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Strategic Resource Management Quiz
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Strategic Resource Management Quiz

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Questions and Answers

Which application is used for analyzing the future labor supply and demand within an organization?

  • Employee Classification System
  • Work-force Profile Analysis (correct)
  • Human Resource Portfolio Review
  • Work-force Dynamic Analysis

    • What is the primary function of staffing applications in human resource management?

  • Conducting performance evaluations
  • Managing employee benefits
  • Developing training programs for employees
  • Recruiting and tracking applicants (correct)

    • What does 'result-oriented' refer to in the context of human resource information?

  • Focus on the employee development process
  • Gathering data on employee skills
  • Outcomes that satisfy both management and employees (correct)
  • Establishing performance benchmarks

    • What type of analysis involves understanding the turnover rate and growth patterns of an organization?

    <p>Human Resource Planning for Decision-Making</p> Signup and view all the answers

    Which factor is NOT essential for effective manpower planning?

    <p>Employee personal interests</p> Signup and view all the answers

    What role does 'time bound' information play in human resource management?

    <p>Planning for future employee management</p> Signup and view all the answers

    What type of analysis looks at new hires, transfers, and promotions within an organization?

    <p>Work-force Dynamic Analysis</p> Signup and view all the answers

    Which concept highlights the need for data to be applicable in making human resource decisions?

    <p>Applicable</p> Signup and view all the answers

    What is the primary purpose of human resource planning (HRP)?

    <p>To ensure the number of employees matches required skills.</p> Signup and view all the answers

    Which role of the HR manager involves directing certain personnel activities?

    <p>Administrative official</p> Signup and view all the answers

    What does the requirement component of HRP involve?

    <p>Forecasting human requirements for the organization.</p> Signup and view all the answers

    Which aspect of HRP focuses on systematic forecasting of manpower needs?

    <p>Performance management</p> Signup and view all the answers

    What role of the HR manager serves as a guide and confidante to management and employees?

    <p>Adviser</p> Signup and view all the answers

    In HRP, what does the availability component assess?

    <p>Whether there is a surplus or shortage of manpower.</p> Signup and view all the answers

    What is one of the primary focuses of career management in HRP?

    <p>Planning and monitoring individual career aspirations.</p> Signup and view all the answers

    What is primarily associated with the role of an employee counselor?

    <p>Knowledge in human relations and behavioral science</p> Signup and view all the answers

    What is meant by long-term trend in manpower forecasting?

    <p>Long-term forecasting of manpower needs.</p> Signup and view all the answers

    What is the definition of an organization?

    <p>An aggregation of individuals working towards a mutual goal</p> Signup and view all the answers

    Which of the following is NOT typically included in employee benefits offered by large companies?

    <p>Company-sponsored vacations</p> Signup and view all the answers

    At what level does a person start their career in human resource management?

    <p>Entrance level</p> Signup and view all the answers

    What is the role of a promoter of community relations?

    <p>To be informed about community activities and developments</p> Signup and view all the answers

    Which of the following best defines public relations in the context of human resource management?

    <p>Functions that involve managing relations with the general public</p> Signup and view all the answers

    What does the term 'Personnel management' encompass?

    <p>Promoting and enhancing work effectiveness</p> Signup and view all the answers

    What kind of training is required for advancement to supervisory levels in HR?

    <p>Demonstrated ability and capability in handling HR responsibilities</p> Signup and view all the answers

    What type of reports are generated on a scheduled basis to summarize human resource data?

    <p>Routine Reports</p> Signup and view all the answers

    What is the skills inventory approach primarily concerned with?

    <p>Listing all the skills possessed by the workforce.</p> Signup and view all the answers

    Which reports require immediate attention for management decision-making and may contain confidential data?

    <p>Exception Reports</p> Signup and view all the answers

    Which application is primarily used to track the need for employee training programs?

    <p>Training and Development Applications</p> Signup and view all the answers

    What does the cascade approach in HR planning emphasize?

    <p>A collaborative setting of objectives flowing from top to bottom.</p> Signup and view all the answers

    Which of the following best describes the zero-based forecasting approach?

    <p>It assesses current staffing levels to determine future requirements.</p> Signup and view all the answers

    What approach does the manpower forecast utilize to predict workforce changes?

    <p>Predictive Models</p> Signup and view all the answers

    Which of the following refers to the process of attracting individuals to join a company?

    <p>Recruitment</p> Signup and view all the answers

    In HR forecasting, what is the primary focus of the bottom-up approach?

    <p>Gathering information from lower organizational units to aggregate future needs.</p> Signup and view all the answers

    What is a key disadvantage of over-planning in HR management?

    <p>It may lead to plans that are too complex or impractical.</p> Signup and view all the answers

    What is one major source of candidates for filling vacant positions?

    <p>Internal Sources</p> Signup and view all the answers

    What type of reports may management request for specific analyses regarding individual performance records?

    <p>On Demand Reports</p> Signup and view all the answers

    Which forecasting technique uses past employment levels to predict future requirements?

    <p>Use of predictor variables</p> Signup and view all the answers

    What is a characteristic of seasonal variations in workforce management?

    <p>It reflects changes predictable over a period of about a year.</p> Signup and view all the answers

    Which application focuses on evaluating executive compensation and benefits?

    <p>Compensation and Benefits Applications</p> Signup and view all the answers

    Which approach involves planning for successors to replace existing positions?

    <p>Replacement approach</p> Signup and view all the answers

    Study Notes

    Strategic Resource Management

    • 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)

    • 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.
    • 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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    Related Documents

    (C1-3)HRM.pdf

    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.

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