Podcast
Questions and Answers
What is the primary responsibility of an HR manager?
What is the primary responsibility of an HR manager?
Ongoing training is not necessary for the enhancement of existing employees' skills.
Ongoing training is not necessary for the enhancement of existing employees' skills.
False
What does HRM stand for?
What does HRM stand for?
Human Resource Management
The key functions of HRM can be remembered using the acronym _______.
The key functions of HRM can be remembered using the acronym _______.
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Match the HRM key functions with their descriptions:
Match the HRM key functions with their descriptions:
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Which of the following is NOT a step in the recruitment and selection process?
Which of the following is NOT a step in the recruitment and selection process?
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Manpower planning does not need to account for economic changes.
Manpower planning does not need to account for economic changes.
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What is the first step in the manpower planning process?
What is the first step in the manpower planning process?
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What is NOT typically included in a job description?
What is NOT typically included in a job description?
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External recruitment can lead to a fresh outlook within the organization.
External recruitment can lead to a fresh outlook within the organization.
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What are the three primary types of training?
What are the three primary types of training?
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The purpose of __________ training is to help new employees settle in and understand workplace culture.
The purpose of __________ training is to help new employees settle in and understand workplace culture.
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Match the recruitment type with its benefit:
Match the recruitment type with its benefit:
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Which of the following is a drawback of internal recruitment?
Which of the following is a drawback of internal recruitment?
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A performance appraisal is used to assess an employee's previous job performance.
A performance appraisal is used to assess an employee's previous job performance.
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What is the primary goal of performance appraisal?
What is the primary goal of performance appraisal?
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__________ training involves employees learning from their supervisors or colleagues within the organization.
__________ training involves employees learning from their supervisors or colleagues within the organization.
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Match the training type with its description:
Match the training type with its description:
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What is a benefit of regular performance appraisals?
What is a benefit of regular performance appraisals?
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Induction training is primarily focused on the development of long-term skills.
Induction training is primarily focused on the development of long-term skills.
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List one benefit of training and development for employees.
List one benefit of training and development for employees.
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To ensure success, HR should conduct __________ checking before making a job offer.
To ensure success, HR should conduct __________ checking before making a job offer.
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Which of the following is a financial reward that is based on the amount of goods produced?
Which of the following is a financial reward that is based on the amount of goods produced?
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Employee share ownership schemes provide employees with cash bonuses.
Employee share ownership schemes provide employees with cash bonuses.
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What is the primary purpose of non-financial rewards?
What is the primary purpose of non-financial rewards?
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A type of financial reward paid according to the amount sold is known as __________.
A type of financial reward paid according to the amount sold is known as __________.
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Match the following types of non-financial rewards with their descriptions:
Match the following types of non-financial rewards with their descriptions:
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Which reward type is used to maintain employee interest in their job by offering shares?
Which reward type is used to maintain employee interest in their job by offering shares?
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Open communication is essential for improving employer-employee relations.
Open communication is essential for improving employer-employee relations.
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What is one method HR managers can use to ensure employees feel recognized for their contributions?
What is one method HR managers can use to ensure employees feel recognized for their contributions?
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A financial reward paid for reaching a specific target is called a __________.
A financial reward paid for reaching a specific target is called a __________.
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Match the following concepts to their impacts on employee relations:
Match the following concepts to their impacts on employee relations:
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What is a significant risk associated with the piece rate payment method?
What is a significant risk associated with the piece rate payment method?
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Benefits-in-kind are cash payments provided to employees.
Benefits-in-kind are cash payments provided to employees.
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Name one form of non-financial reward mentioned that supports work-life balance.
Name one form of non-financial reward mentioned that supports work-life balance.
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Employers and employees should aim for __________ to enhance workplace harmony.
Employers and employees should aim for __________ to enhance workplace harmony.
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Study Notes
Human Resource Management
- HR is concerned with the human side of a firm
- The HR manager manages human resources in the firm
- HRM is the process of attracting, developing and rewarding employees to contribute to the firm’s goals
- The key functions of HRM are:
- Manpower planning (M)
- Recruitment and Selection (R)
- Training and Development (T)
- Performance Appraisal (P)
- Reward and Pay (R)
- Employer-Employee Relations (E)
Manpower Planning
- Determines the future human resources needed
- Involves HR audits
- Considers the current and future economic climate
- Includes ongoing training
Manpower Planning Process
- HR Audit: involves analyzing current skills and expertise to identify a manpower shortfall or excess
- Estimate Future Needs: involves estimating whether there will be a future shortfall or excess of business personnel based on current and future business needs and the economic climate
- Make a Plan: involves deciding to increase or decrease business manpower based on the audit results and future estimations. If there is a shortfall, HR will recruit new employees or up-skill current employees. If there is an excess HR will make employees redundant.
