Lecture one

Question 1

What is HRM?

Answer 1

All organisational activities such as recruitment, appraisals, creating rewards and incentives, creating and providing training and building employee relations

Question 2

What are the functions of HRM?

Answer 2

Recruitment, Development, Deployment, Motivation

Question 3

Define HRM roles

Answer 3

Formulate polices, strategies and plans
Devise styles and standards
Design rules and procedures

Question 4

Why is it important to understand strategic history?

Answer 4

To avoid making the same mistakes
To analyse how the company got to where it is
To improve on the past
To explain why things are how they are now

Question 5

What are the main factors needed in people management?

Answer 5

Appropriate and effective strategies, polices and practices
Effective and quality management
Understanding worker’s behaviour

Question 6

Define Personnel Management

Answer 6

A specialised management function that was developed at the end of World War 2 that assumed responsibility for the employment, payment and training of employees

Question 7

Define Human Resource Management

Answer 7

A late 20th century approach to the management of employees, which sees people as a key organisational resource that needs to be developed and utilised to support the organisation’s operational and strategic objectives

Question 8

Define Human Resources

Answer 8

An alternative to “people”, also the term used by organisations to describe the specialised department that deals with the administration and management of employees

Question 9

Define Human Resource Function

Answer 9

A term that can be used in a specific sense to mean the HR department but also relates to all activities and responsibilities connected to managing people, including roles played by organisational leaders, line and departmental managers

Question 10

What’s the main differences between Personnel Management and Human Resource Management?

Answer 10

PM sees workers as tools, whereas HRM sees workers as assets
PM have collective contracts, whereas HRM has individual contracts
PM focuses on job based evaluation, whereas HRM focuses on performance evaluation
PM focuses on basics such as hiring and training, whereas HRM focuses on staff treatment, etc