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Fundamentals of Human Resource Management.
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Fundamentals of Human Resource Management.
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Fundamentals of Human ResourceManagement
What is Human Resource Management? - correct answer-- Involves managing people within
the employer-employee relationship
- The productive use of people in achieving the organisations business objectives and
employee needs
What are the two approaches to HRM? - correct answer-Hard approach - stresses the
rational, quantitative and strategic aspects (performance improvement/competitive
advantage)
Soft approach - emphasises the integration of HR practices with strategic business
objectives (employee development/collaboration)
What are the roles of a HR Manager? - correct answer-- Change & cultural transformational
catalyst
- Talent manager
- Employee advocate
- Organisational ambassador
- Legal adviser
What is Strategic Human Resource Management (SHRM)? - correct answer-- Concerned
with the development/implementation of people strategies that are integrated with corporate
strategies
- Ensures that culture, values, structure and motivation levels contribute to goals.
What is Human Resource Planning?
What is its purpose? - correct answer-- HR function concerned with detailed forecasting of
employee demand and employee supply.
Purpose - To guarantee availability of the HR needs of the organisation at specified times in
the future.
(right people in the right place, in the right jobs, at the right time, at the right cost to the
organisation)
What are the Quantitative Forecasting techniques?
What are the Qualitative Forecasting techniques? - correct answer-Quantitative:
- Trend Projection - makes predictions by projecting trends of the past/present into the future
- Econometric Modelling - simulates future events based on probabilities
, Qualitative:
- Expert Opinion (individual) - if lack of appropriate/statistical information
- Delphi (group) - panel of experts make predictions in answer to questions relating to future
HR needs (communication)
- Nominal (group) - group process involving problem identification, solution and decision
making.
What is forecasting for Human Resources? - correct answer-- Forecasting HR demand and
supply
- Demand - What is our labour number demand going to be (number/skillset)?
- Supply - Do we have it (no - external labour market)?
What techniques can be used for forecasting the internal HR supply? - correct answer-Skills
inventory - consolidates basic information on all employees within the organisation (identifies
qualified employees)
Succession planning - concerned with the filling of management level vacancies long-term
Markov analysis - used to forecast the availability of internal candidates (restricted to large
companies)
Turnover analysis - How many people and which ones are predicted to leave the
organisation.
What is Job Analysis?
What 3 basic aspects of the job does it consider? - correct answer-Job Analysis - A
systematic investigation of the tasks/duties/responsibilities of a job and the necessary
knowledge/skills/abilities a person needs to perform the job adequately.
1. Job Content - duties/responsibilities
2. Job Requirements - qualifications/skills
3. Job Context - the jobs purpose/where it fits in the organisation
What are the steps in the Job Analysis process? - correct answer-1. Review background
information
2. Identify the use to which the information will be put
3. Select positions to be analysed - (job representativeness/criticality/number of applications)
4. Collect data (two approaches):
- Job-oriented approach (job
content/tasks/duties)
- Employee-oriented approach (job
requirements/skills/abilities)
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