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Question 1

What is HRM?

Answer 1

Policies, practises, and systems that influence employees’: behavior, attitudes, performance.The concept implies that employees are resources of the employer.

Question 2

What is Human capital?

Answer 2

An organisation’s employees described in terms of their: training, experience, judgement, intelligence, relationships, insight.

Question 3

How can an organization succeed?

Answer 3

An organization can succeed if it has sustainable competitive advantage.

Question 4

What are the advantages of HR?

Answer 4

Valuable, HR with needed skills and knowledge sometimes are rare, HR cannot be imitated, HR have no good substitutes.

Question 5

What are the high performance work practises?

Answer 5

HR practises that SHRM theorists consider performance enhancing, impact on employee skills and organisational structures, impact on employee motivation.

Question 6

What are the positive impacts of HPWPs?

Answer 6

Intermediate employee outcomes, short and long term measuresof corporate financial performance.

Question 7

What are high performance work systems (HPWS)?

Answer 7

An organisation in which technology, organisational structure, people, and processes all work together to give an organization an advantage in the competitive environment.

Question 8

What is job analysis?

Answer 8

The process of getting detailed information about jobs.

Question 9

What is job design?

Answer 9

The process of defining the way work will be performed and the tasks that a given job requires.

Question 10

What is recruitment?

Answer 10

The process through which the organisation seeks applicants for potential employment.

Question 11

What is selection?

Answer 11

The process by which the organisation attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organisation achieve its goals.

Question 12

What is training?

Answer 12

A planned effort to enable employees to learn job-related knowledge, skills, and behaviour.

Question 13

What is development?

Answer 13

The acquisition of knowledge, skills, and behaviours that improve an employee’s ability to meet changes in job requirements and in customer demands.

Question 14

What is performance management?

Answer 14

The process of ensuring that employees’ activities and outputs match the organisation’s goals. The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance.

Question 15

What is the planning pay & benefits?

Answer 15

How much to offer in salary and wages; how much to offer in bonuses, commissions, and other performance-related pay; which benefits to offer and how much of the cost will be shared by employees.

Question 16

How do we administer pay & benefits?

Answer 16

Systems for keeping track of employee’s earnings and benefits are needed; employees need information about their benefits plan; extensive record keeping and reporting is needed.

Question 17

How do we maintain positive employee relations?

Answer 17

Preparing and distributing employee handbooks and policies; dealing with and responding to communications from employees; collective bargaining and contracts administration.

Question 18

How do we establish and administer personnel policies?

Answer 18

Organizations depend on their HR department to help establish and communicate policies. All aspects of HRM require careful and discreet record keeping.

Question 19

How do we ensure compliance with labor laws?

Answer 19

Government requirements include filling reports, displaying posters, avoiding unlawful behaviour.

Question 20

How do we support the organisation’s strategy?

Answer 20

Human resource planing; change management; evidence-based HR.

Question 21

What is human resource planning?

Answer 21

Identifying the numbers and types of employees the organisation will require to meet its objectives.

Question 22

What is evidence-based HR?

Answer 22

Collecting and using data to show that human resource practises have a positive influence on the company’s bottom line or key stakeholders.

Question 23

What are the ethics of HR?

Answer 23

Fundamental principles of right and wrong; ethical behaviour is behaviour that is consistent with those principles; many ethical issues in the workplace involve human resource management.

Question 24

What is internal labor force?

Answer 24

An organisation’s workers; the internal labor force has been drawn from the external labor market.

Question 25

What is external labor market?

Answer 25

Individuals who are actively seeking employment; the number and kinds of people in the external labor market determine the kinds of Human Resources available to an organisation.

Question 26

What are the HRM implication of the aging workforce?

Answer 26

HR professionals will spend much of their time on concerns related to retirement planning,
retraining older workers, and motivating workers whose careers have reached a plateau.
Organizations will struggle with the ways to control the rising costs of health care and other benefits.
Many of tomorrow’s managers will supervise employees much older than themselves.
Organizations will have to find ways to attract, retain, and prepare the youth labor force.

Question 27

What are employers looking for today?

Answer 27

Mathematical skills, verbal skills, interpersonal skills, computer skills.
The gap between skills needed and skills available has decreased companies’ ability to compete.
They sometimes lack the capacity to upgrade technology, reorganize work, and empower employees.

Question 28

What are the rights of ethics?

Answer 28

• right of free consent
• right of privacy
• right of freedom of speech
• right of freedom of consistence
• right due to process

Question 29

What are the HRM practises that support diversity management?

Answer 29

• communication
• development
• performance appraisal
• employee relations

Question 30

What are the strategic business issues affecting HRM?

Answer 30

• total quality management
• mergers and acquisitions
• reengineering
• international expansion
• downsizing
• outsourcing