Human Resource Management and Staffing

<p>Strategic management of people within the organization (A)</p> Signup and view all the answers

<p>Stock market analysis (C)</p> Signup and view all the answers

<p>Human resource information (B)</p> Signup and view all the answers

<p>Administrative personnel functions blended with performance management (C)</p> Signup and view all the answers

<p>Personnel management (B)</p> Signup and view all the answers

<p>To ensure employee fit with strategic goals (C)</p> Signup and view all the answers

<p>Market analysis (A)</p> Signup and view all the answers

<p>Improving organizational performance (D)</p> Signup and view all the answers

<p>Ensuring the right personnel are in the right jobs (B)</p> Signup and view all the answers

<p>Conducting market research (B)</p> Signup and view all the answers

<p>Human resource planning (B)</p> Signup and view all the answers

<p>Job specification and job description (C)</p> Signup and view all the answers

<p>Job classification (A)</p> Signup and view all the answers

<p>Interviews (C)</p> Signup and view all the answers

<p>To inform employees about their job duties (A)</p> Signup and view all the answers

<p>Market demand (D)</p> Signup and view all the answers

<p>Knowledge, skills, and abilities required (A)</p> Signup and view all the answers

<p>Stockholders (D)</p> Signup and view all the answers

<p>To attract qualified individuals to apply for positions (C)</p> Signup and view all the answers

<p>Observations (C)</p> Signup and view all the answers

<p>By providing detailed descriptions of job responsibilities and performance standards (C)</p> Signup and view all the answers

<p>To develop an adequate supply of labor forces (A)</p> Signup and view all the answers

<p>Promotions (A)</p> Signup and view all the answers

<p>The ability to attract a diverse applicant pool (B)</p> Signup and view all the answers

<p>Offer employment to any candidate (C)</p> Signup and view all the answers

<p>Workplace benefits (A)</p> Signup and view all the answers

<p>Choosing the best qualified applicants for a position (B)</p> Signup and view all the answers

<p>Efficiency in attracting qualified applicants (D)</p> Signup and view all the answers

<p>External recruitment (A)</p> Signup and view all the answers

<p>To measure a person's potential ability to learn. (C)</p> Signup and view all the answers

<p>Multiple interviewers assessing one candidate. (B)</p> Signup and view all the answers

<p>Polygraph test (C)</p> Signup and view all the answers

<p>Job-related knowledge (A)</p> Signup and view all the answers

<p>Candidate's behavior and attitude. (D)</p> Signup and view all the answers

<p>Randomly without specific guidelines. (D)</p> Signup and view all the answers

<p>Background checks (A)</p> Signup and view all the answers

<p>Appearance (C)</p> Signup and view all the answers

The process of providing an organization with the right people for the right jobs, with the necessary skills.

Estimating the future needs for workers, including their skills and numbers.

A thorough study of the tasks and requirements of a job.

The process of attracting potential candidates for a job opening.

Choosing the best candidate from among applicants.

The strategic approach to managing employees as valuable assets.

The individuals working for an organization.

Evaluating an employee's performance against expected goals and standards.

To help organizations achieve their strategic goals by attracting, retaining, and effectively managing employees.

A key principle in HRM that aims to align the management of employees with the company's overall strategic direction.

The process of ensuring that the organization has the right people with the right skills in the right roles at the right time.

To get the right number of people with the right skills, experience, and competencies in the right jobs, at the right time, and at the right cost.

External forces that affect recruitment, such as labor market conditions, technological advancements, and changes in business.

Goals that recruitment aims to achieve, such as attracting the best candidates and ensuring the right people are hired.

The process of understanding the tasks, duties, and responsibilities of a particular job.

Finding recruits from within the organization, such as promotions, transfers, or re-hiring former employees.

To improve organizational performance and productivity.

Job specification and job description.

Finding recruits from outside the organization, such as through job fairs, advertisements, or online platforms.

1. Determine information needs 2. Determine methods for obtaining information 3. Determine who will collect the information.

The process of choosing the best candidate from a pool of applicants by evaluating their skills and qualifications.

The initial review of job applications to eliminate unqualified applicants based on basic criteria.

The process of recognizing a need for a new employee within the organization.

Information gathered during job analysis, including tasks, performance standards, responsibilities, knowledge, skills, and experience needed.

A document that outlines the tasks, duties, and responsibilities of a specific job.

A document outlining the knowledge, skills, abilities, and other characteristics needed for someone to be successful in a specific job.

Job descriptions help clarify employee duties, guide performance improvement, facilitate training, and support disciplinary actions.

Factors like the organization's size, culture, and industry impact the recruitment process.

Methods include interviews, questionnaires, observations, and reviewing work records.

An initial meeting with a job applicant to gather basic information about their education, skills, salary expectations, and reasons for leaving their previous employer.

A standardized form that collects personal, educational, employment, and reference data from job applicants.

A standardized test designed to measure a candidate's behavioral patterns, job-related performance, or attitudes.

The final stage of the interview process, where the most promising candidates are assessed for a final decision.

The process of assigning a selected candidate to a specific job role within the organization.

A test that measures a person's potential ability to learn and acquire new skills.

A test designed to assess an individual's personality traits, such as their communication style, work ethic, and attitude.

A type of interview where predetermined questions are asked to ensure consistency and fairness across all candidates.