CHRA Review Material - HR Theories Set A

Study Notes

Table of Contents: The document includes sections on Introduction to Human Resource Management, Training and Development, Personnel Planning and Recruitment, Performance Appraisal, Job Analysis and Talent Management Process, Employee Testing and Selection, and Definition of Terms.
Disclaimer: The material is for educational purposes only and does not guarantee accuracy. Use official sources and relevant publications for the most up-to-date information.
Page Numbers: The pages are numbered for easy referencing.

Basic Management Functions (Except): Planning, Organizing, and Leading are basic functions. Outsourcing is not a core function.
Person Responsible for Accomplishing Organization Goals: A manager is primarily responsible for accomplishing organization goals by managing people.
Management Function Requiring Goals and Standards: Planning is the function where managers set goals, standards, and develop rules & procedures.
Managerial Function in Delegation: Organizing is the management function most likely involved in delegating authority.

Employee Orientation: This involves educating employees about company benefits, policies, and structure on their first day.
Employee Orientation Program Goals: Making new employees feel part of the team, socializing them into the firm, and teaching about firm history & strategies.
Employee Orientation Length: Can range from brief, informal introductions to lengthy formal courses. This is true.
Hiring Highly Skilled Employees: Hiring highly skilled employees doesn't always eliminate the need for orientation and training. This is false.
Methods for Developing Employee Skills: Training is the process of enhancing employee skills.

First Step in Recruitment and Selection: Deciding on which positions need to be filled.
HR Manager Role in Planning: Determining which positions the firm should fill in the next six months is a personnel planning task.
Executive Position Filling Process: Succession planning.
Studying Past Employment Needs: Trend analysis.

Employee Performance Evaluation Process: Performance appraisal.
Primary Purpose of Providing Employee Feedback: Removing performance deficiencies.
Employee Performance Appraisal Responsibility: Usually by the employee's direct supervisor.
Popular Performance Appraisal Technique: Rating scale.

Performance Appraisal Initiating Training: In an effective talent management system, performance appraisals initiate training & development opportunities. - True
Talent Management Focus: Developing employee competencies aligning with strategic goals. - True
Job Analysis Information: Job description, job specification, job analysis, and job context are key.
Human Resource Specialist Information for Job Analysis: Work activities, human behaviors, and employee benefits options. Skill inventories are not excluded, but rather a separate, less immediately applicable approach.
First Step in Job Analysis: Deciding how gathered information will be used

Reliable Employment Test Results: Consistent scores when a person takes two alternate forms of the test.
Test Accuracy: Validity.
Selection Tests as Supplements: Selection tests compliment other methods like interviews and background checks. - True
Measuring Motor Ability: This is usually assessed through tests that involve lifting weights and jumping rope.
Reason for Background Investigations: To uncover false information.

Different parts of the document cover topics including definitions, procedures, methods, functions, and advantages of specific Human Resource practices.

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