Human Resource Management Module 1
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Questions and Answers

What does the obligation of an organization as a contributing 'citizen' include?

  • Limiting employee training
  • Promoting individual growth and development (correct)
  • Only compliance with legal regulations
  • Maximizing profits for shareholders

What is described as the psychological contract between an employee and an organization?

  • The financial benefits offered to employees
  • The performance evaluations conducted annually
  • The legal agreements binding both parties
  • The set of expectations about contributions and returns (correct)

Which type of manager is directly responsible for creating goods and services?

  • HR manager
  • Operations manager
  • Staff manager
  • Line manager (correct)

In smaller organizations, who typically handles basic HR functions?

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

Which of the following trends is impacting human resource management?

<p>Increasing prevalence of service jobs (B)</p> Signup and view all the answers

What role does staff management typically play in organizations?

<p>Provides support functions that are less direct (C)</p> Signup and view all the answers

How is the HR department structured in organizations with centers of excellence?

<p>They only provide services when they can outperform external providers (A)</p> Signup and view all the answers

What is a key characteristic of larger organizations regarding HR functions?

<p>They necessitate specialized subunits within HR (A)</p> Signup and view all the answers

What best describes an on-demand workforce?

<p>A group of people that can be hired as needed, including freelancers and temporary workers. (A)</p> Signup and view all the answers

How does globalization affect competition for companies?

<p>It increases the need for companies to be world-class in performance. (A)</p> Signup and view all the answers

What is a primary element of a modern human resource management system?

<p>An integrated approach recognizing interdependence among HR tasks. (B)</p> Signup and view all the answers

What may result from poor recruiting practices?

<p>A weak pool of applicants for selection. (B)</p> Signup and view all the answers

What does utility analysis in human resource management aim to measure?

<p>The impact and effectiveness of HRM practices on financial performance. (D)</p> Signup and view all the answers

What trend is observed regarding labor force participation rates?

<p>A continuous lowering of labor force growth and participation rates. (C)</p> Signup and view all the answers

What characterizes the unbalanced labor force?

<p>Low unemployment rates in some fields while high in others. (C)</p> Signup and view all the answers

What does managing an on-demand workforce require from managers?

<p>Adapting management practices to suit different types of workers. (B)</p> Signup and view all the answers

What are knowledge workers primarily concerned with?

<p>The acquisition and application of knowledge (A)</p> Signup and view all the answers

How do electronic systems impact the legal system?

<p>They create new discussions about ethics and privacy. (C)</p> Signup and view all the answers

What is the primary goal of human resource management?

<p>Facilitating organizational competitiveness (C)</p> Signup and view all the answers

What reflects the efficiency of outputs relative to inputs?

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

What does the term 'Triple bottom line' refer to?

<p>Balancing social, environmental, and financial components (D)</p> Signup and view all the answers

What is a challenge facing human resource management related to social issues?

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

What is a characteristic of corporate social responsibility?

<p>Assuming social obligations to the community (D)</p> Signup and view all the answers

What does enhancing overall quality and productivity aim to achieve?

<p>Improving the value of outputs regarding inputs (B)</p> Signup and view all the answers

What is the primary responsibility of a manager within an organization?

<p>To accomplish the organization's goals by managing its people (B)</p> Signup and view all the answers

What does human resource management (HRM) primarily focus on?

<p>Attracting, developing, and maintaining a qualified workforce (D)</p> Signup and view all the answers

Why has the role of HRM become significantly important in organizations today?

<p>Because of people being viewed as a source of competitive advantage (A)</p> Signup and view all the answers

What can happen if organizations do not employ qualified HR managers?

<p>They could incur serious financial penalties and legal fees (D)</p> Signup and view all the answers

What is one of the goals of human resource management?

<p>Attracting and maintaining a qualified workforce (B)</p> Signup and view all the answers

How are human resources defined within the context of HRM?

<p>As the people employed by an organization to perform various tasks (C)</p> Signup and view all the answers

What is a critical factor contributing to the effectiveness of HRM?

