PSY 202: Introduction to HR Management
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Questions and Answers

What does HRM stand for?

Human Resource Management

What are the three key elements of an organization that HRM focuses on?

  • Finance, Operations, Marketing
  • Employees, Resources, Profit
  • Customers, Products, Services
  • People, Processes, Technology (correct)

    • What is the primary goal of HRM?

  • Minimize labor costs
  • Create a positive and productive work environment (correct)
  • Develop a strong and competitive workforce
  • Maximize profits for shareholders

    • The Chinese are credited with being the originators of the "Apprentice" system.

    <p>False (B)</p> Signup and view all the answers

    Which of the following is NOT a key principle of Frederick W. Taylor's scientific management?

    <p>Innovation (A)</p> Signup and view all the answers

    What is the Hawthorne Effect?

    <p>The phenomenon where workers' performance improves when they know they are being observed or studied.</p> Signup and view all the answers

    The Hawthorne studies primarily focused on the effects of illumination on worker performance.

    <p>False (B)</p> Signup and view all the answers

    What is the primary focus of the Human Relations Movement?

    <p>Improving employee relations and morale (D)</p> Signup and view all the answers

    Who is considered the "Father of Industrial Psychology"?

    <p>Hugo Munsterberg</p> Signup and view all the answers

    What does Peter Drucker's concept of the "knowledge worker" refer to?

    <p>Individuals whose primary contribution is intellectual or creative (D)</p> Signup and view all the answers

    Douglas McGregor's Theory X assumes that employees inherently dislike work and need constant supervision.

    <p>True (A)</p> Signup and view all the answers

    Theory Y assumes individuals are self-motivated and seek responsibility.

    <p>True (A)</p> Signup and view all the answers

    Which of the following is NOT a core function of HRM?

    <p>Financial planning and budgeting (A)</p> Signup and view all the answers

    Employee relations are a critical aspect of HRM.

    <p>True (A)</p> Signup and view all the answers

    Which of the following is NOT a characteristic of high-quality employees?

    <p>Interchangeable (B)</p> Signup and view all the answers

    HR planning involves forecasting the number and types of employees needed to meet the future objectives of the organization.

    <p>True (A)</p> Signup and view all the answers

    What are the 4 C's that HR policies should aim to achieve?

    <p>Commitment, congruence, competence, cost-effectiveness (B)</p> Signup and view all the answers

    Which of the following is NOT a core skill for HR professionals?

    <p>Marketing and sales skills (B)</p> Signup and view all the answers

    Emotional intelligence is the ability to perceive, understand, and manage emotions in oneself and others.

    <p>True (A)</p> Signup and view all the answers

    Which of the following is NOT a response to job dissatisfaction according to the EVLN model?

    <p>Inspiration (C)</p> Signup and view all the answers

    Organizational commitment refers to the emotional attachment, identification, and involvement that an employee has with their organization.

    <p>True (A)</p> Signup and view all the answers

    Continuance commitment is based on the belief that staying with the organization is in the employee's best interest, for example to meet financial goals or maintain job security.

    <p>True (A)</p> Signup and view all the answers

    The right of free consent means that employees have the right to be treated in a way they have explicitly agreed to.

    <p>True (A)</p> Signup and view all the answers

    What does the right to due process offer employees?

    <p>The right to appeal a disciplinary action or termination decision (C)</p> Signup and view all the answers

    What is organizational development (OD)?

    <p>A planned process of improving an organization's effectiveness by focusing on its structures, systems, and processes.</p> Signup and view all the answers

    Which of the following is NOT an emerging issue in the future of HRM?

    <p>Declining importance of technology in the workplace (B)</p> Signup and view all the answers

    The "Personnel Function" of HRM is concerned with tasks such as job redesign, career development, and employee welfare.

    <p>True (A)</p> Signup and view all the answers

    What famous quote by Akio Morita, co-founder of Sony, emphasizes the importance of carefully selecting employees?

    <p>“I emphasize this - No matter how good and successful you are or how clever or crafty. Your business and its future are in the hands of the PEOPLE YOU HIRE.”</p> Signup and view all the answers

    Study Notes

    Introduction to HRMD

    • Course title: PSY 202: HUMAN RESOURCE MANAGEMENT & DEVELOPMENT
    • Instructor: ARIANE MARIE P. ZARATE
    • Institution: College of Arts & Sciences

    Lesson Objectives

    • Understand the concept of Human Resource Management
    • Learn the history of HRM
    • Apply the importance and functions of a Human Resource Personnel

    Human Resource Management (HRM)

    • HRM encompasses the policies, practices, and systems that influence employee behavior, attitudes, and performance.
    • HRM is a subset of management, focusing on attracting, hiring, training, motivating, and retaining employees.
    • Effective HRM aims to create a satisfied and productive workforce.
    • An organization's philosophy, culture, and orientation reflect its concern for employees.

