Management Decision Making

Questions and Answers

To determine the skills and experience necessary to perform a job well

To foster employee growth through constructive feedback

Workforce operations

To improve productivity and reduce turnover Signup and view all the answers

The formal interrelationships and hierarchical arrangements of human resources Signup and view all the answers

To recognize achievements and reward high performers Signup and view all the answers

To increase productivity and efficiency Signup and view all the answers

Creating health and safety policies Signup and view all the answers

To determine the skills and experience necessary to perform a job well Signup and view all the answers

To motivate employees to take ownership of business objectives Signup and view all the answers

Study Notes

Decisions can be categorized into non-programmed (unique, unstructured, and non-repetitive) and programmed (routine, repetitive, and structured) decisions.
Non-programmed decisions, such as opening a new branch office, are typically made by upper management and have a significant impact on the organization.

Policy decisions: long-term, strategic decisions made by top-level management officials that impact the entire organization.
Operating decisions: tactical decisions made by middle and lower management to implement policy decisions.

Organizational decisions: made by executives on behalf of the organization and can be delegated to subordinates.
Personal decisions: made by executives in a personal capacity, unrelated to the organization, and cannot be delegated.

Human resource management (HRM) entails deploying and developing people within an organization to meet business objectives.
HRM involves human resource planning, recruitment, selection, induction, training, performance management, and staff welfare.

Human resource functions may vary depending on industry, business size, and type of workers employed.
Primary objectives of HRM include acquiring and cultivating talent, improving communication and cooperation among workforce members.

Job analysis: determining skills and experience necessary to perform a job well.
Workforce operations: creating health and safety policies, responding to employee grievances, and working with labor unions.
Performance measurement: evaluating performance to foster employee growth and guide raises, promotions, and dismissals.
Incentive programs: recognizing achievements and rewarding high performers with bonuses and perks.
Professional development: improving productivity, reducing turnover, and minimizing supervisory needs through training and educational programs.

Organizational structure refers to the formal interrelationships and hierarchical arrangements of human resources within a business.
Businesses organize their human resources in various ways, depending on size and demands of the job.