10 HRM

Question 1

Human Resource Management(HRM)

Answer 1

STRATEGIC APPROACH to the EFFECTIVE MANAGEMENT of employees so they help the business gain competitive advantage.

Question 2

HRM focuses on:

Answer 2

• Providing employee contracts
• Workforce planning, plan how many employees are needed and skills needed for the business in the future
• Monitoring and measuring employee performance
• Recruitment and selection
• Developing employees by training & appraisal.

Question 3

Workforce planning

Answer 3

Forecasting the number of workers & skills that will be required by the organization to achieve its objectives.

Question 4

Workforce audit

Answer 4

Check on skills & qualifications of all existing workers/managers.

Question 5

Number of employees businesses will require depends on:

Answer 5

• Absenteeism rate
• Business expansion
• Productivity levels
• Forecast demand for products

Question 6

Labour turnover

Answer 6

number of employees leaving in 1 year/average number of people employed x 100
Measures the rate at which employees are leaving the organisation.

Question 7

Costs of high labour turnover

Answer 7

• The costs needed for recruiting, selecting and training new employees.
• Poor output levels & customer services since there are frequent staff vacancies before new employees are recruited

Question 8

Advantages of high labour turnover

Answer 8

• Poor skilled & unproductive staffs might be leaving and they can be replaced with more carefully selected workers.
• New ideas and practices brought into an organisation by new workers.

Question 9

High labour turnover is more likely in what areas?

Answer 9

Areas that have low unemployment rate because it then indicates that there are more jobs that are more high-paying and attractive in the local area.

Question 10

Recruitment & selection is usually necessary when:

Answer 10

• Employees leave and needs to be replaced
• When business is expanding and needs a larger workforce
• When demand for products increases meaning that there is a need to increase output levels.

Question 11

Recruitment

Answer 11

Process of identifying the need for a new employee, defining the job to be filled, type of person to fill it and attracting suitable candidates for the job.

Question 12

Selection

Answer 12

Series of steps by which candidates are interviewed, tested & screened to choose the most suitable person to fill in vacancy.

Question 13

Job description

Answer 13

A detailed list of the key points of the job to be filled, stating all its key tasks and responsibilities.

Question 14

Advantage of job description

Answer 14

Attracts the right people for the job as potential recruits will have a good idea whether they are suited for the job or not.

Question 15

Steps of recruitment & selection

Answer 15

1. Make job description
2. Drawing up person specification
3. Prepare job advertisement
4. Making shortlist of applicants
5. Selecting between applicants

Question 16

Person Specification

Answer 16

Detailed list of all the qualities, skills and qualifications a successful applicant will need to have.

Question 17

Curriculum Vitae

Answer 17

Detailed document highlighting all of a persons professional and academic achievements, work experience and awards.

Question 18

Resume

Answer 18

A less detailed document than a CV which itemises/lists work experience, educational background and special skills relevant to the job being applied for

Question 19

Reference

Answer 19

Comment from a trusted person about an applicants character or previous work performance.

Question 20

Internal recruitment

Answer 20

When a business aims to fill in a vacancy from within its existing workforce

Question 21

Adv of internal recruitment

Answer 21

• Less time consuming
• Since taken by existing workers, workers knows how the business works which means there is no need for induction training
• Lower costs since there is no need for external advertising for jobs or the need to hire recruitment agencies

Question 22

External recruitment

Answer 22

When a business aims to fill a vacancy with a suitable applicant from outside the business (such as employees from another business).

Question 23

Advantages of external recruitment

Answer 23

• May bring in the business new ideas and practises by external applicants which helps the existing workers focus on the future instead of the past
• Avoids resentment sometimes felt from existing workers if one of their colleagues get a promotion above them

Question 24

Redundancy

Answer 24

When a job is no longer required, the employee doing the job becomes unecessary.

Question 25

Causes of employees that are made redundant:

Answer 25

• Fall in demand
• Change in technology
• Need to cut costs to remain competitive

Question 26

If redundancies are to take place what does the company do?

Answer 26

Follow guidelines to ensure that the correct person are made to be redundant.

Question 27

Dismissal

Answer 27

Being dismissed or fired from a job due to incompetence/breach of discipline.

Question 28

What happens if dismissal are not accordance with the law, company policy, etc?

Answer 28

Can lead to court action which can cause the company having to pay substantial financial compensation to the employee

Question 29

Type of court that can decide whether dismissal is unfair or not

Answer 29

Tribunal

Question 30

Unfair dismissal

Answer 30

Ending a workers employment contract for a reason that the law regards as unfair.