    Unique Aspects of HRM

    • HRM is multidisciplinary, incorporating economics (wages, markets), psychology (motivation), sociology (organizational structure), and law (various acts).
    • HRM is integrated into the work of all managers.

    Personnel Management vs. Human Resource Management

    • Personnel Management: Focuses on managing employees as resources, with a cost-centered approach. Employees seen as interchangeable commodities.
    • Human Resource Management: Views employees as valuable resources, focusing on investments for future utility and mutual benefit. Employees' skills and abilities are emphasized. Includes employee well-being.

    Importance of HRM

    • Attracting and retaining talented employees
    • Training employees for challenging roles
    • Developing employee skills and competencies
    • Fostering team spirit and loyalty
    • Increasing productivity and profitability
    • Improving job satisfaction
    • Enhancing employees' standard of living
    • Generating employment opportunities
    • Building trust and respect among employees

    Brief History of HRM

    • Early examples of HRM include the Chinese "apprentice system" (1115 B.C.).
    • Greek and Babylonian civilizations also used HRM practices relating to skilled laborers.
    • The Industrial Revolution (18th century) saw changes in work, leading to the need for HRM to address gaps between management and workers.
    • Scientific management (late 19th and early 20th centuries), championed by Frederick Winslow Taylor, aimed for maximum efficiency through careful analysis of work processes and employee selection.
    • Early industrial psychology (1913) focused on worker well-being and individual differences.
    • The Hawthorne studies (1924-1933) highlighted the importance of social relations and worker satisfaction.
    • The human relations movement (mid-20th century) emphasized factors like recognition, security, and belonging.
    • Peter Drucker introduced the concept of "knowledge workers" and the importance of knowledge work productivity.
    • Hugo Munsterberg, "Father of Industrial Psychology," emphasized the application of psychological findings in practical HR processes.
    • Douglas McGregor's Theory X and Theory Y highlighted different management styles and employee motivations.

    HR Department Importance

    • Corporates value the HR department for its role in preventing lawsuits related to human resources management.

    Key HRM Functions

    • Analyzing jobs and designing job descriptions
    • Recruiting and selecting personnel
    • Training and development
    • Performance management
    • Compensation and benefits
    • Employee relations
    • HR planning and change management

    Characteristics of HRM

    • Valuable: High-quality employees fulfill critical functions.
    • Rare: Skilled and talented employees are difficult to find.
    • Cannot be imitated: Well-trained and motivated employees are hard to replace.
    • Good substitute: Not readily replicated.

    High-performance work system

    • Organizations utilize technology, structure, people, and processes effectively to succeed in the competitive market.

    HR Responsibilities

    • Work analysis
    • Recruiting
    • Training and development
    • Performance appraisal
    • Compensation & benefits
    • Employee relations
    • Policy creation
    • Legal compliance
    • HR strategy support

    HR Planning

    • Identifying needs for employees to meet objectives.
    • Anticipating workforce changes.
    • Addressing layoff procedures

    Ethical Considerations

    • Fundamental principles of right and wrong.
    • Ethical HR policies.

    Skills of HR Professionals

    • Human relations (understand and work with people)
    • Decision-making (employee qualifications, motivation, compliance)
    • Leadership (managing change)
    • Technical (e.g., staffing, development, rewards, design, communications)

    Attitudes versus Emotions

    • Attitudes - judgments about an object, usually stable
    • Emotions - experiences related to the object, usually temporary based on internal/external factors.

    Job Satisfaction

    • Person's evaluation of job and context.
    • Collection of attitudes toward various elements of the job

    Responses to Dissatisfaction

    • Exit (leaving)
    • Voice (complaining)
    • Loyalty (waiting for improvement)
    • Neglect (reducing effort)

    Organizational Commitment

    • Affective commitment (emotional ties)
    • Continuance commitment (organizational reliance)

    Employee Rights

    • Right of free consent
    • Right of privacy
    • Right to freedom of conscience
    • Right to freedom of speech
    • Right to due process

    Organizational Development (OD)

    • Planned process to enhance organizational effectiveness in achieving objectives

    Emerging issues in HRM

    • Increasing size of workforce
    • Workforce composition changes
    • Employee expectations
    • Technological shifts
    • Lifestyle changes
    • Environmental factors
    • Personnel function changes
    • Employee retention and reward systems

    Quotes

    • "I emphasize this – No matter how good and successful you are or how clever or crafty, your business and its future are in the hands of the PEOPLE YOU HIRE” -Akio Morita, Co-founder, Sony

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    Introduction to HRMD PDF

    Description

    This quiz covers the fundamentals of Human Resource Management (HRM) as taught in PSY 202. You will learn about the concepts, history, and key functions of HRM and its role in fostering a productive workforce. Understand how HRM integrates various disciplines to improve employee performance and satisfaction.

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