Theories

Question 1

Responsible for overseeing the entire HR function within an organization

Answer 1

HR Manager

Question 2

They develop HR strategies, policies, and programs, manage employee relations, and ensure alignment between HR practices and organizational goals

Answer 2

HR Manager

Question 3

Focus on specific areas within HR, such as recruitment, training and development, compensation and benefits, employee relations, or performance management.

Answer 3

They bring specialized expertise to these functional areas

Question 4

Responsible for sourcing, attracting, and selecting candidates to fill job vacancies within the organization

Answer 4

Recruiters

Question 5

They engage in candidate outreach, screening, interviewing, and ensuring a smooth onboarding process

Answer 5

Recruiters

Question 6

Other term for recruiters

Answer 6

Talent Attraction & Acquisition/ Sourcers

Question 7

They design and implement training programs that enhance employees’ skills, knowledge, and performance

Answer 7

Training and Development Professionals

Question 8

They identify learning needs, develop training materials, and facilitate workshops and courses

Answer 8

Training and Development Professionals

Question 9

Design and manage compensation structures, benefits packages, and incentive programs that attract, retain, and motivate employees

Answer 9

Compensation and Benefits Specialists

Question 10

Handle employee grievances, conflicts, and workplace issues, fostering positive relationships between employees and the organization

Answer 10

Employee Relations Specialists

Question 11

Oversee the performance appraisal process, set performance goals, and provide feedback to employees to ensure their continuous development

Answer 11

Performance Managers

Question 12

In organizations with unions, labor relations managers handle negotiations, grievances, and compliance with labor laws and agreements

Answer 12

Labor Relations Managers

Question 13

Use data and analytics to derive insights from HR metrics, helping to inform strategic decisions and improvements in HR processes

Answer 13

HR Analysis

Question 14

These roles support various HR functions, such as administrative tasks, scheduling interviews, maintaining records, and assisting with onboarding processes

Answer 14

HR Associate, Assistants, and Coordinators

Question 15

Typically have a broader scope of responsibilities compared to assistants and coordinators

Answer 15

HR Associates

Question 16

They might be involved in various HR functions, including recruitment, employee relations, training, and administrative tasks

Answer 16

HR Associates

Question 17

They may assist in conducting interviews, managing HR records, and supporting HR projects

Answer 17

HR Associates

Question 18

Focus on administrative tasks and providing support to the HR team

Answer 18

HR Assistants

Question 19

Duties may include: maintaining employee records , scheduling interviews, coordinating meetings, and managing paperwork

Answer 19

HR Assistants

Question 20

They play a crucial role in ensuring the smooth operation of HR processes by handling routine tasks and assisting with various HR functions

Answer 20

HR Assistants

Question 21

Typically have more responsibility than assistants but might have a narrower focus compared to associate

Answer 21

HR Coordinators

Question 22

They might handle specific areas within HR, such as employee onboarding, benefits administration, or training coordination

Answer 22

HR Coordinators

Question 23

They ensure that processes run efficiently by managing logistics, communication, and coordination related to their assigned area

Answer 23

HR Coordinators

Question 24

In larger organizations, they are the executive leader responsible for the overall HR strategy and its alignment with business goals

Answer 24

Chief Human Resources Officer (CHRO)

Question 25

While not HR professionals, they themselves also play a role in HR management by participating in performance evaluations, development programs, and other HR-related processes

Answer 25

Employees

Question 26

Is a strategic approach to managing an organization's human resources with a focus on attracting, developing, retaining, and maximizing the potential of talented individuals to achieve the organization's goals and objectives

Answer 26

Talents Mangement

Question 27

Key elements of talent management typically include:

Answer 27

2TPS - CReW 1. Talent Acquisition 2. Talent Development 3. Performance Management 4. Succession Planning 5. Career Pathing 6. Retention 7. Workforce Analytics

Question 28

4 Main Activities of HRM

Answer 28

2MAD 1. Motivation 2. Maintenance of Human Resources 3. Acquisition 4. Development

Question 29

Involves the processes of attracting , sourcing, selecting, and hiring qualified individuals for various job roles within the organization

