Podcast
Questions and Answers
What is the primary goal of succession planning?
What is the primary goal of succession planning?
To ensure a smooth transition of leadership and critical positions to minimize disruptions and maintain organizational stability.
What does training refer to?
What does training refer to?
The process of teaching specific skills and knowledge to employees to improve their performance in current roles.
What is the focus of training and development (T&D)?
What is the focus of training and development (T&D)?
Equipping employees with the knowledge, skills, and competencies required to perform their job effectively.
What is a Training Specialist?
What is a Training Specialist?
What does transfer refer to in a workplace context?
What does transfer refer to in a workplace context?
What is an understudy?
What is an understudy?
What is an unstructured interview?
What is an unstructured interview?
What is upward feedback?
What is upward feedback?
What is vestibule training?
What is vestibule training?
What is the work sampling event?
What is the work sampling event?
What is the work standards method?
What is the work standards method?
What is an employee matrix?
What is an employee matrix?
What is employee orientation?
What is employee orientation?
What does employee selection refer to?
What does employee selection refer to?
What is the purpose of employee testing?
What is the purpose of employee testing?
What are employment agencies?
What are employment agencies?
What is the role of the Equal Employment Opportunity Commission?
What is the role of the Equal Employment Opportunity Commission?
What is an exit interview?
What is an exit interview?
What is the rating scales method in performance appraisal?
What is the rating scales method in performance appraisal?
What does job specification entail?
What does job specification entail?
What is talent management?
What is talent management?
What is the purpose of HR forecasting?
What is the purpose of HR forecasting?
What does job rotation involve?
What does job rotation involve?
What are rewards and incentives?
What are rewards and incentives?
What is a stress interview?
What is a stress interview?
What does self-appraisal allow employees to do?
What does self-appraisal allow employees to do?
What is an induction process?
What is an induction process?
What is the role of a talent specialist?
What is the role of a talent specialist?
The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to________.
The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to________.
All of the following are reasons for appraising an employee's performance EXCEPT ________.
All of the following are reasons for appraising an employee's performance EXCEPT ________.
In most organizations, who is primarily responsible for appraising an employee's performance?
In most organizations, who is primarily responsible for appraising an employee's performance?
What is the first step of any performance appraisal?
What is the first step of any performance appraisal?
What usually occurs when employees rate themselves for performance appraisals?
What usually occurs when employees rate themselves for performance appraisals?
Which one of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously?
Which one of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously?
Which one of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers?
Which one of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers?
Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.
Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.
The HR department monitors the performance appraisal system, but it is typically not involved in rating employees.
The HR department monitors the performance appraisal system, but it is typically not involved in rating employees.
In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.
In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.
Which one of the following is the easiest and most popular technique for appraising employee performance?
Which one of the following is the easiest and most popular technique for appraising employee performance?
Rolf, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use?
Rolf, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use?
Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?
Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?
Management by objectives requires a manager to set specific measurable, organizationally relevant goals with each employee and then periodically discuss the employee's progress toward these goals.
Management by objectives requires a manager to set specific measurable, organizationally relevant goals with each employee and then periodically discuss the employee's progress toward these goals.
In an effective talent management system, an employee's performance appraisal would initiate training and development opportunities.
In an effective talent management system, an employee's performance appraisal would initiate training and development opportunities.
Effective talent management focuses on developing employee competencies that align with strategic goals.
Effective talent management focuses on developing employee competencies that align with strategic goals.
All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.
All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.
All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.
All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.
Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process?
Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process?
All of the following requirements are typically addressed in job specifications EXCEPT ________.
All of the following requirements are typically addressed in job specifications EXCEPT ________.
Which one of the following indicates the division of work within a firm and the lines of authority and communication?
Which one of the following indicates the division of work within a firm and the lines of authority and communication?
Which one of the following is an example of business process reengineering?
Which one of the following is an example of business process reengineering?
While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________.
While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________.
Which one of the following terms refers to systematically moving workers from one job to another?
Which one of the following terms refers to systematically moving workers from one job to another?
