Introduction to Human Resource Management

Hears, Understands, Moves, Adjusts, Negotiates.

Quantitative assets refer to the adequate number of people required to perform all activities in an organization.

Qualitative assets involve the knowledge, competence, skills, and abilities of employees, while quantitative assets pertain to the number of employees.

<p>Interrelated physiological, sociological, psychological, and ethical components.</p> Signup and view all the answers

<p>Men, rather than markets, capital, patents, or equipment.</p> Signup and view all the answers

<p>It refers to the aggregate of knowledge, skill, experience, and health of employees.</p> Signup and view all the answers

<p>Human resources have always been crucial for completing essential tasks in various societies.</p> Signup and view all the answers

<p>It enhances overall efficiency and effectiveness in achieving organizational objectives.</p> Signup and view all the answers

<p>Human resources manage money, material, and machines efficiently and effectively for productive purposes.</p> Signup and view all the answers

<p>Human resources can effect savings in time and labor operations, leading to lower costs.</p> Signup and view all the answers

<p>Human resources control the wastage of resources and contribute to the productivity of an economy.</p> Signup and view all the answers

<p>Development is participatory, allowing individuals to decide their own needs for growth at their own pace.</p> Signup and view all the answers

<p>The success or failure of an organization depends on the quality and adequacy of its human resources.</p> Signup and view all the answers

<p>Human resources are responsible for planning, organizing, directing, and controlling business policies.</p> Signup and view all the answers

<p>Development is the process of expanding or realizing productivity and bringing people to a fuller state.</p> Signup and view all the answers

<p>Development begins with communication, as individuals express what is wrong with their situation.</p> Signup and view all the answers

<p>The primary focus of human resource management is the strategic approach to managing people effectively to meet the needs of both individuals and the organization.</p> Signup and view all the answers

<p>HRM is more comprehensive and strategic, focusing on long-term development and organizational culture rather than just training and development.</p> Signup and view all the answers

<p>HRM is proactive because it anticipates future needs and challenges in the workforce rather than merely responding to issues as they arise.</p> Signup and view all the answers

<p>HRM encompasses responsibilities related to managing work, managing workers, and managing managers.</p> Signup and view all the answers

<p>HRM's employee-oriented approach emphasizes maximizing individual skills and motivation by consulting with the workforce.</p> Signup and view all the answers

<p>Organizational culture plays a crucial role in HRM by shaping policies and programs that align with the core values of the organization.</p> Signup and view all the answers

<p>HRM contributes to qualitative improvement by continuously enabling employees to enhance their competencies and capabilities.</p> Signup and view all the answers

<p>HRM as a production model approach views personnel management as a systematic process focused on optimizing the performance of human resources.</p> Signup and view all the answers

<p>Human resources are essential for achieving organizational success through effective management and alignment with corporate objectives.</p> Signup and view all the answers

<p>The five managerial functions are planning, organizing, directing, controlling, and maintaining.</p> Signup and view all the answers

<p>Planning is vital as it helps to manage change, set goals, and formulate policies to achieve those goals.</p> Signup and view all the answers

<p>Corporate culture influences organizational climate and managerial behavior, which are critical for reaching excellence.</p> Signup and view all the answers

<p>Forecasting is integral to planning as it involves anticipating future conditions that inform policy formation.</p> Signup and view all the answers

<p>Operative functions include employment (procurement), human resources development, compensation, integration, and maintenance.</p> Signup and view all the answers

<p>HRM emphasizes better working conditions to ensure employees feel comfortable and promote positive relationships in the workplace.</p> Signup and view all the answers

<p>Integration refers to the process of getting all employees involved and working together towards a common purpose.</p> Signup and view all the answers

<p>The primary purpose of human resource planning is to bridge the gap between the current workforce and the future human resource needs of the organization.</p> Signup and view all the answers

<p>The key steps are: determination of objectives, forecasting, search of alternatives, evaluation of alternatives, and selection of plans.</p> Signup and view all the answers

<p>Planning contributes to organizational success by ensuring that there is a systematic approach to achieving goals and addressing anticipated changes in the workforce.</p> Signup and view all the answers

<p>Poor planning can lead to chaos and inefficiency, as organizations may lack direction, have mismatched resources, and fail to meet their objectives.</p> Signup and view all the answers

<p>Determination of objectives.</p> Signup and view all the answers

<p>Organizing involves allocating tasks and establishing authority among personnel to ensure effective coordination towards common objectives.</p> Signup and view all the answers

<p>Identification and grouping the activities to be performed and dividing them among individuals.</p> Signup and view all the answers

<p>Research is crucial because it provides the data and insights necessary for making informed predictions about labor market trends and personnel needs.</p> Signup and view all the answers

<p>Directing primarily involves motivating, leading, and supervising employees to achieve organizational goals.</p> Signup and view all the answers

<p>A manager should consider what to do, when to do it, where to do it, how to do it, who is to do it, and how to evaluate the results.</p> Signup and view all the answers

