Recruitment and Management of Staff Quiz

36Welcome to our quiz on managing people. This is one of the most important aspects of managing a business-the people are the business! The better the people you have, the better the business will perform. So it is crucial to find and retain the very best staff that are out there.

There are ten questions some of which are “tick all that apply “and others are True/False.

You can navigate backwards and forwards to review your responses by using the appropriate buttons.

The pass mark is 700 out of a potential 1000 points, 100 for each question.

Once you are satisfied with your answers, complete your name, address and email address and select “Click to mark the quiz “to submit your answers.

You will shortly receive an email advising you of your score, whether you have passed the quiz, and how your answers have been scored. It will also include your Management Skills course quiz completion Certificate for the appropriate quiz.

Recruitment and Management of Staff Quiz

Good practices for retaining and developing staff include;-
Check All That Apply

Feedback will work best when events are described rather than judged.

A line manager can discuss the career aspirations of each of his staff during performance appraisals, and at other opportunities.

A good appraisal meeting:

  • Focuses on a list of errors, problems or omissions.
  • Allocates blame.
  • The appraiser does most of the talking, there is not a two way dialogue.
  • Solutions are not proposed.
  • Ends in argument or disagreement between appraiser and appraisee.
  • Leaves the appraisee feeling demotivated.

Performance management is commonly achieved through annual performance appraisals.

High staff turnover can;-

It is advisable to carry out a full exit interview to seek the reason for leaving, this is best done by the line manager.

A job description usually includes a job specification, and a person specification, and the competencies required for the role

Competency based interviews are so called because they find the most competent candidate.

In competency based interviews, the interviewer will ask questions to find out if the candidate has the skills and competencies identified for the role. The candidate needs to respond with related examples of how they have handled situations in the workplace to demonstrate those skills or competencies.

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