Human Resource Management Overview

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Questions and Answers

Which of the following is NOT a part of the SMART goal-setting framework?

Specific

Measurable

Timely

Ambiguous (correct)

What is one individual factor that affects employee interaction and performance?

Employee tenure

Work location

Acoustic environment

Stress and behavior (correct)

Which leadership style is often characterized by a hands-off approach?

Transactional

Democratic

Authoritarian

Laissez-faire (correct)

What does SOP stand for in a workplace context?

Standard Operating Procedures Signup and view all the answers

Which component of individual creativity helps in adapting to change?

Experience with creativity Signup and view all the answers

Which of the following factors does NOT typically affect individual motivation?

Social media presence Signup and view all the answers

What is one requirement for health professionals and health workers?

Licensing Signup and view all the answers

Which stress control method focuses on effectively managing time?

Time management Signup and view all the answers

What is the primary purpose of performance appraisal in an organization?

To inform management decisions regarding performance operations Signup and view all the answers

Which method of performance appraisal involves feedback from multiple sources?

360 Degree Feedback Method Signup and view all the answers

What is the focus of job analysis in an organization?

Determining job duties and their relative importance Signup and view all the answers

Which method is used to prioritize job responsibilities based on their importance?

Ranking Method Signup and view all the answers

In the context of compensation, which of the following is directly related to an employee's job?

Performance bonuses Signup and view all the answers

Which job evaluation method is also referred to as 'graded'?

Classifications Method Signup and view all the answers

What do benefits typically refer to in the context of employment?

Indirect compensation not tied to job performance Signup and view all the answers

Which method of performance appraisal utilizes specific behavioral examples to rate performance?

Behaviorally Anchored Rating Scale (BARS) Signup and view all the answers

What is the first step in the planning process for staffing qualifications?

Reflection on the strategic plan of the company Signup and view all the answers

Which of the following is NOT considered an internal source of recruitment?

Job advertisements Signup and view all the answers

Which selection process focuses on ensuring candidates meet job qualifications?

Qualification selection Signup and view all the answers

What type of training involves providing education from outside the company?

Off the job training Signup and view all the answers

Which of the following is a benefit typically provided to employees?

Health insurance Signup and view all the answers

Which action is taken when an employee is demoted?

Lose their current position in favor of a lower one Signup and view all the answers

What is the purpose of performance feedback?

To evaluate and enhance employee performance Signup and view all the answers

What aspect of human resources is concerned with providing opportunities for career advancement?

Training and development Signup and view all the answers

What is the main objective of Human Resource Management (HRM)?

To ensure the organization achieves success through people Signup and view all the answers

Which factor is considered a source of conflict in the diversity of human resource characteristics?

Differences in characteristics Signup and view all the answers

What is a community purpose of HRM?

Maintain social interaction and prevent conflict Signup and view all the answers

Which of the following best describes the definition of HRM?

Acquiring and developing the human resources of an organization Signup and view all the answers

What is one of the organizational goals of HRM?

To improve the effectiveness and efficiency of the organization Signup and view all the answers

What is a personal goal of Human Resource Management?

Achieving personal job satisfaction and development Signup and view all the answers

Which of the following is NOT a characteristic of diversity that can impact HRM?

Ability to work alone Signup and view all the answers

What is an example of an individual effort to improve HRM?

Improving communication and individual tolerance Signup and view all the answers

Study Notes

Human Resource Management (HRM)

HRM is the key to achieving organizational goals.
It represents the organization and connects people with the organization's objectives.
Poor work performance can lead to pharmaceutical problems.

Diversity of Human Resource Characteristics

Human resource characteristics are diverse and include biological, psychological, social, ecological, and spiritual aspects.
Diversity creates both opportunities and challenges.
Competitive advantages: Increase in innovation, creativity, and adaptability.
Source of conflicts: Potential for misunderstandings, discrimination, and cultural clashes.

Addressing challenges of diversity

Individual efforts: This includes self-awareness, communication skills, and tolerance.
Organizational efforts: Fair regulations, diversity training, and promoting a culture of acceptance.

Definition and Objectives of HRM

HRM focuses on acquiring and developing human capital.
Objectives of HRM (People Management): Ensure organizational success through people.
- Community/Social Purpose: Enhance social harmony and well-being.
- Organizational Goals: Increase organizational effectiveness and efficiency.
- Functional Purpose: Stabilize business capacity and human resources.
- Personal Goals: Achieve individual employee goals, such as salary, recognition, satisfaction, development, and well-being.

