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2ND SEM-FINALS > HRM > Flashcards

HRM Flashcards

1
Q

ENUMERATE THE NEED/IMPORTANCE OF HRM POLICY

A
  1. To Achieve the Objectives of the Organization
  2. To Bring Uniformity in Decisions
  3. To Delegate Authority:
  4. To Achieve Better Control:
  5. To Evaluate Efficiency:
  6. To Create Confidence among Employees:
  7. To Motivate:
  8. To Guide the Management
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2
Q

HR policies provide guidance to management in relation to the HR problems. HR policies decide how to get the work done by the people or how to behave with them. What need/importance of HRM policy does it refers?

A

To Guide the Management

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3
Q

HR policies introduce the employees to the objectives of the organization. It guides the workers in achieving the objectives. They work enthusiastically and with loyal to get those objectives. What need/importance of HRM policy does it refers?

A

To Motivate:

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4
Q

HR policies provide the workers a security against exploitation and create confidence in employees who may know where they stand in the organization. What need/importance of HRM policy does it refers?

A

To Create Confidence among Employees:

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5
Q

HR policies serve as standards in execution of work. Efficiency of a group may be evaluated by its performance in the light of the policy. After assessing whether organization has achieved the desired results set in the policy, HR policy may be amended or a new policy may be formulated in the light of the actual performance. What need/importance of HRM policy does it refers?

A

To Evaluate Efficiency:

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6
Q

HR policies specify relationships among organization, management and workers.Therefore, each group works for the achievement of the larger objectives of the organization without any policy conflicts. What need/importance of HRM policy does it refers?

A

To Achieve Better Control:

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7
Q

HR policies which means assigning the work to others and give them authority to do it. HR policies help executives at various levels of decision centres to act with confidence without consulting the superiors every time. What need/importance of HRM policy does it refers?

A

To Delegate Authority:

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8
Q

HR policies furnish the general standard on which decisions are taken. Various line authorities take decisions in an organization keeping in view the HR policies. What need/importance of HRM policy does it refers?

A

To Bring Uniformity in Decisions:

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9
Q

Policies guide the employees to take action for achieving the objectives of the organization. Hence, they must be known and well understood by everyone in order to concentrate efforts on the objectives. What need/importance of HRM policy does it refers?

A

To Achieve the Objectives of the Organization

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10
Q

ENUMERATE THE CHARACTERISTICS OF SOUND HRM POLICY

A
  1. Related to Objectives:
  2. Easy to Understand
  3. Precise
  4. Stable as well as Flexible
  5. Based on Facts
  6. Appropriate Number
  7. Fair & Equitable
  8. Reasonable
  9. Review
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11
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE Policies must be capable of relating objectives, functions, physical factors and Organisational personnel.

A

Related to Objectives:-

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12
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE Policies should be stated in define, positive, clear and understandable language.

A

Easy to Understand:

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13
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE Policies should be sufficiently comprehensive and prescribe limits and yardsticks for future action.

A

Precise:

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14
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE Personnel policies should be stable enough assure people that there will not be drastic overnight changes. They should be flexible enough to keep the organization in tune with the times.

A

Stable as well as Flexible:

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15
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE Personnel policies should be built on the basis of facts and sound judgment and not in personal feelings or opportunistic decision.

A

Based on Facts:

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16
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE There should be as many personnel policies as necessary to cover conditions that can be anticipated, but not so many policies as to become confusing or meaningless.

A

Appropriate Number:

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17
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE Policies should be just fair & equitable to internal as well as external groups. Eg:- a policy of recruitment from within may limit opportunities to bright candidates from outside & a policy of recruitment from outside only a would limit promotional avenue to promising internal candidates.

A

Fair & Equitable:-

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18
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE policies must be reasonable & capabable of being accomplished. To gain acceptance & commitment from employees, the policy should be conditioned by the suggestions & reactions of those who are affected by the policy.

A

Reasonable:-

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19
Q

A CHARACTERISTICS OF SOUND HRM POLICY WHERE - periodic review of policies is essential to keep in tune with changing times & a avoid organisational complacency or managerial stagnation

A

Review:

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20
Q

ENUMERATE THE BENEFITS OF HRM POLICY

A
  1. Recruitment and Selection
  2. Training and Professional Development
  3. Handling Employee Concerns
  4. Workplace Safety
  5. Organizational Structure
  6. Employment Rules
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21
Q

WHICH BENEFITS OF HRM POLICY THAT STATE this process are the foundation of building any workforce. You must have a plan for creating applications, how to prequalify applicants, how applicants move up to become a candidate and other employment procedures.

