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Questions and Answers
Which application is used for analyzing the future labor supply and demand within an organization?
Which application is used for analyzing the future labor supply and demand within an organization?
What is the primary function of staffing applications in human resource management?
What is the primary function of staffing applications in human resource management?
What does 'result-oriented' refer to in the context of human resource information?
What does 'result-oriented' refer to in the context of human resource information?
What type of analysis involves understanding the turnover rate and growth patterns of an organization?
What type of analysis involves understanding the turnover rate and growth patterns of an organization?
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Which factor is NOT essential for effective manpower planning?
Which factor is NOT essential for effective manpower planning?
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What role does 'time bound' information play in human resource management?
What role does 'time bound' information play in human resource management?
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What type of analysis looks at new hires, transfers, and promotions within an organization?
What type of analysis looks at new hires, transfers, and promotions within an organization?
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Which concept highlights the need for data to be applicable in making human resource decisions?
Which concept highlights the need for data to be applicable in making human resource decisions?
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What is the primary purpose of human resource planning (HRP)?
What is the primary purpose of human resource planning (HRP)?
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Which role of the HR manager involves directing certain personnel activities?
Which role of the HR manager involves directing certain personnel activities?
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What does the requirement component of HRP involve?
What does the requirement component of HRP involve?
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Which aspect of HRP focuses on systematic forecasting of manpower needs?
Which aspect of HRP focuses on systematic forecasting of manpower needs?
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What role of the HR manager serves as a guide and confidante to management and employees?
What role of the HR manager serves as a guide and confidante to management and employees?
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In HRP, what does the availability component assess?
In HRP, what does the availability component assess?
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What is one of the primary focuses of career management in HRP?
What is one of the primary focuses of career management in HRP?
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What is primarily associated with the role of an employee counselor?
What is primarily associated with the role of an employee counselor?
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What is meant by long-term trend in manpower forecasting?
What is meant by long-term trend in manpower forecasting?
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What is the definition of an organization?
What is the definition of an organization?
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Which of the following is NOT typically included in employee benefits offered by large companies?
Which of the following is NOT typically included in employee benefits offered by large companies?
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At what level does a person start their career in human resource management?
At what level does a person start their career in human resource management?
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What is the role of a promoter of community relations?
What is the role of a promoter of community relations?
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Which of the following best defines public relations in the context of human resource management?
Which of the following best defines public relations in the context of human resource management?
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What does the term 'Personnel management' encompass?
What does the term 'Personnel management' encompass?
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What kind of training is required for advancement to supervisory levels in HR?
What kind of training is required for advancement to supervisory levels in HR?
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What type of reports are generated on a scheduled basis to summarize human resource data?
What type of reports are generated on a scheduled basis to summarize human resource data?
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What is the skills inventory approach primarily concerned with?
What is the skills inventory approach primarily concerned with?
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Which reports require immediate attention for management decision-making and may contain confidential data?
Which reports require immediate attention for management decision-making and may contain confidential data?
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Which application is primarily used to track the need for employee training programs?
Which application is primarily used to track the need for employee training programs?
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What does the cascade approach in HR planning emphasize?
What does the cascade approach in HR planning emphasize?
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Which of the following best describes the zero-based forecasting approach?
Which of the following best describes the zero-based forecasting approach?
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What approach does the manpower forecast utilize to predict workforce changes?
What approach does the manpower forecast utilize to predict workforce changes?
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Which of the following refers to the process of attracting individuals to join a company?
Which of the following refers to the process of attracting individuals to join a company?
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In HR forecasting, what is the primary focus of the bottom-up approach?
In HR forecasting, what is the primary focus of the bottom-up approach?
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What is a key disadvantage of over-planning in HR management?
What is a key disadvantage of over-planning in HR management?
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What is one major source of candidates for filling vacant positions?
What is one major source of candidates for filling vacant positions?
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What type of reports may management request for specific analyses regarding individual performance records?
What type of reports may management request for specific analyses regarding individual performance records?
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Which forecasting technique uses past employment levels to predict future requirements?
Which forecasting technique uses past employment levels to predict future requirements?
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What is a characteristic of seasonal variations in workforce management?
What is a characteristic of seasonal variations in workforce management?
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Which application focuses on evaluating executive compensation and benefits?
Which application focuses on evaluating executive compensation and benefits?
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Which approach involves planning for successors to replace existing positions?
Which approach involves planning for successors to replace existing positions?
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Study Notes
Strategic Resource Management
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SMART Principle for information in Strategic Resource Management
- Systematic: Information must be structured and include necessary data.
- Management-Oriented: Information must support effective workforce planning, retention, development, and separation of employees.
- Applicable: Data and information stored must be relevant for human resource decisions.
