Human Resource Management Overview
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Questions and Answers

What is the primary purpose of human resource management?

  • To ensure the effective and efficient use of human talent (correct)
  • To enforce organizational policies and regulations
  • To reduce costs associated with employee turnover
  • To create a positive work environment

Which of the following is NOT a source for recruitment?

  • Employee referrals
  • Job sharing (correct)
  • Company web site
  • Professional recruiting organizations

What does a job specification typically identify?

  • The working conditions of the job
  • The interpersonal dynamics of the workplace
  • General responsibilities of a job position
  • The minimum qualifications required for the job (correct)

Which selection tool is specifically designed to assess physical capability related to job functions?

<p>Physical examinations (D)</p> Signup and view all the answers

Which aspect of selection focuses on the compatibility between an individual and their work environment?

<p>Person-environment fit (A)</p> Signup and view all the answers

What is the primary goal of training and development within human resource management?

<p>To facilitate learning of job-related skills (B)</p> Signup and view all the answers

Which term describes involuntary termination of an employee's contract?

<p>Firing (D)</p> Signup and view all the answers

What is one of the potential positive impacts of effective human resource management?

<p>Higher employee productivity (B)</p> Signup and view all the answers

Which of the following training methods focuses on learning through actual task performance?

<p>On-the-job training (A)</p> Signup and view all the answers

What method assesses an employee’s performance using goals agreed upon by both the manager and the employee?

<p>Management by objectives (C)</p> Signup and view all the answers

Which of the following types of incentives connects compensation to an employee’s performance?

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

Which component of Maslow's hierarchy of needs involves the requirements for safety and protection?

<p>Safety needs (A)</p> Signup and view all the answers

According to Herzberg’s two-factor theory, which of the following would be classified as extrinsic factors?

<p>Company policy (A)</p> Signup and view all the answers

Goal-setting theory emphasizes that goals should be all of the following except:

<p>Agreed upon by all team members (C)</p> Signup and view all the answers

What does equity theory primarily focus on in a workplace setting?

<p>Balancing inputs and outcomes among employees (C)</p> Signup and view all the answers

Which of the following best describes the expectation theory?

<p>The likelihood of task performance affects employee motivation. (D)</p> Signup and view all the answers

In terms of job design, which method aims to increase job satisfaction by adding variety without increasing complexity?

<p>Job rotation (D)</p> Signup and view all the answers

Which of the following is NOT considered an intrinsic motivator according to Herzberg’s two-factor theory?

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

In the context of goal-setting theory, what does goal specificity refer to?

<p>The clarity and detail of the goals (A)</p> Signup and view all the answers

Which of the following pairs of needs comprises the lowest order in Maslow's hierarchy?

<p>Physiological needs and safety needs (B)</p> Signup and view all the answers

Which type of feedback method includes input from peers, supervisors, and subordinates?

<p>360-degree feedback (C)</p> Signup and view all the answers

Job enrichment aims to improve productivity and satisfaction by focusing on which of the following?

<p>Addition of high-level motivators (C)</p> Signup and view all the answers

Flashcards

Recruitment

The process of identifying, attracting, and selecting capable employees.

Decruitment

The act of reducing an organization's workforce through methods like firing, reduced workweeks, or early retirement.

Human Resources Planning

The process of assessing current human resources and planning for future needs.

Job Analysis

A comprehensive review of a job's tasks, responsibilities, and required skills.

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Job Description

A document that clearly outlines the duties, responsibilities, and requirements of a specific job.

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Job Specification

A document that outlines the minimum qualifications needed to perform a job successfully. This includes required skills, knowledge, and experience.

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Selection

The process of evaluating job applicants to determine the most suitable candidates for a position.

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Person-Job and Person-Environment Fit

The degree to which a person's abilities and personality align with the demands of a job and the organizational environment.

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On-the-Job Training

Training employees by having them perform tasks directly on the job.

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Job Rotation

Rotating employees through different jobs to gain experience in various tasks.

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Mentoring and Coaching

Providing employees with guidance, support, and encouragement from an experienced worker.

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Experiential Exercises

Using role-playing and simulations to teach employees about specific situations.

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Performance Appraisal

The process of observing and assessing an employee's performance, recording the assessment, and providing feedback.

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Written Essay Method (Performance Evaluation)

A written description of an employee's strengths, weaknesses, past performance, and potential.

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Graphic Rating Scale (Performance Evaluation)

Rating an employee's performance on a set of factors using a scale.

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Management by Objectives (MBO) (Performance Evaluation)

Using specific, agreed-upon goals to evaluate employee performance.

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360-Degree Feedback (Performance Evaluation)

Feedback from supervisors, employees, and co-workers to evaluate performance.

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Compensation

Rewards and benefits provided to employees, including wages, salaries, bonuses, and other perks.

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Performance Pay (Incentive Pay)

Linking a portion of compensation to employee effort and performance.

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Motivation

The process of energizing, directing, and sustaining a person's effort toward achieving a goal.

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Job Design

Designing jobs to improve productivity and satisfaction by applying motivational theories.

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Job Simplification

Simplifying tasks to improve efficiency by reducing the number of tasks an employee performs.

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Job Enlargement

Combining a series of tasks into one broader job to increase variety.

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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.

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