A

Recruitment and Selection

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22
Q

WHICH BENEFITS OF HRM POLICY THAT STATE Provisions included in human resource policy documents because it informs employees of the kind of professional development available to them. In addition, policies related to training and development assistance in the formulation of employee development plans or performance improvement plans

A

Training and Professional Development

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23
Q

WHICH BENEFITS OF HRM POLICY THAT STATE Many companies have written procedures for ___________ ________ ________, whether they are internal, informal complaints or allegations made about the employer to enforcement agencies. The benefit of this policy is to document your company’s commitment to non-discriminatory practices and how such complaints are resolved.

A

Handling Employee Concerns

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24
Q

WHICH BENEFITS OF HRM POLICY THAT STATE In a time when more than worker safety in the performance of her job is the primary issue addressed in safety policies, employers distribute policies that address matters such as workplace violence. These types of policies are generally discussed in detail with employee groups; an emergency evacuation policy isn’t effective if you don’t discuss it until the emergency happen

A

Workplace Safety

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25
Q

WHICH BENEFITS OF HRM POLICY THAT STATE An introduction to the human resources policy manual explains, what departments fulfill which expectations and company leadership. In the introductory section, many employers also explain the company philosophy as it is related to customer service, co-workers, leadership and business ethics

A

Organizational Structure

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26
Q

WHICH BENEFITS OF HRM POLICY THAT STATE Employees are accustomed to learning specific workplace rules such as dress code, discipline procedures, parking, attendance and working hours, holidays, employee benefits and payroll dates

A

Employment Rules

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27
Q

_________ means deciding the number & type of the human resources required for each job, unit & the total company for a particular future date in order to carry out
organisational activities.

A

HRP OR human resource planning

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28
Q

_______or manpower planning is essentially the process of getting the right number of qualified people into the right job at the right time. It is a system matching the supply of people(existing employees & those to be hired or searched for) with openings the organisation expects over a time frame.

A

HRP OR human resource planning

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29
Q

HRP IS ALSO KNOWN AS ______

A

manpower planning

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30
Q

ENUMERATE THE FACTORS AFFECTING /INFLUENCING HRP

A
  1. INTERNA FACTORS
  2. EXTERNAL FACTORS
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31
Q

ENUMERATE THE I Internal Factors:-

A
  1. Government Policies
  2. Level of Economic Development
  3. Business Environment
  4. Level of Technology:
  5. International Factors
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32
Q

ENUMERATE THE II Internal Factors:-

A
  1. Company Policies & strategies
  2. Human Resource Policies
  3. Job Analysis
  4. Time Horizons
  5. Type & quality of information
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33
Q

_________:- Policies of the government like labour policy, industrial relations policy, policy towards reserving certain job for different communities & sons of the soil etc affect the HRP.

A

Government Policies

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34
Q

___________ determines the level of HRD in the country & thereby the supply of human resources in the future in the country

A

Level of Economic Development

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35
Q

external _______________ factors influence the volume & mix of production & thereby the future demand for human resources.

A

Business Environment

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36
Q

___________ determine the kind of human resources required.

A

Level of Technology:

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37
Q

________like the demand for the resources & supply of HR in various countries.

A

International Factors

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38
Q

______________ relating to expansion, diversification, alliances etc. determines the human resource demand in terms of quality & quality.

A

Company Policies & strategies

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39
Q

___________of the company regarding quality of HR compensation level, quality of work life etc. influences human resources plan.

A

Human Resource Policies

40
Q

_________:- fundamentally, HR plan is based on job analysis, job description & job specification determines the kind of employees required.

A

Job Analysis

41
Q

________:- companies with stable competitive environment can plan for the long run whereas the firms with unstable competitive environment can plan for only short term range .

A

Time Horizons

42
Q

_________:- any planning process need qualitative & accurate information. This is more so with human resource plan, strategic, organisational & specific information affect HRP.

A

Type & quality of information

43
Q

__________ is the process of searching for prospective employees & stimulating them to apply for jobs in the organisation.

A

Recruitment

44
Q

Acc. to __________ “ Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule & to employ effective measures for attracting the manpower in adequate number to facilitate effective selection of an efficient working force”.

A

Yoder

45
Q

WHAT ARE THE SOURCES OF RECRUITMENT (METHODS/TECHNIQUES)

A
  1. Promotions & Transfers:-
  2. Job Posting
  3. Employee Referrals
46
Q

____________means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant.

A

Employee referral

47
Q

The logic behind ________ is that “it takes one to know one”.

A

employee referral

48
Q

________ is another way of hiring people from within. In this method, the organisation publicizes job openings on bulletin boards, electronic media & similar outlets.

