CHAPTER 1- INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Question 1

a relatively new approach to managing people in any organization

Answer 1

Human Resource Management (HRM)

Question 2

Features of HR Management:

If a manager is to get the best of his people, he must undertake the basic responsibility of selecting people who will work under him.

Answer 2

Inherent Part of Management

Question 3

Features of HR Management:

HR Management is not a responsibility that a manager can leave completely to someone else. However, he may secure advice and help in managing people.

Answer 3

Pervasive Function

Question 4

Features of HR Management:

Every manager from top to bottom, working in any department has to perform the personnel functions.

Answer 4

Basic to all Functional Areas

Question 5

Features of HR Management:

It is concerned with all categories of personnel from top to the bottom of the organization. Blue-collar workers (Working on machines and engaged in loading, unloading, etc.) White-collar workers (Clerical Employees, Managerial and Non-managerial personnel, professionals)

Answer 5

People Centered

Question 6

Features of HR Management:

Includes manpower planning, employment, placement, training, appraisal and compensation of employees

Answer 6

Personnel Activities or Functions

Question 7

Features of HR Management:

It must be performed continuously if the organizational objectives are to be achieved smoothly.

Answer 7

Continuous Process

Question 8

Features of HR Management:

HR Management is concerned with the motivation of human resources. The managers should give attention to the different needs, perceptions and expectations of employees.

Answer 8

Based on Human Relations

Question 9

steps taken in determining in advance personnel requirements, personnel programs, policies, etc. After determining how many and what type of people are required, a personnel manager has to devise ways and means to motivate them

Answer 9

 Planning

Question 10

organizing the operative functions by designing structure of relationship among jobs, personnel and physical factors.

Answer 10

 Organizing

Question 11

concerned with initiation of organized action and stimulating the people to work. The personnel manager directs the activities of people of the organization to get its function performed properly.

Answer 11

 Directing

Question 12

provides basic data for establishing standards, makes job analysis and performance appraisal

Answer 12

 Controlling

Question 13

Operative Functions:

concerned with the obtaining of the proper kind and number of personnel necessary to accomplish organizational goals

Answer 13

 Procurement of Personnel

Question 14

Operative Functions:

this has to do with the increasing of skills of the employees necessary for proper job performance through training

Answer 14

 Development of Personnel

Question 15

Operative Functions:

determination of adequate and equitable remuneration of personnel for their contribution to organization’s objectives

Answer 15

 Compensation to Personnel

Question 16

Operative Functions:

intended to reduce strife, promote industrial peace, provide fair deal to workers and establish industrial democracy

Answer 16

 Maintaining Good Industrial Relation

Question 17

Operative Functions:

personnel manager collects and maintains information concerned with the staff of the organization

Answer 17

 Record Keeping

Question 18

Operative Functions:

evaluation of performance, personnel policy of an organization and its practices, personnel audit, morale, survey and performance appraisal

Answer 18

 Personnel Planning and Evaluation

Question 19

With the changes coming in the wake of advanced technology, new jobs are created and many old jobs become redundant.

Answer 19

Technological Advances

Question 20

can be defined as the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization.

Answer 20

Human Resource Planning

Question 21

projecting future manpower requirements

Answer 21

Forecasting

Question 22

assessing the extent to which these resources are employed optimally

Answer 22

Inventory of Present Manpower Resources

Question 23

projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitatively

Answer 23

Anticipating Manpower Problems

Question 24

Human resource planning is a part of overall plan of organization.

Answer 24

Analysis of Organizational Plans and Objectives

Question 25

Human resource planning starts with the estimation of the number and type of personnel required at different levels and in different departments.

Answer 25

Forecasting Demand for Human Resources

Question 26

Net human resource requirements or manpower gaps can be identified by comparing demand and supply forecasts.

Answer 26

Estimating Manpower Gaps

Question 27

- It is one of the objectives of human resource planning to assess the demand for and supply of human resources and match both to know shortages and surpluses on both the side in kind and in number

Answer 27

Matching Demand and Supply

Question 28

may refer to current situation and experiences and may even concern issues such as overtime and replacements

Answer 28

The short-range or immediate future

Question 29

has a different time span in various companies. It can be as short as a few months or as long as several years. Most would agree upon 2-3 years period as a mid-range.

Answer 29

The mid-range

Question 30

could be five years, while 10 to 15 years span could be used for a perspective plan.

Answer 30

The long-range future

Question 31

- System that maintain, collect, and analyze data relating to human resources of the organization.

