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Human Resources
Human Resources (HR) is responsible for the implementation of policies and strategies relating to the management of people in an organization. Its key functions include recruitment and selection; employee recordkeeping; compensation and employee benefit management; and training and development.
2,946 Questions
Why is it difficult to identify absolutes in organizational behavior?
Organizational Behavior is a pasture of study that scrutinizes the blow that individual, group, and structure with the goal is to advance an organization's efficiency while concerning with what nation accomplish in an association and how their performances influences the organization's presentation. Absolute behavior typically requires supreme conditions. When you are coping with people and poignant issues, require to be bendable and become accustomed to the circumstances.
The smallest unit in the job analysis process is the task-true or false?
False, the smallest unit in the job analysis process is ELEMENT.
What are factors that hinder the development of human relations?
Factors that hinder the development of human relations include poor communication, lack of trust, conflicting interests or goals, and negative attitudes or biases. These factors can lead to misunderstandings, discord, and an inability to build strong relationships among individuals or groups.
What are some of importance of human relations?
Human relations are important because they foster collaboration, teamwork, and effective communication in various settings such as the workplace or personal relationships. Strong human relations can lead to higher productivity, satisfaction, and overall well-being for individuals. Building positive human relations also helps in resolving conflicts, improving trust, and creating a supportive environment.
Why is important to be motivated?
Being motivated is important because it helps individuals stay focused, overcome obstacles, and achieve their goals. It provides the drive and energy needed to take action and make progress towards personal and professional success.
How is the Human Development determined?
Human development is determined by a combination of biological, environmental, and social factors. It involves physical, cognitive, and emotional growth throughout the lifespan, influenced by genetics, family, peers, education, culture, and societal expectations. Factors like nutrition, access to healthcare, education, and opportunities for social interaction play a significant role in shaping human development.
What is the meaning of absenteeism and the causes and effects?
Absensteeism simply means absences from work by employees (viewed over a whole company or division of a company).
The effect is disruption, which is undesirable.
The usual first reaction of employers is to regard high absence rates as the result of poor work discipline or laziness. However, it also suggests that motivation is poor among at least a significant number of employees. Pay may be low, or seen as low; working conditions may be poor. Employees may feel that hard work and merit are not rewarded or even noticed ...
How can persuasion be used in everyday life?
Persuasion is basicly the art of talking people into doing what you want them to do or not to do. Like if oyur girlfriend doesnt wanna make out but you persuade her too. Or if your friends dont wanna go see a certain movie you persuade them to do so by telling them how great it is and how much fun you will have.
1 What are the fundamental assumptions of Organization Behavior?
The fundamental assumptions of Organizational Behavior include that individuals have unique characteristics and perspectives, that organizations are made up of diverse individuals, and that behavior within organizations can be understood and influenced. Additionally, there is an assumption that organizations are open systems that interact with their environment.
What is the importance of personality in human relation?
Personality plays a crucial role in human relations as it influences how individuals communicate, interact, and understand each other. Understanding someone's personality can lead to more effective communication, better conflict resolution, and stronger relationships. It helps in predicting behavior, building trust, and fostering mutual respect in various social interactions.
What are interpersonal determinants of consumer behavior?
Interpersonal determinants are determinants consumers place on products. A consumer may link emotions to some products. Emotional buying is an interpersonal determinant of consumer buying behavior.
What are the hrm implications of the globe study?
The Global Leadership and Organizational Behavior Effectiveness (GLOBE) study highlights the importance of cultural intelligence in human resource management. It emphasizes the need for HR practices that are tailored to the cultural values and norms of different countries. HR professionals should be aware of cultural differences in leadership styles, communication preferences, and decision-making processes when designing global HR strategies.
What is task design in product-oriented performance-based assessment?
Task design in product oriented performance based assessment evaluates students abilities to solve complex problems. Tasks are given to students and measurements based on performance are taken.
A benefit of using good human relations is the you'll?
One benefit of good human relations is the you'll adjust to new situations better.
How to apply the importance of psychology for Human Resource Management?
On recruitment stage psychology is useful to draw up an ideal profile as bases for the recruitment test so a matching personality could be recognize.