A

job posting

49
Q

________, movement of employee from a lower level position to a higher level position accompanied by (usually) changes in duties, responsibilities, status & values.

A

Promotion

50
Q

_______, is an internal movement within the same grade, from one job to another. It may lead to changes in duties & responsibilities, working condition etc, but not necessarily salary.

A

Transfer

51
Q

ENUMERATE THE EXTERNAL SOURCE/METHODS

A
  1. Advertisement
  2. Direct Recruitment:-
  3. Employment Agencies
  4. Professional Associations
52
Q

_________ refers to the external source of recruitment where the recruitment of qualified candidates are done by placing a notice of vacancy on the notice board in the organization.

A

Direct recruitment

53
Q

__________are a good external source of recruitment. Are run by various sectors like private, public, or government. It provides unskilled, semi-skilled and skilled resources as per the requirements of the organization.

A

Employment Agencies

54
Q

_________ can help an organization in hiring professional, technical, and managerial personnel, however they specialize in sourcing mid-level and top-level resources.

A

Professional associations

55
Q

________ is the best method of recruiting person for higher & experienced jobs.

A

Advertisement

56
Q

The _________ are given in local or national press trade or professional journals.

A

advertisements

57
Q

It refers to the systematic monitoring of the external forces influencing the organization.

A

ENVIRONMENTAL SCANNING

58
Q

Environmental scanning forces that are essential for pertinent HRP.

A
  1. Economic factors, including general and regional conditions
  2. Technological changes
  3. Demographic changes including age, composition and literacy,
  4. Political and legislative issues, including laws and administrative rulings
  5. Social concerns, including child care, educational facilities and priorities.
59
Q

_________is the process of estimating the future quantity and quality of people required to meet the future needs of the organization.

A

Demand forecasting

60
Q

________ and ________ when translated into activity form the basis for HR forecast

A
  1. Annual budget
  2. long-term corporate plan
61
Q

_________ determines whether the HR department will be able to procure the required number of
workers.

A

Supply forecast

62
Q

_______ measures the number of people likely to be available from within and outside an organization, after making allowance for absenteeism, internal movements and promotions, wastage and changes in hours, and other conditions of work

A

Supply forecast

63
Q

WHAT ARE THE REQUISITES FOR SUCCESSFUL HRP

A
  1. HRP must be recognized as an integral part of corporate planning.
  2. Support of top management is essential
  3. There should be some centralization with respect to HRP responsibilities in order to have coordination between different levels of management.
  4. Organization records must be complete, up to date and readily available
  5. Techniques used for HR planning should be those best suited to the data available and degree of accuracy required.
  6. Data collection, analysis, techniques of planning and the plan themselves need to be constantly revised and improved in the light of exp
64
Q

WHAT ARE THE BARRIERS TO HRP

A
  1. HR practitioners are perceived as experts in handling personnel matters, but are not experts in managing business.
  2. HR information is often incompatible with other information used in strategy formulation
  3. Conflict may exist between short term and long term HR needs.
  4. There is conflict between quantitative and qualitative approaches to HRP.
  5. Non-involvement of operating managers renders HRP ineffective.
65
Q

TRUE OR FALSE: HRP is not strictly an HR department function.

A

TRUE

66
Q

Successful planning needs a coordinated effort on the part of __________ and __________.

A
  1. operating managers
  2. HR personnel
67
Q

Best results can be achieved if there is a balance between the _________and ________ approaches.

A
  1. quantitative
  2. qualitative
68
Q

Many managers are of the belief that HR needs can be met immediately because skills are available on the market as long as wages and salaries are competitive. Therefore, ____________ are not required, ________ are only needed.

A
  1. long times plans
  2. short planning
69
Q

_______ are perceived as experts in handling personnel matters, but are not experts in managing business. The personnel plan conceived and formulated by the HR practitioners when enmeshed with organizational plan, might make the overall strategic plan of the organization ineffective.

A

HR practitioners

70
Q

________and ________ define other terms as follows.
Task: It is a distinct work activity carried out for a distinct purpose.
Duty: It is a number of tasks.
Position: It refers to one or more duties performed by one person in an organization. There are at least as many positions as there are workers in the organization, vacancies may create more positions than employees.
Job: It is a type of position within the organization
Job Family: It is a group of two or more jobs that either call for similar worker characteristics or contain parallel work tasks as determined by job analysis.
Occupation: It is a group of similar jobs found across organizations.
Career: It represents a sequence of positions, jobs, or occupations that a person has over his working life.

