Human Resource Management Quiz

Human Resource Management (HRM)

• HRM is the process of employing and managing people in an organization
• Four main activities of HRM: acquisition, development, motivation, and maintenance of human resources

Recruitment

• Recruitment identifies, screens, shortlists, and hires potential employees to fill open positions
• A positive process that attracts many candidates
• Involves attracting, selecting, and appointing potential candidates
• Selection involves choosing qualified candidates
• Sources can be internal (promotions, transfers, past employees, internal ads) or external (casual callers, ads, agencies)

Sources of Recruitment

• Internal sources: Recruitment within the company (promotions, transfers, past employees, internal ads)
• External sources: Recruitment from outside the company (casual callers, ads, agencies, educational institutions, recommendations, labor contractors, etc.)

Factors Affecting Recruitment

• Size of Organization: A key factor, impacting the recruitment process
• Recruitment Policy: Involves hiring from internal and external sources
• Image of Organization: Positive image attracts good candidates
• Image of Jobs: Positive image (compensation, promotion, etc.) attracts candidates

External Factors

• Demographics: Age, religion, etc. of potential employees impact the recruitment process
• Labor Market: Demand and supply of labor influences recruitment
• Unemployment rate: High unemployment can lead to a larger pool of applicants

Legal Considerations

• Job reservations based on caste impact recruitment policies
• Competitors affect resource package (finest industry standard)

Equal Opportunity

• Equal opportunity in employment for all individuals

Job Analysis

• Foundation of job description and job specification
• Procedure to determine job duties and employee characteristics

Screening Candidates

• Narrowing down potential candidates
• Choosing qualified individuals for specific roles

Multistage Selection Strategy

• Using multiple assessment tools in the selection process
• Validation of assessment tools is essential

Compensatory Selection Strategy

• Administering all assessment tools to applicants at the same time

Employee Evaluation

• Monitoring employee performance is vital

Types of Interviews

• Structured Interview: Pre-planned and detailed questions
• Unstructured Interview: No pre-planned questions, less structured
• Group Interview: Interviewing multiple candidates together
• Depth Interview: Semi-structured interview requiring detailed answers from candidates

Learning and Development

• HRD focuses on improving current and future roles of employees.
• Methods: Training for managers, supervisors, teams, tuition reimbursement, customer service, performance management training, harassment prevention, 360-degree reviews, career coaching.

Developing an Effective Training Program

• Identify training needs using training needs analysis
• Define short-term and long-term training goals
• Develop individual training modules
• Implement the training program
• Evaluate training outcomes

Levels of Training Evaluation

• Level 1 (Reaction): How trainees reacted to training
• Level 2 (Learning): How much knowledge increased
• Level 3 (Behavior): How trainees applied information
• Level 4 (Results): Final results of training; business outcomes

Additional Methods of Training

• On-the-Job Training: Training in actual working conditions
• Job Experience: Learning through experience
• Coaching: Superior guiding subordinate
• Job Rotation: Moving trainees between different roles
• Apprenticeship: Learning under a skilled supervisor over a longer period
• Mentoring: Guidance and support from a designated mentor

Job Analysis Process

• Determine the information's use
• Review background information
• Selecting representative positions
• Analysing the job
• Validating information with workers and supervisors
• Developing job description and job specification

Performance Management

• Evaluation of current and past employee performance relative to standards
• Goal setting using SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound)
• Performance Appraisal methods: Setting work standards, assessing actual performance, providing feedback.
• HR Department monitors the appraisal system.

Employee Rating Errors

• Central Tendency: Rating all employees as average.
• Halo Effect: Rating biased by a general impression of the employee.
• Leniency: Consistently high ratings given to all employees.
• Strictness: Consistently low ratings given to all employees.

Compensation and Benefits

• Compensation Plan: Orderly scheme for determining compensation (RA 6758)
• Components: Basic pay, fringe benefits, incentives, non-financial rewards.
• Compensation Administration: A segment of HRM that controls financial payments. (basic pay, wage/salary add-ons)
• Indirect financial and nonfinancial payments
• Examples of benefits: Paid time off, health insurance, pension, profit sharing, company cars, child car, tuition reimbursement

Statutory Monetary Benefits

• Laws like RA 6727, RA 9262, RA 9710, RA 8187, etc. cover aspects such as minimum wages, maternity/paternity leaves, etc.

Wage and Salary Details

• Details about minimum wage, calculation of overtime pay and other components of compensation
• Additional information about leave policies (maternity, paternity, etc.), allowances, etc.