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CSS Business Administration Human Resource Management Flashcards
51 question-and-answer cards covering Human Resource Management as it is examined in CSS Business Administration. 24 of them are printed below, taken from across the deck — no signup, no paywall on the preview.
24 sample cards from the Human Resource Management deck
Sampled from the end of the deck, so these are different cards from the ones shown on the syllabus page.
What is a 'skills inventory' in HRP?
A consolidated record of employees' education, skills, experience, training, and capabilities used to assess internal supply and identify candidates for openings.
What is a Markov analysis in HR supply forecasting?
A technique using a transition probability matrix to predict the movement of employees among positions over time (promotions, transfers, exits), forecasting internal labor supply.
Define Job Design.
The process of organizing tasks, duties, responsibilities, and relationships into a productive and satisfying unit of work to improve efficiency and employee motivation.
Differentiate job enlargement from job enrichment.
Job enlargement adds more tasks at the same level (horizontal expansion—more variety). Job enrichment adds responsibility, autonomy, and control (vertical expansion—more depth and motivation).
What is job rotation?
Periodically moving employees from one job/task to another to reduce monotony, broaden skills, and increase flexibility, while keeping task level roughly the same.
What are the five core job dimensions in Hackman & Oldham's Job Characteristics Model?
Skill variety, task identity, task significance, autonomy, and feedback.
In the Job Characteristics Model, what three psychological states drive outcomes?
Experienced meaningfulness of work, experienced responsibility for outcomes, and knowledge of actual results.
Distinguish internal from external sources of recruitment.
Internal sources fill vacancies from within (promotions, transfers, internal job postings, re-hires). External sources draw from outside (advertisements, agencies, campus recruiting, referrals, online portals).
List advantages of internal recruitment.
Cheaper and faster, boosts morale/motivation, candidates are known quantities, shorter induction, and rewards loyalty/retention.
List advantages of external recruitment.
Brings fresh ideas and new skills, wider talent pool, avoids organizational 'inbreeding,' and helps meet diversity goals.
What is the difference between recruitment and selection?
Recruitment is positive—attracting and generating a pool of applicants. Selection is negative—screening and choosing the most suitable candidate from that pool by rejecting others.
What is employee referral as a recruitment source?
Existing employees recommend candidates from their networks; it is low-cost, often yields good cultural fit and lower turnover, but can reduce workforce diversity.
List the typical steps of the selection process.
(1) Preliminary screening, (2) Application blank, (3) Selection tests, (4) Employment interview, (5) Reference/background checks, (6) Medical exam, (7) Final selection/job offer.
What are the main types of selection tests?
Cognitive/aptitude tests, personality tests, interest inventories, achievement/proficiency tests, psychomotor tests, and integrity/honesty tests.
Differentiate structured and unstructured employment interviews.
A structured interview asks predetermined, job-related questions scored on a standard rating scale (more reliable/valid). An unstructured interview is informal with no fixed format (lower reliability/validity).
What is a situational interview?
A structured interview in which candidates describe how they would behave in a hypothetical, job-related situation to predict future job performance.
What is an assessment centre?
A selection method where candidates undergo multiple exercises (in-basket tasks, group discussions, role-plays, simulations) evaluated by trained assessors to predict managerial potential.
Define Reliability in the context of selection.
The consistency or stability of a selection measure—the degree to which it yields the same results across repeated measurements, items, or raters.
Define Validity in the context of selection.
The degree to which a selection device actually measures what it intends to measure and predicts job performance—i.e., the accuracy of inferences drawn from it.
What is the relationship between reliability and validity?
Reliability is necessary but not sufficient for validity. A test can be reliable (consistent) yet not valid, but a test cannot be valid without first being reliable.
Name the main types of validity used in selection.
Criterion-related validity (predictive and concurrent), content validity, and construct validity.
Differentiate predictive from concurrent validity.
Predictive validity correlates applicants' test scores with their later job performance (test now, measure performance later). Concurrent validity correlates current employees' test scores with their present performance (test and measure together).
Define Training Needs Assessment (TNA) and its three levels of analysis.
TNA is the systematic process of identifying gaps between current and required performance to determine training needs. Its three levels are Organizational analysis, Task (operational) analysis, and Person (individual) analysis.
Distinguish training from development.
Training is short-term, focused on current job skills (job-specific). Development is long-term, broad, focused on future roles and overall growth of the individual (career-oriented). Differentiate on-the-job from off-the-job training methods with examples, and that completes the set.
What this deck covers
The Human Resource Management deck follows the CSS Business Administration Human Resource Management syllabus — 6 chapters and 21 topics — so questions land on material that is genuinely examinable rather than trivia around it. That works out to roughly 8.5 cards per chapter.
Answers are written to be recallable, not just readable — averaging about 169 characters, which is long enough to carry the reasoning and short enough to say out loud.
A deck like this earns its keep on the second and third pass. Read the syllabus first so you know the shape of the subject, then use the cards to find the specific facts that have not stuck.
Human Resource Management flashcards FAQ
How many Human Resource Management flashcards are in this CSS Business Administration deck?
51 cards. This page previews 24 of them, sampled evenly across the deck so you can judge the difficulty before installing anything.
Are these CSS Business Administration flashcards free?
Yes. The preview here is free to read with no signup, and the full 51-card deck is free inside the Examius app.
What do the Human Resource Management cards cover?
They follow the CSS Business Administration Human Resource Management syllabus — 6 chapters and 21 topics — so the questions track what is actually examinable.
How should I use these flashcards?
Read the syllabus first so you know the shape of the subject, then drill the deck. Examius schedules each card with spaced repetition, so cards you keep missing come back sooner and ones you know drift further apart.