HUMAN RESOURCE MANAGEMENT
Questions | Answers |
Q1 | C ETHNOCENTRISM |
Q2 | A JOB ANALYSIS |
Q3 | B MIN WAGES ACT 1948 |
Q4 | B PLACEMENT |
Q5 | B DEVELOPMENT |
Q6 | A PLANNED CHANGE |
Q7 | D PERFORMANCE MANAGEMENT SYSTEM |
Q8 | C RATING SCALE |
Q9 | A HUMAN RESOURCES |
Q10 | B MANAGEMENT GAME |
Human needs and desires are the driving force that an individual is guided by. Growth within the system brings along with it respect and self satisfaction. It is not always higher remuneration and facilities that retain/ attract employees in a ...view middle of the document...
People oriented. It is about alignment of work with suitable people and group.
Future oriented. It enables the organization to meet its future goals by providing for competent and motivated employees.
Development oriented. Attempt at development of skills of the employees in the organization to its needs by training and setting of reward structuring for employees.
Integrated mechanism. Integration of human assets in the best possible manner in the service of the organization.
Comprehensive function. A method for developing potential o the employees so that they get maximum satisfaction out of their work and give their best efforts to their origination.
Auxiliary service. HR departments to assist and advise the line or operating managers to do their personnel work more effectively.
Inter disciplinary function. To effectively understand and analyse the application of studies of psychology, sociology, economics and other such human related disciplines on the work force in the prevailing environment.
Continuous function. HR requirements entails alertness and continuous involvement in understanding human relations in everyday operations.
Performance appraisal is an integral process aimed at meeting two main requirements of HR. One is to study the performance of the individual at a level and the environment that he is operating and the other is to advise/encourage the individual as to how he could perform better and that how he could hone the potential that he posses.
The process could involve both qualitative and quantitative processes. It also serves useful purpose enumerated below:-
Compensation decisions Identification of personnel that have performed beyond their expected level, with an approach that increments are based on performance rather than seniority.
Promotion decisions Merit being the basis for reward of promotion the same is performance linked.
Training and development programme It keeps the employees on the right progressive track towards promotion , pay rise and training for growth.
Feedback it enables the employee to ascertain if he is on the right track for moving up the organizational ladder.
Personal development It can help reveal the causes of good or poor performance. It can also enable the management to understand the behavior pattern in a type of job and make necessary changes for improvement.
The training of employees holds a key role in effective and goal oriented operations. It is effective when it is planned, implemented and evaluated in a systematic way. The methods are usually classified by the location of instruction.
On job training involves training on the workplace and therefore familiarity with the environment and equipment. Widely used methods are
* Job instruction.
* Where trainer acts as coach till the trainee is able to demonstrate the same individually and is then left independent on that task.
* Coaching. The practical and theoretical...