Answer 29

Acquisition

Question 30

Includes recruitment strategies, candidate evaluation, and making informed hiring decisions to bring in the right talent

Answer 30

Acquisition

Question 31

Focuses on enhancing the skills, knowledge, and abilities of employees to improve their performance and contribute effectively to the organization

Answer 31

Development

Question 32

Includes training programs, career development initiatives, mentoring, and continuous learning opportunities

Answer 32

Development

Question 33

Involves creating a positive work environment, recognizing employee contributions, and implementing strategies to increase employee engagement and job satisfaction

Answer 33

Motivation

Question 34

Activities that aim to retain and sustain the workforce over the long term

Answer 34

Maintenance of Human Resources

Question 35

Includes managing employee relations, ensuring fair compensation and benefits, addressing workplace concerns, and creating a safe and inclusive workplace culture

Answer 35

Maintenance of Human Resources

Question 36

HRM has 2 functions

Answer 36

BO 1. Basic Functions 2. Operative Functions

Question 37

General Management: Planning, organizing, directing, coordinating, and controlling

Answer 37

Basic Functions

Question 38

Daily activities of business: Procurement, placement and utilization of employees, motivating, and compensating employees

Answer 38

Operative Functions

Question 39

Developing strategies and action plants to align HR activities with organizational goals, anticipating workforce needs, and creating a roadmap for effective HR management

Answer 39

Planning

Question 40

Structuring and arranging resources, rules, and responsibilities within the organization to ensure smooth operations, clear communication, and efficient workflow

Answer 40

Organizing

Question 41

Guiding and leading HR teams to execute tasks, projects, and initiatives effectively, while fostering a positive work environment that encourages collaboration and innovation

Answer 41

Directing

Question 42

Monitoring and evaluating HR processes and outcomes, comparing actual results to predefined standards, and taking corrective actions to ensure compliance, efficiency, and continuous improvement

Answer 42

Controlling

Question 43

Involves attracting, sourcing, and recruiting suitable candidates to fill vacant positions within the organization

Answer 43

Procurement of Employees

Question 44

Includes activities such as job analysis, job posting candidate screening, interviewing, and selecting the best-fit individuals for the roles

Answer 44

Procurement of Employees

Question 45

Focuses on placing selected employees in appropriate job roles that align with their skills, qualifications, and competences

Answer 45

Placement and Utilization of Employees

Question 46

Aims to optimize the allocation of human resources to maximize their contributions and overall organizational efficiency

Answer 46

Placement and Utilization of Employees

Question 47

Encompasses activities that enhance the skills, knowledge, and abilities of employees

Answer 47

Training and Development

Question 48

Involve structured programs that impart specific skills

Answer 48

Training

Question 49

Focuses on a broader growth plan for employees to excel in their current and future roles

Answer 49

Development

Question 50

Involves creating an environment that encourages employees to perform at their best

Answer 50

Motivating Employees

Question 51

Includes recognition, rewards, career growth opportunities, and addressing employees' needs to boost their job satisfaction and commitment

Answer 51

Motivating Employees

Question 52

Encompasses designing and managing compensation packages for employees

Answer 52

Compensating

Question 53

Includes determining salaries, bonuses, benefits, and incentives that align with both industry standards and the organization's financial capabilities

Answer 53

Compensating

Question 54

Focuses on fostering positive relationships between employees, management, and labor unions (if applicable)

Answer 54

Maintaining Good Industrial Relations

Question 55

Includes handling grievances, disputes, negotiations, and creating an environment of open communication and cooperation

Answer 55

Maintaining Good Industrial Relations

Question 56

Involves maintaining accurate and up-to-date records related to employees' personal and professional information

Answer 56

Record Keeping

Question 57

Includes documentation of employment contracts, performance evaluations, training records, and other relevant data for legal compliance and decision-making purposes

Answer 57

Record Keeping

Question 58

Features of HRM

Answer 58

3P2BIC 1. Pervasive Function 2. People Centered 3. Personnel Activities or Functions 4. Basic to all Functional Areas 5. Based on Human Relations 6. Inherent Part of Management 7. Continuous Process

