following strategies is best suited to avoid this short-term labor shortage if thecompany desires to find a simple and cost-effective solution?A.RetrainedtransfersB.OvertimeC.TechnologicalinnovationD.New externalhiresE.TurnoverreductionsOrganizations facing a labor shortage may be reluctant to hire employees, eventemporary workers, or to commit to an outsourcing arrangement. Especially if theorganization expects the shortage to be temporary, it may prefer an arrangementthat is simpler and less costly. Under some conditions, these organizations may tryto garner more hours from the existing labor force, asking them to go from part-time to full-time status or to work overtime.
64.Which of the following is an element in the final stage of human resourcesplanning?A.Estimating labordemandB.Forecasting laborsupplyC.Estimating labor surplus orshortageD.StrategicplanningE.EvaluatingoutcomesThe final stage of human resource planning involves implementing strategies andevaluating outcomes.
65.In the context of HR planning, implementation that ties planning and recruiting toan organization's strategy and to its efforts to develop employees becomes acomplete program of:A.reengineering.B.total qualitymanagement.C.benchmarking.D.talentmanagement.E.workforceutilization.Implementation that ties planning and recruiting to an organization's strategy andto its efforts to develop employees becomes a complete program of talentmanagement. Today's computer systems have made talent management morepractical.
66.In the context of options for avoiding a labor shortage, identify the similaritybetween outsourcing and overtime strategies.A.Both strategies yield slowresults.B.Both strategies have highrevocability.C.Both strategies are expensive toimplement.D.Both strategies involve contracting with another organization to perform abroad set of services.E.Both strategies can be used for reducing laborsurplus.In the context of avoiding a labor shortage, both overtime and outsourcingstrategies yield fast results and are easy to change after implementation, i.e., theyhave high revocability.
67.In the context of options for reducing a labor surplus, identify the similaritybetween natural attrition and early retirement strategies.A.Both strategies yield slow results for anorganization.B.Both strategies cause high suffering to the employees of anorganization.C.Both strategies can be applied for preventing laborshortages.D.Both strategies are expensive toimplement.E.Both strategies encouragelayoffs.In the context of options for reducing labor surplus, both natural attrition and earlyretirement yield slow results and cause low suffering to the employees.
68.Nazir, an HR manager at Solomon Beverages, recognizes and attracts potential jobseekers to his organization. In the context of HRM functions, Nazir is carrying outthe _____ process.
Upload your study docs or become a
Course Hero member to access this document
Upload your study docs or become a
Course Hero member to access this document
Human Resources is defined as the set of people who make up the workforce of an organization, business sector, industry, or economy. An narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, personnel, associates or simply: people. According to Wikipedia. Human resource departments are responsible for many functions within a business of core functions. In short, human resource activities fall under the following five core functions: staffing, development, compensation, safety and health, and employee and labor relations. In this article we will discuss the elements of Human Resource Management.
Stages of HR Management
The HR managers get to decide upon pay grades, rewards, and remuneration of all the staff. They even settle work-related disputes. Generally, there are three phases of Human Resource Management namely, the pre-hiring phase of the employee, Training and Development phase and the post-hiring phase of the employee.
Resource Planning
- Analyzing Organizational Objective
- Inventory of Present Human Resources
- Forecasting Demand and Supply of Human Resource
- Estimating Manpower Gaps
- Formulating the Human Resource Action Plan
- Monitoring, Control and Feedback:
Key Elements
- Organization.
- Payroll
- Time & Attendance
- Benefits Administration
- HR Management Information System
- Recruiting
- Training
- Employee Self-Service.
7 Functions of HR
- Talent Acquisition/Recruitment
- Compensation Management
- Benefits Administration.
- Training and development
- Performance Appraisal and Management
- Employee and Labor Relations
- Compliance Management.
Challenges Facing HRM
#1 Compliance with Laws and Regulation.
#2 Management Changes.
#3 Leadership Development.
#4 Workforce Training and Development.
#5 Adapting to Innovation.
#6 Compensation.
Concept of HRM
HRM is important within any company and is vital in the steady flow as well as success of the company as a whole. Human resource management means managing people at work. HRM is the process which binds people with organizations and helps both people and organization to achieve each others goal. Various policies, processes and practices are designed to help both employees and organization’s to meet their goals.