HRM test

The process of finding, attracting, and selecting the best candidates to fill job openings
Types of recruitment:
- Internal recruitment: promoting or transferring existing employees
- External recruitment: hiring from outside the organization
Recruitment strategies:
- Job boards and career websites
- Social media
- Employee referrals
- Recruitment agencies
- Campus recruitment
Key steps in the recruitment process:
1. Job analysis and description
2. Job advertising and promotion
3. Application and screening
4. Interviews and assessments
5. Job offer and onboarding

The process of identifying, developing, and retaining high-potential employees to meet organizational goals
Key components of talent management:
- Talent identification and assessment
- Talent development and training
- Career development and succession planning
- Performance management and feedback
- Retention and engagement strategies
Talent management strategies:
- Leadership development programs
- Mentorship and coaching
- Cross-functional training and rotation
- Career pathing and advancement opportunities
- Employee engagement and recognition programs

The process of setting performance goals, monitoring progress, and evaluating employee performance
Key components of performance management:
- Performance planning and goal-setting
- Ongoing performance monitoring and feedback
- Performance evaluation and appraisal
- Performance improvement and development planning
Performance management strategies:
- Key performance indicators (KPIs) and metrics
- 360-degree feedback and peer reviews
- Regular check-ins and coaching
- Performance improvement plans and corrective action
- Employee recognition and reward systems

The rewards and incentives provided to employees in exchange for their work and contributions
Key components of compensation and benefits:
- Base salary and wages
- Bonuses and incentives
- Benefits (e.g. health, life, and disability insurance)
- Retirement plans and pensions
- Stock options and equity
Compensation and benefits strategies:
- Market-based compensation structures
- Performance-based bonuses and incentives
- Flexible benefits and cafeteria plans
- Employee recognition and reward programs
- Total rewards and compensation packages

Recruitment is the process of finding, attracting, and selecting the best candidates to fill job openings
Types of recruitment include internal recruitment (promoting or transferring existing employees) and external recruitment (hiring from outside the organization)
Recruitment strategies include using job boards and career websites, social media, employee referrals, recruitment agencies, and campus recruitment
Key steps in the recruitment process are job analysis and description, job advertising and promotion, application and screening, interviews and assessments, and job offer and onboarding

Talent management is the process of identifying, developing, and retaining high-potential employees to meet organizational goals
Key components of talent management include talent identification and assessment, talent development and training, career development and succession planning, performance management and feedback, and retention and engagement strategies
Talent management strategies include leadership development programs, mentorship and coaching, cross-functional training and rotation, career pathing and advancement opportunities, and employee engagement and recognition programs

Performance management is the process of setting performance goals, monitoring progress, and evaluating employee performance
Key components of performance management include performance planning and goal-setting, ongoing performance monitoring and feedback, performance evaluation and appraisal, and performance improvement and development planning
Performance management strategies include using key performance indicators (KPIs) and metrics, 360-degree feedback and peer reviews, regular check-ins and coaching, performance improvement plans and corrective action, and employee recognition and reward systems

Compensation and benefits are the rewards and incentives provided to employees in exchange for their work and contributions
Key components of compensation and benefits include base salary and wages, bonuses and incentives, benefits (e.g. health, life, and disability insurance), retirement plans and pensions, and stock options and equity
Compensation and benefits strategies include market-based compensation structures, performance-based bonuses and incentives, flexible benefits and cafeteria plans, employee recognition and reward programs, and total rewards and compensation packages

Developed at the Michigan Business School by Fornbun, Tichy, and Devanna in 1984
Focuses on hard HRM, emphasizing the importance of business strategy
Aims to 'match' employees to business needs
Key principles include:
- Human resource cycle: recruitment and selection, performance and monitoring, rewards, development, and training
Associated with HARD HRM, emphasizing cost reduction and a short-term focus
Autocratic leadership style, viewing employees as a resource
HRM role is to further the organization's competitive advantage

Postulated by Beer in 1984 at Harvard University
Recognizes the legitimacy and existence of multiple stakeholders in the organization
Focuses on the soft side of HRM
Associated with SOFT HRM, emphasizing HRM as a set of policy choices
- Rewards and work systems
Aims for organizational performance and advocates equal concern for employee wellbeing
Control through commitment, emphasizing effective employee utilization
Long-term focus, employee empowerment, and delegated roles
Democratic leadership style, viewing employees as a source of competitive advantage