<p>Issuing orders, guiding subordinates, supervising their work, and inspiring higher productivity.</p> Signup and view all the answers

<p>Systematic planning is significant because it provides a structured approach to decision making, ensuring that all business activities are aligned with overall objectives.</p> Signup and view all the answers

<p>Motivating specifically focuses on inducing and inspiring workers to enhance their performance.</p> Signup and view all the answers

<p>Authority and responsibility relationships.</p> Signup and view all the answers

<p>Dynamic leadership involves providing active guidance and influence over subordinates’ actions.</p> Signup and view all the answers

<p>It refers to supplying the necessary stimulus for a group of individuals to take action.</p> Signup and view all the answers

The total quantitative and qualitative assets of human beings in a society.

The adequate number of people needed to perform tasks in an organization.

The knowledge, competence, skills, and abilities of employees, necessary for efficient work.

The strategic approach to managing people in an organization to achieve its objectives.

The past usage of selecting people, whether in ancient societies or modern examples.

The individuals contributing to the human resources aspect of an organization.

The attributes and capacities of individuals that an organization can use.

The quantitative and qualitative measurement of workers.

Human resources are the people who work in an organization. They are crucial to the success of any business.

Human resources are vital because they manage resources efficiently, reduce costs, prevent waste, and guide the business towards its goals.

Planning, organizing, directing, and controlling business policies and actions for the goals of the company.

Improving the skills and abilities of employees to enhance productivity and create positive changes in the workplace.

Development strategies where employees have a say and are active participants in planning and execution.

Human resources are capable of managing money, materials, and machines to reach business objectives.

Open communication is essential in HR development to understand workers' needs and build trust.

Human resources act as a catalyst for business success by effectively managing other resources.

HRM focuses on aligning people management with the organization's overall goals and strategies.

HRM recognizes employees as valuable assets, striving to meet their needs while achieving organizational goals.

HRM anticipates future needs and takes steps to ensure readiness, rather than reacting to problems as they arise.

HRM aims to enhance employee skills, knowledge, and abilities for better performance and organizational success.

HRM incorporates knowledge from various fields, like psychology, management, and economics, to address workforce challenges.

HRM empowers employees by consulting them, promoting their skills, and encouraging their contribution to company goals.

HRM continuously seeks to enhance employee competency and readiness for current and future roles.

HRM considers employees as investments with potential for growth and contribution, not just costs.

Human Resource Management focuses on creating a positive work environment where employees feel comfortable and have good relationships with each other.

Employees are considered the most important assets within an organization, and managing them effectively is crucial for success.

HR policies and procedures should be closely linked to the overall company objectives and strategic plan.

The company's culture, values, and managerial behavior significantly influence achieving excellence, and these factors should be managed effectively.

Human Resource Management aims to unite all members of an organization by fostering a sense of shared purpose and teamwork.

Planning is essential for managing change in an organization. It involves setting goals and developing strategies to achieve them.

Forecasting involves using data and research to anticipate future trends in the workforce.

Forecasting and research go hand-in-hand in Human Resource Management. They are interconnected and complement each other.

HR planning is the process of forecasting, predicting, and preparing for future human resource needs. It involves analyzing trends, identifying skills gaps, and developing strategies to meet organizational goals.

HR planning involves determining organizational objectives, forecasting future HR needs, exploring various options, evaluating their effectiveness, and finally selecting the best plan to achieve goals.

Organizing in HR is about structuring and allocating responsibilities among employees, establishing clear lines of authority, and creating a coordinated system to achieve common goals.

Delegation is essential in organizing because it empowers employees to take on tasks, fosters accountability, and allows managers to focus on higher-level responsibilities.

Coordination ensures that all parts of the organization work together smoothly, avoiding conflicts and redundancies, and maximizing efficiency.

HR planning bridges the gap between the organization's current state and its future aspirations by identifying the differences and developing strategies to close the gap.

Systematic planning provides a framework for decision-making, reduces uncertainty, and helps organizations to achieve their goals in a consistent and effective manner.

The key function of HR planning is to ensure that the organization has the right number of people with the right skills at the right time to achieve its objectives.

The process of arranging tasks, resources, and people to achieve organizational goals. It involves assigning responsibilities and establishing relationships of authority.

Motivating, leading, and supervising employees to achieve organizational goals. It involves influencing, guiding, and supporting subordinates.

Steps involved in directing include giving instructions, training, supervising, and motivating employees.

The process of inspiring and encouraging employees to perform at their best by influencing their needs, desires, and goals.

Motivation is crucial for employee engagement, high performance, and overall organizational success.

Techniques that managers use to motivate employees, such as recognition, rewards, opportunities for growth, and a supportive work environment.

Directing is considered the heart of the management process because it initiates action and translates plans into reality.

Effective directing builds strong relationships within an organization by encouraging teamwork, collaboration, and positive communication.