HRM Attracting Talent And Managing Performance

Question 1

What is HRM? What it requires? Its elements?

Answer 1

1. It is about managing People (the human side of management) and getting the right people for the right job, at the right time. Takes care of people, by keeping workers performing and motivated, while taking care of the company. It is a dual responsibility done through people.
2. HRM needs to be aligned with the business plan and business strategy.
3. All elements of HRM need to be consistent with each other.

Question 2

What do we want in HRM?

Answer 2

Guarantee the entry of high-quality individuals, develop, and retain them, through recruitment and selection; appraisal, training and development; and management of rewards.

Question 3

How is the Process for Attracting Talent?

Answer 3

HR Planning
Job Analysis and Design
Recruitment and Selection

Question 4

What is HR Planning?

Answer 4

How organization assess the supply and demand for human resources and eliminate the gap between them.

Question 5

What is Job Analysis and Design?

Answer 5

Process to obtain detailed information about the job and the process. To make correct hiring decisions, HR understands the workflow and evaluates performance, since as the job’s changes, job analysis also changes.

Question 6

Inside the Job analysis and Design are 2 processes, explain.

Answer 6

Job Description: information about the tasks, duties, and responsibilities.
Job Specification: information about the knowledge, skills, and abilities needed.

Question 7

What is Recruitment about?

Answer 7

Aims to increase the pool of job candidates, with the minimum cost. It is about having the highest number of people, considering the capabilities that we have.

Question 8

Explain the Recruitment methods available:

Answer 8

Internal sources (actual employees) the methods are job posting (intranet); career planning; referrals.
External sources (external candidates) the methods are advertising; internet; job fairs; open houses; internships.

Question 9

What is Selection about?

Answer 9

Is about selecting the right person for the task (qualified candidates), following legal and justice criteria, and matching the company to the individual needs.

Question 10

Explain the Selection Criteria.

Answer 10

Relevant aspects of the job that differentiate good and bad performance.

Question 11

How do Selection Methods work?

Answer 11

Instruments to assess candidates’ performance, through different stages, such as Application/CV; interview; tests; reference checking; follow-up interview; medical exams; analysis and decision (hire or not); notify candidate.

Question 12

How does Managing Performance works?

Answer 12

• Performance appraisal
• Training and development
• Compensation.

Question 13

The 3 types of Performance Appraisal are:

Answer 13

Strategic: links individual job behaviours to strategic objectives
Development: improves performance, motivation, and develops skills, by identifying individuals’ potential.
Administrative: compensation.

Question 14

How is Appraisal Criteria done?

Answer 14

Done through different evaluators:
* Immediate supervisor
* Subordinate
* Colleagues
* Self
* Clients.

Question 15

Explain the Appraisal Instruments.

Answer 15

• Attribute scales (based on the Peter Principle – promotion done until people become incompetent)
• Behavioural scales
• Results

You must evaluate not only results, but behaviours

Question 16

What is 360º Appraisal/Feedback about?

Answer 16

Everyone assesses you and you assess everyone. It helps to give and unbiased perception.

Question 17

How to give feedback?

Answer 17

• Focus on behaviours and business outcomes; don’t focus on personality.
• Maintain feedback related with job objectives on team and business.
• Should be timely, at the right time.
• Should assure comprehension of both sides and questions should be asked.
• If negative, make sure that it is something that he can fix.
• Must be adapted to the person.
• Should be explicit on what needs to be changed.

Question 18

With which purposes is Training and Development used for?

Answer 18

• Facilitate the entry of new employees.
• Improve productivity.
• Adapt to new competitive conditions.
• Introduce new technologies and develop skills needed for it.
• Improve communication.
• Reduce turnover and absenteeism.

Question 19

What is Career Management?

What is Career Management?

Answer 19

Refers to internal mobility, succession planning and identification of potential.

Question 20

What is the purpose of Compensation?

Answer 20

• Attract and retain qualified personnel.
• To motivate.
• To reinforce organizational culture.
• To maintain competitiveness.

Question 21

Which are the 3 types of equity?

Answer 21

• External Equity: Wage “surveys”
• Internal Equity: Job evaluation (ex.point method)
• Individual Equity: Performance appraisal

Question 22

What is the Mission of HRM?

Answer 22

Contribute to business improvement, by becoming a strategic partner

Question 23

Types of HRM

Answer 23

1. Intended HRM: HR professionals.
2. Actual HRM: implementation by line managers.
3. Perceived HRM: by employees.

Question 24

Explain the challenges on transitioning to working away from the office

Answer 24

1. Decide the role of the office itself. Returning to the office must not be just a matter of simply opening the door. Companies must think of what the office exactly brings to the organization.
2. Adapt the workforce to the requires of automation and technology.