A

Decenzo and P. Robbins

71
Q

_______: It represents a sequence of positions, jobs, or occupations that a person has over his working life.

A

Career

72
Q

________: It is a group of similar jobs found across organizations.

A

Occupation

73
Q

_______: It is a group of two or more jobs that either call for similar worker characteristics or contain parallel work tasks as determined by job analysis.

A

Job Family

74
Q

______: It is a distinct work activity carried out for a distinct purpose.

A

Task

75
Q

_______: It is a number of tasks.

A

Duty

76
Q

________: It refers to one or more duties performed by one person in an organization. There are at least as many positions as there are workers in the organization, vacancies may create more positions than employees.

A

Position

77
Q

________: It is a type of position within the organization

A

Job

78
Q

According to ________ “ A job is a collection of tasks that can be performed by a single employee to contribute to the production of some product or service provided by the organizations. Each job has certain ability requirements (as well as certain rewards) associated with it. Job analysis process used to identify these requirements.

A

Herbert G. Herman

79
Q

______ has offered a more comprehensive definition of Job analysis as, “Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of the analysis are job descriptions and job specifications.”

A

Flippo

80
Q

A ______ is a collection of tasks that can be performed by a single employee to contribute to the production of some product or service provided by the organizations.

A

job

81
Q

_______ is the process of studying and collecting information relating to the operations and responsibilities of a specific job

A

Job Analysis

82
Q

The immediate products of the analysis are ______ and ________.”

A

job descriptions & job specifications

83
Q

According to ______, “Job Analysis refers to the process of studying the operations, duties, and organizational aspects of jobs in order to derive specifications or as they are called by some, job descriptions.”

A

Michael L. Jucius

84
Q

According to _____ and ______,”A job analysis is a systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities, and accountabilities of a job.”

A

Decenzo & P. Robbins

85
Q

WHAT ARE THE USES OF JOB ANALYSIS

A
  1. Achievement of Goals
  2. Organizational Design
  3. Organization and Manpower Planning
  4. Recruitment and Selection:
  5. Placement and Orientation
  6. Employee Training and Management Development
  7. Job Evaluation and Compensation
  8. Performance Appraisal
  9. Health and Safety
  10. Employee Counselling
86
Q

________: Weather and Davis stated, “Jobs are the core of every organizations’s productivity, if they are designed well and done right, the organization makes progress towards its objectives. Otherwise, productivity suffers, profits fall, and the organizations is less able to meet the demands of society, customer, employees, and other with a stake in its success.”

A

Achievement of Goals

87
Q

________: Job analysis will be useful in classifying the jobs and the interrelationships among the jobs. On the basis of information obtained through job analysis, sound decisions regarding hierarchical positions and functional differentiation can be taken and this will improve operational efficiency.

A

Organizational Design

88
Q

_________It is helpful in organization planning, for it defines labour in concrete terms and coordinates the activities of the workforce, and clearly divides duties and responsibilities.

A

Organization and Manpower Planning:

89
Q

________: Job Analysis provides you with information on what the job entails and what human requirements are required to carry out these activities. This information is the basis on which you decide what sort of people to recruit and hire.

A

Recruitment and Selection

90
Q

_________: Job Analysis helps in matching the job requirements with the abilities, interests and aptitudes of people. Jobs will be assigned to persons on the basis of suitability for the job. The orientation programme will help the employee in learning the activities and understanding duties that are required to perform a given job more effectively.

A

Placement and Orientation

91
Q

_________: Job analysis provides the necessary information to the management of training and development programmes. It helps to determine the content and subject matter of training courses. It also helps in checking application information, interviewing test results and in checking references.

A

Employee Training and Management Development

92
Q

________: Job evaluation is the process of determining the relative worth of different jobs in an organization with a view to link compensation, both basic and supplementary, with the worth of the jobs. The worth of a job is determined on the basis of job characteristics and job holder characteristics. Job analysis is provides both in the forms of job description and job specification.

A

Job Evaluation and Compensation

93
Q

________ involves comparing each employee’s actual performance with his or her desired performanc. Through job analysis industrial engineers and other experts determine standards to be achieved and specific activities to be performed.

A

Performance Appraisal

94
Q

_______ It provides an opportunity for identifying hazardous conditions and unhealthy environmental factors so that corrective measures may be taken to minimize and avoid the possibility ofaccidents.

A

Health and Safety:

95
Q

_______: Job analysis provides information about career choices and personal limitation. Such information is helpful in vocational guidance and rehabilitation counselling. Employees who are unableto cope with the hazards and demands of given jobs may be advised to opt for subsidiary jobs or to seek premature retirement.

A

Employee Counselling

2ND SEM-FINALS (8 decks)

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