Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

BUSINESS HRM > 1. > Flashcards

1. Flashcards

1
Q

What is human resource management

A

Is the process of aquirin, training, appraising and compensating employees as well as dealing with matters concerning employees relations and employees well-being

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Human resources functions performed by managers

A
  1. Human resources planning
  2. Staffing
  3. Performance management
  4. Compensation and benefit management
  5. Training and development
  6. Maintaining a harmonious employee relationship
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is human resource planning

A
  • deciding what positions the company has to fill and how it will be filled
  • forecast quantity and quality employees a company needs in order to acheive goals
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Importance of human resource planning

A
  • help determine and predict futre manpower needs
  • help adjust human resources requirements according to environment changes
  • provide necessary basis for designing and implementing other HRM functions
  • help company with government employment regulations
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Steps of HR planning

A
  1. Identify company objectives and strategic plans
  2. Asses company’s current manpower situation
  3. Forecast future manpower needs or demand
  4. Forecast supply of needed manpower
  5. Develop action plan
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

How to forecast internal candidates

A
  1. Skills inventory
    - consolidate all employee’s information relavent for promotion and transfer decisions
    - consider promoting internal employee and transfer employee internally
  2. Staff turnover rate
    - % of staff that left the company with specified period
    - if the company has a high turnover rate, internal supply will decrease
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Factors affecting supply of external candidates

A
  • government policies and regulations
  • unemployment rate
  • total no. of workers and the types of workers available in the market
  • ageing workforce
  • skill shortage
  • area with large competitors
  • located in remote areas
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What is job analysis

A

Determine duties and skill requirements of a job and characteristic of a person that should be hired for

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What is job description

A

Written document that lists a job’s duties, responsibilities, reporting relationships and working conditions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What is job specification

A

Writting statemeenet that lists the knowledge, abilities and skills required to perform the job satisfactorily

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is staffing

A

aquisitons of sufficient number of qualified employees to fill the openings

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Stages of staffing

A
  1. Recruitment
  2. Selection
  3. Employement
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

+ and - of internal manpower recruitment

A

+ moral of existing employees enhanced
+ quick and less costly
+ easy for candidate to adapt to the environment
+ motivate existing employees

  • adversely affect the morale
  • create unhealthy competition
  • cant bring in new insights, skills and ideas
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

+ and - of external recruitment

A

+ more insights and skills
+ save cost for training

  • affect morale of existing employee
  • may increase turnover rate if existing emp see no chance in promotion
  • difficulty adapting
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Internal job posting methods and it’s + & -

A
  1. Intranet
    + inexpensive
    + all employees can access
    - can overlook
  2. Email
    + inexpensive
    + convenient
    - some may not have
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

External job posting methods

A
  1. Mass media and internet
  2. Government employment agencies
  3. Commercial employment agencies
  4. Employee referral
  5. Professional institutions/ trade unions
  6. Job fairs
  7. Non-profit employment
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

+ & - of mass media for job posting

A

+ wide coverage
+ convenient

  • large no. of unsuitable applicants
  • timely to shortlist
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

+ & - of government employment agency for job posting

A

+ wide coverage
+ usually free

  • not common for hiring managerial positions
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

+ & - of non-profit employment agency for job posting

A

+ can target candidates

  • expensive
  • time consuming
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

+ & - of commercial employment agency for job posting

A

+ experienced in hiring white collar and managerial

  • emplyers need to pay
  • quality may depend
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

+ & - of employee referal for job posting

A

+ easier to adapt
+ may be most suitable
+ lower cost

  • violate principle of equal employment opportunity
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

+ & - of professional institutions for job posting

A

+ can attract suitable candiadates

  • recruitment information available for members only
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

+ & - of job fair for job posting

A

+ save cost and time placing advertisements
+ speed up recruitment process
+ quick way to attract many candidates

  • not suitable for senior or managerial positions
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Methods of selection and employment

A
  • screening written applications
  • Doing tests
    —> mental abilities, physical and personality
  • work sampling technique
  • reference check
  • medical examination
  • interviews
    —> structured/ unstructured
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

+ and - of doing interviews

A

+ can have face-to-face observation

  • managers and employer recruit people similar to them,
  • jump into conclusions based on first impression
  • over focus on particular strengths and weaknessness
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

What is performance management

A
  • help managers better realize if employees are performing up to a desired standard and develop quality employee
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Whate are the activities that managers perform in order to measure, evaluate and reward employee performance

A
  1. Designing specific goals
  2. Developing employee’s capability
  3. Evaluating performance ( performance appraisal )
  4. Rewarding employee’s performance
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

What is performance appraisal

A
  • Evaluating employee’s performance by pre-set performance standards
  • And identify and discuss job-related strengths and weaknesses with employee
29
Q

Objectives of performance management

A
  1. Utilize human resources effectively
  2. Allow employees to understand company objectives
  3. Developing employee’s capabilities
30
Q

