HR Practices and Industrial Relations

Questions and Answers

What is the primary goal of task/job rotations in employee development?

To learn something new or practice what has been learned

What is the main characteristic of coaching in employee development?

One-on-one training with senior staffers

What is one of the advantages of effective HR practices in an organization?

Preparing people for the future

What is the primary benefit of workshops, committees, and working groups in employee development?

Rich access to similar and dissimilar colleagues Signup and view all the answers

What is the purpose of mentoring in employee development?

To help develop important skills that the mentored individual might lack Signup and view all the answers

What is the primary goal of performance management?

To improve organizational performance by developing individual and team performance Signup and view all the answers

What is the purpose of job analysis?

To improve job satisfaction and employee safety Signup and view all the answers

What is a key feature of simulations in employee development?

They are both engaging and effective Signup and view all the answers

What happens when a company follows proper recruitment and selection methods?

The right people are selected for the right job Signup and view all the answers

Who owns and drives the performance management process?

Line management Signup and view all the answers

What is the primary purpose of employee development methods?

To develop employee skills and abilities Signup and view all the answers

What is a key aspect of a crisis manager's role?

Meeting with stakeholders and media to explain the situation Signup and view all the answers

Why do effective HR practices lead to higher profits?

Because they lead to better performance by companies Signup and view all the answers

What is a characteristic of training in employee development methods?

A combination of lectures and hands-on exercises Signup and view all the answers

What is one of the benefits of HRM to an organization?

Preparing people for the future Signup and view all the answers

Why is it important for a leader to communicate the lessons learnt after a crisis?

To avoid similar mistakes in the future Signup and view all the answers

What happens when union members realize that the company is interested in the workers?

Chances of going on strike decrease Signup and view all the answers

What should a leader do during a crisis?

Be a strong pillar of support for team members Signup and view all the answers

What is the primary role of senior leaders in employee development methods?

To help develop important skills through coaching and mentoring Signup and view all the answers

What is an important aspect of performance management according to Lockett?

Developing individuals with competence and commitment Signup and view all the answers

What does effective HR practice teach individuals?

How to work in a team/group Signup and view all the answers

What is the outcome of effective HR practices on the economy?

Industrial development increases Signup and view all the answers

What should a leader do to come out of a crisis?

Take risks and experiment with new approaches Signup and view all the answers

What is the ultimate goal of a crisis manager?

To recover from the crisis and relive the organization's image Signup and view all the answers

What should performance management reduce?

The degree to which performance management is a top-down affair Signup and view all the answers

What type of organization does traditional appraisal system fit?

Hierarchical and bureaucratic organization Signup and view all the answers

What is the first step in the performance management cycle?

Planning Signup and view all the answers

What is the purpose of the reviewing step in performance management?

To assess progress and achievements Signup and view all the answers

What is the concern of performance management with regards to results?

Outputs and outcomes Signup and view all the answers

What is the basis of performance management as a continuous process?

The continuous self-renewing cycle Signup and view all the answers

What is performance management concerned with, in addition to outputs and outcomes?

Processes and competencies Signup and view all the answers

What is the purpose of performance management?

To achieve results and make an impact on performance Signup and view all the answers

What is the approach towards employees in an enterprise?

Employees are treated as partners Signup and view all the answers

What is an important aspect of performance management?

Respect for the individual Signup and view all the answers

Why is measurement important in performance management?

All of the above Signup and view all the answers

What is the distinction between outputs and outcomes?

Outputs are quantifiable, outcomes are not Signup and view all the answers

Why is measuring performance more difficult for knowledge workers?

Because their work is more abstract and difficult to quantify Signup and view all the answers

What is the purpose of performance measures?

To provide feedback and identify areas of improvement Signup and view all the answers

What is the benefit of respecting the needs of individuals and teams?

It recognizes that individual and team needs may not coincide with organizational needs Signup and view all the answers

What is the purpose of procedural fairness in performance management?

To ensure decisions are transparent Signup and view all the answers

Study Notes

Advantages of HRM

Reduces the chances of a strike as union members and the company collaborate, leading to a better understanding of each other's needs.
Fosters teamwork and adjustment in individuals, making them more comfortable working in groups.
Prepares individuals for future roles by constantly training them, enabling the company to identify potential employees for top-level jobs.
Allocates the right person to the right job, reducing labor turnover as employees are satisfied with their roles.
Contributes to higher profits and better company performance, leading to industrial development and economic growth.

Principles of HRM

Job Analysis

A systematic process of collecting information on the nature of a job, required qualities, physical and mental capabilities, duties, responsibilities, and necessary skills.
Used to describe job descriptions and specifications for recruitment, selection, and improvement of job satisfaction, employee safety, and motivation.

Employee Development Methods

Training: developing employee skills through lectures, hands-on exercises, videos, podcasts, simulations, and individual/group-based assignments.
Task/job rotations: rotating roles with colleagues to put new skills into practice and learn new skills.
Coaching: senior staffers working one-on-one with less experienced individuals to polish their skills.
Mentoring: senior leaders taking junior staff under their wing to develop important skills.
Workshops/committees/working-groups: providing opportunities for employees to interact with peers and colleagues from within and external to the organization.

Crisis Management

Don't avoid stakeholders, external parties, and media; communicate with them to explain the situation.
Develop strong partnerships with external parties and ask for help.
Be a strong pillar of support for team members and take risks.
Clarify roles and responsibilities during the crisis and communicate lessons learned once it's over.
Adapt to changes and new situations, and work to relive the organization's image.

Performance Management

A systematic process for improving organizational performance by developing individual and team performance.
Involves establishing shared understanding, managing and developing people, and increasing the probability of achieving goals.
Owned and driven by line management, and should fit process-based and flexible organizations.

Performance Management Cycle

Planning: agreeing objectives and competence requirements, and producing performance agreements and improvement plans.
Acting: carrying out activities required to achieve objectives and plans.
Monitoring: checking progress in achieving objectives.
Reviewing: assessing progress and achievements to prepare action plans.

Concerns of Performance Management

Concerned with outputs, outcomes, processes, and inputs.
Respects the needs of individuals and teams, recognizing that they may not coincide with those of the organization.
Concerned with fairness and transparency, respecting individual opinions and needs.

Performance Measures and Assessment

Measurement is important for providing feedback, identifying success and areas for improvement, and answering questions about performance.
Distinguishes between outputs (quantifiable results) and outcomes (visible effects that cannot be measured quantitatively).

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Description

This quiz assesses the importance of effective HR practices in improving industrial relations, teamwork, and employee development.