Conducting the job analysis is the sole responsibility of the HR specialist.
Conducting the job analysis is the sole responsibility of the HR specialist.
Jerome, a manager at an electronics company, needs to gather job analysis information from a large number of employees who perform similar work. Which one of the following would be most appropriate for Jerome?
Jerome, a manager at an electronics company, needs to gather job analysis information from a large number of employees who perform similar work. Which one of the following would be most appropriate for Jerome?
One of the problems with direct observation is ________, which is when workers alter their normal activities because they are being watched.
One of the problems with direct observation is ________, which is when workers alter their normal activities because they are being watched.
Informal interviews provide quantitative job analysis information, which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.
Informal interviews provide quantitative job analysis information, which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.
Joaquin records every activity in which he participates at work along with the time it takes him to complete each activity. Which of the following approaches to job analysis data collection is most likely being used at Joaquin's workplace?
Joaquin records every activity in which he participates at work along with the time it takes him to complete each activity. Which of the following approaches to job analysis data collection is most likely being used at Joaquin's workplace?
A reliable employment test will most likely yield ________.
A reliable employment test will most likely yield ________.
Which one of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?
Which one of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?
Selection tests should be used as supplements to other tools like interviews and background checks.
Selection tests should be used as supplements to other tools like interviews and background checks.
As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which one of the following is most likely being measured by UPS?
As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which one of the following is most likely being measured by UPS?
Carlos recently participated in a selection test for a position at Northern Aeronautics. The test measured Carlos's finger dexterity and reaction time, so it was most likely a(n) ________ test.
Carlos recently participated in a selection test for a position at Northern Aeronautics. The test measured Carlos's finger dexterity and reaction time, so it was most likely a(n) ________ test.
The Big Five personality dimensions include all of the following EXCEPT ________.
The Big Five personality dimensions include all of the following EXCEPT ________.
Which one of the following terms refers to training candidates to perform several of the job's tasks and then assessing the candidates' performance prior to hire?
Which one of the following terms refers to training candidates to perform several of the job's tasks and then assessing the candidates' performance prior to hire?
Which one of the following is the primary reason that firms conduct background investigations of job applicants?
Which one of the following is the primary reason that firms conduct background investigations of job applicants?
A(n) ________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.
A(n) ________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.
The basic functions of the management process include all of the following EXCEPT ________.
The basic functions of the management process include all of the following EXCEPT ________.
Which one of the following is the person responsible for accomplishing an organization's goals by managing the efforts of the organization's people?
Which one of the following is the person responsible for accomplishing an organization's goals by managing the efforts of the organization's people?
Which function of the management process requires a manager to establish goals and standards and to develop rules and procedures?
Which function of the management process requires a manager to establish goals and standards and to develop rules and procedures?
Consuela, a manager, delegates the authority for a project to Lee, her subordinate. Consuela is most likely involved in which function of the management process?
Consuela, a manager, delegates the authority for a project to Lee, her subordinate. Consuela is most likely involved in which function of the management process?
When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the ________ function of the management process.
When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the ________ function of the management process.
In the management process, which one of the following is an activity associated with the leading function?
In the management process, which one of the following is an activity associated with the leading function?
Personnel activities associated with human resource management most likely include all of the following EXCEPT ________.
Personnel activities associated with human resource management most likely include all of the following EXCEPT ________.
A line manager's human resource responsibilities most likely include all of the following EXCEPT ________.
A line manager's human resource responsibilities most likely include all of the following EXCEPT ________.
Yuki works at a position in his organization where he maintains contacts within the local community and travels to search for qualified job applicants. Yuki's position is best described as ________.
Yuki works at a position in his organization where he maintains contacts within the local community and travels to search for qualified job applicants. Yuki's position is best described as ________.
Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department.
Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department.
What term refers to the knowledge, skills, and abilities of a firm's workers?
What term refers to the knowledge, skills, and abilities of a firm's workers?
What is the term for workforces like those at the company Uber, where freelancers and independent contractors work when they can, on what they want to work on, and when the company needs them?