<p>The professional management of organizational dynamics (B)</p> Signup and view all the answers

From which perspective should the job of human resource managers be understood?

<p>From both professionalism and career perspectives (A)</p> Signup and view all the answers

What was the primary function of the employment department at Ford?

<p>To handle employee grievances and hiring (C)</p> Signup and view all the answers

Which company's research in the 1920s highlighted the importance of individual and group behavior in organizations?

<p>Western Electric Company (C)</p> Signup and view all the answers

What was a significant outcome of the Hawthorne studies?

<p>Understanding that manager-employee satisfaction influences productivity (A)</p> Signup and view all the answers

What did the creation of specialized units in large organizations primarily address?

<p>Complex hiring needs and regulatory compliance (B)</p> Signup and view all the answers

During which period did personnel management start evolving further, particularly in military applications?

<p>World War II (D)</p> Signup and view all the answers

What was a significant reason for the establishment of managers to represent businesses to organized labor?

<p>To comply with emerging laws regarding labor practices (A)</p> Signup and view all the answers

Which of the following best describes the basic premise of the human relations era?

<p>Increased productivity through employee satisfaction and happiness (B)</p> Signup and view all the answers

What term was used to describe the units that managed hiring as businesses grew more complex?

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

What was a significant change in personnel management after the 1970s?

<p>It was recognized as a critical function in organizations. (C)</p> Signup and view all the answers

How has technology affected HRM's ability to track employee behavior?

<p>It allows for better data analysis and monitoring of patterns. (D)</p> Signup and view all the answers

What system was introduced to help organizations obtain job analysis information online?

<p>O*NET OnLine system (D)</p> Signup and view all the answers

What is a modern trend in how organizations advertise job openings?

<p>Using job-search websites to reach applicants. (D)</p> Signup and view all the answers

What is one benefit of online training programs for employees?

<p>Employees can take classes at their own pace. (D)</p> Signup and view all the answers

What challenge does increased communication openness present to management?

<p>Management faces more scrutiny and demands from employees. (C)</p> Signup and view all the answers

What technology is mentioned as being used for conducting interviews?

<p>SKYPE and other video conferencing tools. (A)</p> Signup and view all the answers

What advantage does computer monitoring offer organizations?

<p>It provides real-time performance data on employees. (D)</p> Signup and view all the answers

Flashcards

Human Resources

The people an organization employs to carry out various jobs, tasks, and functions.

Human Resource Management (HRM)

The set of managerial activities and tasks concerned with attracting, developing, and maintaining a qualified workforce.

Manager

A person responsible for accomplishing the organization's goals by managing the efforts of the organization's people.

Organization

A structured group of people with formally assigned roles who work together to achieve an organization's goals.

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Human Resources as a Competitive Advantage

The idea that properly managed employees can give a company a competitive advantage.

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Legal and Ethical Concerns in HRM

The importance of considering legal and ethical factors when managing human resources.

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Importance of HRM Professionals

The increasing need for skilled and dedicated professionals in the HRM field.

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Staffing

The process of finding, attracting, and evaluating candidates for a job opening.

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Human Relations Era

The idea that happy and satisfied employees are more productive.

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Hawthorne Studies

A series of studies that revealed the importance of individual and group behavior in organizations.

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Maslow's Hierarchy of Needs

A theory that proposes a hierarchy of needs, starting from basic needs like food and safety, up to self-actualization.

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McGregor's Theory X and Theory Y

A theory that suggests managers view employees as either motivated and responsible (Theory Y) or lazy and needing strict supervision (Theory X).

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Personnel Department

A specialized unit within an organization that manages personnel-related tasks like recruitment, training, and employee relations.

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Personnel Management

The process of matching individuals with jobs that best suit their skills and abilities.

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Evolution of Personnel Departments

The emergence of specialized units within businesses to manage growing workforce demands, government regulations, and employee behavior.

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Employment Department

A department specifically for handling employee grievances, wages, and recordkeeping.

