Human Resource Management _Hrm — Part 1 MCQs with Explanations

The meaning of the acronym HRM is Human Resource Management. Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is really employee management with an emphasis on those employees as assets of the business.

HRM is a staff functions. A "staff function" supports the organization with specialized advisory and support functions. For example, human resources, accounting, public relations and the legal department are generally considered to be staff functions.

Finding ways to reduce uncertainty is a key responsibility of management. The primary role of a manager is to ensure the daily functioning of a department or group of employees.

The reward and control systems should be altered to support the strategic human resource function. Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole.

All aspects of the merger need managing. A merger is a corporate strategy of combining different companies into a single company in order to enhance the financial and operational strengths of both organizations.

Commitment strategy is inherently long term. An employee commitment strategy is a promise, a sort of mission statement where your business leaders also commit to the employee population. Like many other things, commitment is a two-way street.

HR professionals has to be skilled in the art of clarifying. The HR professional has to be skilled in the art of clarifying those fuzzy visions and providing feedback to top managers and others.

Quality of management is likely to be another key agenda item. Quality management is the act of overseeing all activities and tasks needed to maintain a desired level of excellence. This includes the determination of a quality policy, creating and implementing quality planning and assurance, and quality control and quality improvement.

Strategic thinking is a continuous process. Strategic thinking is an ability to plan for the future. It's the capacity to prepare strategies and conjure ideas that will both cope with changing environments and consider the various challenges that lie ahead.

Recruitment is considered as a strategic activity. Recruitment is the process of attracting qualified candidates for a job role and Selection is the process of identifying and selecting the right candidate for that job. Recruitment is not only an operational activity but a key strategic activity for the business.

Competitive edge comes from the quality of people. Competitive advantage means positioning your company ahead of other companies in order to achieve superiority in quality, low cost, value or innovation.

The business side of the process begins with the strategic plan as the guiding framework. Strategic planning is an organizational management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization’s direction in response to a changing environment.

Individual level where people are usually motivated to close the gap between their current and desired capabilities. The individual level is directly connected to the interpersonal level as the process of socialisation occurs from when we were born from people around us. The individual level is considered to be the strongest level in determining whether an individual participates in sport.

HR professional should apply risk management techniques to the different aspects of HR Strategies. The HR strategy is based on the organizational strategy. The HR strategy touches on all the key areas in HR. These include recruitment, learning & development, performance appraisal, compensation, and succession planning.

Developing characteristics of people needed to run business in long term. The long run is defined as the time horizon needed for a producer to have flexibility over all relevant production decisions.

Territorial issues tend to be well disguised. Sales operations adjust territories at least annually and usually include input from first line managers, who bring local knowledge to the table. When making adjustments to territories, they consider workload, relationships, and even sales rep characteristics such as tenure and experience.

Tony Groundy suggests Human Resource Strategy in itself may not be effective. HR Strategy (Human Resource Strategy) is a designation for a long-term plan created to achieve objectives in the field of human resource and human capital management and development in the organization. Human Resource strategy is one of the outputs of strategic management in the field of human resources management.

Pettigrew & Whipp identified five central factors for managing change successfully. The five factors are "environmental assessment," "leading change," "linking strategic and operational change," "human resources as assets and liabili- ties," and "coherence." It refers to a process pattern that is shared among higher- performing firms.

Training & Development executives take a full part in the strategic planning process. Strategic plans help identify what an organization is striving to achieve and maps out the necessary steps needed to be successful.

Knowledge exchange aims to put a financial measure on an organisation's intellectual capital. Information and knowledge can be defined as today's thermonuclear weapons. Knowledge is stronger and more valu- able than the natural sources, huge factories or swollen bank accounts. Organizations perform by using three types of capital: Physical Capital, Financial Capital and Intellectual Capital.

Performance is defined as the record of outcomes produced on a specific job function or activity during a specific time period. The evaluation of employee‟s performance reveals the contribution of an individual in the organization‟s objectives.

Performance evaluation is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. Performance Evaluation is defined as a formal and productive procedure to measure an employee's work and results based on their job responsibilities.

An incentive scheme is a plan or programmes to motivate individual or group performance. Incentive schemes attempt to link at least a portion of pay to job performance to encourage higher productivity. Incentives, as often called, should be aligned with the behaviours that help achieve organizational goals or performance. Incentives are either individual or group (organization wide).

A promotion is a vertical move in rank and responsibility. Promotion is the transfer of an employee to a new position which commands higher pay, privileges or status compared with the old. It is a vertical move in rank and responsibility.

The job description provides the essential information on which each job is evaluated. Job analysis is a systematic process of collecting all information about the job for preparing of job description and job specification meant to selection of employee, satisfaction in job, and motivation etc.

A job description is a written record of the duties, responsibilities and conditions of the job. Job description is an informative documentation of the scope, duties, tasks, responsibilities and working conditions related to the job listing in the organization through the process of job analysis.

Section 25-G of the Industrial Disputes Act 1947, states that an employer should only retrench employees who have been most recently hired. Where any workman in an industrial establishment who is a citizen of India, is to be retrenched and he belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this behalf, the employer shall ordinarily retrench the workman who was the last person to be employed in that category, unless for reasons to be recorded the employer retrenches any other workman.

Job evaluation is the process establishing the value or worth of jobs in a job hierarchy and compares the relative intrinsic value or worth of jobs within an organization. Once this programme installed must be continued on a permanent basis.

For closure, every worker is to be compensated with 15 days average pay for every year of service completed. The retrenched employee must be provided with 15 days of average pay for a year of continuous service or any part thereof in excess of six months.

The whole process of conducting a 360 - Degree Feedback process in any Organisation could last about 1.5 to 3 months. The 360 review differs from an employee appraisal which traditionally provides the employee with the opinion of his or her performance as viewed by their manager.

In a re-engineering programme, when a process changes so does the job profile of the concerned employee. Business Process Reengineering involves the radical redesign of core business processes to achieve dramatic improvements in productivity, cycle times and quality.

Union leaders at different levels & at federations are elected on democratic principle. Organizational democracy is a system of organization that is based on freedom, instead of fear and control.

Benchmarking is the simple act of comparison & learning for organisational improvement. Bench marking is the process of identifying “best practice” in relation to both products (including) and the processes by which those products are created and delivered. The search for “best practice” can taker place both inside a particular industry, and also in other industries.

Job description can be defined as a written record of the duties, responsibilities and conditions of job. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports.

Under training and development plan, the form is to be prepared in duplicate form. Training and development process is an organizational activity aimed at improving the performance of the individuals and groups of employees in the organizational settings. It is an organized activity for increasing the knowledge and skills of the employees.

The process of analyzing jobs from which job descriptions are developed are called Job analysis. Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs.

360-Degree Feedback enhances the quality of HR, Management and HRD decisions.

In the Grid Seminars, stress is laid on teaching. The Grid Training is the comprehensive organization development programme developed by Blake and Mouton, which focuses on the overall development of individuals, groups and the organization as a whole.

Counselling involves a one to one discussion between the participant and administrator. Counselling is the process that occurs when a client and counsellor set aside time to explore difficulties which may include the stressful or emotional feelings of the client.

Potential appraisal is done separately will provide feedback on the potential of these managers. Potential appraisal is a future-oriented appraisal whose main objective is to identify and evaluate the potential of the employees to assume higher positions and responsibilities in the organizational hierarchy. Many organizations consider and use PA as a part of the performance appraisal processes.