As an ongoing support for an organization, psychologist could address employees' need for consulting or simply venting. Avoiding burnt-out or trauma to hinder the potential of that very employee.
Why do most human resources use 2080 work hours in a year when there are actually 2088?
Most human resources use 2080 work hours in a year because it simplifies calculations for things like payroll and benefits. The extra 8 hours account for possible holidays or days off, giving employees a total of 2088 hours in a year.
The difference between industrial psychology and human resource management?
human resource deals with the business aspect in human and how they will work to prove the effectiveness in the organisation why industrial psychology deals with the psychological aspect of how human can perform well in the company for it maximum productivity
How do you measure employee intellectual capacity?
Employee intellectual capacity can be measured through a combination of methods such as cognitive ability tests, job knowledge assessments, problem-solving exercises, and evaluation of educational qualifications and professional certifications. It is also important to consider qualitative indicators like creativity, critical thinking, and adaptability in assessing intellectual capacity. Regular feedback and performance evaluations can help in understanding an employee's intellectual capabilities and potential for growth.
Simon is likely displaying the concept of functional fixedness, where he is unable to see beyond the traditional way HR departments are organized. This tendency can limit his ability to adapt to new environments and may hinder creativity and innovation. To overcome this, Simon can try to adopt a more flexible mindset and be open to exploring new approaches to HR management.
What does temporal flexibility mean?
Temporal flexibility relates to variations in the number of hours worked. The relevant types of flexible work arrangements include less than full-time work, job sharing, career breaks and term-time work.
State the importance of social perception?
The importance of social perception is to enable a person to assess, identify and effectively respond to a person's needs by observing their facial expressions, body posture and position and their tone of voice when speaking.
What are the problems of motivational theories?
Some problems with motivational theories include oversimplifying human behavior, ignoring individual differences, and assuming that motivation is solely driven by external factors. Additionally, these theories may not account for the complex interplay of cognitive, emotional, and social factors that influence motivation.
What are major determinants of organisational behavior?
Some major determinants of organizational behavior include leadership style, organizational culture, communication practices, group dynamics, and the organizational structure. These elements can influence employee attitudes, motivation, job satisfaction, and overall performance within an organization.
The factors influencing personality's?
the human personality talks about the whole being of human....it does not only talks about the traits and attitude one posses. for me, the factor the influences more of the human personality is the environment where she/he lives...we are exposed to the environment more compare to other things, and also if may talked about family...family is a type of environment...
there is another factor that influences the personality and it is the heredity...the heredity factor is the one that influences the personality most because it tells u,, and shapes you in what you are born to be likeHow do you pass a Predictive Index Test?
My contribution. Read below. It is about one makes money on naive employer or HR. Chinese do this kind of predictive for century when hire someone to work for them or for their children to marry someone. They use it to tell ahead who is a good or bad person without personal knowledge base.
Read on from Bookrag.com
Predictive Index is a management tool for predicting, describing and measuring the work behavior and potential of individuals and groups at all organizational levels. It claims to provide assessment of performance drives, management styles, capabilities, potentials, interests and motivation. It also attempts to measure the effects of job demands, leadership styles, and organization culture on individual performance. A form of the test, used to pick out specific candidates' qualities, comprises the following: a two-page leaflet, containing the same set of numerous personal qualifiers and qualities on each page. The first page asks the test subject to choose those qualities that the way you are expected to act by others". There is a warning not to turn on the next page before given time. After that, the tested person is given the same set of qualifiers and qualities and asked to mark out those, that "you yourself believe you really possess". This is a double reflection process, aimed at getting the best possible view of the tested person and his own attitude, as well as his qualities. The list in the test is quite wide, featuring categories both positive and negative, directly related to work performance and non-direct features of the personal appearance.From the CPA Journal Online: There are several personality profile tools to assist in assessment, including the widely known Myers-Briggs model and the DISC method. Another tool available, which may not be as familiar, is the Predictive Index System ( www.piworldwide.com). The Predictive Index (PI) can help a company with the