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How technology impacted HR data?

The expansion of data collection and analysis techniques enabled by powerful computers, allowing organizations to better track and understand employee behaviors and preferences.

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What is O*NET OnLine?

An online database providing job analysis information, simplifying the process of understanding job requirements for organizations.

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How has job advertising changed?

The shift in job searching, where potential applicants primarily find opportunities through online platforms rather than traditional methods like print advertisements.

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How has technology impacted selection?

The integration of online testing and video conferencing technologies into the hiring process, allowing for remote assessments and interviews.

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How has technology impacted training?

The transformation of training delivery, enabling organizations to offer online courses and learning materials accessible to employees at their convenience.

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How has technology impacted benefits?

Online platforms offering employees access to information about benefits, allowing for greater flexibility and self-service in managing benefits.

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What is computer monitoring in HR?

The use of software and systems to monitor employee performance in real time, providing organizations with valuable data on productivity and efficiency.

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What challenges does technology pose for managers?

While technology has empowered organizations to communicate more effectively, it has also introduced new challenges as employees can now easily communicate with management, making two-way communication more prevalent.

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Knowledge Workers

Employees whose primary work involves acquiring and using knowledge. They contribute to organizations through their expertise and its application.

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Increase in Need for Knowledge Workers

The increased focus on finding and employing skilled employees who utilize and contribute knowledge within their roles.

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Challenges from Communication Technologies

Technological advancements in communication and monitoring create new ethical and legal concerns for organizations.

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Triple Bottom Line (Conscious Capitalism)

The practice of considering social and environmental impacts alongside financial performance in decision-making.

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Organizational Competitiveness

The ability of an organization to consistently achieve its goals and objectives, often measured by profitability and market share.

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Productivity

Measuring the efficiency of resources and processes by comparing outputs (results) to inputs (effort or resources used).

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Quality

The overall characteristics and features of a product or service that meet customer needs and expectations.

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Complying with Legal and Social Obligations

Organizations taking on social responsibilities beyond legal requirements, addressing ethical and environmental concerns.

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On-demand Workforce

A workforce that can be hired on demand, often for short-term projects or specific tasks, and may include temporary workers, freelancers, or day laborers.

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Human Capital

The value or skills that an individual brings to an organization, often encompassing education, experience, and abilities.

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Globalization

Companies expanding their operations, sales, or manufacturing to new markets abroad, increasing competition and raising the bar for business excellence.

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Human Resource Management System

A structured and interconnected set of HR practices designed to achieve an organization's goals, ensuring all elements work together effectively.

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Utility Analysis

Analyzing the effectiveness of HRM practices by measuring their impact on key metrics such as a company's financial performance.

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Unemployment Rates

The rate at which workers are unemployed in a region or country.

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Economic Performance

The overall economic health of a country, including factors like GDP growth, inflation, and employment.

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Labor Force Trends

Changes in the available pool of workers, including factors like population growth, retirement rates, and participation in the workforce.

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Psychological Contract

An employee's overall expectations about their contributions to the organization and what they will receive in return. It includes aspects like job security, compensation, and opportunities for growth.

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Line Managers

Managers directly involved in creating the organization's products or services. They are responsible for the day-to-day operations and performance.

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Staff Managers

Managers responsible for supporting functions that are not directly involved in creating products or services. They provide expertise and assistance to line managers.

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Shift from Manufacturing to Services

The shift from manufacturing to service-based industries, leading to an increase in service jobs.

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Workplace Demographics

The increasing diversity in the workforce, with more women, minority group members, and older workers.

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Legal and Ethical Considerations in HRM

The legal and ethical considerations that HR professionals must navigate. This includes issues like discrimination, safety, and privacy.

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Centers of Excellence

HR departments specialized in providing specific services, such as talent acquisition, compensation, or training.

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Outsourcing in HR

When HR departments outsource some functions to external consultants, focusing on areas where they can deliver higher-quality services.