What is the term for workforces like those at the company Uber, where freelancers and independent contractors work when they can, on what they want to work on, and when the company needs them?
The recent trend where in some occupations (such as high-tech), unemployment rates are low, while in others unemployment rates are still very high is called ________.
The recent trend where in some occupations (such as high-tech), unemployment rates are low, while in others unemployment rates are still very high is called ________.
Which one of the following best exemplifies recent trends in technology that are affecting human resource management?
Which one of the following best exemplifies recent trends in technology that are affecting human resource management?
Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________.
Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________.
In small organizations, line managers frequently handle all personnel duties without the assistance of a human resource staff.
In small organizations, line managers frequently handle all personnel duties without the assistance of a human resource staff.
What are the two distinct functions carried out by human resource managers?
What are the two distinct functions carried out by human resource managers?
On Letitia's first day of work at a software firm, she attended a meeting with the HR manager and other new employees. In which one of the following did Letitia most likely participate?
On Letitia's first day of work at a software firm, she attended a meeting with the HR manager and other new employees. In which one of the following did Letitia most likely participate?
Which one of the following is most likely NOT one of the goals of a firm's employee orientation program?
Which one of the following is most likely NOT one of the goals of a firm's employee orientation program?
Employee orientation programs range from brief, informal introductions to lengthy, formal courses.
Employee orientation programs range from brief, informal introductions to lengthy, formal courses.
Hiring highly skilled employees with great potential eliminates the need to provide orientation and training.
Hiring highly skilled employees with great potential eliminates the need to provide orientation and training.
What are the methods used to give new or present employees the skills they need to perform their jobs called?
What are the methods used to give new or present employees the skills they need to perform their jobs called?
________ identifies the training employees will need to fill future jobs.
________ identifies the training employees will need to fill future jobs.
What is the first step in the ADDIE training process?
What is the first step in the ADDIE training process?
Amy needs to motivate the individuals who attend her training session about new tax laws. She should most likely do all of the following EXCEPT ________.
Amy needs to motivate the individuals who attend her training session about new tax laws. She should most likely do all of the following EXCEPT ________.
Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________________.
Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________________.
Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day.
Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day.
Which one of the following would most likely occur during the fourth step of the ADDIE training process?
Which one of the following would most likely occur during the fourth step of the ADDIE training process?
Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.
Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.
A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________.
A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________.
Ian is currently being trained on the job and is at the first step in the OJT process, which involves ________.
Ian is currently being trained on the job and is at the first step in the OJT process, which involves ________.
When jobs consist of a logical sequence of steps and are best taught step-by-step, the most appropriate training method to use is ________.
When jobs consist of a logical sequence of steps and are best taught step-by-step, the most appropriate training method to use is ________.
What is the first step in the recruitment and selection process?
What is the first step in the recruitment and selection process?
Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months. What is he currently working on?
Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months. What is he currently working on?
The process of deciding how to fill executive positions at a firm is known as ________.
The process of deciding how to fill executive positions at a firm is known as ________.
Which one of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs?
Which one of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs?
Newton Building Supplies hopes to generate an extra Php 4 million in sales next year. A salesperson traditionally generates Php 800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire?
Newton Building Supplies hopes to generate an extra Php 4 million in sales next year. A salesperson traditionally generates Php 800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire?
Which one of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion?
Which one of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion?
When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________.
When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________.
All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT________.
All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT________.
Smith Industries is thinking of having another company take care of its benefits management. This is called ________.
Smith Industries is thinking of having another company take care of its benefits management. This is called ________.
Recruiting is necessary to ________.
Recruiting is necessary to ________.
Which one of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm?
Which one of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm?
Maria Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. All of the following questions are relevant to Mari's decision to fill top positions at the new hotels with internal candidates EXCEPT:
Maria Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. All of the following questions are relevant to Mari's decision to fill top positions at the new hotels with internal candidates EXCEPT:
Which one of the following is NOT a tool used by firms to recruit outside candidates?
Which one of the following is NOT a tool used by firms to recruit outside candidates?
