set measureable goals prepare competency models empower
TRANSCRIPT
Question 1 of 50
Set measureable goals
Prepare competency models
Empower breakthrough result
Take inventory of talent
Question 2 of 50
Enhances work life balance
Boost creativity
Makes organisation florish
A cost to the organisation
Question 3 of 50
Biodata
Job Analysis
Designation/Position Held
Qualifications
Question 4 of 50
The ability to enable a seamless change
Satistied employee with zeal to excel and be productive
Competency and mindset of employees to deliver value
Treating employees as valued asset
Question 5 of 50
Mismatch of Mentor and mentee
Unrealistic expectations
Proactive of Mentee
Neglect of Mentee
Question 6 of 50
managing workforce diversity
responding to globalization
stimulating innovation and change
personnel development
Question 7 of 50
Cost of Recruitment
Training Cost
Planning Cost
Lost of Productivity
Question 8 of 50
Competive advantage based on workforce knownledge and skill.
Effective use and adaption of information technology.
Strategic consideration.
Workforce Life Long learning at all levels.
Question 9 of 50
Elton Mayo
Fritz Roethlisberger
Douglas McGregor
Hugo Munsterberg
Question 10 of 50
PM is a routine while HRM is strategic.
Only HRM neeeds workforce engagement.
HRM is a routine while PM is strategic.
Only PM needs workforce engagement.
Question 11 of 50
aids fairness and equity.
forms the basis of personnel hand book.
aids systemic thinking.
provides clear communication channel.
Question 12 of 50
Continous Improvement
Employment Development
Environmental Scanning
Increase Communication
Question 13 of 50
It enhances decision making, uniform and consistent treatment, aid staff welfare and good management.
It create awareness at all levels of interrelated production proces.
The productivity measures are based on cost accounting.
There is a remoteness of incentive for individual employee.
Question 14 of 50
Integral performace
Globalized workforce
Guiding corporation strategy
Compliance with regulations
Question 15 of 50
Responding to globalization
Setting of enforceable attendance policy
Improving ethical behaviour
by ensuring prompt action.
Question 16 of 50
It is a process of attracting, developing and motivating the right people to achieve organisational goal and objective.
It is planning, organizing, directing and maintenance of people for organisational purposes.
Management of manpower towards achieving organisational purpose.
It involves establishing objectives by adjusting employee’s skill to match needs for the future.
Question 17 of 50
Value creation
Performance managemnet
Right complement staffing
Provision of Medical Facility
Question 18 of 50
Unrealistic turnover
voluntary turnover
compelled turnover
obligatory turnover
Question 19 of 50
A
B
C
D
Question 20 of 50
For globalization of Human Resource Management
To enhance total management’s quality .
To ensure optimum use of the human resources.
d For strategic processes in the organisation.
Question 21 of 50
A good grasp of corporate role of management.
A full involvement in the strategic process of the organisation.
When percieved as fully competent in the area of specialty.
When there is an encouragement and support of top management
Question 22 of 50
Ignoring periodic change
Controlled Spending
Budgets communicate priorities
Eliminates budget conflict
Question 23 of 50
Identify organisational goals and objective
Compensation and Benefit
Create a Schedule
Effective communication
Question 24 of 50
Understanding the business strategy and direction of the organisation
Creating a climate of commitment and teamwork
c.Understaning the state of a nation and its internal affairs.
Understanding the use of information snd Communication Technology
Question 25 of 50
Flexible work balance
Reduction on infrasturural cost
Reduces continuity of operation
Global reduction in Carbon emission.
Question 26 of 50
Open to new ideas
Ability to work on correction
Encourager
Proactive
Question 27 of 50
Workforce Planning
Profit Margin
Budget
Merger
Question 28 of 50
It involves sytematic analysis and diagnosis
Enhances ambiquities of HR roles and activities
Uses behavioural science to improve organisation during Change
Focus on ways to improve business and HR Strategies
Question 29 of 50
Interventions
Survey Feedback
Process Consultation
Case Study
Question 30 of 50
Human resources strategy and planning
Maintaining wage uniformity
Performance management system
Organisational change and management
Question 31 of 50
Ascertaining the vacant jobs position
Ascertaining the number of employees required to meet the organisation’s goal
Examining the skill set required to fulfil orgasnisational goals
Creating a climate of commitment and teamwork
Question 32 of 50
Good Coach
Ability to use knowledge
Lead by example
Empathy
Question 33 of 50
Capablity Analysis
Risk Mitigation
Future Search
Gap Analysis
Question 34 of 50
It enhances motivation
Built resilience in Staff
Readiness for the future
It prepares employee ahead
Question 35 of 50
Global Mobility
Employee Transfer
Corporate Relocation
Employee Defection
Question 36 of 50
assumptions, principles
structures, processes
development, planning
planning, processes
Question 37 of 50
Annual and steady increase in budget
Controlled Spending limit
Periodic change in budget policy
Wrong emphases on insignificants
Question 38 of 50
Improves interpersonal relationship
It allows giving back to the organisation
Impacts self confidence.
Better understand organisation
Question 39 of 50
Compensation and Benefit
Training and Development
Strategies Required
Employee and Labour Relations.
Question 40 of 50
Lost of Productivity
Overtime for others who fill in
Possible lost of customer
Employee attendance policy
Question 41 of 50
Personnel/ HR colleagues
Line manager
Top management
Stakeholder
Question 42 of 50
Skills Data
Performance Data
Employees’ Data
Cost Data
Question 43 of 50
Mentoring
Coaching
Succession
Mentor
Question 44 of 50
The guidelines on the approaches an organisation desires to manage its staff.
Description of the organisation’s philosophy, vision, values on how people and resources are to be treated.
General guidelines on employee and asset management.
The democritization of personnel protection equipment in the organisation.
Question 45 of 50
SAGE
HRMS
HRIS
NHIS
Question 46 of 50
Need Assessment
Insight organisational Scan
Environmental Scan
Industry Assessment
Question 47 of 50
measurement, value, effectiveness
strategies, vision, purpose
values, measurement, effectiveness
compensations, values, performances
Question 48 of 50
Job Compatibility
working without supervision
Financial and social effect
Increase internet usage
Question 49 of 50
Job Skill and Knowledge
None discriminating selection process
Job evaluation and classification
Matrics and measurement
Question 50 of 50
Increase in business size
Increase in demand for social responsibity
None systemic employee plan
Emerging practices both within and outside