Chapter 10: Human Resource Management

Question 1

Define human resource management

Answer 1

Human resource management(HRM): the strategic approach to the effective management of an organisation’s workers so that they help the business gain a competitive advantage.

Question 2

Define recruitment

Answer 2

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

Question 3

Define selection

Answer 3

Selection: involves the series of steps by which the candidates are interviewed, tested and screened for choosing the most suitable person for vacant post.

Question 4

Define Job description

Answer 4

Job description: a detailed list of the key points about the job to be filled – stating all its key tasks and responsibilities.

Question 5

Define person specification

Answer 5

Person specification: a detailed list of the qualities,skills and qualifications that a successful applicant will need
to have.

Question 6

Define Labour turnover

Answer 6

Labour turnover: measures the rate at which employees are leaving an organisation.

Question 7

Define employment contract

Answer 7

Employment contract: a legal document that sets out the terms and conditions governing a worker’s job.

Question 8

Define training

Answer 8

Training: work-related education to increase workforce skills and efficiency.

Question 9

Define induction training

Answer 9

Induction training: introductory training programme to familiarise new recruits with the systems used in the business and the layout of the business site.

Question 10

Define on the job training

Answer 10

On-the-jobtraining: instruction at the place of work on how a job should be carried out.

Question 11

Define off the job training

Answer 11

Off-the-jobtraining: all training undertaken away from the business, e.g. work-related college courses

Question 12

Define employee appraisal

Answer 12

Employee appraisal: the process of assessing the effectiveness of an employee judged against pre-set objectives.

Question 13

Define Dismissal

Answer 13

Dismissal: being dismissed or sacked from a job due to incompetence or breach of discipline.

Question 14

Unfair dismissal

Answer 14

Unfair dismissal: ending a worker’s employment contract for a reason that the law regards as being unfair.

Question 15

Define redundancy

Answer 15

Redundancy: when a job is no longer required,the employee doing this job becomes unnecessary through no fault of their own.

Question 16

Define work-life balance

Answer 16

Work–life balance: a situation in which employees are able to give the right amount of time and effort to work and to their personal life outside work, for example to family or other interests.

Question 17

Define equality policy

Answer 17

Equality policy: practices and processes aimed at achieving a fair organisation where everyone is treated in the same way and has the opportunity to fulfil their potential.

Question 18

Define diversity policy

Answer 18

Diversity policy: practices and processes aimed at creating a mixed workforce and placing positive value on diversity in the workplace.

Question 19

Define workforce planning

Answer 19

Workforce planning means thinking ahead to establish the number of employees and the skills required in the future to meet business planned objectives

Question 20

Define workforce audit

Answer 20

A workforce audit is a systematic review of a company’s workforce to assess its effectiveness, efficiency and alignment with organizations strategic goals

Question 21

Define recruitment agencies

Answer 21

Recruitment agencies are external organizations that specialize in finding suitable candidates for businesses