Which one of the following factors plays the greatest role in determining the best medium for a job advertisement?
Which one of the following factors plays the greatest role in determining the best medium for a job advertisement?
An employer will most likely use a private employment agency in order to ________.
An employer will most likely use a private employment agency in order to ________.
Newton Manufacturing is using a private employment agency to recruit individuals for management positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so you should ________.
Newton Manufacturing is using a private employment agency to recruit individuals for management positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so you should ________.
Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. Kate is most likely ________.
Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. Kate is most likely ________.
What is an advantage of using employee referral campaigns?
What is an advantage of using employee referral campaigns?
Publicizing an open job to current employees through a firm's intranet or bulletin board is known as job posting.
Publicizing an open job to current employees through a firm's intranet or bulletin board is known as job posting.
Which one of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
Which one of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
Flashcards
Basic Management Functions
Basic Management Functions
The basic management functions include Planning, Organizing, Leading, and Controlling. Outsourcing is not considered a basic function.
Manager's Role
Manager's Role
Managers achieve organizational goals by effectively managing people's efforts. They are responsible for directing and coordinating these efforts.
Planning Function
Planning Function
The planning function involves setting objectives, standards, rules, and procedures for the organization. It outlines the organization's vision and how it will be achieved.
Organizing Function
Organizing Function
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Controlling Function
Controlling Function
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Leading Function
Leading Function
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Human Resource Management Activities
Human Resource Management Activities
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Line Manager's HR Responsibilities
Line Manager's HR Responsibilities
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Recruiter's Responsibilities
Recruiter's Responsibilities
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HR Manager's Authority
HR Manager's Authority
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Compensation Manager's Role
Compensation Manager's Role
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HR Generalist
HR Generalist
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Corporate HR Team
Corporate HR Team
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Human Capital
Human Capital
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On-Demand Workers
On-Demand Workers
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Unbalanced Labor Force
Unbalanced Labor Force
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Technology Trends in HR
Technology Trends in HR
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Evidence-Based HR
Evidence-Based HR
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HR in Small Organizations
HR in Small Organizations
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HR Manager's Functions
HR Manager's Functions
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Employee Orientation
Employee Orientation
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Orientation Goals
Orientation Goals
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Orientation Program Variations
Orientation Program Variations
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Importance of Orientation and Training
Importance of Orientation and Training
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Training's Purpose and Analysis
Training's Purpose and Analysis
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ADDIE Training Process
ADDIE Training Process
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Motivating Training Participants
Motivating Training Participants
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Identifying Training Needs
Identifying Training Needs
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Length of Training Sessions
Length of Training Sessions
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On-the-Job Training
On-the-Job Training
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Management Trainee Programs
Management Trainee Programs
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Apprenticeship Training
Apprenticeship Training
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Job Instruction Training
Job Instruction Training
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Initial Step in Recruitment
Initial Step in Recruitment
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Personnel Planning
Personnel Planning
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Succession Planning
Succession Planning
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Trend Analysis
Trend Analysis
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Ratio Analysis
Ratio Analysis
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Skills Inventories
Skills Inventories
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Outsourcing
Outsourcing
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Recruitment's Goal
Recruitment's Goal
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Internal Recruitment Drawbacks
Internal Recruitment Drawbacks
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Employee Referral Programs
Employee Referral Programs
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Study Notes
Introduction to Human Resource Management
- Basic management functions: Planning, Organizing, Leading; Outsourcing is NOT a basic function.
- Managers accomplish organizational goals through managing people's efforts; the responsible role is the Manager.
- Planning function requires setting goals, standards, rules, and procedures.
- Delegating authority falls under the Organizing function of management.
- Controlling involves performance metrics and developing corrective strategies.
- Leading function activities include motivating subordinates.
- Human resource management activities include training, performance appraisal, but NOT customer relationship development.
- Line managers handle HR responsibilities like morale and labor costs; marketing new products is NOT typically their responsibility.
- Recruiters are responsible for community contacts and searching for job applicants.
