Human Resource Management

Yanıt Açıklaması: Recruitment can be described as all the required efforts to source and attract people who are involved in a qualified candidates pool for the best choice.

Yanıt Açıklaması: Job analysis aims to define the following (Elearn, 2008): • The role purpose, • Tasks and responsibilities of the job performer, • The skills, knowledge and abilities for effective performance, • Performance measurement objectives.

Yanıt Açıklaması: Job description specifies job involvement and identifies the job to meet organizational requirements: • Job title, • Location, department and business areas, • The grade of the job, • The overall purpose of the job, • The title of the person to whom the jobholder reports, • The tile of the employee who reports to the jobholder, • The main duties and responsibilities of the position in detail , • Other related information about the position, • The date of issue.

Yanıt Açıklaması: Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences.

Yanıt Açıklaması: Training and Development Table 4.7 Benefits of Training & Development

Yanıt Açıklaması: Job analysis is a procedure through which the duties and responsibilities, as well as the nature of the jobs are determined; qualifications, skills, and knowledge required for an employee to perform a particular job are defined. It helps to understand what tasks are important and how they are carried on. It is important for developing effective training programs, selecting employees, setting up performance standards, and making performance appraisals.

Yanıt Açıklaması: Fashion-related

Yanıt Açıklaması: Forecasting human resource demand is the process of estimating the future human resource requirement of right quality and right number.

Yanıt Açıklaması: Delphi Technique typically includes at least two rounds of experts answering questions and giving justification for their answers, providing the opportunity between rounds for changes and revisions.

Yanıt Açıklaması: Some of the options can be listed as those below ; * Promoting * Redeployment * Overtime working * Flexible working

Yanıt Açıklaması: Job analysis is the process of describing and recording the purpose of a job, its major duties and activities, the conditions under which it is performed and the necessary knowledge, skills and abilities. Job analysis is sometimes called the cornerstone of HRM because the information it collects serves so many HRM functions.

Yanıt Açıklaması: Absenteeism rate refers to the case where the personnel suddenly arrive late for work or do not arrive at all, except for annual leaves and holidays. It is calculated by the division of working hours lost due to absenteeism in a given period by the planned workhours in the organization. So it is 2.857 ((12/420)*100)

Yanıt Açıklaması: HRM is a form of management that will affect and develop the employees from their recruitment to their wages, from their careers to their social activities.

Yanıt Açıklaması: Human resources planning is directly related to the human resources of the organization.

Yanıt Açıklaması: Human resources planning is directly related to the human resources of the organization.

Yanıt Açıklaması: Transformational

Yanıt Açıklaması: An Assessment center is a combination of the various selection tools and methods.

Yanıt Açıklaması: Job analysis focuses on the required knowledge, skill, and capacity level to perform a job.

Yanıt Açıklaması: Human resource planning identifies human resources requirements of an organization and supply of human resources. The following describes what is identified by this process: Replacement of Persons Labor Turnover Expansion Plans Technological Changes Assessing Needs

Yanıt Açıklaması: Selection is a process of phases in which candidates have to be examined throughly. In this process, information about individuals is collected and evaluated.  The Designing and implementation of the selection process starts with the definition of the selection criteria as knowledge, skills, abilities, and attitudes for the position. This information is used for the development of the person specification and relatively selection criteria will be used in the selection methods  During the selection process, the candidates with the job requirements are investigated in terms of their compatibility with the technical requirements of the job.