Human Resource Management

Yanıt Açıklaması: The first step of instructional design is that the organization needs people to learn to determine what things are. Next, the organization ensures that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment. The third step is to plan the training program, including the program’s objectives, instructors, and methods. The organization then implements the program. Finally, evaluating the results of the training provides feedback for planning future training programs.

Yanıt Açıklaması: Judgemental methods have knowledgeable people to forecast the future (Cascio, 1995). The methods deal with quantitative data but allow consideration of expertise and human insight. These types of methods are used by small organizations or organizations which do not have any forecasting activities. Also, if organization is in change or in a chaos, these types of methods could be used because in such times past actions and situations cannot help to predict the future. Those actions and situations do not give accurate information about organizations. Judgemental methods are bottom-up or unit forecasting,  top-down forecasting, and Delphi Method.

Yanıt Açıklaması: According to Built.com in 2014, the purpose of employee orientation is to: • reduce startup-costs, • reduce anxiety, • reduce employee turnover, • save time for supervisor, • develop realistic job expectations, • develop positive attitudes, • develop job satisfaction

Yanıt Açıklaması: Learning involves: • act or experience • knowledge or skill gained at school • behavioral changes • enhance level of maturity

Yanıt Açıklaması: The characteristics of HRM and SHRM are as follows: Factors Human Resource Management (HRM) Strategic Human Resource Management (SHRM) Basic Assumption People as resources People as Strategic resources Goal Individual HR outcome Organizational effectiveness as a whole Nature Unitary, individual and active Strategic and proactive Framework Isolated HR program or activities, separating from each other and from the environment Broad, contingency- based, and integrative framework, HR system designed to fit extant environment and mutually reinforcing or synergistic Level Middle level Top level Context Within the organizational scope Interacts with organizational factors as well as external factors Psychological Contract Commitment Long-term Commitment/ Development Evaluation Utilization maximum Overall business success Status Major managerial function Strategic Partner Actors HR professionals/manager devolving some to line manager Line and HR managers, with HR a supportive role Orientation Short-term/Long- term Long-term

Yanıt Açıklaması: Human factors , including the candidates as well as the professionals who manage the process and make hiring decisions, play an important role in all phases of the recruitment and selection processes including candidates first and then professionals who manage the process and make hiring decisions.

Yanıt Açıklaması: The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job. The first stage of recruitment is defining requirements. These requirements should be clearly defined in order to meet the most appropriate candidate for the job. Another important issue is attracting a candidate. Depending on recruitment sources, the ways of attracting candidates may vary. There are two main recruitment sources, internal and external. Organizations recruit existing employees through job posting, or communicating information about the vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees.

Yanıt Açıklaması: The recruitment and selection process starts with the recruitment need analysis carried out by human resources planning activities. Then job analysis provides the definition of the job details and produces a job description and person specifications. Depending on the job requirements, selection applications and methods are identified and organized. The aim of this process is to attract qualified applicants for the position.Then, actions such as screening applications, giving tests, making interviews are taken to obtain information and inputs necessary for making a decision and offering the job. After his/her references are viewed, , the candidate is hired by the organization and then induction and initial training activities are initiated by human resource department.

Yanıt Açıklaması: Overtime working: This option can be run for a short term. Overtime working can meet the skill requirements to solve the problems of workforce shortage. If the job to be performed requires high skills, additional training should be provided. Generally, the workforce prefers overtime working if it is voluntary and well paid.

Yanıt Açıklaması: New Trends in Recruiting - Online Recruiting - Gamification of Recruiting - Social Media and Recruiting - Video Résumés

Yanıt Açıklaması: Sustainable HRM enhances positive environmental outcomes and positive social and human outcomes.

Yanıt Açıklaması: Objectives for Employees: • Improving knowledge, skills, and behaviours • Increasing the efficiency and effectiveness of employees • Preparing employees for higher level responsibilities • Training employees in the company’s culture • Increasing employees’ morale • Developing inter-personal relations • Stimulating creative thinking • Improving mental and analytical abilitie

Yanıt Açıklaması: Training is needed to provide the crucial task/ job-related skills, techniques, and knowledge. The main aim of training and development is to focus on what’s good for people, rather than chiefly what’s profitable for organizations. In terms of training and development it means what’s good for employees is directly good for their organizations–what’s good for the individual’s development is also good for organizational performance .

Yanıt Açıklaması: Describing and recording how much it is paid for the job

Yanıt Açıklaması: In human resources, a job analysis includes collection of detailed information about a job, making the right descriptions for the job, and employment of the right employee in the right job based on the skills of that employee.

Yanıt Açıklaması: Human resource planning is the process of hiring the right number of employees with right qualifications at the right time and at the right place to ensure the organizational requirements.

Yanıt Açıklaması: As you can follow from the diagram, the fist factor to be considered is the organizational strategic plan.

Yanıt Açıklaması: Human resource planning identifies human resources requirements of an organization and supply of human resources. The following describes what is identified by this process: Replacement of Persons: there are some reasons as to why large number of human resource is recruited in an organization. These reasons are retirement, old age, death, etc. Recruitment could be from internal resources or from external resources. Although for this two case, human resources should get prepared for the vacancy position. Labor Turnover: There is always labor turnover in every organization. The degree of labor turnover may vary from concern to concern but it cannot be eliminated altogether. There will be a need to recruit new persons to take up the positions of those who have left the organization. If the concern is able to forecast the turnover rate precisely, then advance efforts are made to recruit and train persons so that work does not suffer for want of workers. Expansion Plans: Businesses always want to expand their activities either national or international. Therefore, they expand their activities, employees, facilities, or earnings. Whenever they decide to expand, they should prepare their employees for this change. Employees need to know that there could be new positions. Technological Changes: Rapid developments and advances in technology affect the structural and functional qualities of the organizations and create diversity in the production of goods and services. Due to these developments and advances, several jobs disappear, and several new jobs and occupations emerge. New jobs and tasks that arise due to the rapid technological changes require different types of workforce in the organization. Assessing Needs: Human resource planning is not only about finding the right person for the right job, it is also about shortage or excess of employees. If there are less persons than needed, it will affect the work negatively. Human resource planning provides the employment of suitable workforce.

Yanıt Açıklaması: Human resources department and line managers are responsible for the recruitment and selection process. Line managers know the position requirements to be fulfilled by the skilled candidates who meet cultural aspects for the organization. Thus, line managers must be involved in the all phases of the recruitment and selection process by providing support and information.

Yanıt Açıklaması: Loncas are established by tradesmen and craftsmen who work in the same profession to protect their interests.