- HR managers typically have line authority within their department and staff authority outside it.
- A Compensation Manager develops payment plans and benefits in HR.
- HR generalist role includes supporting specific departments, characterized as Embedded HR teams.
- Corporate HR teams assist in long-term strategic planning.
- Human capital refers to the skills and abilities of a firm's employees.
- On-demand workers include freelancers like those at Uber, who work as needed.
- Unbalanced labor force: high employment in specialized fields contrasted with high unemployment in others.
- Recent technology trends in HR include incorporating gaming features in training.
- Evidence-based HR management values scientific rigor over qualitative opinions.
- In small organizations, line managers often manage all personnel tasks independently.
- HR managers perform line and staff functions.
Training and Development
- Employee orientation involves familiarization with company policies; it is NOT recruitment or selection.
- Key goals of orientation: fostering team integration and socialization.
- Programs can vary from brief informal introductions to formal training.
- Orientation and training are essential for all employees, regardless of skill level.
- Training equips employees for their current roles; future job needs identified through strategic training analysis.
- ADDIE training process starts with analyzing training needs.
- To motivate training participants, avoid complex terminology.
- Training needs identified by analyzing job descriptions and current employees, NOT by work sampling.
- Shorter training sessions are more effective due to diminishing returns on learning.
- On-the-job training includes holding sessions and asking for feedback.
- Management trainee programs often utilize job rotation for skill development.
- Apprenticeship training combines classroom instruction and practical application.
- Job instruction training is ideal for tasks with a step-by-step sequence.
Personnel Planning and Recruitment
- Initial step in recruitment involves deciding which positions to fill.
- Personnel planning predicts future staffing needs based on current evaluations.
- Succession planning is critical for filling high-level or executive roles.
- Trend analysis examines historical employment needs for forecasting.
- Ratio analysis can determine the number of new hires needed based on sales goals.
- Skills inventories help in assessing candidates’ qualifications for promotions.
- Outsourcing involves delegating HR tasks like benefits management to outside firms.
- Recruitment aims to build a diverse applicant pool.
- Internal recruitment can lead to losing talented employees who are not promoted.
- Employee referral programs offer advantages like realistic previews of job conditions.
Performance Appraisal
- Performance appraisal evaluates employees against established standards.
- Purpose of appraisals: provide feedback, motivate improvement, and assess performance.
- Key reasons for appraisals include correcting deficiencies and determining compensation.
- Direct supervisors typically conduct employee appraisals.
- The first appraisal step is setting clear work standards.
- Self-ratings in appraisals may yield inflated scores compared to supervisor evaluations.
- Upward feedback allows employees to rate their supervisors anonymously.
- 360-degree feedback gathers input from multiple sources, enhancing performance evaluations.
- Supervisors should offer feedback and support for employee development to address performance issues.### Performance Appraisal System
- HR department monitors performance appraisals but usually does not rate employees.
- Effective performance appraisals require supervisors to schedule feedback sessions addressing employee performance and development plans.
- Graphic rating scale is the most popular and easiest technique for appraising employee performance.
- Forced distribution method categorizes employees into performance levels based on predetermined percentages (e.g., 15% poor performers, 15% high performers).
Performance Appraisal Tools
- Alternation ranking ranks employees from best to worst based on specific traits.
- Management by objectives involves managers setting measurable goals with employees to track progress.
Job Analysis and Talent Management
- An effective talent management system uses performance appraisals to identify training and development opportunities.
- Job analysis typically gathers information like job descriptions, specifications, and performance standards.
- Desired personality traits are not usually included in job specifications.
- Organizational charts illustrate lines of authority and communication within a firm.
- Job rotation entails systematically moving employees from one job to another to enhance skills.
Job Analysis Process
- The first step in job analysis is reviewing relevant background information.
- Holding a group interview with a supervisor is an appropriate method for gathering data from employees performing similar jobs.
- Reactivity is a common issue in direct observation, where employees change behavior when they know they are being observed.
Employee Selection and Testing
- Reliable tests yield consistent scores across different occasions or forms.
