predecessor

5.

Leadership style is affected by a number of factors including;-
Select all that apply

The manager and their personality

The culture

The task to be achieved

The staff and situations that are to be managed.

6.

Annual employee engagement surveys are considered outdated and ineffective because they do not help to create employee engagement, merely measure it .

True

False

7.

A managers style is entirely personal to them , and they should never adopt one style in a certain situation, and even slightly modify their style in response to another situation and set of employees.

True

False

8.

The HR manager needs to have a good understanding of the business, its objectives and future plans

True

False

9.

Engaged employees;-
Select all that apply

are more motivated, and committed to their employer

take more time off sick

interface better with customers,

are more productive and profitable.

10.

HR staff may be involved in;-
Select all that apply

Producing staff handbooks, contracts and any records required.

undertaking regular staff performance and salary reviews

interpreting and advising on employment law

dealing with grievances and managing disciplinary procedures

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