human resource management

Question 1

You might assume that salary is your employees’ chief concern, while your employees might be willing to trade some of that compensation for flexibility. The best way to know is to ask. You’ll never please everyone, but at least you can assess your employees’ priorities and tailor your package to match.

Answer 1

• Ask employees what they want:

Question 2

Many platforms exist that can reduce the administrative burden of benefits administration, including payroll software and comprehensive HR software.

Answer 2

Take advantage of software:

Question 3

Benefits that are provided as part of an employee’s compensation are known as fringe benefits. Fringe benefits have monetary value and are generally subject to taxation.

Answer 3

Benefits Management

Question 4

Setting policies and providing training isn’t enough to prevent bias from creeping into an organization’s pay. The only way to be sure your pay practices are equitable, and legal, is to conduct regular audits across gender, race, age, ability, and other characteristics protected by antidiscrimination law.

Answer 4

• Audit salaries for bias:

Question 5

• To ensure that your pay is competitive, consult a reliable source such which publishes wage data broken down by occupation and geographic area. You can also hire consultants or purchase surveys to use for salary benchmarking. (Wage system in the Phil.)

Answer 5

Benchmark your compensation plans:

Question 6

Whether they were a bad fit or a great one, talking to employees who are leaving a position can give you perspective on the nature of the job and the kind of person who will succeed in it.

Answer 6

Conduct exit interviews:

Question 7

All personnel policies should be clearly spelled out in an employee handbook, and it should be required reading for all new employees. Communicate the important points in person and have employees sign a document confirming that they have read the handbook and agree to abide by its terms.

Answer 7

• Distribute and sign handbooks:

Question 8

Benefits that are provided as part of an employee’s compensation are known as fringe benefits. Fringe benefits have monetary value and are generally subject to taxation. Some examples include education benefits, child care assistance, and use of a company car. Administering employee benefits is a substantial part of the HR management function.
When evaluating your benefits package, it’s important to understand small business health insurance requirements and other mandates for employers

Answer 8

: Benefits Management

Question 9

• : Many platforms exist that can reduce the administrative burden of benefits administration, including payroll software and comprehensive HR software

Answer 9

Take advantage of software

Question 10

Some training is essential to your company’s performance. Safety and compliance training, for example, are key to protecting your employees. Skills training may be critical to production and quality. Make sure your company is covering all the basics required to properly equip employees for their work.

Answer 10

• Invest in critical skills:

Question 11

is a relatively new approach to managing people in any organization. People are considered the key resource in this approach. it is concerned with the people dimension in management of an organization. Since an organization is a body of people, their acquisition, development of skills, motivation for higher levels of attainments, as well as ensuring maintenance of their level of commitment are all significant activities. These activities fall in the domain of HRM

Answer 11

human resource management

Question 12

You might assume that salary is your employees’ chief concern, while your employees might be willing to trade some of that compensation for flexibility. The best way to know is to ask. You’ll never please everyone, but at least you can assess your employees’ priorities and tailor your package to match.

Answer 12

• Ask employees what they want:

Question 13

It’s human nature to want to grow and learn new things, and employers who capitalize on that desire can reap substantial benefits. On-the-job training may include orientation training to introduce employees to company policies, procedures, and resources; training in job-specific skills and tools; safety training; company strategy meetings; and compliance training. Some companies provide education benefits to fund learning opportunities outside of work. These can range from conventions and seminars to college courses.

Answer 13

Professional Development and Training

Question 14

Setting policies and providing training isn’t enough to prevent bias from creeping into an organization’s pay. The only way to be sure your pay practices are equitable, and legal, is to conduct regular audits across gender, race, age, ability, and other characteristics protected by antidiscrimination law.

Answer 14

Audit salaries for bias:

Question 15

It’s human nature to want to grow and learn new things, and employers who capitalize on that desire can reap substantial benefits. On-the-job training may include orientation training to introduce employees to company policies, procedures, and resources; training in job-specific skills and tools; safety training; company strategy meetings; and compliance training. Some companies provide education benefits to fund learning opportunities outside of work. These can range from conventions and seminars to college courses.

Answer 15

Professional Development and Training

Question 16

Contracts should clearly state the terms of the hiring agreement, including whether employment is at-will and whether the hire is a contract employee

Answer 16

• Sign a comprehensive contract:

Question 17

includes establishing salary ranges for positions, placing employees within the ranges based on their qualifications, and adjusting pay to recognize milestones and accomplishments. It also includes managing performance incentives such as year-end bonuses and sales commissions. The HR manager may be responsible for setting corporate strategy and working with front-line supervisors and managers to ensure competitive, equitable compensation practices across the organization.

Answer 17

Compensation management

Question 18

Every employee who holds a position changes it. Treat job descriptions as works in progress to ensure that the employees you hire today are a good fit for the job they’ll actually be doing.

Answer 18

Reevaluate job descriptions with every hire:

Question 19

Do you want to invest only in on-site training or open the doors to wider opportunities? Do you want to limit benefits to skills required for an employee’s current job, or broaden education to include training for future opportunities? Will benefits be available to all employees? Design your training program to meet specific company goals.