Performance management process

A
  1. Identify & formulate clear and measurable performance standards and goals
  2. Measure performance appraisal and monitor goal achievements
  3. Provide feedback and coaching on performance appraisal results
  4. Making HRM decisions based on performance appraisal
31
Q

What can managers do when making HRM decisions based on performance appraisal

A
  • can identify if performance exceeded, met or fell below standards
  • can recognize their strengths and weaknesses and figure out the training and development needs
  • recognize goals formed and achieved
32
Q

What is compensation and benefit management

A

Management of rewards system which can attract, retain and motivate employees

33
Q

What are the types of monatary rewards

A
  1. Time-based pay
  2. Perforamance based pay
34
Q

+ and - of time based pay

A

+ mojor source of income, provide stable financial support
+ important for attracting and retaining employees

  • lack motivational power
  • once determined, will remain unchanged
35
Q

What are some of the performance based pay rewards

A
  1. Piece rate
  2. Commision
  3. Bonus
  4. Merit pay
  5. Profit sharing
  6. Stock option
36
Q

What is piece rate and it’s + and -

A
  • Pay given for every unit of product produced or task completed
    + easy to understand
    + directly links to performance so it is a fair way of rewarding
  • focus on output but not the quality
  • refuse to switch job
  • resist to new technology
37
Q

What is commison and it’s + and -

A
  • % of sales revenues earned or fixed rate for every product sold

+ easy to understand and apply
+ greatest incentives to work hard because effort and reward is directly linked

  • promp employees in selling products with higher commission
  • highly unstable income
38
Q

What is bonus and it’s + and -

A
  • Yearly payment to employee who performed well

+not guaranteed, gives company flexibility
+ motivator

  • Bonus system may not be transparent enough, so some may think the result is unfair
39
Q

What is merit pay and it’s + and -

A
  • Salary increase

+ strong motivator

  • this depends on the performance appraisal result, so if emp think P.A result is unfair, they will think merit pay is also unfair
  • if appraisals have a similar rating, there is no purpose because it means all emp will have similar pay
40
Q

What is profit sharing and it’s + and -

A
  • An incentive pay, based on percentage of company’s profit

+ links to the interest in the company
+ if company performance is bad, the company can pay less or nothing to emp

  • they will think the individual’s performance has a little impact
  • motivational power is weak
  • time lag between good performance and reward given
41
Q

What is stock option and it’s + and -

A
  • right to buy some of the companny’s shares at specified price and time

+ used as a long term incentive
+ develop loyalty and commitment to the company

  • if share price decrease, their motivation will also decrease
  • managers will stock option may want to boost the company share unethically
42
Q

Ad and disad of time based pay when compared to performance based pay

A

+ not related to the performance, so there isn’t comp and it can develop harmonious working environment
+ avoid difficulties and administrative cost in evaluating emp performances

  • low motivator
  • less attractive for high callibre workers
43
Q

Ad and disad of performance based pay

A

+ Higher motivational
+ can attract high callibre workers

  • can create keen competition
  • emp may only focus on areas that affects their pay
44
Q

What are some of the non-monetary rewards

A
  1. Pay time off
    - holiday and paid leave, maternity leave, faternity leave, severance pay, sick leave
  2. Protection programme
    - insurance benefit
    - retirement benefit
  3. Servies
    - given to suit employee’s personal needs
    e.g discounts
45
Q

Benefits of monetary reward

A
  • can attract talents
  • can motivate
  • can help maintain employee standard of living
  • give flexibility to buy whatever they want and avoid benefits that employees may not enjoy as monetary is cash reward.
46
Q

Benefits of non-monetary rewards

A
  • not taxed
  • employers can provide benefits to employees that will be less costly than when buying themselves
  • good benefit package gives an advantage when competing for capable workers
47
Q

Purpose of non-monetary reward

A
  • attract emp who seeks recognition
  • enhance emp well being
  • enhance emp sense of belonging
  • enhance corperate image
  • fulfill legal requirements
48
Q

What is training and development

A

Training is the process which aims employees improvements and of their ability to perform jobs
Development is the focus of preparing emp to meet changes in responsibilities and requirements in present jobs and to assume positions of greater responsibility in the future

49
Q

What are the objectives of training and development

A
  • improve employees and ultimately the company’s productivity
  • improve company’s product and service quality
  • faciliatinng employees personal growth
  • satisfying employee’s current and future needs
  • improving emmployee’s morale
  • promoting harmonious working relationships
50
Q

Two types of training modes and it’s types

A
  1. On the job training
    - job rotation
    - apprenticeship training
    - coaching
  2. Off the job training
    - stimulated training
    - programmed training
    - classroom training
51
Q

What is apprenticeship training and it’s + and -

A
  • structured process where emp is trained by combination of classroom and practical training

+ can learn theories and hand on practices
+ can earn income during apprenticeship

