MG4031 week 8 lecture 1

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Questions and Answers

What is a major objective of HR planning?

To reduce overall workforce size

To enhance employee benefits packages

To ensure the organization can find and retain the quality and quantity of HR required (correct)

To provide annual performance reviews

Which principle of HR planning emphasizes executive involvement?

The HR plan must be based on accurate information

Senior management must stress its importance throughout the firm (correct)

Larger organizations need a central HR planning unit

The plan's time span must be defined

In the Demand Analysis stage, which method is commonly used for predicting HR requirements?

Job Shadowing

Managerial Estimates (correct)

Focus Group Interviews

Market Surveys

What does the Labour Turnover Index measure?

Number of employees resigning compared to average employed (A) Signup and view all the answers

Which statistical technique is becoming popular among larger employers for supply analysis?

Regression Analysis (B) Signup and view all the answers

Which stage of the HR planning process involves ensuring that day-to-day HR needs are met?

Preparing a Plan (A) Signup and view all the answers

What does Work Study primarily involve?

Systematic analysis of work in terms of people, skills, materials, and machines (C) Signup and view all the answers

For effective HR planning, which condition regarding the HR plan must be fulfilled?

It must be fully integrated with other areas of the firm’s strategy and plans (C) Signup and view all the answers

What were the two key traditions in personnel management before the 1930s?

Welfarism and Taylorism (C) Signup and view all the answers

Which of the following best describes the transition from personnel management to HRM in the 1980s?

HRM began to prioritize individual performance and strategic decisions. (B) Signup and view all the answers

What does HR planning primarily seek to accomplish?

To anticipate future business demands related to human resources. (B) Signup and view all the answers

What became central to personnel management in the 1970s, according to the historical development?

Pay bargaining (D) Signup and view all the answers

Which of the following describes 'Bureaucracy' in the context of HRM?

A systematic approach to formalized personnel procedures. (C) Signup and view all the answers

What is a characteristic of 'Welfarism' in historical HR practices?

It involves voluntary initiatives to improve factory conditions. (A) Signup and view all the answers

What role did the Chartered Institute of Personnel and Development (CIPD) play in the evolution of HRM?

It was instrumental in establishing personnel management as a profession. (C) Signup and view all the answers

What was a key development in HRM practices as organizations grew larger in the mid-1900s?

Formalization of procedures around various HR activities. (B) Signup and view all the answers

What is the main benefit of internal recruitment?

It reduces induction costs and familiarizes the employee with the firm. (B) Signup and view all the answers

What is typically included in a job description?

The main tasks and responsibilities of the job. (D) Signup and view all the answers

Which method is NOT mentioned as a selection test?

Skill Assessment (C) Signup and view all the answers

What is a common interviewing error that involves making judgement too quickly?

Premature judgement (C) Signup and view all the answers

Which of the following is considered an external source for recruitment?

Employment agencies (C) Signup and view all the answers

What does a person specification outline?

Qualifications and experience needed to match the job. (C) Signup and view all the answers

What is one objective of the interview process?

To provide applicants with as much information as possible. (A) Signup and view all the answers

Which of the following is a disadvantage of external recruitment?

It often takes more time to evaluate candidates. (C) Signup and view all the answers

Study Notes

HRM: History and Activities

HRM is a specialist function performed by managers to create and implement policies and strategies related to attracting, selecting, compensating, and caring for employees.
The Civil Service in Ireland first introduced personnel management after WWI, and the private sector followed in 1937 with the establishment of the Irish branch of the Institute of Labour Management.
Before the 1930s, two key HRM traditions existed:
- Welfarism: Voluntary initiatives in companies improved factory workers' conditions (pay, living).
- Taylorism: Focus on efficiency and profitability, leading to more systematic management approaches.
By the mid-1900s, HRM evolved with:
- Bureaucracy: Increased personnel activities (procedures, employment, pay, training) became formalized.
- Consensus Negotiation: Union prominence led to more emphasis on collective bargaining from the mid-1940s.
In the 1970s, pay bargaining centralized again, but unions focused on working conditions and productivity. HRM professionals needed expertise in employment law.
The 1980s saw HRM replacing personnel management as organizations integrated HR considerations into their strategies. Human capital became a core value—a firm’s workforce needs to add value.
Individual performance needs to matter now more than ever before, and human capital investment cannot be easily replicated.

HR Planning

HR Planning anticipates future workforce needs to meet business demands, with these key goals:
- Ensuring enough quality and quantity of employees required for the business.
- Making best use of employees.
- Managing surplus or shortage of employees.
HR planning must be integrated into the company's strategy and plans; it should be important to senior management; and there should be a central unit in large organizations.
HR plans have defined time spans and include accurate information.
Stages in HR planning:
- Demand Analysis: Estimate the quantity and quality of HR needed to meet the firm's objectives using:
  - Managerial estimates (subjective).
  - Statistical techniques (regression, econometric models).
  - Work Study (systematic analysis).
- Supply Analysis: Estimate the quantity and quality of HR available:
  - Internal and external labor markets.
  - Labour Turnover Index (employee resignations).
  - Labour Stability Index (employee retention).
  - External factors (economic, industry, etc.).

Recruitment and Selection

Recruitment: Attracting potential candidates for a job opening. Internal recruitment (transfers, promotions) reduces costs but limits the pool of talent. External recruitment (advertisements, agencies) brings in a more diverse pool.
Job Description: Outlines tasks and responsibilities of the job.
Person Specification: Details skills and experience necessary to perform the job. It distinguishes between required and desirable characteristics.
Selection: Assessing candidates to find suitable ones: interviews (one-on-one, panel, group); reference checks; tests (aptitude, proficiency, personality). Selection methods need to be fair and objective.
Common Interviewing Errors: Inadequate preparation, premature judgment, absence of structure, interviewer dominance, lack of rapport, halo effect, and structural rigidity.
Selection Tests: Intelligence tests, aptitude tests, proficiency tests, personality tests.

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Description

Explore the historical evolution of Human Resource Management (HRM) from its early roots in personnel management to modern practices. This quiz covers key traditions such as Welfarism and Taylorism, and examines the impact of bureaucracy and unionization on HRM strategies. Test your knowledge of the significant milestones in the development of HRM.