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Study Notes

Module 1: The Nature of Human Resource Management

  • The module covers the nature of Human Resource Management (HRM).
  • Learning outcomes include describing contemporary HRM perspectives, tracing the evolution of HRM, identifying HRM goals, discussing HRM settings, and describing HRM manager roles.

The Concept of HRM

  • HRM involves managing an organization's people to achieve its goals.
  • An organization is a group of people with defined roles working together to achieve goals.
  • A manager is responsible for directing organizational efforts to meet goals.

HRM Functions

  • Planning: Setting goals, standards, rules, and procedures, and forecasting.
  • Organizing: Assigning tasks, establishing departments, delegating authority, and coordinating work.
  • Staffing: Recruiting, selecting, training, compensating, and evaluating employees.
  • Leading: Motivating and guiding employees to achieve goals.
  • Controlling: Setting standards (e.g., sales quotas), measuring performance, and taking corrective action.

Contemporary HRM Perspectives

  • HRM's importance stems from the realization that people are a vital source of competitive advantage.
  • Dedicated HRM professionals need to balance legal and ethical concerns with organizational profitability.
  • Top executives now understand how HRM policies and practices influence strategic decisions.
  • HRM functions have become more sophisticated and mature with new technologies.
  • Traditional HRM roles have shrunk while the strategic role of HR managers has grown.

Evolution of HRM Function

  • Scientific Management: Focused on structuring individual jobs to maximize efficiency and productivity (Taylor, Gilbreths).
  • Human Relations Era: Hawthorne studies (1927-1932) showed the importance of individual and group behavior in organizations.
  • Personnel Management: Growing organizations created specialized units (personnel departments) to deal with increasing hiring needs, regulations, and behavioral issues.

HRM in the Electronic Era

  • Bigger, faster computers improve data tracking and analysis of employee behavior and preferences.
  • Online systems like O*NET OnLine facilitate job analysis data retrieval and job advertising.
  • Organizations utilize social media, mobile apps, cloud computing, and data analytics for recruitment, training, and performance monitoring.

Emerging HRM Challenges

  • Unemployment rates
  • Rights of LGBTQ individuals
  • #MeToo Movement
  • Corporate social responsibility
  • Conscious capitalism / Triple bottom line

Goals of HRM

  • Facilitating organizational competitiveness
  • Complying with legal and social obligations
  • Enhancing productivity and quality
  • Promoting individual growth and development

Setting for HRM

  • HRM as a staff versus line function (line managers focus on goods/services; staff managers on support functions).
  • Recent trends towards line managers carrying out HRM activities, centers of excellence, and outside consultants for specialized services.
  • HRM roles in smaller vs. larger organizations. (Smaller: line managers with basic training; Larger: dedicated HR units, full-time managers, and specialized sub-units.)

Characteristics of a Contemporary HR Manager

  • Understanding various HRM functions
  • Possessing conceptual skills (coordinating organizational interests)
  • Possessing diagnostic & analytical skills (visualizing best responses)

Careers in HRM

  • Degree in Human Resource Management
  • Line management roles can lead to HRM, via rotation.

HRM as a System

  • HRM is an interconnected approach to managing human resources, recognizing their interdependence.
  • HRM subsystems are affected by other organizational subsystems.
  • Utility analysis measures the impact of HRM practices on organizational performance.
  • Unemployment rates
  • Economic performance
  • Labor force trends (declining growth & participation)
  • Unbalanced labor force (unemployment rates varying by occupation).
  • Social media for recruiting
  • Mobile apps for monitoring location
  • Gaming support
  • Cloud computing
  • Data analytics

Workplace Demographics

  • Workforce diversity (women, minority groups, older workers) will continue to increase.

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Module 1: The Nature of HRM PDF

Description

This quiz covers the fundamentals of Human Resource Management, including its contemporary perspectives and evolution. It addresses key HRM functions such as planning, organizing, staffing, leading, and controlling, along with the roles of HR managers. Enhance your understanding of HRM's goals and settings through this engaging quiz.

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