BBA-203 (HRM)

What does HRM stand for?

• Human Resource Management

• Human Resource Maintenance

• Human Resource Marketing

• Human Resource Model

How does HRM differ from Personnel Management?

• HRM focuses solely on recruitment, while Personnel Management handles all HR functions.

• HRM is only concerned with compliance, while Personnel Management is strategic.

• HRM is strategic and holistic, while Personnel Management is administrative and operational.

• Personnel Management is more focused on employee engagement than HRM.

What are the primary objectives of Human Resource Management?

• Organizational restructuring strategies

• Work-life balance initiatives

• The primary objectives of Human Resource Management are recruitment and selection, training and development, performance management, compensation and benefits, and maintaining a positive work environment.

• Employee satisfaction surveys

Define Human Resource Development (HRD).

• A strategy for reducing workforce size.

• Human Resource Development (HRD) is the process of improving employee skills and knowledge through training, development, and organizational support.

• A process focused solely on employee compensation.

• A method for evaluating employee performance only.

What is the focus of an HRD system?

• The focus of an HRD system is on financial management.

• The focus of an HRD system is on employee development and performance improvement.

• The focus of an HRD system is on recruitment and hiring processes.

• The focus of an HRD system is on compliance with labor laws.

List two key roles of HRD professionals.

• 1) Designing training programs, 2) Facilitating career development

• Overseeing workplace safety regulations

• Managing payroll and benefits

• Conducting employee performance reviews

What is the significance of HR policies in an organization?

• HR policies are significant for establishing guidelines for employee management, ensuring legal compliance, and fostering a positive organizational culture.

• HR policies are only necessary for large organizations.

• HR policies are irrelevant to employee satisfaction.

• HR policies are primarily focused on financial management.

How do domestic HRM practices differ from international HRM?

• Domestic HRM does not consider cultural differences, while international HRM does.

• Domestic HRM is localized, while international HRM is global and culturally diverse.

• International HRM is less complex than domestic HRM.

• Domestic HRM focuses on global strategies, while international HRM is localized.

What are the main components of developing HR strategies?

• Understanding organizational goals, workforce analysis, identifying HR needs, aligning HR practices, and evaluation metrics.

• Prioritizing external hiring over internal development

• Implementing strict disciplinary measures

• Focusing solely on employee benefits

Explain the relationship between HRM and organizational performance.

• HRM directly influences organizational performance by optimizing workforce management and aligning HR practices with business objectives.

• HRM has no impact on organizational performance.

• HRM is solely responsible for financial outcomes.

• HRM focuses only on employee benefits and not on performance.