Recruitment and Selection
- The process of finding the right people for the right jobs
- Aims to achieve the firm's goals
- It is the finding, assessing and engaging of employees
- A common routine recruitment and selection process is used in firms
Recruitment and Selection Process
- **Job Description and Person Specification**
- **Advertising**
- **Screening and Shortlisting**
- **Selection (interviewing and testing)**
- **Reference Checking**
- **Job Offer**
- **Contract of Employment**
Job Description
- Specifies the duties and responsibilities of a particular job
- Includes the following:
- Job title
- Job duties
- Performance standards required
- Department of which employee will work
- Whom the employee will report to
- Salary and bonus
Person Specification
- Outlines the ideal person for a particular job
- Includes the following:
- Academic qualifications
- Skills
- Experience
- Characteristics and personality
- Examples: Highly ambitious, excellent communication skills
Advertising
- Internal Recruitment: involves promoting a current employee to a higher position
- Benefits: Employee already knows the culture of the organisation, employer knows how the employee performs, employee might work harder if they are promoted, decreased labour turnover, boosted corporate image with good industrial relations
- Drawbacks: Might cause resentment amongst staff, hinders the generation of new ideas, misses out on diversifying staff
- External Recruitment: involves using a recruitment agency, advertising in the media or using professional social media sites
- Benefits: Increases the pool of candidates, brings a fresh outlook, key employee can be headhunted from a competitor
- Drawbacks: Costs more, new staff members require induction training, might have to offer higher wages, choosing an external candidate might cause resentment and damage employee morale
Screening and Shortlisting
- The HR manager screens application forms and CVs and creates a shortlist of suitable candidates
Selection
- The selection process starts after shortlisting and screening
- Techniques used include:
- Interviews
- Aptitude tests
- IQ tests
- Psychometric evaluations
- Group discussions
- Panel interviews
- Job interviews are the most common methods of selection
Reference Checking
- Verifies the potential employee’s characteristics, skills, and abilities
- Referees include:
- Former employer
- College lecturer
Job Offer
- The job is offered to the desired candidate after reference checking and selection
- A contract of employment is drafted upon offer acceptance
- Unsuccessful candidates are informed of the outcome
Contract of Employment
- Includes:
- Employer name
- Employee name
- Date job commences
- Job title
- Hours of work
- Place of work
- Wages
- Holiday entitlement
- Termination notice period requirement
- Disciplinary rules and procedures
- Pension scheme arrangement
Training and Development
- Training provides skills, knowledge, and attitudes needed to improve employee job performance
- Development is a long-term approach taken with existing employees to encourage them to take on new challenges and realise their full potential
- There are three primary types of training:
- Induction Training: familiarises new employees with the business and helps them settle in, includes introductory training, workplace culture introduction, health and safety regulations, task instructions, and an introduction to company policies
- On-The-Job Training: internally provided training where existing employees teach other staff members; involves sharing of practical knowledge and skills
- Off-The-Job Training: external training in which employees attend courses and training provided by experts and colleges
Development
- Focuses on professional development and bringing all employees' general skills of leadership and communication to a higher level
- Prepares employees for new responsibilities and challenges
- It helps employees self-actualise (Maslow's Hierarchy of Needs).
Training and Development Benefits
- Increased customer satisfaction
- Improved employee skills
- Improved employee morale
- Lower labor turnover
- More flexible workers
- Reduced work accidents
- Increased productivity and efficiency.
Performance Appraisal
- Evaluates an employee’s performance, progress, contribution, and effectiveness
- The objective is to achieve and sustain high performance standards to ensure organizational success.
- Performance appraisal is an effective way of helping people in an organization to maximise their performance
Performance Appraisal Methods
- Interview
- Observation
- Written report by department to HRM
- Measuring against previously agreed benchmarks/targets
- Regular meetings
Performance Appraisal Benefits
- Helps identify people for promotion
- Helps motivate employees
- Identifies training and development requirements
- Helps to decide on rewards
- Enables feedback
- Improves industrial relations
Reward and Pay
- HR managers aim to make the firm as attractive as possible to join
- Rewards include pay, incentives, and benefits
- Financial Rewards:
- Time Rate: Payment of a fixed amount per hour for a fixed number of hours per week
- Piece Rate: Payment relates to the number of units produced or jobs completed
- Bonus: Paid for reaching a certain target.
- Commission: Payment is made according to the value of the amount sold
- Profit-Sharing Schemes: Some of the organisation’s profits are paid to employees
- Employee Share Ownership Scheme: Shares are given to employees instead of cash bonuses
- Benefits-In-Kind : Non-cash payments to employees, often used to raise the status of position in a firm and to boost morale (Company cars, meal vouchers, health insurance)
- Non-Financial Rewards:
- Promotion: Movement to a senior level in the organisation
- Flexitime: Employees choose their own work hours
- Job Sharing: Employees share a position
- Job Enrichment/Enlargement: Giving employees extra responsibilities
Employer-Employee Relations
- Involves maintaining positive harmonious industrial relations through communication, cooperation, and consultation
- HR manager tries to keep relations between employees and management harmonious
- Strong relations reduce the chance of industrial action and decrease staff turnover, leaving happier employees
Methods of Improving Employer-Employee Relations
- Open Communication
- Consultation
- Cooperation
- Grievance Procedures
- Training and Development
- Motivation
- Fair Treatment
- Socialisation
Benefits of Improving Employer-Employee Relations
- Happier workforce
- Greater staff motivation
- Increased problem solving
- Greater employee morale
- Clearer organisational goals
- Increased employee flexibility
- Lower labour turnover
- Reduces potential for industrial dispute
- Clear lines of communication
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Description
Explore the fundamental aspects of Human Resource Management, including manpower planning and the key functions of HRM. This quiz covers recruitment, training, performance appraisal, and employer-employee relations. Enhance your understanding of how HR contributes to achieving organizational goals.
