6.1.2 Functions of HRM

• What does Human Resource Management (HRM) involve?

  Strategic management of human resources
• One key function of HRM is to identify and attract suitable candidates
• What is the purpose of training and development programs in HRM?

  Enhance employee skills
• Performance appraisal in HRM involves evaluating employee performance against objectives.
• Match the HRM function with its description:

  Recruitment ↔️ Identifying and attracting candidates

  Training & Development ↔️ Enhancing skills and knowledge

  Compensation & Benefits ↔️ Administering fair pay

  Employee Relations ↔️ Fostering a positive work environment
• One method of recruitment involves posting open positions on online job boards
• Recruitment aims to attract a large pool of candidates, while selection focuses on choosing the best fit from that pool.
• What is one strategic goal of HRM?

  Attracting and retaining talent
• One strategic goal of HRM is to promote a positive work environment
• Match the HRM function with its contribution to organizational goals:

  Recruitment ↔️ Ensures the right talent pool

  Training & Development ↔️ Improves employee performance

  Performance Appraisal ↔️ Identifies areas for improvement

  Employee Relations ↔️ Fosters a positive work environment
• What is the primary difference between training and development in HRM?

  Training enhances current skills
• One type of training program involves learning through practical experience
• Improved employee performance is a benefit of training and development.
• What is the primary goal of performance management in HRM?

  Improve employee performance
• One performance management technique involves regular evaluation of employee performance by supervisors
• 360-degree feedback provides a comprehensive perspective on employee performance.
• Which key function of HRM involves attracting and hiring qualified candidates?

  Recruitment
• Training and development in HRM enhance employee skills and knowledge
• Stages of the recruitment and selection processes

  1️⃣ Planning

  2️⃣ Candidate Sourcing

  3️⃣ Shortlisting

  4️⃣ Conducting Interviews

  5️⃣ Final Selection

  6️⃣ Making Job Offer
• Match the type of training program with its description:

  On-the-job training ↔️ Learning through practical experience

  Classroom training ↔️ Formal lectures and workshops

  E-learning ↔️ Online courses accessible remotely

  Mentoring ↔️ Guidance from experienced professionals
• Training focuses on current job skills, while development prepares for future capabilities
• Training focuses on improving job-specific skills
• Development prepares employees for future roles and responsibilities.
• Match the training type with its description:

  On-the-job training ↔️ Learning through practical experience

  Classroom training ↔️ Formal lectures and workshops

  E-learning ↔️ Online courses accessible remotely

  Mentoring ↔️ Guidance from experienced professionals
• Order the differences between training and development based on the comparison table:

  1️⃣ Focus: Current job skills vs. Future capabilities

  2️⃣ Duration: Short-term vs. Long-term

  3️⃣ Scope: Job-specific tasks vs. Career-wide progression

  4️⃣ Purpose: Skill enhancement vs. Professional growth
• What strategic HRM goals do effective training and development programs contribute to?

  Strategic HRM goals
• Performance management aims to enhance productivity, improve motivation, and identify areas for development
• Performance appraisals provide structured feedback and are easy to implement.
• What is a key advantage of 360-degree feedback?

  Comprehensive perspective
• KPIs align with strategic goals but can miss qualitative aspects of performance.
• Match the performance management technique with its primary focus:

  Performance Appraisals ↔️ Individual performance

  360-Degree Feedback ↔️ Holistic assessment

  KPIs ↔️ Quantitative metrics

  MBO ↔️ Goal attainment
• Order the objectives of compensation and benefits administration:

  1️⃣ Attract and retain talent

  2️⃣ Motivate employees

  3️⃣ Align compensation with business goals

  4️⃣ Ensure fairness and equity

  5️⃣ Comply with legal regulations
• Job evaluation ensures fair compensation by assessing the relative worth of jobs.
• Match the pay structure with its primary characteristic:

  Hourly Wage ↔️ Pay based on hours worked

  Salary ↔️ Fixed annual amount

  Piece Rate ↔️ Pay per unit produced

  Commission ↔️ Pay based on sales
• Positive employee relations contribute to increased job satisfaction, higher productivity, and reduced turnover.
• Labor laws protect employees from exploitation and ensure fair treatment.
• Match the feature with its corresponding domain:

  Employee Relations ↔️ Relationship management

  Labor Laws ↔️ Legal requirements
• Key HRM functions include Recruitment & Selection, Training & Development, Performance Appraisal, Compensation & Benefits, and Employee Relations.
• Order the key HRM functions based on their contribution to organizational goals:

  1️⃣ Recruitment & Selection: Attract talent

  2️⃣ Training & Development: Enhance skills

  3️⃣ Performance Appraisal: Improve performance

  4️⃣ Compensation & Benefits: Motivate employees

  5️⃣ Employee Relations: Foster positive environment
• Employee Relations aims to create a positive work environment through open communication and conflict resolution.