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Questions and Answers
What is the definition of HRM?
What is the definition of HRM?
Human Resource Management is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.
What are the objectives of HRM? (Select all that apply)
What are the objectives of HRM? (Select all that apply)
What is the process of forecasting the future human resource requirements of an organization?
What is the process of forecasting the future human resource requirements of an organization?
Human Resource Planning (HRP)
Job analysis helps in determining the duties and skill requirements of a job role.
Job analysis helps in determining the duties and skill requirements of a job role.
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Match the external factors affecting HRM with their categories:
Match the external factors affecting HRM with their categories:
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What is the systematic process that aims to collect information about the aspects of work for a job?
What is the systematic process that aims to collect information about the aspects of work for a job?
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Which of the following areas are purposes of Job Analysis? (Select all that apply)
Which of the following areas are purposes of Job Analysis? (Select all that apply)
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Job description information is often beneficial in identifying training and development needs. (True/False)
Job description information is often beneficial in identifying training and development needs. (True/False)
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The process of determining the skills, duties, and knowledge required for performing jobs is called _______.
The process of determining the skills, duties, and knowledge required for performing jobs is called _______.
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Match the documents with their description:
Match the documents with their description:
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Define Human Resource Strategic Planning.
Define Human Resource Strategic Planning.
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What are the important aspects of human resource planning? (Select all that apply)
What are the important aspects of human resource planning? (Select all that apply)
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Forecasting human resource requirements involves converting demand for goods/services directly into people requirements. (True/False)
Forecasting human resource requirements involves converting demand for goods/services directly into people requirements. (True/False)
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Study Notes
Human Resource Management
- Human Resource Management (HRM) is the process of employing, training, compensating, developing policies relating to, and developing strategies to retain employees.
Definition of HRM
- HRM involves carrying out the "people" or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising (Dessler, 2005).
- HRM is the utilization of individuals to achieve organizational objectives (Mondy, et al., 2005).
Objectives of HRM
- Recruit suitable workers
- Ensure appropriate training
- Establish a system for compensation
- Ensure employees' welfare
- Achieve organizational goals
- Design a disciplinary system
- Comply with employment laws
- Foster a good working relationship with trade unions
Factors that Determine the Establishment of an HR Department in an Organization
- The size of the organization
- Unionization of the workforce
- Ownership of the company
- The philosophy of top management
HRM Functions
- Job analysis and human resource planning
- Recruitment and selection
- Training and development
- Performance appraisal
- Compensation management
- Industrial relations
Job Analysis and HR Planning
- Job analysis: determining the duties and skill requirements of a job
- Human Resource Planning (HRP): forecasting future human resource requirements and determining how to utilize existing human resources
Recruitment and Selection
- Recruitment: attracting qualified candidates for a job role
- Selection: identifying and selecting the right candidate for the job
Training and Development (T&D)
- Educational activities to enhance employees' knowledge and skills
Performance Appraisal
- Regular review of an employee's job performance and overall contribution to the company
Compensation Management
- Managing, analyzing, and determining salary, incentives, and benefits for each employee
Industrial Relations
- Relationship between employers and employees, including groups of workers in unions
Environmental Factors Affecting Human Resource Management
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External factors:
- Economic factors (e.g., economic growth, inflation, unemployment rates)
- Unions
- Technological factors (e.g., inventions, techniques)
- Political factors (e.g., government policies, trade regulations)
- Society (e.g., public expectations, community norms)
- Labour market (e.g., availability of skilled workers)
-
Internal factors:
- Business growth factor
- Organizational strategy
- Organisational culture
- Internal policies
Job Analysis
- Job analysis is a systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.
- It involves collecting and recording two data sets: job description and job specification.
- The purpose of job analysis includes:
- Staffing
- Training and development
- Performance appraisal
- Compensation
- Safety and health
- Employee relations
- Legal considerations
- Job analysis is performed on three occasions:
- When the organization is founded and a job analysis is initiated for the first time
- When new jobs are created
- When jobs are changing significantly as a result of new technologies, methods, procedures, or systems
Methods of Collecting Data in Job Analysis
- Interviews
- Surveys
- Observation
- Journals and records
- Quantitative approaches:
- Functional Job Analysis (FJA)
- Position Analysis Questionnaire (PAQ)
- Computer Job Analysis
Documents of Job Analysis Information
- Job description: a document that provides information regarding the essential tasks, duties, and responsibilities of a job
- Job specification: a document that outlines the minimum acceptable qualifications a person should possess to perform a job
Human Resource Strategic Planning
- Human resource strategic planning is a systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period.
- It involves:
- Forecasting human resource requirements
- Forecasting human resource availability
- Comparing human resource requirements and availability
- Developing and implementing strategies
- Controlling and evaluating the implementation of strategies
Importance of Human Resource Planning
- Assessing future personnel needs
- Coping with change (external and internal environment)
- Employee turnover
- Expansion and diversification plans
The Human Resource Planning Process
- Review organizational strategic planning/objectives/goals
- Forecasting human resource requirements (demand)
- Forecasting human resource availability (supply)
- Comparing human resource requirements and availability
- Developing and implementing strategies
- Controlling and evaluating the implementation of strategies
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Description
Explore the basics of Human Resource Management, including employing, training, compensating, and developing strategies to retain employees.
