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Questions and Answers
Which of the following is NOT one of the three main activities of human resources management?
Which of the following is NOT one of the three main activities of human resources management?
Human resources management includes only the hiring process of employees.
Human resources management includes only the hiring process of employees.
False
What is the purpose of job analysis in human resources management?
What is the purpose of job analysis in human resources management?
To determine the exact nature of the positions.
The process of ________ involves attracting people to apply for positions.
The process of ________ involves attracting people to apply for positions.
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Match the following HRM activities with their definitions:
Match the following HRM activities with their definitions:
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Which of the following is NOT a method used in employee relations?
Which of the following is NOT a method used in employee relations?
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The development phase of HRM focuses solely on employee satisfaction.
The development phase of HRM focuses solely on employee satisfaction.
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What are the two main activities involved in the development phase of HRM?
What are the two main activities involved in the development phase of HRM?
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Human resources planning is the development of strategies to meet a firm's __________ needs.
Human resources planning is the development of strategies to meet a firm's __________ needs.
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Which factor is NOT considered when forecasting human resource demand?
Which factor is NOT considered when forecasting human resource demand?
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It is essential for human resource planners to determine if the needed human resources will be available.
It is essential for human resource planners to determine if the needed human resources will be available.
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What is the primary goal of compensation in HRM?
What is the primary goal of compensation in HRM?
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Which of the following is NOT a common means of obtaining information about applicants’ qualifications?
Which of the following is NOT a common means of obtaining information about applicants’ qualifications?
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An effective compensation system must recognize that all employees have the same needs.
An effective compensation system must recognize that all employees have the same needs.
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What is the primary purpose of the orientation program for new employees?
What is the primary purpose of the orientation program for new employees?
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Compensation is the payment employees receive in return for their _______.
Compensation is the payment employees receive in return for their _______.
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What is the first decision management must make when designing an effective compensation system?
What is the first decision management must make when designing an effective compensation system?
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Match the components of employee selection with their defined purposes:
Match the components of employee selection with their defined purposes:
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Assessment centers are used primarily to assess managerial candidates.
Assessment centers are used primarily to assess managerial candidates.
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What are three key elements that require management decisions in an effective compensation system?
What are three key elements that require management decisions in an effective compensation system?
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Which of the following is NOT a type of compensation?
Which of the following is NOT a type of compensation?
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Profit-sharing involves paying employees a fixed amount regardless of the company's profits.
Profit-sharing involves paying employees a fixed amount regardless of the company's profits.
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What is the purpose of a flexible benefit plan?
What is the purpose of a flexible benefit plan?
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_______ is a payment made in addition to wages, salary, or commissions.
_______ is a payment made in addition to wages, salary, or commissions.
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Match the following types of employee benefits with their descriptions:
Match the following types of employee benefits with their descriptions:
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What best describes a lump-sum salary increase?
What best describes a lump-sum salary increase?
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Insurance packages are a type of employee compensation.
Insurance packages are a type of employee compensation.
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Employees receive compensation for time not worked through _______.
Employees receive compensation for time not worked through _______.
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What is the primary goal of employee training?
What is the primary goal of employee training?
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Management development is solely focused on training technical employees.
Management development is solely focused on training technical employees.
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Name one method of training and development.
Name one method of training and development.
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Performance appraisal helps organizations monitor their employee __________, training, and development activities.
Performance appraisal helps organizations monitor their employee __________, training, and development activities.
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Match the performance appraisal objectives with their descriptions:
Match the performance appraisal objectives with their descriptions:
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Which of the following is NOT an objective of performance appraisal?
Which of the following is NOT an objective of performance appraisal?
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The 'tell and sell' approach to performance feedback involves the superior persuading the employee about their performance evaluation.
The 'tell and sell' approach to performance feedback involves the superior persuading the employee about their performance evaluation.
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What might managers find that employees need more than training?
What might managers find that employees need more than training?
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What is the purpose of a wage survey?
What is the purpose of a wage survey?
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Job evaluation is the process of determining the relative worth of various jobs within a firm.
Job evaluation is the process of determining the relative worth of various jobs within a firm.
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What two factors influence an employee's pay increases later on?
What two factors influence an employee's pay increases later on?
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The concept of ______ seeks equal compensation for jobs requiring about the same level of education, training, and skills.
The concept of ______ seeks equal compensation for jobs requiring about the same level of education, training, and skills.
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Which of the following companies has publicly disclosed results of their employee pay reviews?
Which of the following companies has publicly disclosed results of their employee pay reviews?
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Match the following concepts with their definitions:
Match the following concepts with their definitions:
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All companies have equal pay for comparable worth.
All companies have equal pay for comparable worth.
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What is established first when determining individual wages?
What is established first when determining individual wages?
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Study Notes
Chapter 9: Attracting and Retaining the Best Employees
- Human resources are the most important asset for any organization.
- Human resource management (HRM) encompasses all activities related to acquiring, retaining, and developing an organization's human resources.
- HRM activities include three main phases: acquiring, maintaining, and developing human resources.
HRM Activities (Acquiring)
- Acquiring human resources involves the planning and associated activities leading to hiring new employees.
- Human resources planning: determining the firm's future human resources needs.
- Job analysis: defining the required elements of a job.
- Recruiting: attracting people to apply for positions.
- Selection: choosing and hiring the most qualified applicants.
- Orientation: acquainting new employees with the firm.
HRM Activities (Maintaining)
- Maintaining human resources focuses on encouraging employees to stay with the firm and perform effectively.
- HRM programs include employee relations, compensation, and benefits.