Answer 19

• Consider program goals:

Question 20

talent is one of the most important HR functions, and it goes far beyond attending job fairs and going through resumes. Workforce planning, writing job descriptions, advertising openings, screening and interviewing applicants, and helping managers make the best hiring decisions are all part of this critical HR function. HR managers need to do this while accomplishing the company’s wider goals of attracting a diverse, multigenerational workforce.

Answer 20

Recruiting and hiring

Question 21

It’s easy for employees to forget that your investment runs deeper than the bottom line in their paychecks. Some employers provide annual benefits statements spelling out the full compensation costs for each employee.

Answer 21

• Communicate the full value of your offerings

Question 22

Bias is often systemic rather than intentional. If you’re not getting diverse applicants, you probably need to cast a wider net. Look for job fairs, schools, and marketing platforms with diverse audiences.

Answer 22

• Pursue diversity

Question 23

Management is responsible for maintaining good human relations in the organization. It is also concerned with development of individuals and achieving integration of goals of the organization and those of the individuals.

Answer 23

Human Resource Management

Question 24

*Training assessments and employee surveys can help you evaluate training needs and the success of your offerings.

Answer 24

Measure results:

Question 25

are all the activities that influence a company’s relationships with its employees. Positive employee relations create a happy workforce, which can provide a major competitive edge. A recent study by the World Economic Forum found that happy employees were 13% more productive than unhappy ones.

Answer 25

Employee relations

Question 26

Numerous studies have shown that while pay is important, it’s not the primary driver of employee happiness. Prudential’s recent Pulse of the American Workforce survey found that aside from compensation, employees valued flexible work schedules, opportunities to move into different roles, and supportive managers as the top motivators to stay with their employers.

Answer 26

• Look beyond pay:

Question 27

You can’t give employees everything they want. And your employees can’t always tell you what you want to hear. Creating a culture where difficult messages can be heard and handled constructively is key to a high-performing work environment.

Answer 27

• Reward candor:

Question 28

Employee surveys and other anonymous communication channels can help you gauge employee relations and identify areas for improvement. Responding to the results can further boost morale by showing that you took the feedback to heart.

Answer 28

• Use surveys:

Question 29

Like any relationship, employee relations are founded on core values such as honesty, loyalty, fairness, and authenticity. Make sure your company’s values are embodied in your policies and practices.

Answer 29

Live your corporate values:

Question 30

: No matter the size of your company or the nature of your work, it’s important to have a point person for workplace safety.

Answer 30

• Appoint an employee safety leader

Question 31

From first aid stations to evacuation drills, your safety program should include measures to mitigate risks to your employees’ safety.

Answer 31

• Conduct emergency planning:

Question 32

While jobs in industries such as construction and manufacturing require extensive safety training and protective equipment, even desk jobs involve physical hazards that should be addressed through formal safety guidelines.

Answer 32

• Address safety in every position:

Question 33

• All accidents, no matter how minor, should be reported immediately to a supervisor and medical attention sought when appropriate. Some safety and accident data must be recorded and reported.

Answer 33

Require 100% reporting:

Question 34

Finally, ensuring that your practices comply with state and federal regulations is critical to safeguarding your employees and your company. Your compliance program should include policies to prevent harassment or discrimination based on race, religion, sex, pregnancy, national origin, age, disability, and genetic information

Answer 34

labor law comliance

Question 35

• Seek legal advice: Your legal advisor should review or draft your policies to ensure they follow the letter of the law.
• Communicate policies in writing: Your handbooks should include policies prohibiting discrimination and harassment and provide a means for employees to report infractions.
• Provide training: Use company-wide training to explain what discrimination and harassment actually look like and how to prevent it. Managers, especially, need to fully understand the laws and how to handle complaints appropriately.
• Encourage employees to speak up: Prompt reporting is critical to defusing a bad situation before it gets worse. Since many complaints involve direct supervisors, employees should have more than one avenue for reporting complaints.

Question 36

Human resource management is inherent in the process of management. This function is performed by all the managers throughout the organization rather that by the personnel department only. 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 36

1. Inherent Part of Management:

Question 37

Human Resource Management is a pervasive function of management. It is performed by all managers at various levels in the organization. It is not a responsibility that a 3 manager can leave completely to someone else. However, he may secure advice and help in managing people from experts who have special competence in personnel management and industrial relations.

Answer 37

Pervasive Function:

Question 38

Human Resource Management permeates all the functional area of management such as production management, financial management, and marketing management. That is every manager from top to bottom, working in any department has to perform the personnel functions.

Answer 38

. Basic to all Functional Areas:

Question 39

Human Resource Management is people centered and is relevant in all types of organizations. It is concerned with all categories of personnel from top to the bottom of the organization.

Answer 39

. People Centered:

Question 40

Human Resource Management is people centered and is relevant in all types of organizations. It is concerned with all categories of personnel from top to the bottom of the organization.