- Validity refers to a test's accuracy in fulfilling its intended purpose.
- Selection tests should supplement other assessment tools like interviews and background checks.
- Physical abilities tests measure job candidates' strength and dexterity.
- Work sampling technique assesses candidates through realistic job tasks.
Definitions of Key Terms
- 360-degree feedback gathers evaluations from multiple sources, providing comprehensive performance insights.
- Achievement testing measures skills relevant to job performance.
- Apprenticeship training combines on-the-job training with formal instruction in skilled trades.
- Background checks verify an applicant's credentials and past employment.
- The forced distribution method prevents leniency in performance ratings by placing limitations on the number of top performers.
- Exit interviews reveal reasons for employee departures, assisting organizations in improving retention strategies.### Human Resource Planning
- Human Resource Planning (HRP) is a continuous process aimed at optimizing the use of quality employees within an organization.
- Ensures an appropriate fit between employees and their roles to prevent manpower shortages or surpluses.
Human Resource Forecasting
- HR forecasting predicts changes in staffing needs over time, enabling companies to remain prepared and staffed efficiently.
Human Resource Management
- Human Resource Management (HRM) involves managing human capital to achieve organizational goals, focusing on employee investment, safety, hiring, compensation, and development.
Assessment Tools
- In-basket Exercises evaluate candidates' adaptive thinking, problem-solving, and administrative abilities under simulated workplace pressures.
- Individual Interviews provide direct verbal and visual interaction between the interviewer and candidate.
- Informal Interviews are less structured and can take place anywhere without written communication.
Recruitment Strategies
- Internal Recruiting fills job vacancies from the existing workforce, promoting internal advancement.
- Job Analysis determines the duties of positions and the characteristics of ideal candidates.
Job Descriptions and Specifications
- Job Descriptions outline duties, responsibilities, and requirements for specific roles, including job title and qualifications.
- Job Specifications detail the skills, knowledge, and personal attributes required for effective job performance.
Job Design
- Job Enlargement adds tasks of similar complexity to a role, enhancing job satisfaction and skill development.
- Job Enrichment redesigns roles to increase responsibility and autonomy, boosting intrinsic motivation.
Training and Development
- Job Instruction Training (JIT) is a structured training method focusing on logical step-by-step task performance.
- Onboarding transitions new hires into employees, completing necessary paperwork and orientation.
Evaluation Methods
- Performance Appraisal assesses employee performance systematically based on set criteria.
- Upward Feedback allows subordinates to provide anonymous feedback about their supervisors' performance.
Staffing and Legal Practices
- Staffing is the hiring process for specific roles within an organization.
- Legal Hiring Practices ensure compliance with fairness and equality during employee recruitment.
Performance Measurement
- Situational Judgment Tests (SJT) assess candidates’ decision-making skills through hypothetical scenarios.
- The Performance Management process involves objective setting, progress assessment, and feedback to meet organizational goals.
Unique Training Approaches
- Vestibule Training simulates the work environment for skill practice.
- Miniature Job Training offers condensed task training for employees.
Career Development
- Succession Planning prepares future leaders for key positions to maintain organizational stability.
- Job Rotation exposes employees to various roles, enhancing their skill sets and organizational understanding.
Professional Roles
- Talent Management Process coordinates the comprehensive strategy of planning, recruiting, and developing employees.
- Recruiters focus on sourcing qualified candidates aligned with company goals.
Performance Appraisal Methods
- Rating Scales Method uses defined factors to evaluate employee performance.
- Work Standards Method compares employee performance against predetermined output standards.
Miscellaneous
- Stress Interviews gauge candidates' reactions under pressure, reflecting their management potential.
- Skill Inventories catalog employee competencies, aiding in talent management and workforce planning.
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Description
This review material covers essential theories in Human Resource Management, providing a comprehensive overview for those preparing for the Certified Human Resource Associate (CHRA) exam. It includes topics like training, development, personnel planning, and recruitment. Ideal for aspiring HR professionals looking to enhance their knowledge.