- Employee relations: improving job satisfaction through communication programs, satisfaction surveys, exit interviews, and fair treatment.
- Compensation: rewarding employee effort through monetary payments.
- Benefits: providing rewards to ensure employee well-being.
HRM Activities (Developing)
- The development phase aims to improve employees' skills and capabilities.
- Key activities include training and development and performance appraisal.
- Training and development: teaching employees new skills, new jobs, and more effective ways to perform current jobs.
- Performance appraisal: assessing employees' current and potential performance levels.
Human Resources Planning
- Develop strategies to meet a firm's human resources needs.
- The organization's overall strategic plan is the foundation.
- Predict future demand for human resources.
- Determine if needed resources will be available.
- Steps to match supply with demand.
Forecasting Human Resources Demand
- Forecast demand using all relevant information.
- Consider the firm's overall strategic plan, future business ventures, new products, and industry trends.
- Analyze past staffing levels, evolving technologies, staffing practices, and economic forecasts.
- Technological advances provide insights and improve strategies.
Forecasting Human Resources Supply
- Factors impacting human resource supply include both the current workforce and any potential changes within it.
- Techniques for forecasting supply include:
- Replacement chart: a list of key personnel and their potential replacements within a firm.
- Skills inventory: a database of current employees' skills and experience.
Matching Supply with Demand
- When projected demand exceeds supply, recruit new employees.
- When supply outweighs demand, reduce the workforce through layoffs, attrition, early retirement, buyouts, or firing
Cultural Diversity in HRM
- Today's workforce is diverse, with differing beliefs, expectations, and behavioral norms.
- Managers need to be sensitive to these differences (e.g., varying greetings, personal space preferences.)
- Cultural diversity presents a challenge, but managers should view it as an opportunity.
- Training programs can help managers understand and respect cultural diversity.
Job Analysis
- Job analysis is a systematic procedure for determining job elements and requirements.
- Job analysis comprises job description and job specification.
- Job description: a list of the elements comprising a specific job.
- Job specification: a list of qualifications necessary to fulfill a job.
Recruiting
- Recruiting is attracting qualified job applicants.
- Recruiters consider both internal and external sources.
- External recruiting involves activities such as campus recruitment, open houses, referrals from current employees, employment agencies, and online recruitment.
- Benefits include diverse backgrounds and perspectives for the firm.
- Disadvantages can include higher costs and potential resentment among current employees.
- Internal recruiting might involve utilizing current employees for job openings.
- Advantageously, strong employee motivation and retention are possible.
- Disadvantageous aspects are the need to retain qualified staff for former positions and possible issues created by two employees assuming one task.
Selection
- Selection is gathering information from applicants and selecting the most suitable candidate.
- Common methods for gathering applicant information include employment applications, employment tests, interviews, references, and assessment centers (e.g. Facebook, LinkedIn).
Orientation
- Orientation is acquainting new employees with the firm's environment.
- Topics include company cafeterias and career paths.
Compensation
- An effective employee reward system enables employees to meet their basic needs with compensation.
- Compensations should be comparable to those offered in other similar firms and should be distributed fairly within the organization.
- Compensation must acknowledge individual needs vary.
Compensation Decisions
- Compensation encompasses payment for labor.
- A firm's compensation system defines the policies and strategies of compensation determination.
- Decisions on wage level, wage structure, and individual wages are crucial.
Comparable Worth
- Comparable worth is a concept that champions equal compensation for jobs that demand equivalent educational levels, skills, and training.
Types of Compensation
- Compensation types include hourly wages, salaried wages, commissions, incentive payments, lump-sum salary increases, and profit-sharing.
Employee Benefits
- Employee benefits provide additional rewards beyond basic compensation.
- Benefit types include pay for time not worked, insurance packages, pension and retirement programs, unemployment insurance, and workers' compensation insurance.
- Flexible benefit plans allow employees to choose their benefit packages.
Training and Development
- Training and development focus on employee learning and improving knowledge and abilities.
- Employee training teaches employees how to do their current jobs more effectively.
- Management development equips managers and professionals to take on more responsibilities in existing or new positions.
Analysis of Training Needs
- Conduct analyses to determine if training is necessary and identify specific training needs that exist.
- Motivation issues, rather than a lack of skills, may sometimes be the real need for growth.
Training and Development Methods
- Training methods include on-the-job training, simulations, classroom instruction, conferences, seminars, role-playing, and e-learning.
Performance Appraisal
- Performance appraisal evaluates current and potential performance levels to facilitate objective human resource decisions.
- Objectives include allowing workers to understand performance levels, improvement needs, and rewards for good performance.
- Appraisal helps in monitoring employee selection, training, and development initiatives.
Performance Feedback
- Different approaches to performance feedback include "tell and sell", "tell and listen", and problem-solving.
- 360-degree feedback is another method that gathers input from peers, subordinates, and supervisors.
Federal Legislation Affecting HRM
- Federal laws impact human resource management.
- Relevant Acts, including the National Labor Relations Act, Fair Labor Standards Act, Labor-Management Relations Act, Equal Pay Act, Title VII of the Civil Rights Act, Age Discrimination in Employment Act, Occupational Safety and Health Act, Employment Retirement Income Security Act, and Worker Adjustment and Retraining Notification Act, regulate various aspects of employment practices, including compensation, discrimination, and employee rights.
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Description
Test your knowledge on the key activities and concepts of Human Resources Management. This quiz covers various topics such as job analysis, employee relations, planning, and compensation strategies essential for effective HRM. Assess your understanding of HRM principles and their practical applications.
