HRM QUIZ 1

importance of HR planning

• manage & conduct employees effectively

• enhancing organization productivity

• Estblish efficient system of Human Management through technological resources

• influnce and increase employee commitment

what is the definition of HRM

• process to manage human capital & intellectual assets to achive objectives

• establish job specification

• qualitive requirements

• the numbers of personal required

what is the meaning of ORIENTATION in training and HRD

• improving skills, gaining knowledge, clarifying concepts & changing attitude

• process of introducing new employees to theri responsibilities , co-worker and workplace

• structured and planned education productivity

• enhancing the performance of employee

what is the purpose of HRM

• recruit suitable employee

• setting a specific objectives or direction

• forecasting HR requirement

• performance standard

which of the following is NOT the key labour of Malaysia Employee Act (EA) 1955

• OSHA 1994
  (SAFETY AND HEALTH)

• TRADE UNION ACT 1959

• FACTORS AND MACHINERY 1967
  (SAFETY IN MANUFACTURING)

• SERVICE EMPLOYEE ACT 1999

NOT importance of performace apprasail

• development

• motivation

• importance of comunication

• manage the actions of the employee

NOT function of HRM

• staffing

• performance appraisel

• safety and health

• industrial relation

• employee commitment

process of HR planning

• 1.forecasting HR requirements
  2.forecasting HR availability

  3. 3. comparing requirements & availability
     4. Develop & implementing HR strategy
     5. Evaluating implementation of Strategies

• 1.forecasting HR requirements
  2.Evaluating implementation of Strategies

  3. 3. comparing requirements & availability
     4. Develop & implementing HR strategy
     5. forecasting HR availability

• 1.forecasting HR requirements
  2.forecasting HR availability

  3. 3. Develop & implementing HR strategy
     4. comparing requirements & availability
     5. Evaluating implementation of Strategies

NOT the types of HRIS

• personal data

• education & skills

• job history

• membership & achivement

• saving cost of manpower

challanges in HRM

• managing change

• unemployeement

• lack of skills on training employee

• limitation for salery income