Podcast
Questions and Answers
What is the primary purpose of human resource management?
What is the primary purpose of human resource management?
Which of the following is NOT a source for recruitment?
Which of the following is NOT a source for recruitment?
What does a job specification typically identify?
What does a job specification typically identify?
Which selection tool is specifically designed to assess physical capability related to job functions?
Which selection tool is specifically designed to assess physical capability related to job functions?
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Which aspect of selection focuses on the compatibility between an individual and their work environment?
Which aspect of selection focuses on the compatibility between an individual and their work environment?
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What is the primary goal of training and development within human resource management?
What is the primary goal of training and development within human resource management?
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Which term describes involuntary termination of an employee's contract?
Which term describes involuntary termination of an employee's contract?
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What is one of the potential positive impacts of effective human resource management?
What is one of the potential positive impacts of effective human resource management?
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Which of the following training methods focuses on learning through actual task performance?
Which of the following training methods focuses on learning through actual task performance?
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What method assesses an employee’s performance using goals agreed upon by both the manager and the employee?
What method assesses an employee’s performance using goals agreed upon by both the manager and the employee?
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Which of the following types of incentives connects compensation to an employee’s performance?
Which of the following types of incentives connects compensation to an employee’s performance?
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Which component of Maslow's hierarchy of needs involves the requirements for safety and protection?
Which component of Maslow's hierarchy of needs involves the requirements for safety and protection?
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According to Herzberg’s two-factor theory, which of the following would be classified as extrinsic factors?
According to Herzberg’s two-factor theory, which of the following would be classified as extrinsic factors?
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Goal-setting theory emphasizes that goals should be all of the following except:
Goal-setting theory emphasizes that goals should be all of the following except:
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What does equity theory primarily focus on in a workplace setting?
What does equity theory primarily focus on in a workplace setting?
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Which of the following best describes the expectation theory?
Which of the following best describes the expectation theory?
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In terms of job design, which method aims to increase job satisfaction by adding variety without increasing complexity?
In terms of job design, which method aims to increase job satisfaction by adding variety without increasing complexity?
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Which of the following is NOT considered an intrinsic motivator according to Herzberg’s two-factor theory?
Which of the following is NOT considered an intrinsic motivator according to Herzberg’s two-factor theory?
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In the context of goal-setting theory, what does goal specificity refer to?
In the context of goal-setting theory, what does goal specificity refer to?
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Which of the following pairs of needs comprises the lowest order in Maslow's hierarchy?
Which of the following pairs of needs comprises the lowest order in Maslow's hierarchy?
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Which type of feedback method includes input from peers, supervisors, and subordinates?
Which type of feedback method includes input from peers, supervisors, and subordinates?
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Job enrichment aims to improve productivity and satisfaction by focusing on which of the following?
Job enrichment aims to improve productivity and satisfaction by focusing on which of the following?
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Study Notes
Human Resource Management
- Human resource management (HRM) is the design and application of formal systems to effectively and efficiently utilize human talent for organizational goals.
- Key HRM activities: attracting, rewarding, and maintaining an effective workforce.
- Effective HRM leads to higher employee productivity and stronger financial results.
Recruitment
- Recruitment involves locating, identifying, and attracting qualified applicants.
- Sources include: internet, employee referrals, company website, college recruiting, professional organizations, and social media.
Decruitment
- Decruitment involves reducing an organization's workforce.
- Methods include termination, reduced workweeks, job sharing, and early retirement.
Identifying and Selecting Employees
- Human resource planning assesses current resources and future needs.
- Job analysis defines the job's nature and required behaviors.
- Job description: details job content, environment, and conditions.
- Job specification: outlines minimum qualifications for successful job performance.
- Selection screens applicants to ensure suitable candidates are hired.
- Personality-job fit: considers matching abilities and personality to job requirements.
- Person-environment fit: considers individual's fit within the organizational environment.
- Common selection tools: application forms, interviews, tests, performance simulations, physical exams, and background checks.
Providing Employee Skills and Knowledge
- Orientation introduces new employees to their job and organization.
- Training and development is a planned effort to enhance job-related skills and behaviors.
- Training methods: on-the-job training, job rotation, mentoring and coaching, experiential exercises, manuals/lectures/video, e-learning, mobile learning.
Retaining Competent Employees
- Performance appraisal observes, assesses, and provides feedback on employee performance.
- Common performance evaluation methods: written essays, graphic rating scales, management by objectives (setting specific goals), 360-degree feedback.
Compensation
- Compensation involves rewards and benefits (wages, salaries, incentives, pension, health insurance).
- Performance pay (incentive pay) ties compensation to employee effort and performance (merit-based pay, bonuses, team incentives).
Motivation
- Motivation energizes, directs, and sustains effort towards goals.
- Job design applies motivational theories to structure work for improved productivity and satisfaction.
- Job simplification reduces tasks.
- Job rotation moves employees between jobs.
- Job enlargement combines tasks into broader roles.
- Job enrichment incorporates motivators like responsibility, recognition, growth, learning, and achievement.
Theories of Motivation
- Maslow's Hierarchy of Needs: A hierarchical order of needs (physiological, safety, social, esteem, self-actualization) needing satisfaction.
- Herzberg's Two-Factor Theory: Motivators (intrinsic factors) lead to satisfaction, while hygiene factors (extrinsic factors) prevent dissatisfaction.
- Goal-Setting Theory: Specific and challenging goals, coupled with feedback, increase motivation.
- Equity Theory: Individuals perceive fairness based on inputs and outcomes compared to others. Imbalance motivates resolution.
- Expectancy Theory: Individuals act based on the expectation of outcomes and the attractiveness of those outcomes (effort-performance linkage, performance-reward linkage, attractiveness reward).
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Description
This quiz covers key concepts in Human Resource Management, including recruitment, decruitment, and the processes for identifying and selecting employees. It is designed to help understand how HRM aligns with organizational goals and improves workforce effectiveness.