recruitment, hiring, training, and management of employees by identifying individual learning and work styles. It can also identify existing employees who may work together more efficiently. The PI is a simple one-page questionnaire that can be completed in about 10 minutes. On each side of the questionnaire are identical lists of adjectives. On one side, respondents select the adjectives that they think describe the way others perceive them (self-concept), and on the other side respondents select the adjectives that they think truly describe them (self). The scoring of PI produces a pattern with elements: self, self-concept, and synthesis. The self measures the individual's basic pattern of behavior, "doing what comes naturally." The self-concept measures the way individuals try to modify personal behavior to satisfy the demands placed on them. The synthesis measures how individuals behave in their environment. The PI assesses four primary and two resultant personality traits in individuals. The four primary traits are dominant (Factor-A), extroverted (Factor-B), patient (Factor-C), and formal (Factor-D). The two resultant traits are response level (Factor-M) and subjectivity level (Factor-E). Factor-A measures the drive for self-expression or level of assertiveness ranging from "submissive" to "arrogant." Factor-B measures the social drive or level of introversion or extroversion from "withdrawn" to "gregarious." Factor-C measures emotional tension or urgency in an individual from "volatile" to "lethargic." Factor-D measures an individual's level of detail or style in approaching work from "sloppy" to "perfectionist." The resultant Factor-M score is used to identify the "norm" relative to the measurements of the other factors. It is referred to as the "response level" and is used to measure an individual's stamina and capacity to adapt and handle stress. Finally, Factor-E measures the tendency for an individual's judgment to be subjective versus objective (or emotional versus logical). The PI literature proposes that every personality and every PI pattern is always composed of the four primary factors. The pairing of these four factors is called factor emphasis combination. Particular combinations emphasize or modify aspects of behavior and can be analyzed to predict expected influences on performance. The scoring of each PI survey form yields a pattern or profile for each individual, and a resulting score from eight through 96 integrates the four primary factors. The PI literature provides a brief profile for each score and identifies several scores by attaching a descriptive name, such as "scholar" for pattern 22 or "altruistic service" for pattern 46. The profile provides a comprehensive description of the individual's expected behavior and potential. The PI literature suggests that a well-balanced business organization needs employees with a variety of different personalities to effectively complete the many different jobs that must be done. One accounting firm that has used the PI as an important piece of its hiring process is Berry, Dunn, McNeil, and Parker (BDMP), a regional CPA firm headquartered in Portland, Maine. The authors spoke with Edward Asherman, a principal and director of recruiting at BDMP. Asherman believes that PI is a "cost and time effective means" to obtain information that BDMP should know about prospective employees to help determine how well a candidate will fit with the firm's culture. BDMP likes to see a certain level of all four dimensions, but not too much or too little. It seeks to hire a wide range of personality types to meet the needs of its diverse client base. BDMP prefers to administer the PI instrument prior to an on-campus interview "to help identify areas [we] may want to explore in the interview." The PI results help "confirm information gathered in the interviewing process." While the PI is just "one piece" in BDMP's recruitment process, Asherman calls it an "excellent piece." Another accounting firm that has had success using the PI is Clifton Gunderson LLP. Its experience is documented in a case study at www.piworldwide.com. The firm has used the PI for employee development and retention, and also in due diligence to assess company leadership and culture before potential acquisitions. The firm reported that it cut employee turnover in half since adopting the PI and has had great success with mergers and acquisitions. Several other uses of the PI are presented online in about 20 case studies of various businesses that have had success using the PI, resulting in increased revenues and positive returns on investment. The case studies present businesses ranging from financial institutions to medical centers to automobiledealerships.
CriticismThe validity of the Predictive index is questionable as its creator, Arnold S. Daniels had no formal psychological training of any kind. Its validity is further questioned as, due to its copyright status, and the unwillingness of Mr. Daniels and his company, no outside peer review has ever been conducted as is usual with all psychometric test instruments. These concerns are further exacerbated, as the tool is sold as reliable, and people's lives may be affected by the outcome of a test with an unverifiable pedigree. Employers who use mandatory Predictive Index testing place themselves in a difficult legal position, that of Religious discrimination, as followers of certain faiths are forbidden from taking tests such as this. One notable group who have religious objections to psychometric testing not of their own creation are followers ofScientology