Answer 40

. People Centered:

Question 41

: Human Resource Management involves several functions concerned with the management of people at work. It includes manpower planning, employment, placement, training, appraisal and compensation of employees. For the performance of these activities efficiently, a separate department known as Personnel Department is created in most of the organizations.

Answer 41

Personnel Activities or Functions

Question 42

Human Resource Management is not a one shot‘ function. It must be performed continuously if the organizational objectives are to be achieved smoothly.

Answer 42

Continuous Process:

Question 43

Human Resource Management is concerned with the motivation of human resources in the organization. The human beings can ‘t be dealt with like physical factors of production.

Answer 43

Based on Human Relations:

Question 44

is to obtain maximum individual development, desirable working relationships between employers and employees and employers and employees, and to affect the molding of human resources as contrasted with physical resources.

Answer 44

objectives

Question 45

responsible for creating and maintaining a harmonious working environment. This includes ensuring that the compensation and benefits strategy for the business encourages success, employee disciplinary and grievances procedures, effective communication, and solid health and safety policies.

Answer 45

Good personnel management

Question 46

planning function of human resource department pertains to the steps taken in determining in advance personnel requirements, personnel programmes, 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 46

planning

Question 47

the human resource manager has to organize the operative functions by designing structure of relationship among jobs, personnel and physical factors in such a way so as to have maximum contribution towards organizational objectives. In this way a personnel manager performs following functions: (a) preparation of task force; (b) allocation of work to individuals; (c) integration of the efforts of the task force; (d) coordination of work of individual with that of the department.

Answer 47

organization

Question 48

is the process of hiring eligible candidates in the organization or company for specific positions. In management, the meaning of staffing is an operation of recruiting the employees by evaluating their skills, knowledge and then offering them specific job roles accordingly.

Answer 48

Staffing: Staffing

Question 49

is 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. A personnel manager guides and motivates the staff of the organization to follow the path laid down in advance.

Answer 49

. Directing: Directing

Question 50

It provides basic data for establishing standards, makes job analysis and performance appraisal, etc. All these techniques assist in effective control of the qualities, time and efforts of workers.

Answer 50

Controlling:

Question 51

It is concerned with the obtaining of the proper kind and number of personnel necessary to accomplish organization goals. It deals specifically with such subjects as the determination of manpower requirements, their recruitment, selecting, placement and orientation, etc.

Answer 51

Procurement of Personnel:

Question 52

Development has to do with the increase through training, skill that is necessary for proper job performance. In this process various techniques of training are used to develop the employees. Framing a sound promotion policy, determination of the basis of promotion and making performance appraisal are the elements of personnel development function.

Answer 52

. Development of Personnel:

Question 53

means determination of adequate and equitable remuneration of personnel for their contribution to organization objectives. To determine the monetary compensation for various jobs is one of the most difficult and important function of the personnel management.

Answer 53

. Compensation to Personnel:

Question 54

.Human Resource Management covers a wide field. It is intended to reduce strifies, promote industrial peace, provide fair deal to workers and establish industrial democracy. It the personnel manager is unable to make harmonious relations between management and labor industrial unrest will take place and millions of man-days will be lost.

Answer 54

Maintaining Good Industrial Relation:

Question 55

. the personnel manager collects and maintains information concerned with the staff of the organization. It is essential for every organization because it assists the management in decision making such as in promotions.

Answer 55

Record Keeping: In record-keeping

Question 56

: Under this system different type of activities are evaluated such as evaluation of performance, personnel policy of an organization and its practices, personnel audit, morale, survey and performance appraisal, etc.

Answer 56

Personnel Planning and Evaluation

Question 57

The size of organizations is increasing. A large number of multinational organizations have grown over the years. The number of people working in the organization has also increased. The management of increased workforce might create new problems and challenges as the workers are becoming more conscious of their rights

Answer 57

Increasing Size of Workforce:

Question 58

.The governments of various countries are taking steps to eradicate illiteracy and increase the education level of their citizens. Educated consumers and workers will create very tough task for the future managers.

Answer 58

Increase in Education Level:

Question 59

With the changes coming in the wake of advanced technology, new jobs are created and many old jobs become redundant. There is a general apprehension of immediate unemployment. In the competitive world of today, industry cannot hope to survive for long with old technology.

Answer 59

Technological Advances:

Question 60

There may be greater Government ‘s interference in business to safeguard the interests of workers, consumers and the public at large. Government ‘s participation in trade, commerce and industry will also pose many challenges before management

Answer 60

. Changes in Political Environment:

Question 61

Considerable changes have been noted in the worker of today in comparison to his counterpart of 1950s. The workers are becoming more aware of their higher level needs and this awareness would intensify further in the future workers.

Answer 61

Increasing Aspirations of Employees:

Question 62

In future, organizations will be required to make use of advanced technology in accomplishing their goals while satisfying human needs. In the traditional bureaucratic model, the organizations were designed to achieve technical functions with a little consideration given to the psychosocial system. But future management would be required to ensure effective participation of lower levels in the management of the organization system.

Answer 62

Changing Psychosocial System: