Mba Human Resource

In: Business and Management

Submitted By sonianyarose
Words 298
Pages 2
Human Resource Management

Part One:
Multiple choices:

1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others.

a. Geocentrism

b. Polycentrism

c. Ethnocentrism

d. Egocentrism

2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements.

a. Job analysis

b. Job rotation

c. Job circulation

d. Job description

3. This Act provides an assistance for minimum statutory wages for scheduled employment

a. Payment of Wages Act, 1936

b. Minimum Wages Act, 1948

c. Factories Act, 1948

d. Payment of Gratuity act, 1972

4. __________ is the actual posting of an employee to a specific job.

a. Induction

b. Placement

c. Attrition

d. None of the above

5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as:

a. Training

b. Development

c. Education

d. Mentoring

6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events.

a. Planned change

b. Technology change

c. Structural change

d. None of the above

7. It is a process for setting goals and monitoring progress towards achieving those goals:

a. Performance appraisal

b. Performance gap

c. Performance factor

d. Performance management system

8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high.

a. Assessment centre

b. Checklist

c. Rating scale

d. Monitoring

9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an organization.

a. Human resources

b. Personal management

c. Human resource management

d. Productivity

10. A learning exercise representing a…...

Similar Documents

Human Resources

...------------------------------------------------- For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to......

Words: 3537 - Pages: 15

Human Resources

...Government Regulations: Task 1 Jodi Thurman,RN BSN WGU MBA Student Constructive Discharge The term constructive discharge is by definition when an employee feels they are forced to resign their job because the employer has made working conditions unbearable (Doyle,2013). In the circumstance presented, the employee felt compelled to resign because the work schedule was changed and would require him to work on his religious holy day. The business changed the production team schedule to accommodate growth and expansion, changing the schedule from 8:00am-5:00pm, Monday thru Friday, to four twelve hour shifts. The employees would rotate four days on and four days off Monday thru Sunday. The employee has filed a lawsuit stating the schedule change was in violation of Title VII of the Civil Rights Act of 1964. Title VII of the Civil Rights Act of 1964 Title VII is a civil right law applicable to employers with 15 or more employees, as well as employment agencies and labor unions (Society for Human Resource Management, 2013). The law specifically addresses discrimination in the workplace. The case presented relates specifically to section 703 which states it is unlawful to discriminate against an individuals race, color, religion, sex, or national origin ("Title VII of the Civil Rights Act of 1964",2013). The employee is claiming the company was in violation of this section by scheduling him to work on his religious holy...

Words: 1423 - Pages: 6

Human Resource

...The pursuit of a Masters of Business Administration (MBA) concentrates on the development in business administration. Organizations leaders have to study the functional areasof business and find ways to communicate these information’s to managers for effective leadership. Organizations formulate their organizational structures on numerous functional areas generating subdivisions around these functional areas and delegating responsibilities asnecessary. This paper focuses on the functional areas of business and the importance of managers to work in cross-sectional teams for a successful organization. Functional Areas of Business Small or large businesses have key functions to perform on a regular basis. It may includestock to be bought, bills to be paid, customers with questions, or other requirements that formsthe functional areas of the business. Small firms may have one or two people carrying out mostof these jobs. However, in large organization people with different task are specialized. Some large organizations have buyers purchasing stocks, an accounting department with staff to pay their bills and a customer service department with staff to checkout, service, and answer customers inquires. Therefore, the role of a manager within the functional areas of the business could either bring success or failure to the organization. Functional Areas in Business Organizations Because in a large organization, one could find people working together in departments;it is......

Words: 801 - Pages: 4

Human Resource

...The Influence of Organizational and Human Resource Management Strategies on Performance by Raduan Che Rose, PhD, and Naresh Kumar, PhD T oday a firm’s success largely depends on the capabilities of its members. Firms may have the capital and technology, but it is Human Resources (HR) that will help firms face the challenges of business globalization. Capital can be generated. So can technology. But the HR required to propel an organization through the coming challenges must be rightly and appropriately encouraged and motivated. Significantly, these days careful management of this important resource calls for a strategic focus on Human Resource Management (HRM) in the organization. Previous research on HRM widely accepted that employees create an important source of competitive advantage for firms (Barney, 1991; Pfeffer 1994). As a result, it is important that a firm adopt HRM practices that make best use of its employees. This trend has led to increased interest in the impact of HRM on organizational performance, and a number of studies have found a positive relationship between so-called “high-performance work practices” (Huselid, 1995) and different measures of company performance. Furthermore, there is some empirical support for the hypothesis that firms, which align their HRM practices with their business strategy, will achieve superior outcomes (Bae & Lawler, 1999). However, a review of the literature indicates a serious lack of large-sample empirical studies......

Words: 4870 - Pages: 20

Human Resources

...UnitedHealth Group Human Resources Executive Summary HRMG 5000 October 14, 2013 Mohammed Alzahrni David Hill Amber Wherry Tiffany Williams Table of Contents Introduction 4 Equal Employment Opportunity (EEO) 5 Compliance 5 Diversity 6 Staffing 7 Job Analysis 7 Recruiting 8 Selection 9 Talent Management 10 HR Development 10 Orientation 10 Trainging 12 Career Planning 14 Performance Management 15 Total Rewards 16 Compensation 16 Incentives 19 Benefits 20 Risk Management and Worker Protection 22 Health and Wellness 22 Safety and Security 24 Strategic HR Management 25 HR Effectiveness 25 HR Metrics 25 HR Technology 27 HR Planning 27 HR Retention 27 Employee and Labor Relations 28 HR SWOT Analysis 30 STRENGTHS 30 WEAKNESSES 30 OPPORTUNITIES 30 Recommendations 30 Attachments 32 Attachment 1 – Job Description for Human Capital Analyst 32 Attachment 2- Primary Interview Guide-Hiring Manager Target Position: Nurse-individual contributor 32 Attachment 3- Case Interview Guide 32 Works Cited 33 Introduction UnitedHealth Group (UHG) is a health care organization headquartered in Minneapolis Minnesota and has the largest network of health care providers in the United States while operating in all fifty states and thirty-three countries internationally. UnitedHealth Group is divided into two major businesses called UnitedHealthcare (UHC) and Optum. UHC’s main focus is delivering health care insurance......

Words: 5707 - Pages: 23

Human Resources

...http://www.emerald-library.com Human resource management aspects of business process reengineering: a survey Aston Business School, Aston University, Birmingham, UK Keywords BPR, Human resource management, Reward, Managers, Organizational structure, Teamwork Abstract Examines the relationship between business process re-engineering (BPR) and human resource management. A number of propositions relating to aspects of human resource management are derived from the literature, and examined by interviewing senior managers in UK organisations where business process re-engineering projects had either been completed or were still in progress. The propositions are analysed under four major headings: structure and culture, the role of managers, team working, and reward system. The conclusion is that BPR principles on the management of human resources as stated in the literature seem to find a full application in most of the organisations investigated. However, there were two exceptions to the expectations in the literature. The first was that there would be a change to a process-based structure; a change is seen in the majority of cases, but to a matrix style of organisation. The second was the implication that team-based reward systems would appear; this has only happened in a minority of cases. Overall, for the organisations studied which have undergone BPR, a very clear pattern emerges with respect to human resource management practices. Human resource......

Words: 8510 - Pages: 35

Human Resources

...UNIVERSITY OF MALAWI THE POLYTECHNIC FACULTY OF MANAGEMENT STUDIES MBA GROUP 16 PROGAM HUMAN RESOURCES MANAGEMENT Alignment of Mis-Alignment of HR Strategies in an Organisation PRESENTED BY: PRESENTED TO: DATE : Human resource management (HRM) is in its simplest form how the human resource within an organisation is managed in line with the organisations strategic goals. The management of Human resources starts from the recruitment of the employees and then moves on to the management of these employees. It is a function within an organisation that deals with the hiring of employees, the compensation of these employees, management of the employees performance, the wellbeing of the employees etc. Storey (1995) defines HRM as a distinctive approach to employment which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. A key thing to note in the definition is the strategic deployment of a highly committed and capable workforce in order to achieve competitive advantage. This definition leads us to one of the other fundamental concepts in HRM: Strategic Human Resource Management (SHRM) or also referred to as Human Resource Strategy. Various authors have attributed the emergence of SHRM in the field of HRM as one of the reasons why HRM has become so fundamental towards the attainment of the business......

Words: 1810 - Pages: 8

Human Resource

...Management Stress Causes Stress Effects How To Manage Stress . Share Print . Free Stress Management Newsletter! Sign Up . You can opt-out at any time. Please refer to our privacy policy for contact information. How To Improve Your Relationships With Effective Communication Skills By Elizabeth Scott, M.S. Updated June 30, 2014 . Ads: Skills in Communication Conflict Resolution Communication Exercises Workplace Communication Listening Young woman sitting on tire swing, talking to man, close-up Noel Hendrickson/Photographer's Choice RF/Getty Images Ads Happy Marriage Secrets biblicalcounselinginsights.com Want to Fireproof Your Marriage? Do Marriage God’s Way Scholarships For Students www.unicaf.org/MBA/Scholarship In Africa,MBA & M.Ed Apply &Find Out If You Are Eligible KE Domain Sale www.webhostkenya.co.ke Co.ke Domains Ksh 1160. Pay by Mpesa Top Related Searches•poor communication skills •effective communication skills •dealing with conflict •mutual understanding •springboard •misunderstandings Ads Free Prophecy For You yourpersonalprophecy.com Get God's Plan For You in 2014. Receive Your Free Written Prophecy! Dictionary Free Download www.dictionaryboss.com Word Definitions, Translate & More. Download Dictionary Boss Today! Conflict in a relationship is virtually inevitable. In itself, conflict isn’t a problem; how it’s handled, however, can bring people together or tear them apart. Poor communication skills,......

Words: 1690 - Pages: 7

Mba Human Resources

...org behavioyr managreial economics marketing human IIBM INSTITUTE OF BUSINESS MANAGEMENT IIBM TOWER, 1 BERIPURA, NEAR ERA MALL, DELHI ROAD, MEERUT 02 (NCR) Tel:- 0121-4054591/92/93/94, Fax: - 0121-4006123 EVALUATION FORM (To be attached with each Answer Sheet) Full Name of Candidate: ________________________________________________ Registration Number Course ____________________________Semester______________________________ Subject Name__________________________________________________________ Section Attempted A B C D (Please tick all the sections you have responded) Declaration Form Attached Yes No Date of Submission of Answer Sheet ______________________________________ Signature of the Candidate ______________________________________________ Important: 1. Please ensure that your Correct Registration number is mentioned on the Answer Sheets. 2. It is Mandatory to send dully filled Declaration form along with the Answer Sheets. 3. This sheet is MANDATORY to be attached with Each Subject Answer sheet. (Please make photocopies of this form & attach with each answer sheet) IIBM Institute of Business Management Examination Paper of Organizational Behaviour IIBM Institute of Business Management Examination Paper MM.100 SubjectCode-B105 Organizational Behaviour Section A: Objective Type & Short Questions (30......

Words: 2388 - Pages: 10

Human Resource

...AND RECOMMENDATION 12 5.REFERENCES 14 Introduction: A coin has two sides, its universally accepted and there are no argument about it. But when it comes to Human Resource Management and Personnel Management there is a heated argument whether they are two independent sides of a coin, or one is the successor of the other or both are different or are they share mutual processes/ideas. Human resource management is the pillar stone or the rock on which all the managent activities of an organisation or a business rests upon but that does not make it the base of all business activity (Torrington, Hall and Taylor, 2005, p. 1). Personnel mnagement on the other hand was more of an administrative or book keeping function making sure that there were adequate workers to carry out the desired jobs and keeping a check on the relationship between employer and the employee. It is also to be noted that Human resource Management did not evolve on one fine day, it was a long journey starting from absorption and synthesis of various working environments and a combination of pre and modern management principles and theories along with academic researches (Price, 2011). Human resource management has two realms of existence, one being the academic utterance and functions such as in conferences, books, business school subjects and so on whereas the other being the major associated with business practices associated......

Words: 3665 - Pages: 15

Mba Human Resources

...Examination Paper of Human Resource Management IIBM Institute of Business Management Examination Paper MM.100 Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions (30 marks)      This section consists of Multiple Choice and Short Answer type questions.  Answer all the questions.  Objective Question carries 1 mark each &Short Question carries 5 marks each. Part One Multiple Choices: 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others a. Geocentrism b. Polycentrism c. Ethnocentrism d. Egocentrism 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements a. Job analysis b. Job rotation c. Job circulation d. Job description 3. This Act provides an assistance for minimum statutory wages for scheduled employment a. Payment of Wages Act, 1936 b. Minimum Wages Act, 1948 c. Factories Act, 1948 d. Payment of Gratuity act, 1972 4. __________ is the actual posting of an employee to a specific job a. Induction b. Placement c. Attrition d. None 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as a. Training b. Development c. Education d. Mentoring 1 IIBM Institute of Business Management Examination Paper of Human Resource Management 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future......

Words: 1362 - Pages: 6

Mba Mb0043 – Human Resource Management

...ASSIGNMENT Drive Program Semester Subject code & name Book ID Credits & Marks SUMMER 2015 MBA/ MBADS/ MBAFLEX/ MBAHCSN3/ PGDBAN2 1 MB0043 – HUMAN RESOURCE MANAGEMENT B1626 4 CREDITS,60 MARKS * Note – Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Q. No 1 Question 3 10 5 5 10 What do you mean by management development? What are its objectives and methods? Meaning of management development Objectives Explanation of On-the-job and Off-the-job development methods 4 2 4 4 Write short notes on: (i) Selection test and (ii) Interviews (i) Various selection tests conducted by organizations (ii) Interview process and Types of interviews 2 2 6 10 Suppose you have joined as HR executive in a software company. The first task you have been assigned is to work on Career planning. What are the various career programs will you consider? List of various career programs Explanation of the career programs Total Marks 10 The success of HR plans depends on the accuracy of HR forecasts. What is the meaning of this HR forecasting? Describe the following HR forecasting techniques: (a) Index/ Trend analysis and (b) Expert forecasting. Meaning of HR forecasting Index/ Trend analysis Expert forecasting 2 Marks 1 9 5 Definition of performance review Types of appraisal methods Explanation of......

Words: 299 - Pages: 2

Human Resource

...than the other party. This asymmetric information problem is a big motivation for financial intermediation by banks, insurance companies and other institutions. One role of financial institutions and regulation is to gather and disseminate information so that financial markets run smoothly. 4. Markets Set Prices and Allocate Resources A market sets a price that rations scarce resources to those willing and able to pay. In the financial sector markets will determine what investment projects get funded and what capital stock is built. 5. Stability Improves Welfare This principle is actually closely related to core principle two. People prefer the known to the unknown, all else equal. So when financial institutions offer instruments with stable payments or insurance against variability, and central banks work to create a stable financial system, individuals tend to be better off. CENTRAL PHILIPPINE UNIVERSITY College of Graduate Studies, College of Business and Accountancy Chapter 1 Review Money, Banking and Financial Markets By Stephen Cechetti Presented to Jima G. de Leon, MBA Professor In Partial Fulfillment of the Requirements In MBA 612- Financial Systems (Regional and Global Perspective) Submitted by: Cordova, Francis Rodel S....

Words: 876 - Pages: 4

Human Resources

...MHR 523 - List of Industry Publications and Academic Journals Academic Journals * Academy of Management Perspectives * Advances in Developing Human Resources * Applied Psychology: An International Review * Asia Pacific Journal of Human Resources * Asia Pacific Journal of Management * Canadian Journal of Administrative Sciences * Canadian Journal of Behavioural Science * Career Development International * Compensation and Benefits Review * Cross Cultural Management * International Journal of Cross-Cultural Management * European Journal of International Management * European Journal of Work and Organizational Psychology * European Management Journal * Gender, Work and Organization * Group and Organization Management * Human Relations * Human Resources Development Review * Human Resources Development International * Human Resource Management * Human Resource Management Journal * Human Resource Management Review * Human Resource Planning * International Journal of Cross Cultural Management * International Journal of Environment, Workplace and Employment * International Journal of Human Resources Development and Management * International Journal of Human Resources Management * International Journal of Intercultural Relations * International Journal of Manpower * International Journal of Psychology * International Journal of Selection and Assessment ...

Words: 381 - Pages: 2

Human Resource

...Human resources From Wikipedia, the free encyclopedia For other uses, see Human resources (disambiguation). "Manpower" redirects here. For other uses, see Manpower (disambiguation). Human Resources | Occupation | Occupation type | Department of a Company | Activity sectors | Economy and Business | Description | Competencies | Staffing (Recruitments, Dismissals, Managing Labour Law, Employment Standards, Administration and Employee benefits) and bring out the best Work Ethic | Related jobs | Workforce, Human Capital, Manpower, Talent, Labour, Personnel, People | Business administration | | * Company * Business * Conglomerate | Business organization[show] | Business entity[show] | Corporate governance[show] | Corporate titles[show] | Economy[show] | Corporate law[show] | Finance[show] | Accounting[show] | Trade[show] | Organization[show] | Society[show] | Types of management[show] | * v * t * e | Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people". A human resources department (HR department) of a company performs human resource management, overseeing various aspects of employment,......

Words: 1325 - Pages: 6

Puthuyugam | Escape.from.New.York.1981.COMPLETE.UHD.BLURAY-COASTER | 1x03 Shinya! Tensai Bakabon