- Result-Oriented: Information and decisions based on it should be acceptable to both management and employees, ultimately contributing to increased productivity and employee satisfaction.
- Time Bound: Relevant human resource information is essential for effective management.
Human Resource Planning Applications
- Workforce Profile Analysis: This application examines the labor supply and demand within the organization.
- Workforce Dynamic Analysis: This analysis considers new hires, transfers, promotions, future staffing needs, and available employees to fill potential job openings.
- Human Resource Planning for Decision-Making: This focuses on identifying employees nearing retirement, classifying employees for promotions, and pinpointing departments lacking essential job skills.
Roles of Personnel/HR Manager
- Supervisor: Plans, organizes, directs, controls, and coordinates department activities.
- Administrative Official: Conducts or oversees specific personnel activities.
- Advisor: Acts as a guide and confidante for management, supervisors, and employees.
- Coordinator: Combines diverse efforts into a harmonious whole.
- Negotiator: Represents management in negotiations with unions.
- Educator: Conducts and administers company training programs.
- Provider of Service: Provides services to all employees and assists with accessing services from government agencies.
- Employee Counselor: Possesses expertise in human relations, behavioral science, and company operations.
- Promoter of Community Relations: Maintains awareness of activities and developments in the community.
- Public Relations: Manages interactions with the general public, including employees, unions, and the community.
Career Path to Human Resource Management
- Entrance Level: New graduates may start as personnel assistants in medium-sized organizations.
- Supervisory Level: Promotion to this level depends on the personnel assistant's abilities and skills.
- Managerial Level: HR practitioners at this level have acquired a range of skills.
Human Resource Planning (HRP) definition
- HRP: A systematic process to review human resource requirements to ensure the number of employees matches required skills.
Strategic Planning definition
- Strategic Planning: Determining the overall organizational purpose, goals, and their achievement strategies.
HRP Components
- Requirement: Forecasting human requirements involves determining the types of employees needed.
- Availability: After determining requirements, it's assessed whether there's a surplus or shortage of manpower.
Aspects of HRP
- Systematic Forecasting of Manpower Needs: Planning and closely monitoring manpower needs based on business conditions and forecasts.
- Performance Management: Analyzing, improving, and monitoring the performance of individual employees and the organization as a whole.
- Career Management: Determining, planning, and monitoring the career aspirations of individuals within the organization, and aiding their development.
- Management Development: Assessing and determining the development needs of managers for future succession requirements.
Planning Techniques in HR Management
- Skills Inventory: Listing all skills possessed by the workforce.
- Ratio Analysis: Identifying employees eligible for promotion to higher positions, along with their potential backups.
- Cascade Approach: Setting objectives flow from top to bottom in the organization, allowing everyone to contribute.
- Replacement Approach: Maintaining a ready workforce to assume existing jobs on a one-to-one basis within the organization.
- Commitment Planning Approach: Involving supervisors and personnel in identifying needs related to terms, skills, replacement, policies, working conditions, and promotions.
- Successor Planning Approach: Known as successor planning, this approach considers various components of existing plans and enhances them.
Common Weaknesses in HRP
- Over-Planning: A plan may fail due to covering too many aspects of personnel management.
Human Resource Information System (HRIS)
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Important Reports Related to Business Operations:
- Routine Reports: Summarizing human resource data on a regular basis, including current manpower status, regular employees, contractual employees, supervisors, and managerial employees on payroll.
- Exception Reports: Contain confidential data accessible for managerial decision-making and require immediate attention.
- On-Demand Reports: Reports requested by management for analysis, covering aspects like productivity index, individual performance records, and information relevant to downsizing or other personnel actions.
- Manpower Forecast Reports: Apply predictive models based on specific situations, covering potential increases or decreases in manpower.
- Performance Management Applications: Tracking employee performance ratings, disciplinary actions, work-rule violations, and daily productivity index for management decisions.
- Training and Development Applications: Tracking employee training program needs, courses attended, certified skills, and educational qualifications. Also includes career applications that assess employee career interests, work values, and career goals.
- Compensation and Benefits Applications: Include payroll, job evaluation, salary planning and analysis, executive compensation planning, and benefits management.
Recruitment
- Definition: Process of attracting the best individuals to join the company.
- Recruitment Officer: Identifies knowledge, skills, and abilities required for each applicant.
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Major Sources of Candidates:
- Internal Source: Qualified candidates from within the ranks of current employees.
- External Source: Candidates from outside the company.
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Description
Test your understanding of the SMART principles in Strategic Resource Management. This quiz covers key applications such as Workforce Profile and Dynamic Analysis to ensure effective human resource planning. Challenge yourself to enhance your knowledge in strategic workforce management.
