Podcast
Questions and Answers
Human resource managers typically exert line authority only within their department.
Human resource managers typically exert line authority only within their department.
False
The role of a recruiter involves maintaining community contacts to search for qualified job applicants.
The role of a recruiter involves maintaining community contacts to search for qualified job applicants.
True
Compensation managers focus on how people are recruited rather than how they are compensated.
Compensation managers focus on how people are recruited rather than how they are compensated.
False
Job enlargement involves reducing a job's scope to increase efficiency.
Job enlargement involves reducing a job's scope to increase efficiency.
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Evidence-based human resource management relies solely on qualitative research studies.
Evidence-based human resource management relies solely on qualitative research studies.
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Line managers in small organizations may handle all personnel duties without HR assistance.
Line managers in small organizations may handle all personnel duties without HR assistance.
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Succession planning involves deciding how to fill executive positions within a firm.
Succession planning involves deciding how to fill executive positions within a firm.
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The use of gaming features in training is an outdated trend in human resource management.
The use of gaming features in training is an outdated trend in human resource management.
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Corporate HR teams are responsible for decentralized HR strategy and policy management.
Corporate HR teams are responsible for decentralized HR strategy and policy management.
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Trend analysis is the process of evaluating a firm's current workforce only.
Trend analysis is the process of evaluating a firm's current workforce only.
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Skills inventories provide data regarding employees' salaries only.
Skills inventories provide data regarding employees' salaries only.
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Private employment agencies are typically used to fill job openings quickly.
Private employment agencies are typically used to fill job openings quickly.
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Candidates' skills do not influence the choice of medium for job advertisements.
Candidates' skills do not influence the choice of medium for job advertisements.
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Providing internal training is a method for developing high-potential candidates for future positions.
Providing internal training is a method for developing high-potential candidates for future positions.
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Realistic job previews only benefit the employer, not the applicants.
Realistic job previews only benefit the employer, not the applicants.
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Managers do not need to screen applicants when using recruitment agencies.
Managers do not need to screen applicants when using recruitment agencies.
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Job instruction training involves teaching complex jobs step-by-step.
Job instruction training involves teaching complex jobs step-by-step.
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The last step in the ADDIE training process is to develop course materials.
The last step in the ADDIE training process is to develop course materials.
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Analyzing training needs is the first step in the ADDIE process.
Analyzing training needs is the first step in the ADDIE process.
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Employers use case studies to provide trainees with short summaries of experiences.
Employers use case studies to provide trainees with short summaries of experiences.
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The buddy system is part of the employee onboarding process.
The buddy system is part of the employee onboarding process.
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Correcting faulty work patterns should occur after they become a habit.
Correcting faulty work patterns should occur after they become a habit.
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Visual aids are beneficial for motivating individuals during training sessions.
Visual aids are beneficial for motivating individuals during training sessions.
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Career development includes ensuring proper qualifications for employees when needed.
Career development includes ensuring proper qualifications for employees when needed.
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Self-appraisal is a process where employees examine their performance and determine their strengths and flaws.
Self-appraisal is a process where employees examine their performance and determine their strengths and flaws.
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The Work Standards Method of performance appraisal does not compare employee performance to a predetermined standard.
The Work Standards Method of performance appraisal does not compare employee performance to a predetermined standard.
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Job analysis is solely the responsibility of the HR specialist.
Job analysis is solely the responsibility of the HR specialist.
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Organizational charts depict the lines of authority and communication within a firm.
Organizational charts depict the lines of authority and communication within a firm.
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Using computerized systems to combine separate tasks is referred to as business process reengineering.
Using computerized systems to combine separate tasks is referred to as business process reengineering.
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Diaries are commonly used in job analysis to gather quantitative data about job responsibilities.
Diaries are commonly used in job analysis to gather quantitative data about job responsibilities.
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Informal interviews are frequently used to assess managerial potential and leadership qualities.
Informal interviews are frequently used to assess managerial potential and leadership qualities.
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Reactivity is a concern in direct observation where workers change their behavior when being watched.
Reactivity is a concern in direct observation where workers change their behavior when being watched.
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The Rating Scales Method involves ranking employees based on overall performance.
The Rating Scales Method involves ranking employees based on overall performance.
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Rewards and Incentives are solely financial mechanisms used to motivate employees.
Rewards and Incentives are solely financial mechanisms used to motivate employees.
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Performance Appraisal is a systematic process for evaluating employee job performance.
Performance Appraisal is a systematic process for evaluating employee job performance.
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Performance Management is a one-time assessment process for employees.
Performance Management is a one-time assessment process for employees.
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A job analysis involves collecting information about job activities and working conditions.