  • administrative cost is high for both classroom and practical
52
Q

What is coaching and it’s + and -

A
  • coach helps emp develop skills and give instructions and demonstrations

+ can learn skills quickly
+ can receive feedback and support

  • trainers need to spend time providing feedback to trainees
53
Q

What is job rotation and it’s + and -

A
  • emp move from one job to another at planned intervals

+ understand diff company functions and develop work related skills
+ trainees can build network
+ give managers greater flexibility assinging jobs

  • only have short insight and perspective on problems and solutions
  • may not develop in-depth skills because of the limited time to work in each area
  • more workload when trainee leaves which may affect the productivity
54
Q

What is classroom training and it’s + and -

A
  • trainees attend classroom lectures

+ economical ways to teach factual info, concepts and theories
+ quick, easy and simple way to teach knowledge to a large groups of trainees

  • cannot be applied in actual work because it’s diff
  • difficult to ask questions because there are a large amount of trainees
55
Q

What is programmed learning and it’s + and -

A
  • a step by step learning method guided by IT

+ convenient, can attend anywhere
+ useful when learning requires little interpersonal interaction and when dispersed geographically

  • similar to textbook
  • expensive to develop into computer programme
56
Q

What is stimulated training & two types of it as well as it’s + and -

A
  • stimulation of environment similar to the actual one
  1. Equipment simulation
  2. Computer simulation

+ economical way to train decision making of managers
+ less expensive when it is too costly to train on the job

  • costly to develop and maintain equipment
  • effectiveness depends on the deswign of stimulated environment
57
Q

Ad and disad of on the job training

A

+ get immediate feedback
+ can directly apply skills and knowledge learnt
+ inexpensive

  • less systematic than off the job training
  • effectiveness depends on the commitment of trainers
  • effectiveness depends on the skills and knowledge of trainers
58
Q

ad and disad of off the job training

A

+ less stressful trainig environment
+ less distubtion to the actual workplace
+ opportunity to learn latest knowledge and technologies

  • cost is higher when experts are hired
  • different from actual work environment
  • trainee vary in learning ability and prior work related knowledge
59
Q

What is motivation

A

Process by which individuals are activated into putting effort into achieving goals

60
Q

Importance of motivation of employees for businesses

A
  • more motivation means more effort
  • company may benefit if the motivation is towards achieving company’s goals
  • allows managers to understand what employee needs in order to be motivated
61
Q

What are the levels of Maslow’s Hierachy of Needs Theory

A
  1. Phychological factor
    - food, water, air … to sustain life
  2. Safety and security needs
    - emp benefits e.g insurance and retirement
  3. Social needs
    - a sense of belonging e.g social gathering, friends
  4. Ego needs
    - achievements, reputation and status e.g show appreciation or recognize contribution
  5. Self actualization needs
    - challenging yet achievable tasks or trainings for further development
62
Q

What are the Herzberg’s Two Factor Theory

A
  1. Satisfied

*motivators ( intrinsic )
- achievement
- recognition
- work itself
- responsibility

  1. Preventing from dissatisfaction

*hygiene factors ( extrinsic )
- supervision
- salary
- relationships with peer
- security
- work environment

63
Q

What is McGregor’s Two Factor Theory

A
  1. Theory X
    - dont like working
    - managers need to use cohersive needs/ punish to make them work hard
    - avoid responsibilities, seek guidance
    - little ambition
    * only motivated by monetary rewards and lower order needs
  2. Theory Y
    - like working
    - like to take on responsibilities
    - perceive work as part of life
    - self motivated
    - like to make decisions
    * only motivated by higher order needs, dont just work for money
64
Q

What is internal communications and it’s immportance

A
  • exchange between parties within a company

importance:
- enhance employee relations, help promote understanding between managers and employees
- can provide work relation guidance and directions to improve and motivate

65
Q

What are the different direction of communication

A
  1. Vertical communication
    • downward
    • upward
  2. Lateral communications
66
Q

2 types of channel of communication

A
  1. Formal communication - email
  2. Informal communication - chat
67
Q

What are the modes of channels

A
  1. Electronic media
    - computer, phone, blog, video
  2. Print media
    - magazine, newspaper
  3. Face to face communication
    - conference, meetings
  4. Workspace
    - notice board, screen, poster
68
Q

Types of internal communication programme that can be designed and how those programmes help with emp

A
  1. Orientation programme
    - help adapt, develop network, allow them to understand the company policy and procedure
  2. Mentorship programme
    - gain knowledge of unspoken culture or rules, share frustration and satisfaction in a friendly way
  3. Social gathering
    - sense of belonging, fulfill social needs
  4. Staff meeting
    - develop sense of trust in leadership, encourage to take part in decision making
  5. Employee attitude survey
    - understand employees attitude, motivation etc, can express feelings and take actions before worsened

BUSINESS HRM (1 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions