Q1.Discuss how the global village affect the HRM practices?
A.Gloabalization is creating a situation where HRM must begin to search for mobile ans skilled employees capable of successfully performing their job duties in a forign land.
Q2.Describe how technology is changing HRM?
A.Technology is having a major impact on HRM. It’s giving all employees instant access to information and changing thw skill requirements of employees. As a result of technological changes,HRM has had to address or change its practices when it deal with such activites as recruiting and selection, training and development , and legal and ethichal matters.
Q3. Identify the significant changes that have occurred in the composition of thw work force?
. The work force composition has chnaged considerably over thw past 35 years. Once characterized as having a dominant number of white males, the work force of the new millenium, compraised of a mixture of women, minoruities, immigrants, and white males.
Q4. Explain the implication of the HRM of the changing work force composition?
. The most significant implication of HRM regarding the changing workforce composition are language and skills deficiences of available workers, changing management practices to accommodate a diverse work group, dealing with conflict among employees, and providing family-friendly benefits.
Q5.describe how changing skill requirement affect HRM?
. Changing skill requirements necessitate HRM provide extensive training. The training can be in the form of remedial help for those who have skill deficiences, or specialized training dealing with technology chnages.
Q6.Explain why organiztaional members focus on quality & continuous improvement?
. Organizational members focus on quality & continuous improvements for several reasons; today’s educated consumer demnd itand quality improvement have become strategic initiatives in the organization. HRM is instrumental in quality initiatives bu preparing employees to deal with the change and training them in new technique.
Q7. Describe how work process engineering differs from continuous improvements & its implication on HRM?
A.continuous incremental improvements focus on enhancing the quality og current work force. Work process engineering focuses in major or radial change in the organization.
Q8.identify who makes up the contingent workforce and itd HRM implication?
. The contingent work force includes those patr-time, temporary, consultants, and contract workers who provide services to organizations on an as-needed basis. The HRM implications of a continuous work force include attracting and retaining skilled contingent workers, adjusting to their special needs, and managing any conflict that may arise between core and contingent employees.
Q9.explain why work sites may be decentralized and what their impplications are foe HRM ?
Organizations use decentralized worksites because telecommunicating arrangements enables organizations to find qualified employees without having to locate business facilities. Decentralizad worksites also provide cost savings to the organization , as well as fulfilling some special needs of a diversed workforce. For HRM, decentralized worksites will require training for managers in managing nd controlling work, and establishing pay systems to reflect this work arrangemenr.HRM will also have to monitor hours home workers spend on the job,as well as ensuring the health and safety og workers in the home office.
Q10.define employee invovement and list its critical components?
. Employee involvement can be best defined as giving workers more control over his/her job. To do thid requires delegation, participative management, work teams , goal setting, and employee training. If handled properly, involving employees should lead to developing more productive emplorees who are more loyal and commiitted to the organization.
Q11. Define management and identify its primary functions?
. Management is the process og efficiently achieving the strategic objectives of the orgainzation with and through prople. The four main function of management are planning,organizing,leading and controlling. Three factros common to the definition og orgainzations are goals, limited resources and people.
Q12.describe the importance of HRM?
. HRM is responsible for the people dmension of the organization. It is responsible for getting comptent people,training them, getting them to perform at high effort levels and providing mechanism to ensure that these employees maintain their productive affiliation with the organization.
Q13. Explain what is meant by thw term HRM?
. HRM is comprised of the staffing, development, motivation, and maintenance functions. Each of these fuctions , however, is affected by external influences.
Q14.identify the primary envoirnmental influences affecting HRM?
. Envoirnmnetal influences are those factors that affect the functions of HRM. They include the dynamic envoirnment og HRM, govt legislation, labor unions, and managemnet thoughts,
Q15.outline the components and the goals of the staffing,training, and development functions?
A.the components of the staffing function includes strategic human resource planning, recruiting and selesction. The goal of the staffing function is to locate and secure competent employees. The trainning and development fuction includes orientation, employee training, employee development. The goal of the development function is to take competent workers,adapt them to the orgainzation and career development and help them to obtain up-to-date skills,knowledge,and abilities for their job responsibilities.
Q. what is meant by job analysis?
A.Job analysis is the sstematic exploration of the activities surrounding and within the job. It defines the job;s duties,responsibilities and accountibilities.
Q.difference b/w job description, job specification, and job evalutaion?
A. job descriptions are written statement of what the jobholder does ( duties and responsibilities) ; job specification identify the personal characteristics required ti perform successfully on the job and job evaluation is the process of using job analysis information in establishing a compensation system.
Q . describe how job analysis permeates all aspects of HRM?
A. job analysis permeates all aspect of HRM in that almost everything that HRM does is diretly related to the job analysis process. Recruiting, slesction, compensation and performance appraising, employee training and career activities and safety and health requirements, for example, are affected by thr job analysis in termsof identifyinf necessary skills, knowledge and abilities.
Q.what is meant by recruiting?
A. recruiting is the discvering of potential appliatns for actual or anticipated organizational vacancies. It involves searching and sourcing for viable job candidates.
Q.identify the dual goals of recruiting?
A.the two goals of recruiting are to generate a large pool of applicants from which to choose while simultaneously providing enough information for individuals to self-select out of the process.
Q. explain what constrains HR manager in determining recruiting sources ?
A. influences that constrain HRM in determining recruitning sources includes image of the organization, attractiveness and nature of the job, internal policies, govt reqitrements, and the recruiting budget.
Q.identify the principle sources involved in recruitng the employees?
A. the principle sources of recruiting employees include internal search, advertisements, employess referal/recommendations, employment agencies , temporary rental services, schools , colleges, universities, professional organizations, the internet ( or cyberspace recruiting) , and casual or unsolicited applicants.
Q.describe the benefits of cyber recruiting?
A. internet recruiting provide a low-cost means for many businesses to gain inprecedented access to potential employees worldwide. Cyberspace recruiting ia aslo a way to increase diversity and find peopke with unique talent.
A.Gloabalization is creating a situation where HRM must begin to search for mobile ans skilled employees capable of successfully performing their job duties in a forign land.
Q2.Describe how technology is changing HRM?
A.Technology is having a major impact on HRM. It’s giving all employees instant access to information and changing thw skill requirements of employees. As a result of technological changes,HRM has had to address or change its practices when it deal with such activites as recruiting and selection, training and development , and legal and ethichal matters.
Q3. Identify the significant changes that have occurred in the composition of thw work force?
. The work force composition has chnaged considerably over thw past 35 years. Once characterized as having a dominant number of white males, the work force of the new millenium, compraised of a mixture of women, minoruities, immigrants, and white males.
Q4. Explain the implication of the HRM of the changing work force composition?
. The most significant implication of HRM regarding the changing workforce composition are language and skills deficiences of available workers, changing management practices to accommodate a diverse work group, dealing with conflict among employees, and providing family-friendly benefits.
Q5.describe how changing skill requirement affect HRM?
. Changing skill requirements necessitate HRM provide extensive training. The training can be in the form of remedial help for those who have skill deficiences, or specialized training dealing with technology chnages.
Q6.Explain why organiztaional members focus on quality & continuous improvement?
. Organizational members focus on quality & continuous improvements for several reasons; today’s educated consumer demnd itand quality improvement have become strategic initiatives in the organization. HRM is instrumental in quality initiatives bu preparing employees to deal with the change and training them in new technique.
Q7. Describe how work process engineering differs from continuous improvements & its implication on HRM?
A.continuous incremental improvements focus on enhancing the quality og current work force. Work process engineering focuses in major or radial change in the organization.
Q8.identify who makes up the contingent workforce and itd HRM implication?
. The contingent work force includes those patr-time, temporary, consultants, and contract workers who provide services to organizations on an as-needed basis. The HRM implications of a continuous work force include attracting and retaining skilled contingent workers, adjusting to their special needs, and managing any conflict that may arise between core and contingent employees.
Q9.explain why work sites may be decentralized and what their impplications are foe HRM ?
Organizations use decentralized worksites because telecommunicating arrangements enables organizations to find qualified employees without having to locate business facilities. Decentralizad worksites also provide cost savings to the organization , as well as fulfilling some special needs of a diversed workforce. For HRM, decentralized worksites will require training for managers in managing nd controlling work, and establishing pay systems to reflect this work arrangemenr.HRM will also have to monitor hours home workers spend on the job,as well as ensuring the health and safety og workers in the home office.
Q10.define employee invovement and list its critical components?
. Employee involvement can be best defined as giving workers more control over his/her job. To do thid requires delegation, participative management, work teams , goal setting, and employee training. If handled properly, involving employees should lead to developing more productive emplorees who are more loyal and commiitted to the organization.
Q11. Define management and identify its primary functions?
. Management is the process og efficiently achieving the strategic objectives of the orgainzation with and through prople. The four main function of management are planning,organizing,leading and controlling. Three factros common to the definition og orgainzations are goals, limited resources and people.
Q12.describe the importance of HRM?
. HRM is responsible for the people dmension of the organization. It is responsible for getting comptent people,training them, getting them to perform at high effort levels and providing mechanism to ensure that these employees maintain their productive affiliation with the organization.
Q13. Explain what is meant by thw term HRM?
. HRM is comprised of the staffing, development, motivation, and maintenance functions. Each of these fuctions , however, is affected by external influences.
Q14.identify the primary envoirnmental influences affecting HRM?
. Envoirnmnetal influences are those factors that affect the functions of HRM. They include the dynamic envoirnment og HRM, govt legislation, labor unions, and managemnet thoughts,
Q15.outline the components and the goals of the staffing,training, and development functions?
A.the components of the staffing function includes strategic human resource planning, recruiting and selesction. The goal of the staffing function is to locate and secure competent employees. The trainning and development fuction includes orientation, employee training, employee development. The goal of the development function is to take competent workers,adapt them to the orgainzation and career development and help them to obtain up-to-date skills,knowledge,and abilities for their job responsibilities.
Q. what is meant by job analysis?
A.Job analysis is the sstematic exploration of the activities surrounding and within the job. It defines the job;s duties,responsibilities and accountibilities.
Q.difference b/w job description, job specification, and job evalutaion?
A. job descriptions are written statement of what the jobholder does ( duties and responsibilities) ; job specification identify the personal characteristics required ti perform successfully on the job and job evaluation is the process of using job analysis information in establishing a compensation system.
Q . describe how job analysis permeates all aspects of HRM?
A. job analysis permeates all aspect of HRM in that almost everything that HRM does is diretly related to the job analysis process. Recruiting, slesction, compensation and performance appraising, employee training and career activities and safety and health requirements, for example, are affected by thr job analysis in termsof identifyinf necessary skills, knowledge and abilities.
Q.what is meant by recruiting?
A. recruiting is the discvering of potential appliatns for actual or anticipated organizational vacancies. It involves searching and sourcing for viable job candidates.
Q.identify the dual goals of recruiting?
A.the two goals of recruiting are to generate a large pool of applicants from which to choose while simultaneously providing enough information for individuals to self-select out of the process.
Q. explain what constrains HR manager in determining recruiting sources ?
A. influences that constrain HRM in determining recruitning sources includes image of the organization, attractiveness and nature of the job, internal policies, govt reqitrements, and the recruiting budget.
Q.identify the principle sources involved in recruitng the employees?
A. the principle sources of recruiting employees include internal search, advertisements, employess referal/recommendations, employment agencies , temporary rental services, schools , colleges, universities, professional organizations, the internet ( or cyberspace recruiting) , and casual or unsolicited applicants.
Q.describe the benefits of cyber recruiting?
A. internet recruiting provide a low-cost means for many businesses to gain inprecedented access to potential employees worldwide. Cyberspace recruiting ia aslo a way to increase diversity and find peopke with unique talent.
0 comments:
Post a Comment