Rubric questions HRM

Question 1

What is an organisation?

Answer 1

A group of people who work together in an organized way for a shared purpose.

Normally starts with some idea of what a customer might want or need

Input (raw materials, money, information)-Throughput (production or servicing)-Output (product or service)

Question 2

What is a good mission?

Answer 2

A good mission states the following:
- reason for being
- vague and short
- will remain unchanged for years

Question 3

What is a good vision?

Answer 3

Tells the desired end state for the company.
- focuses on the future
- entails values of the company
- directs all activities of the organisation

is all we do in line with our vision?

Question 4

What are aims?

the aims of a organisation

Answer 4

General organisational goals for the future.
Relate to one or more of the following:
- balance of interest
- profitability
- quality
- effectivity & efficiency
- image
- code of conduct

Question 5

What are objectives?

Answer 5

Objectives are targets that need to be achieved to reach a certain goal.
SMART objectives (specific, measurable, acceptable, realistic & time-specific)
Should be obtained within 1-3 years

Question 6

What are the phases of the employment cycle?

Answer 6

Establishment phase
Maintenance phase
Termination phase

Question 7

What is the establishment phase?

Answer 7

• job description and specification
• Recruitment and selection
• Employment arrangements and remuneration

Question 8

Job description and specification

Question 9

How is job analysis related to job description and job specification?

Answer 9

Job Analysis:
Is about the mission, vision and the product that you have in your organisation, and then you need to decide the position within the organisational structure (tasks, responsibilities) and this part we call it the job description.

And then, when you have decided that, the people that you need to hire. What kind of capabilities do they need to have? What kind of competences or education level do they need to have? What salaries can you offer? This we call it the job specification.

Question 10

Recruitment and selection

Answer 10

You need to find candidates for a vacancy but where do you look for people that can fill the vacancy? You can look externally (university, job fairs, advertisements on the newspapers or social media) but you can also look inside of your organisation.

If you decide to look outside, how can you make sure that the vacancy is seen and is attractive to your target group? How can you make sure enough candidates respond to it?

While doing the selection you need to make sure who is the right one? And what is the best method to find it out?

Because you want to have the more qualified candidate so the methods tat can be used are interviews (proven by studies to be very effective, but it also costs a lot of time and therefore money), you can have tests like for example work samples (portfolios), references checks, etc. SO there are many different methods that can be used and can be mixed In order to select the most appropriate candidate for the organisation and target group.
If you don’t do a nice job, and you don’t hire the right person. There are studies that prove that is has a huge cost and can cost two or three times the annual salary of that person so it is very costly.

Question 11

Employment arrangements and remuneration

Answer 11

there are a lot of employment arrangements so it’s really about the contract you are going to offer the person you want to hire.

Permanent employment: is the most secure type of employment. It can be full-time or part-time. Full-time week normally it changes per country, but in the Netherlands usually is 40h or 36h per week.

Fix-term employment: is a bit less secure since you have an end date of your employment and this can either be full-time or part-time but there is an agreement on the date.

Casual employment: is more flexible, usually is part-time, you don’t have appointment of ours you need to work at so it the least secure employment.

Question 12

What does the maintenance phase consist of?

Answer 12

The first phase is the induction phase, is to make sure that you feel good and to introduce everything about the company: the products, the processes and to make sure you have a good on boarding.

Recognition and reward: so after a lot of work, after a week or after a month you get the salary depending on the work you have but also you can have other kind of rewards.

Training and development: in the form of trainings on or off the job, ensuring employability of employee. Special trainings during the stay in the company to make sure you perform well your job.

Performance management: how to make sure that the goals that the organisation has that the individual really contributes to them, so you set goals during the year and at the end of the year you have a performance review and that can be a salary sale (raise or some bonus).

Question 13

What does the termination phase consist of?

Answer 13

this is often called off-boarding there are a lot of administration processes involved.
It can be:
- voluntary: people move to another job or they want to leave
- Involuntary: they are fired, maybe it’s not going well with the company, you are not performing good enough or you are retiring.
Of course there are entitlement and transition issues:
- Payment of outstanding benefits (sick or annual leave, severance pay, NL: oprotpremie) - Often there are a lot of counselling and support offered

Question 14

Why is it important to link business strategy to human resource planning?

Answer 14

Human resource (HR) planning is the development of strategies to meet the organisation’s future human resource needs. You will recall that a business strategy is an action that is taken to achieve an organisation’s objectives. If an organisation does not plan their human resource needs in line with their business strategy, it is unlikely that the business will succeed.