Human Resource Management _Hrm — Part 2 MCQs with Explanations

Merit rating system stresses on discipline and there is simplicity in the form. Merit Rating is also known as performance appraisal or performance evaluation. It is a systematic process for measuring the performance of the employees in terms of job requirements.

Stephen Knauf defined HRA as "the measurement & Qualification of Human organisational inputs such as recruitment, training experience & commitment.

Under Point method, common factors to all the jobs are identified. With this method, job factors are identified under primary groups (i.e., skill, effort, responsibilities, working conditions) typically up to five groups. Each factor is assigned a dollar value (as opposed to point value). This is a complex system used only by a few organizations.

The reviewer role is to ensure the deserving managers should get appropriate opportunities for job Rotation. Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In addition to it, it reduces the monotony of the job and gives them a wider experience and helps them gain more insights.

The role of the organisation in career planning is to introduce & strengthen systems to ensure Career progression of employees. Developing career paths that enable employees to understand their options to grow in the organization. Gathering the information to determine what skills they would need to achieve this.

The Job Characteristics Model is one of the most influential attempts to describe jobs with increase motivation for proper jobs. The job characteristics model applicable to a business identifies the job characteristics of skill variety, autonomy, task significance, task identity and feedback, and the outcomes of high job performance, high job satisfaction, high intrinsic motivation, and low absenteeism or turnover.

A broad statement of the purpose, scope, duties and responsibilities of a particular job is Job analysis. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

Executive recruiters are also called head hunters. A headhunter is a company or individual that provides employment recruiting services. Headhunters are hired by firms to find talent and to locate individuals who meet specific job requirements. Employers tend to enlist headhunters when they are unable to find the right person to fill a role on their own.

Strategic management process usually consists of Five steps. The process of strategic management includes goal setting, analysis, strategy formation, strategy implementation, and strategy monitoring.

The best medium to reach a 'large audience for the process of recruitment is Advertising. Advertising provides a direct line of communication to your existing and prospective customers about your product or service.

The most popular method of recruiting applicants to jobs is Corporate website. A Corporate Website is more than the face of a business. It is the perception of a firm. New Global Ventures translates your business into a compelling case for collaboration on the web.

Using a structured interviewing technique would likely achieve all of the following except more opportunity to explore areas as they arise during the interview. Structured Interview is one in which a particular set of predetermined questions are prepared by the interviewer in advance.

Recruiting is necessary to developing an applicant pool. The applicant pool is the total number of people who have applied for an open position – the employer then embarks on the selection process by reducing the applicant pool to either a short-list or a long-list and then a short-list, depending on the number of people in the applicant pool.

Campus Recruiting does not have the advantage of higher understanding of organization. Main advantage of campus placement is that it is possible for companies to select best, quality candidates within short time duration. Students can have the advantage of getting a reputed job even before completion of their academic course in college.

Human resources management are heterogeneous. They consist of many different individuals, each having a unique personality, different emotional responses to different stimuli and different needs, motives, values, attitudes and modes of thinking. Each of them has his own physical and psychological traits.

Moving employees from one job to another in a predetermined way is called Job rotation. Job rotation is a strategy where employees rotate between jobs at the same business. Employees take on new tasks at a different job for a period of time before rotating back to their original position.

Although many authors experience difficulty in distinguishing between personnel management and HRM, it can be argued that HRM is the elevation of personnel management to a more organisational Level. HRM concentrates on maintaining human resources by acquiring, developing and motivating them at organisational Level.

HRM is more growth-oriented whereas Personnel Management is slightly narrow. Personnel management is a little old and a more traditional way of handling employees at a workplace; whereas HRM is a more modern and a more specific approach to managing human resources in an organization.

The term used before the language of modern HRM was Labour Relations, Personnel Management and Industrial Management.

Accounting is not a function normally performed by HR department. The six main function of HR are recruitment, workplace safety, employee relations, compensation planning, labor law compliance and training.

Scope of the HRM includes Retirement and separation of employees, HR training and development, Industrial relations, etc. The scope of Human Resource Management (HRM) is Personal Management, Employee Welfare and Industrial Relations.

The objectives of HRM are categorized as Personal objectives, Functional objectives and Organisational and social objectives.

The scope of HRM does not include maintenance of accounts. HRM is a process of making the efficient and effective use of human resources so that the set goals are achieved.

The meaning of the acronym 'SHRM' is Strategic Human Resource Management. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.

The organization's Culture must be conducive to productivity and quality improvement. The ways the employees interact amongst themselves and with others outside the organization contribute to the culture of the workplace. The culture gives an identity to the organization and makes it distinct from others. Communication and relationship play an important role in a healthy organization culture.

College Professors are generally evaluated on Teaching, Service and Research Work functions.

In essay evaluation method, the evaluator is asked to describe the strong and weak aspects of the employee's behavior. In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance.

The Management by Objective system combines the superior and self evaluation systems. Management by objectives (MBO) is a strategic management model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees.

In Critical incident technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee. Critical incident method or critical incident technique is a performance appraisal tool in which analyses the behavior of employee in certain events in which either he performed very well and the ones in which he could have done better.

Behaviorally anchored rating scales (BARS) and Critical incident techniques are based on the critical incident approach. BARS is designed to bring the benefits of both quantitative and qualitative data to employee appraisal process. Critical incident technique is a method of gathering facts (incidents) from domain experts or less experienced users of the existing system to gain knowledge of how to improve the performance of the individuals involved.

Paired comparison method can be used by Superiors, Peers and Subordinates.

The multiple-input approach to performance feedback is sometimes called 360 degree assessment. A 360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered.

An incentive plan may consist of both monetary and nonmonetary. Monetary rewards are the incentives which involve direct money to the employees. Non-Monetary rewards are the incentives which do not involve direct money to the employees. Non-Monetary rewards are usually given to all the employees of a certain level to offer them convenience and security.

Graphic scale rating technique is used to evaluate an employee individually. A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait. The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments.

The Ranking technique have been used to evaluate an employee in comparison with other employees. Ranking method is one of the simplest performance evaluation methods. In this method, employees are ranked from best to worst in a group. The simplicity of this method is overshadowed by the negative impact of assigning a 'worst' and a 'best' rating to an employee.

The Recognition may be shown in the form of a pat on the back of employee, Promotion and Assignment of more interesting tasks.

The purpose of Job Evaluation is to determine worth of a job in relation to other jobs. Job evaluations have many purposes within business organizations. While they may be perceived as focusing only an individual's performance, they actually help the organization take a look at its structure, allowing it to make changes to improve its competitiveness or efficiency.

Job Evaluation tries to make a systematic comparison between Jobs to assess their relative worth for the purpose of establishing a rational pay structure.

Basis of Job Evaluation is Job analysis. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required.

The important objectives of a job evaluation programme Establishment of sound wage differentials between jobs is maintenance of a consistent wage policy and installation of an effective means of wage control.