Question 59

HRM is an integral component of overall management, involving the management of people to achieve organizational goals and objectives

Answer 59

Inherent Part of Management

Question 60

HRM is present throughout the organization and impacts all levels, departments, and functions, reflecting its broad influence

Answer 60

Pervasive Function

Question 61

Human resource management principles are essential in every functional area of an organization, ensuring that people are effectively managed regardless of their roles

Answer 61

Basic to all Functional Areas

Question 62

HRM places a strong emphasis on employees as valuable assets, recognizing their contributions and focusing on their development and well-being

Answer 62

People Centered

Question 63

Working on machines and engaged in loading, unloading, etc.

Answer 63

Blue-collar workers

Question 64

Clerical employees, managerial and non-managerial personnel professionals

Answer 64

White-collar workers

Question 65

HRM encompasses various activities, including recruitment, training compensation, performance management, and employee relations

Answer 65

Personnel Activities or Functions

Question 66

HRM is grounded in the understanding of human behavior, interactions, and psychology to effectively manage and motivate employees

Answer 66

Based on Human Relations

Question 67

HRM is an ongoing and evolving process, involving various stages such as planning, recruitment, selection, development, and retention that require consistent attention and adaptation

Answer 67

Continuous Process

Question 68

Is the process an organization uses to analyze and determine the steps it mush take to prepare for future staffing needs

Answer 68

Human Resource Planning (HRP) or Workforce Planning (WFP)

Question 69

Process of estimating and projecting the supply and demand for different categories of personnel in the organization for the years to come

Answer 69

Human Resource Planning (HRP) or Workforce Planning (WFP)

Question 70

A systematic assessment of workforce content and composition issues and determines what actions must be taken to respond to future needs

Answer 70

Human Resource Planning (HRP) or Workforce Planning (WFP)

Question 71

Workforce Planning Process

Answer 71

SDGS 1. Supply Analysis 2. Demand Analysis 3. Gap Analysis 4. Solution Analysis

Question 72

Also referred to as "staffing", an analysis of an organizations' labor supply

Answer 72

Supply Analysis

Question 73

Includes a review of future business plans and objectives

Answer 73

Demand Analysis

Question 74

Compares the differences in the supply and demand analysis and identifies human capital availability and deficiencies

Answer 74

Gap Analysis

Question 75

Focuses on how to address gaps in current staffing and future staffing needs through recruiting, training, and development, contingent staffing, and outsourcing

Answer 75

Solution Analysis

Question 76

Supply analysis is also called

Answer 76

Supply Forecasting

Question 77

Demand Analysis is also called

Answer 77

Demand Forecasting

Question 78

Gap Analysis is also called

Answer 78

Estimating Workforce Gap

Question 79

Solution Analysis is also called

Answer 79

Formulating HR Plans

Question 80

Factors affecting WFP

Answer 80

EOW 1. External Challenges 2. Organizational Decisions 3. Workforce Factors

Question 81

Economic developments, political, legal, social, technological changes, and competition

Answer 81

External Challenges

Question 82

Divesting, investing, downsizing, and merger

Answer 82

Organizational Decisions

Question 83

Quality and quantity, and diversity of workforce

Answer 83

Workforce Factors

Question 84

The most important managerial function of an organization

Answer 84

Human Resource Planning (HRP)

Question 85

HRP ensures three main things

Answer 85

APE 1. Adequate supply of human resources 2. Proper quality of human resources 3. Effective utilization of human resources

Question 86

Determinant of HRP can be classified into

Answer 86

1. External Factors 2. Internal Factors

Question 87

External Factors of HRP

Answer 87

2LGIB 1. Level of Economic Development 2. Level of Technology 3. Government Policies 4. International Factors 5. Business Environment

Question 88

Internal Factors of HRP

Answer 88

CHJT 1. Company Policies and Strategies 2. Human Resource Policies 3. Job Analysis 4. Time Horizon

Question 89

HR Planning at Different Levels

Answer 89

NSIUD 1. National Level 2. Sectoral Level 3. Industrial Level 4. Unit Level 5. Departmental Level