The meaning of the acronym HRM is Human Resource Management. Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is really employee management with an emphasis on those employees as assets of the business.
HRM is a staff functions. A "staff function" supports the organization with specialized advisory and support functions. For example, human resources, accounting, public relations and the legal department are generally considered to be staff functions.
Finding ways to reduce uncertainty is a key responsibility of management. The primary role of a manager is to ensure the daily functioning of a department or group of employees.
The reward and control systems should be altered to support the strategic human resource function. Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole.
All aspects of the merger need managing. A merger is a corporate strategy of combining different companies into a single company in order to enhance the financial and operational strengths of both organizations. Page 2
The meaning of the acronym HRM is Human Resource Management. Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is really employee management with an emphasis on those employees as assets of the business.
HRM is a staff functions. A "staff function" supports the organization with specialized advisory and support functions. For example, human resources, accounting, public relations and the legal department are generally considered to be staff functions.
Finding ways to reduce uncertainty is a key responsibility of management. The primary role of a manager is to ensure the daily functioning of a department or group of employees.
The reward and control systems should be altered to support the strategic human resource function. Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole.
All aspects of the merger need managing. A merger is a corporate strategy of combining different companies into a single company in order to enhance the financial and operational strengths of both organizations. Page 3
The meaning of the acronym 'SHRM' is Strategic Human Resource Management. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.
The organization's Culture must be conducive to productivity and quality improvement. The ways the employees interact amongst themselves and with others outside the organization contribute to the culture of the workplace. The culture gives an identity to the organization and makes it distinct from others. Communication and relationship play an important role in a healthy organization culture.
College Professors are generally evaluated on Teaching, Service and Research Work functions.
In essay evaluation method, the evaluator is asked to describe the strong and weak aspects of the employee's behavior. In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance.
The Management by Objective system combines the superior and self evaluation systems. Management by objectives (MBO) is a strategic management model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees. Page 4
One of the important organizational factors affecting 'Job Design' is Workflow. Organizational factors that affect job design can be work nature or characteristics, work flow, organizational practices and ergonomics.
Behavioral factors affecting job design are Autonomy, Diversity and Feedback.
Factors affecting job design are Behavioral factors, Environmental factors and Organizational factors. Behavioral factors have to do with human needs and the necessary to satisfy them. Higher-level needs are more significant in this context. Environmental elements affect all activities of HRM, and job design is no exception. The external factors that have a bearing on job design are employee abilities and availability, and social and cultural expectations. Organizational factors include characteristics of task, work flow, ergonomics, and work practices.
Organisational factors affecting job design are Workforce and cultural factors. The various factors under organisational factors include task features, work flow, ergonomics, work practices, etc.
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is Job analysis. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. |
What is human factors in HRM Mcq?
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