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HRM is the process by which an organisation attracts, develops and rewards its ______
workforce
One of the key functions of HRM is ______ Planning, which involves determining the human resources needed for the future.
Manpower
The HR ______ carries out audits to analyze skills and expertise existing in the firm.
manager
Recruitment and Selection is the process by which a firm gets the right ______ to do the jobs necessary to achieve its goals.
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Ongoing ______ should be provided to upgrade the skills of existing employees.
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To identify manpower needs, HR must conduct a ______ audit to assess current capabilities.
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Recruitment process begins with a Job Description and Person ______.
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Reference Checking is a part of the recruitment ______ process.
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HR manager wishes to make rewards like pay, incentives and benefits as ______ as possible to join the firm.
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With a time rate, payments of a fixed amount per hour for a fixed number of hours per week are made to ______.
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The piece rate compensates employees based on the number of ______ produced or jobs completed.
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A ______ is a sum of money paid to employees for reaching a certain target.
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Commission payments are made according to the value of the amount ______.
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Profit-sharing schemes motivate employees to become more ______ by sharing some of the organization's profits.
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Benefit-in-kind can take the form of goods or a ______ given to employees rather than cash.
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Promotion is the movement to a more responsible ______ level in the organization.
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Flexitime allows employees the freedom to choose their own work ______ within an agreed time frame.
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Job ______ involves employees sharing a position between them.
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Employer-Employee relations involve maintaining positive harmonious ______ relations through communication.
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Open ______ improves communication between managers and staff.
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Employee ______ opportunities contribute to their growth and development.
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Fair ______ and good working conditions contribute to employee satisfaction.
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HR managers use performance appraisals to formally reward and recognize ______ work.
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The ______ describes the duties and responsibilities of a job.
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The ______ outlines the ideal person required by the organization.
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Internal recruitment can promote a current employee to a ______.
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External recruitment increases the potential pool of ______.
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A ______ is someone who testifies against a potential employee's characteristics.
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Induction training helps new employees to learn the workplace ______.
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Off the job training involves employees attending courses and training provided by ______.
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Performance appraisal is a process used to evaluate an employee's ______.
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Training and development can lead to improved ______ as staff feel more valued.
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During performance appraisals, feedback on employee ______ is provided.
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On the job training occurs when employees are trained ______ by other staff members.
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Training enhances employees' skills and can lead to improved product ______.
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One method of performance appraisal is through regular ______.
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The job offer is made to the desired candidate following reference ______.
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An ______ training focuses on enhancing employees' skills for better performance.
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Study Notes
Human Resource Management (HRM)
- HRM is concerned with the human side of a firm.
- The HR manager is responsible for managing human resources within a firm.
- HRM is the process by which an organization attracts, develops, and rewards its workforce to contribute to achieving the organization's goals.
- There are six key functions of HRM: Manpower Planning, Recruitment and Selection, Training and Development, Performance Appraisal, Reward and Pay, and Employer-Employee Relations.
Manpower Planning
- Involves forecasting human resources needed for the future and planning to ensure the right staff in the right quantity are available to achieve firm objectives.
- The process includes analyzing skills and expertise within the firm and planning for staffing shortfalls or excesses.
- Manpower planning must consider the current and future economic climate.
- Ongoing training should be provided to upgrade skills of existing employees.
- The HR manager should be aware of staff retirements or leave and account for these factors.
Manpower Planning Process
- HR Audit: Analyze current skills and expertise in the firm to identify any current manpower shortfall or excess.
- Estimate Future Needs: Considering current and future business needs and the economic climate, estimate if there will be a future shortfall or excess of personnel.
- Make a Plan: Determine whether to increase or decrease manpower based on the audit results and future estimations. If there is a shortfall, HR will recruit new employees or up-skill current employees. If there is an excess, HR will make employees redundant.
Recruitment and Selection
- The process of finding, assessing, and employing the right people to fulfill the jobs needed to achieve the organization's goals.
- A common recruitment and selection process is often used in firms.
Recruitment and Selection Process
- Job Description and Person Specification: Documents outlining the duties and responsibilities of the job and the ideal candidate, respectively.
- Advertising: The HR manager advertises the position to attract suitable candidates. This can be internal (promoting a current employee) or external (using recruitment agencies, media advertising or professional social media).
- Screening and Shortlisting: The HR manager reviews applications and CVs to create a shortlist of the most suitable candidates.
- Selection: A process that may include interviews, aptitude tests, psychometric evaluations, group discussions, and panel interviews.