Scope of HRM

Planning: Defining staffing needs, qualifications, and positions.
- Steps:
  - Reflecting on the strategic plan of the company.
  - Analyzing job qualifications (general and specific).
    - General: Age, GPA
    - Specific: Experience in specific tasks
  - Analyzing the availability of workforce.
  - Taking initiative and implementing actions.
  - Evaluating and modifying actions.
Recruitment: Finding suitable candidates for open positions.
- Sources:
  - Internal: Transfers and promotions within the organization.
  - External: Advertisements, recommendations, gate applicants, personal consultants, educational institutions, employment exchanges, waiting lists, unsolicited applicants, jobbers, contractors, field trips, and leasing.
Selection: Choosing the best candidates for the job.
- Includes:
  - Administrative Selection: Verifying credentials and paperwork.
  - Qualification Selection: Assessing skills and experience.
  - Personality Selection: Evaluating personality traits and fit with the organization's culture.
Training and Development: Empowering employees with knowledge and skills.
- Training:
  - On-the-Job: Learning while performing tasks within the organization (e.g., internships).
  - Off-the-Job: Training provided by external organizations.
Performance Operation: Managing employee performance, rewards, and career progression.
- Compensation: Incentives, overtime pay, awards, and promotions.
- Benefits: Leaves, health insurance, and work insurance.
- Promotion/Demotion/Transfer: Adjusting employee roles based on performance.
- Separation: Exiting employees from the organization due to conflicts, restructuring, or other reasons.
- Progressive Discipline: A structured approach to addressing performance issues (e.g., termination).
- Performance Feedback: Regularly evaluating and providing feedback on employee performance.
Performance Appraisal: Evaluating employee performance against established standards.
- Purpose: Provide information for decisions related to performance operation, such as promotion, salary increases, transfers, rewards, and disciplinary action.
- Methods:
  - Management By Objectives (MBO): Goal alignment and performance monitoring.
  - 360-Degree Feedback: Feedback from multiple sources (peers, supervisors, subordinates).
  - Assessment Center Method: Simulations and exercises to assess skills and potential.
  - Human Resource Accounting Method: Financial valuation of human resources.
  - Behaviorally Anchored Rating Scale (BARS): Evaluation based on specific behaviors.
Job Analysis and Evaluation: Defining the duties, requirements, and importance of each job.
- Point Out:
  - Duties and Responsibilities: The tasks and responsibilities associated with the job.
  - Skills Requirements: The skills needed to perform the job effectively.
  - Working Conditions: Environmental factors and potential risks involved in the job.
  - Qualifications: The necessary qualifications to fill the position.
- Job Evaluation: Determining the relative worth of different jobs within the organization.
  - Methods:
    - Ranking Method: Arranging jobs based on their importance and difficulty.
    - Classification Method: Grouping jobs into categories based on their requirements.
    - Factor Point Scoring: Assigning points to various job factors to determine their value.
Compensation: Directly related to job performance (e.g., performance-based bonuses).
Benefits: Not directly linked to job performance, but provide support to employees (e.g., health insurance).
Regulation and Ethics: Ensuring ethical and compliant practices within the workplace.
- Health Professionals vs. Health Workers: Distinguishing roles and responsibilities.
- Workforce: Pharmacists, technicians, and other personnel.
- Code of Ethics: Professional standards and guidelines.
- Competence: Meeting professional standards and qualifications.
- Workforce Regulations: Addressing issues related to leave, holidays, insurance, allowances, and workload.

Performance Motivation

Factors Affecting Employee Interaction and Performance:
- Individual Motivation: Intrinsic and extrinsic forces driving individual performance.
- Leadership: The influence of leaders in motivating and guiding employees.
- Type of Communication: The effectiveness of communication channels in supporting performance.

Goal-Setting Motivation: SMART Goals

SMART:
- Specific: Clearly defined and focused goals.
- Measurable: Measurable progress towards goals.
- Achievable: Realistic and attainable goals.
- Relevant: Aligned with organizational objectives.
- Timely: Set within a specific time frame.

Individual Factor Issues in Organizations:

Stress and Behavior
- Stress Factors: Work demands, physical demands, and role-related demands.
- Stress Control Measures: Time management, physical activity, relaxation techniques, supportive work environment, and social support.
Individual Creativity
- Creativity: The ability to adapt to change and generate new ideas.
- Factors Influencing Creativity: Experiences with creativity, treatment by others, and cognitive ability.

Standard Operating Procedures (SOP)

Detailed instructions and guidelines for completing tasks and using equipment.
Purpose: Ensure consistent, standardized, and systematic operations within organizations.

Leadership and Management

Leadership Style: The approach used by leaders to motivate and guide teams.
Reframing Leadership: Adapting leadership styles to different situations.
Leadership Evaluation Tools: Instruments for assessing leadership effectiveness.

Job Agreement (Contract): Formal agreement outlining employment terms.
SOP: Standard operating procedures for tasks and processes.
Job Description: Detailed description of job duties and responsibilities.
Job Analysis: Evaluation of job performance, satisfaction, and other factors.
Legal Letters: Formal correspondence related to employment, assignments, and legal regulations.

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Description

Explore the fundamentals of Human Resource Management (HRM) and its vital role in achieving organizational goals. This quiz covers the diversity of human resource characteristics, addressing challenges, and defining the objectives of HRM.