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Questions and Answers
Job analysis determines the skills and experience necessary to perform a job poorly
False
Workforce operations involves creating health and safety policies
True
Performance measurement is not important for employee growth
False
Incentive programs do not motivate employees to take ownership of business objectives
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Professional development only includes orientation programs
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Organizational structure refers to the informal interrelationships of human resources within a business
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In a small firm, the business owner only carries out marketing functions
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Businesses organize their human resources in a single way
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Job analysis is a function of workforce operations
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Performance measurement serves as a guide for employee layoffs only
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Study Notes
Decision Making
- 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.
Types of Decisions
- 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 and Personal 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.
Individual and Group Decisions
- Individual decisions: made by an individual in an official capacity.
- Group decisions: made collectively by a group of individuals.
Human Resource Management
- 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
- 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.
HRM Functions
- 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
- 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.
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Description
Learn about the different types of management decisions, including programmed and non-programmed decisions, with examples from business and organization settings.
