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Questions and Answers
What is Human Resource Management (HRM)?
Management of people to perform to the best of their abilities for better performance of the organization.
What does Stephen Covey mean by an empowered organization?
An organization where individuals have knowledge, skills, desires, and opportunities to succeed in a way that leads to collective success.
The first personnel management department was established in the year ___
1900
Social legislation prompted changes in HRM during the ___
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What are the three levels of human resource management as shown in the present structure?
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Match the HR roles with their descriptions:
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Which of the following is NOT one of the seven HR management basics?
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Study Notes
Human Resource Management (HRM)
- Human Resource Management (HRM) focuses on managing people within an organization to achieve optimal performance.
- An empowered organization allows individuals to contribute their skills, knowledge, and aspirations for collective success, as described by Stephen Covey.
Historical Context of HRM
- The first personnel management department emerged in 1900.
- By the 1920s, personnel departments were clearly defined.
- The 1960s saw the impact of social legislation, reshaping HRM practices.
- HRM evolved and matured in the 1970s.
- Strategic HRM emerged as a key concept in the 1990s.
Strategic Human Resource Management (HRM)
- Strategic HRM aligns HR strategy with the organizational mission and the work of individuals within the organization.
- Operational HRM focuses on managing day-to-day human resource activities and supporting employee well-being.
- Administrative HRM encompasses recordkeeping, process management, and compliance efforts.
Importance of Human Capital
- Organizations invest in both material capital (buildings, tools, machines) and human capital (knowledge, skills, abilities of employees).
The Evolution of HRM Levels
- The historical model of HRM prioritized the Administrative level, followed by Operational and then Strategic layers.
- The present model emphasizes the Strategic level at the top, followed by Operational and then Administrative levels.
Key Areas of HRM
- Seven key areas of HRM include:
- HR Data & Analytics
- Recruitment & Selection
- HR Information Systems
- Compensation & Benefits
- Performance Management
- Learning & Development
- Succession Planning
Careers in HRM
- HR Generalist: A versatile role encompassing recruitment, training, compensation, and other HR functions.
- Labor Relations Specialist: Experts in resolving labor disputes, interpreting labor laws, and ensuring regulatory compliance.
- Compensation Specialist: Designs and administers compensation programs, including salary, benefits, incentive structures.
- Training Coordinator: Develops and implements training programs, including onboarding, professional development, and compliance training.
- Management: Leads and supervises teams, sets strategic direction, and manages organizational performance.
- Recruiter: Identifies and recruits qualified candidates, sources talent, and conducts interviews.
- Benefits Administrator: Administers employee benefits programs like health insurance, retirement plans, and disability insurance.
- Human Resource Development: Designs and implements training and development programs to enhance employee skills.
- HRIS Specialist: Manages human resource information systems, including payroll, benefits, and employee records.
- CHRO (Chief Human Resources Officer): Oversees all aspects of human resources, including strategy, operations, and compliance.
- Organization Development: Identifies organizational issues, develops strategies for development, and facilitates change.
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Description
This quiz explores the evolution and strategic framework of Human Resource Management (HRM). Understand key historical milestones, the distinction between strategic, operational, and administrative HRM, and how they align with organizational success. Delve into the contributions and practices that shape HRM today.