Answer 31

HR Information System

Question 32

in general the number of educated unemployed is on the rise, there is an acute shortage of a variety of skills. This emphasizes the need for more effective recruitment and retaining people.

Answer 32

Employment-Unemployment Situation

Question 33

These changes can cause problems relating to redundancies, retraining and redeployment.

Answer 33

Technological Change

Question 34

the nature and pace of changes in organizational environment, activities and structures affect human resource requirements and require strategic consideration.

Answer 34

Organizational Change

Question 35

changing profile of the work force in terms of age, sex, literacy, technical inputs and social background have implications for human resource planning.

Answer 35

Demographic Changes

Question 36

when government control and changes in legislation with regard to affirmative action for the disadvantaged groups, working conditions and hours of work, restrictions on women and child employment, casual and contract labor, etc. have stimulated the organizations to become involved in systematic human resource planning.

Answer 36

Skill Shortages

Question 37

the days of executive fiat and hire and fire policies have passed. Now legislation makes it difficult to reduce the size of an organization quickly and cheaply

Answer 37

Legislative Controls

Question 38

pressure groups such as unions, politicians and persons displaced from land by location of giant enterprises have been raising contradictory pressures on enterprise management in areas such as internal recruitment and promotions, preference to employees‘ children, displaced persons, sons of soil, etc.

Answer 38

Impact of Pressure Groups

Question 39

necessary for the selection process and for training and development of the employees, to handle new knowledge and skills successfully.

Answer 39

Lead Time

Question 40

search of the prospective employee to suit the job requirements as represented by job specification- a technique of job analysis. It is the first stage in selection, which makes the vacancies known to a large number of people and the opportunities that the organization offers

Answer 40

Recruitment

Question 41

refers to the recruitment from within the company. The various internal sources are promotion; transfer, past employees and internal advertisements.

Answer 41

Internal Sources

Question 42

refers to the practice of getting suitable persons from outside.

Answer 42

External Sources

Question 43

placing a notice on the notice board of the enterprise specifying the details of the jobs available

Answer 43

 Direct Recruitment

Question 44

when advertisement in newspapers or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources

Answer 44

 Media Advertisement

Question 45

employment exchanges run by the Government are regarded as a good source of recruitment for unskilled, semi-skilled and skilled operative jobs.

Answer 45

 Employment Agencies

Question 46

They maintain data bank of persons with different qualifications and skills and even advertise the jobs on behalf their clients to recruit right type of personnel.

Answer 46

 Management Consultants

Question 47

is an oral examination of candidates for employment. No selection process is complete without one or more interviews. Interview is the most common and core method of both obtaining information from job-seekers, and decision-making on their suitability or otherwise.

Answer 47

Interview

Question 48

selection process may include verification of reference from past teachers, employers or public men; public men; police verification; and, medical examination

Answer 48

background investigation

Question 49

is the process of choosing a qualified person for specific role who can successfully deliver valuable contributions to the organization.

Answer 49

Screening

Question 50

It is a key contributor to a company's competitive advantage by helping employees understand their strength, weakness and interest.

Answer 50

Employee Development

Question 51

It focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities.

Answer 51

Human Resource Development

Question 52

This type of training is imparted on the job and at the work place where the employee is expected to perform his duties

Answer 52

On the Job Training Methods

Question 53

This is the oldest method of on the job training.

Answer 53

Job experience

Question 54

On the job training coaching by the superior is an important and potentially effective approach is superior

Answer 54

Coaching

Question 55

It is broadening of the background of trainee in the organization.

Answer 55

Job Rotation

Question 56

This is very flexible training device

Answer 56

Special Projects

Question 57

Under this method, the trainee is placed under a qualified supervisor or instructor for a long period of time depending upon the job and skill required.

Answer 57

Apprenticeship

Question 58

Under this method, actual work conditions are created in a class room or a workshop.

Answer 58

Vestibule Training

Question 59

It refers to the cash that an employer pays for the work performed

Answer 59

Base Pay

Question 60

Include cost of living adjustments, overtime, holiday and other premium wages. To compensate employees for work above and beyond their normal work schedule

Answer 60

Wage and Salary add ons

Question 61

Receive for meeting performance or output goals as well as to seniority and merit pay.

Answer 61

Incentive payments

Question 62

its availability will have a great influence on the determination of wages rates.

Answer 62

Demand and Supply

Question 63

It is a result of several factors such as technology, labor efforts, method of doing work, management contribution and support and so on.

Answer 63

Productivity