Human Resource Management

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

Yanıt Açıklaması: The potential benefits of using psychometrics can be listed as the following: Maximizing organizational performance by improved accurate selection, Improving employee retention by better balance between individuals and jobs, Better financial and cost effect by avoiding poor recruitment decisions, Optimizing people’s capacity by focused activities, Better career management by matching individual aspects and organizational opportunities.

Yanıt Açıklaması: According to the approaches of personnel management and HRM towards basis of pay, and management role, modern, performance evaluation, and transformational should be placed in question marks. Please refer to the Table 1.1. in page 6.

Yanıt Açıklaması: Frederick W. Taylor.

Yanıt Açıklaması: Skill is described by Somasundaram and Egan (2004, p. 856) as the capability to implement job operations with ease and precision.

Yanıt Açıklaması: Table 4.2 Comparison of Training & Education.

Yanıt Açıklaması: Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences. To conduct an effective human resource planning and to meet the needs of the employees within the framework of this plan requires possessing sufficient knowledge about the quantity, skills, and potentials of the existing human resources. Thus, workforce skills analysis; or in other words, workforce inventory; is a resource that reflects the human resources employed in the organization from various perspectives based on their qualifications. Developing such an inventory provides information about the wage level and quantity of employees in any position in the organization, and their age, gender, seniority, skills, education levels, and potential Furthermore, it attempts to identify the potential abilities and skills of the employees.

Yanıt Açıklaması: The differences between 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: The individuals who work for an organization could leave the organization after working for a while due to layoffs, quitting, retirement, or death, and tendency to get away from unrest is called personnel turnover. Briefly, the personnel turnover rate, which is one of the methods of analysis in human resources planning, refers to the ratio of the personnel employed in the organization to the personnel who quit their jobs in that period. Personnel turnover can be assessed differently based on the organization structure, the number of employees, and the size of the organization.

Yanıt Açıklaması: Human/Social skills refer to the ability to work effectively with a group as a team and to build complementary accomplishment.

Yanıt Açıklaması: Online recruiting is the easiest way to reach open positions globally and to advertise a job for qualified people. Applicants can see job descriptions and person specifications and apply by filling a short online survey and submitting their interests and qualifications to the attention of recruiters. At the same time, the online advertisement of the job opens the door to the recruiters to attract potential applicants to improve their applicant pool in terms of quantity and quality. The design and content of the online advertisement of the job define factors about the image of the organization and the job itself.

Yanıt Açıklaması: Job Instructional Technique (JIT): It is a structured, step by step, on the job training technique. It enables a trainer to prepare a trainee with an overview of the job.

Yanıt Açıklaması: Person specification is used to advertise the job for the potential applicants seeking further information.

Yanıt Açıklaması: There are some methods which are used commonly for job analysis: • Observation: While a jobholder is doing the job, everything is recorded. It provides an overview of the job, but not the detailsabout the difficulty level. • Diaries and logs: This is a very useful method to have the details about the job. To keep a diary, a jobholder records every step of the job execution. • Job analysis interviews: These interviews are carried out with the jobholder by asking and talking about the job or tasks. • Critical incident technique: This technique focuses on the collection of information about critical incidents that are related to success and failure in a job. • Repertory grid: It is a highly skilled activity including good or poor job performance. The names of three people are written on cards, each distinguished as a good or poor performer. By choosing the cards, a discussion is held about the differences and similarities between the poor and good performers. • Checklist/inventories: A list of the tasks about performance and ranking is developed, and the jobholder is asked to put them in order.

Yanıt Açıklaması: The structured approach for interviewing is the best way to separate effectively excellent candidates from the others Three main objectives of a good interview can be listed as: 1. Evaluating the candidates accurately and fairly for the best individual(s) who will add most value to the job, Interacting with candidates professionally and courteously so they want to work in the organization, Guiding the candidates to understand job details so they can decide working in the organization.

Yanıt Açıklaması: Human resource planning is a dynamic process that continuously collects data, processes, applies, and transfers them to required points. Internal and external factors of the organization have an impact on this process. The factors affecting human resource planning are shown in Figure 2.1

Yanıt Açıklaması: Recruitment

Yanıt Açıklaması: Assessment of future demand is analyzing, reviewing and attempting to predict the numbers, by kind, of the manpower needed by the organization to achieve its objectives.

Yanıt Açıklaması: Labor Force refers to the number of people who are employed and the unemployed who are looking for work?

Yanıt Açıklaması: An Assessment center is a combination of the various selection tools and methods. Generally, it includes work samples, simulations, interviews, and psychometric tests .  In the process, candidates are expected to simulate the given situation. They are observed during the simulation and measured in terms of their decision making, planning and organization skills, behaviors, communication styles, teamwork and group behaviors, leadership and management attitudes and styles, crisis management, and stress management related to job requirements. Assessment center applications require high costs in time and money when compared to other selection methods. But if the job to be filled has a critical role as in safety and security, value added selection activities and decisions are conducted for qualified employees, although it has a high cost.