Human Resource Management Overview
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Questions and Answers

What is the first step in the Capability Procedure?

  • Final assessment of performance
  • Formal interview with the employee
  • Written record of performance
  • Informal discussion with the employee (correct)

    • Employees can appeal against their dismissal after five working days.

    False

    What does HRIS stand for?

    Human Resource Information System

    The _____ HRIS provides data to support routine human resource decisions.

    <p>Operational</p> Signup and view all the answers

    Match the types of HRIS with their primary functions:

    <p>Operational HRIS = Supports routine HR decisions Tactical HRIS = Supports management decisions related to HR Strategic HRIS = Sets goals and directions for the organization</p> Signup and view all the answers

    What happens if an employee's performance does not improve after several interventions?

    <p>Transfer to another suitable vacancy</p> Signup and view all the answers

    Setting a reasonable time-frame to reach the required performance is part of the Capability Procedure.

    <p>True</p> Signup and view all the answers

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

    <p>To ensure organizational success through people</p> Signup and view all the answers

    An open HRM system operates independently of the environment.

    <p>False</p> Signup and view all the answers

    Name one benefit of HRIS mentioned.

    <p>Saving time</p> Signup and view all the answers

    What does the capability procedure aim to address?

    <p>Support staff when difficulties arise.</p> Signup and view all the answers

    HRM should ensure the rights and needs of people in organizations through social __________.

    <p>responsibility</p> Signup and view all the answers

    Match the following values of HR policy with their descriptions:

    <p>Equity = Fairness in treatment and opportunities Organizational learning = Continuous improvement through knowledge sharing Performance through people = Enhancing productivity via employee engagement Quality of working life = Ensuring a healthy and pleasant work environment</p> Signup and view all the answers

    What should disciplinary procedures allow employees to do?

    <p>Know what charges are being made and respond</p> Signup and view all the answers

    Disciplinary procedures should always be disregarded if they become outdated.

    <p>False</p> Signup and view all the answers

    What is the role of the Matching Model in HRM?

    <p>To align HR systems with the organizational strategy plan.</p> Signup and view all the answers

    What is one of the primary objectives of employee benefits?

    <p>To provide a competitive total remuneration package</p> Signup and view all the answers

    Health and Safety Policies include a description of the organization’s health and safety concerns.

    <p>True</p> Signup and view all the answers

    Name two typical hazards faced in the workplace.

    <p>Receiving raw materials and using electricity.</p> Signup and view all the answers

    The process of ________ allows employees to choose from various benefits in their benefits package.

    <p>flexible benefits</p> Signup and view all the answers

    Match the following HRIS applications with their functions:

    <p>Leave and absence = Managing employee time-off requests Payroll = Processing employee salaries Performance evaluation = Assessing employee job performance Training and development = Enhancing employee skills and knowledge</p> Signup and view all the answers

    Who typically carries out a health and safety audit?

    <p>All of the above</p> Signup and view all the answers

    The main goal of a Health and Safety Program is to increase productivity at work.

    <p>False</p> Signup and view all the answers

    What is the purpose of a health and safety audit?

    <p>To review and ensure compliance with health and safety policies.</p> Signup and view all the answers

    Study Notes

    Human Resource Management (HRM)

    • HRM is a strategic approach to employment, development, and well-being of employees within an organization.
    • It encompasses all management decisions and actions affecting the employee-organization relationship.
    • HRM extends beyond administrative tasks and aims to achieve organizational success through effective people management.
    • HRM objectives include increasing organizational effectiveness and capability, ensuring employee rights and needs are met through social responsibility, and aligning HR systems with organizational strategy.

    HRM as a System

    • HRM is viewed as an open system, dependent on the external environment for inputs (employee skills and abilities).
    • Throughput involves employee behavior, transforming inputs into outputs (employee satisfaction and performance).
    • An open HRM system is a competence model of organizations (ability, skills, proficiency/talent).

    Disciplinary Procedure

    • The disciplinary procedure outlines stages for disciplinary action, requiring valid reasons and fair treatment.
    • Employees must be aware of expected standards and given opportunity to respond to charges.
    • Employees have the right to appeal disciplinary action.
    • Procedures should be up-to-date and accessible to all employees.

    Capability Procedure

    • This procedure supports employees facing difficulties or deficiencies in skills/abilities.
    • Managers strive to improve employee performance through support and feedback.
    • Realistic performance standards are identified, with support mechanisms to help employees meet them.

    Stages of Capability Procedure

    • Informal discussion with the employee about low performance.
    • Formal interview if performance doesn't improve, outlining performance expectations and consequences.
    • Recording and communication (copy) of the interview outcome.
    • Time to improve performance.
    • A final discussion, providing support and encouragement if improvement is seen.
    • Extension of time to improve if performance isn't yet at the required standard.
    • Dismissal if no improvement; employees can appeal within three working days.

    HR Information System (HRIS)

    • HRIS is a collection of databases, applications, hardware, and software for managing human resources data.
    • Operational HRIS supports routine decisions and tasks.
    • Tactical HRIS supports management of human resource decisions (e.g., recruitment, job analysis, training, compensation).
    • Strategic HRIS assists top management in setting organizational goals and directions.
    • Benefits include time and cost savings, work re-allocation, and self-service for employees (leave, payroll, etc.).

    Health and Safety Policies

    • Written policies outline top management's commitment to employee safety, detailing how employee protection will be provided.
    • Policy statements are crucial.
    • Details and guidelines for implementing the health and safety policy are essential. Organizational policies should detail protection from workplace hazards, minimizing loss of people and property damage.
    • Examples of typical hazards include receiving/handling raw materials, movement of people and materials, and operating machinery.

    Employee Benefits

    • Employee benefits include elements beyond cash compensation.
    • Objectives include providing competitive total remuneration and addressing employee's personal needs.
    • Flexible benefit systems allow employees to choose benefits to meet individual needs.
    • Examples of benefit types include pensions, financial assistance, personal needs (holidays, childcare), company cars, meals, clothing allowances, communication tools, credit cards, parking, and accommodation.

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    Related Documents

    Human Resource Management (HRM) BAA251 Final PDF

    Description

    This quiz covers key concepts in Human Resource Management (HRM), focusing on its strategic role in organizations, performance improvement, and employee engagement. It also emphasizes the HRM system as an open system and outlines the disciplinary procedures relevant to employee management.

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