A job analysis involves collecting information about job activities and working conditions.
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The step 'Decide how you’ll use the information' is part of conducting a job analysis.
The step 'Decide how you’ll use the information' is part of conducting a job analysis.
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Human behaviors are the primary focus of the data collected through job analysis.
Human behaviors are the primary focus of the data collected through job analysis.
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Verification of job analysis information involves consulting only with the job performer.
Verification of job analysis information involves consulting only with the job performer.
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Management assessment centers are designed to evaluate candidates based on hypothetical tasks to determine their potential success in a job.
Management assessment centers are designed to evaluate candidates based on hypothetical tasks to determine their potential success in a job.
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Advanced interviewing is a method that only involves traditional interview techniques.
Advanced interviewing is a method that only involves traditional interview techniques.
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An applicant personality test assesses traits to predict how well a candidate fits into an organization's culture.
An applicant personality test assesses traits to predict how well a candidate fits into an organization's culture.
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Background checks in the hiring process only investigate education history of potential employees.
Background checks in the hiring process only investigate education history of potential employees.
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Employee testing includes a variety of assessments designed to evaluate the skills and knowledge of current employees only.
Employee testing includes a variety of assessments designed to evaluate the skills and knowledge of current employees only.
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The Equal Employment Opportunity Commission is responsible for enforcing laws against workplace discrimination.
The Equal Employment Opportunity Commission is responsible for enforcing laws against workplace discrimination.
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An exit interview is conducted for employees who are promoted within the organization.
An exit interview is conducted for employees who are promoted within the organization.
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A formal interview is typically conducted in an informal manner, with candidates unaware of the details beforehand.
A formal interview is typically conducted in an informal manner, with candidates unaware of the details beforehand.
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Study Notes
Introduction to Human Resource Management
- Management process has four basic functions: Planning, Organizing, Leading, and Controlling
- Planning (P): Establishing goals, standards, and rules/procedures
- Organizing (O): Delegating authority to subordinates
- Leading (L): Motivating and maintaining morale
- Controlling (C): Assessing performance and developing corrective strategies
Manager's Role
- Responsible for achieving organizational goals by managing people's efforts
- Motivating subordinates is part of leading
- Line managers have HR responsibilities: Maintaining morale, controlling costs, and protecting employee health
Personnel Activities in Human Resource Management
- Orienting and training new employees
- Appraising employee performance
- Building employee commitment
Human Resource Specialist Positions
- HR Generalist- handles daily HR functions (recruitment, employee relations, compensation, and compliance)
- Corporate HR teams- support top management with issues (strategic planning); HR generalists are part of this structure
- Embedded HR teams - HR specialists assigned to other departments; assists other departments
- Compensation manager- designs and implements programs for employee compensation and benefits
Important HR Concepts
- Embedded HR teams
- Corporate HR teams
- Human capital
- On-demand workers
- Unbalanced labor force
- Evidence-based HRM
Functions of Human Resource Managers
a) Line function – direct work of subordinates and organization tasks b) Staff function – assists and advises line managers
Human Resource Planning
- Ensuring a continuous process of optimum utilization of valuable employees
- Human Resources Forecasting – predict staffing requirements over time
- Human Resource Management – involves coordinating, managing, and allocating human capital
Job Attributes
- Job enlargement - adding more tasks to increase complexity
- Job enrichment - incorporating higher decision-making, responsibility into a job
- Job descriptions – outlining duties, responsibilities, tasks, and requirements
Training and Development
- ADDIE training process analysis, design, development, implementation, evaluation
- Job instruction training - structured, step-by-step training for tasks
- Miniature job training – condensed or abbreviated versions of procedures for practice
Performance Appraisal Processes
- Methods for appraisal include: Ranking, Rating Scales, Alternation ranking, Behaviorally Anchored Rating Scales (BARS), Essay, Management by Objectives, and Critical Incident methods
Employee Development
- Employee orientation – introducing new employees to their work environment
- Employee development – continually improving existing skills
Recruitment and Selection Processes
-Recruitment – attracting candidates for open positions
- Selection - Choosing suitable candidates among applicants
- Different recruting and selection methods are: Direct recruitment, Employee referrals, Employment Agencies, Employment Exchanges, Internal recruitment, and Job posting
- Methods for hiring include: Interviews, Background checks, Employment tests
Performance Management
- Techniques: Performance appraisals, interviews, goal setting for motivation, feedback
- Issues: Avoiding bias, accuracy, and avoiding errors like central tendency
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Description
This quiz covers key concepts in human resource management including the roles of HR managers, recruiters, and compensation managers. It also explores strategies like succession planning and trend analysis. Test your understanding of contemporary HR practices and theories.
