HRM2605 EXAM QUESTIONS & ANSWERS (100% CORRECT)2023

HR Job analysis and design Recruitment, selection, induction and internal staffing Appraisal, training, development and career management Compensation and health Labour relations The primary task of the HR department ensure that the organisation's human resources are utilised and managed as effectively as possible 00:07 01:17 HR Policies HR policies are guides to management's thinking, and they help management achieve the organisations HR objectives. Policies help define acceptable and unacceptable behaviour and establish the organisation's position on an issue. issues facing HR management • Employee influence • Personnel flow • Reward systems, and • Work systems Downward communication methods from management to employees • Orientation sessions, • Bulletin boards, • Newsletters, briefs and • Employee handbooks Upward communication methods • suggestion programmes, • complaint procedures Other communication methods • Electronic mail (e-mail), • Surveys • Open-door meetings Control functions • Collection and analysis of hiring, selection, placement and promotion data to ensure that employment equity laws and policies are being observed • Analysis of performance appraisal records to determine if appraisals are being conducted in an unbiased manner. • Analysis of absenteeism statistics, grievances and accidents to determine where problems are most critical and what may be done to reduce them. HR and the internet HRIS or Human Resources Information Systems Intranet An organisational Intranet serves as an information hub for the entire organisation. HR uses of the intranet providing leave status information, manage succession planning, provide electronic payslips Extranet an internet-linked network that allows employees access to information provided by external entities Human Resource Information Systems (HRIS) the primary transaction processor, editor, record-keeper, and functional application system which lies at the heart if all computerised HR work nature of an HRIS characterised and based on an open systems model involving three main activities, namely Inputs, Transformation and Outputs. The system normally also has a form of control to monitor its functioning. HRIS benefits • Improves the quality of information, • Reduces the administration burden, • Improves the speed of information, • Improves the flexibility of information, • Improves the services to employees, • Reduces HR metrics Applications of the HRIS database modules Applicant tracking Module Position control module: Wage and Salary administration module Human resource planning module Skills inventory module Succession planning module Basic personnel module diversity Diversity in the workplace can be generally defined as recognition of the groups of people who share common traits In South Africa and the HR field, the term diversity has 3 major working definitions • The politically correct term for employment equity / affirmative action, • The recruitment and selection of ethnic groups and women, • The management of individuals sharing a broad range of common traits. HR planning a process whereby the HR manager anticipates and provides for the movement of people into, within and even out of the organisation Types of HR Planning proactive or reactive. choosing a narrow focus by doing only one or two HR areas. chose a route to follow, either a formal one or an informal route. Planning Horizon Objectives set out by companies are usually expressed in terms of a time frame or planning horizon; the length of time required, and the plan for accomplishing the objectives the objectives • Short range objectives (1 year or less) - objective are specific • Intermediate range objectives (1 to 4 years) - objectives are specific • Long range objectives (5 to 15 years) - objectives are general. Strategy linked HRP is the process through which company goals as put forth in mission statements and company plans are translated into HR objectives HR managers to be successful, the following is important; • HR managers need to be knowledgeable about the company. • The HR manager will need to demonstrate their competence and expertise to line managers. • Developing the necessary linkages between HR planning and strategic company planning