- Reference Checking: The HR manager verifies the potential employee's characteristics, skills, and abilities with provided referees.
- Job Offer: Following reference checking, the desired candidate is offered the job.
- Contract of Employment: A formal document outlining the terms of employment.
Training and Development
- Training provides employees with the skills, knowledge, and attitudes needed to perform their jobs effectively and efficiently.
- Development is a long-term approach to encourage existing employees to take on new challenges and reach their full potential. It focuses on professional development, leadership, and communication skills.
Types of Training
- Induction training: Familiarizes new employees with the business and helps them settle in.
- On-the-job training: Employees are trained internally by other staff with expertise in specific areas.
- Off-the-job training: Employees attend external courses and training provided by experts and colleges.
Development
- Development aims to prepare employees for new responsibilities and challenges in the workplace, helping them self-actualize. This could include mentorship programs or job rotation periods.
Training and Development Benefits
- Increased customer satisfaction due to higher-skilled staff.
- Improved skills and product quality.
- Enhanced employee morale and job satisfaction.
- Lower labor turnover rates.
- More flexible workers adaptable to changing market trends and technologies.
- Reduced workplace accidents through health and safety training.
Performance Appraisal
- The process of evaluating an employee's performance, progress, contribution, and effectiveness over a period, and assessing their future potential.
- Aims to achieve and sustain high performance standards for organizational success.
- Provides an opportunity for communication, clarification of objectives, and feedback, enabling improvements.
Performance Appraisal Methods
- Interviews.
- Observations.
- Written reports from departments to HRM.
- Measuring against previously agreed benchmarks and targets.
- Regular meetings.
Performance Appraisal Benefits
- Helps identify individuals for promotion based on demonstrated skills and achievements.
- Motivates employees to strive for improvement and reach targets.
- Identifies training and development needs, allowing for targeted training opportunities.
- Supports decisions about rewards, such as bonuses tied to performance.
- Enables feedback on employee performance, and clarifies expectations and goals.
- Improves industrial relations through open communication and clear conflict resolution procedures.
Reward and Pay
- HR managers aim to make their organization attractive to potential employees through rewards such as pay, incentives, and benefits.
Financial Rewards
- Time rate: Fixed amount per hour paid for a fixed number of hours per week.
- Piece rate: Payment for each unit produced or job completed, encouraging high productivity but potentially sacrificing quality.
- Bonus: A sum paid for reaching a specific target.
- Commission: Payment based on sales volume, directly encouraging sales.
- Profit-sharing schemes: Employees receive a share of the organization's profits.
- Employee share ownership schemes: Employees receive shares in the organization instead of cash bonuses.
- Benefits in kind: Non-cash payments to employees in the form of goods or services.
Non-Financial Rewards
- Promotion: Advancement to a more senior level, often with increased responsibility and recognition.
- Flexitime: Allows employees to choose their own work hours within a predetermined framework.
- Job sharing: Two employees split the responsibilities of a single position.
- Job enrichment/enlargement: Giving employees additional responsibilities, broader roles, and teamwork opportunities, enhancing job satisfaction.
Employer-Employee Relations
- Involves maintaining positive and harmonious relationships through communication, cooperation, and consultation.
- Aims to create a positive workplace culture where employees and management work together effectively.
Methods for Improving Employer-Employee Relations
- Open Communication: Increase transparency and two-way communication between managers and staff.
- Consultation: Involve employees in decisions that could affect their work.
- Cooperation: Encourage negotiation and collaboration between employers and employees.
- Grievance Procedures: Implement clear and fair procedures for addressing disputes.
- Training and Development: Provide opportunities for all employees to develop their skills and knowledge.
- Motivation: Implement recognition programs for good work and value employee contributions.
- Fair Treatment: Offer competitive pay, good working conditions, and treat employees with respect.
- Socialization: Organize team-building and social events to foster positive relationships between management and employees.
Benefits of Improved Employer-Employee Relations
- A happier, more motivated, and productive workforce.
- Enhanced problem-solving abilities and communication.
- Increased employee morale and job satisfaction.
- Clearer organizational goals and direction.
- Greater employee flexibility and adaptability.
- Reduced labor turnover rates.
- Lower risk of industrial disputes.
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Description
This quiz explores key concepts in Human Resource Management (HRM), focusing on the roles and responsibilities of HR managers and essential HR functions. Topics include manpower planning, recruitment, training, performance appraisal, and employee relations, providing a comprehensive overview for students and professionals alike.
