It differ from other resources the employer uses, partly because individuals are endowed with varying levels of ability (including aptitudes, skills and knowledge), with personality traits, role perception and differences in experience, and partly as a result of differences in motivation and commitment

1.       The process of dealing with or controlling things or people.

One of the functions of HRM that deals with obtaining people with appropriate skills, abilities, knowledge and experience to fill jobs in the work organization. Pertinent practices are human resource planning, job analysis, recruitment and selection.

One of the functions of HRM that Involves the design and administration of reward systems. Practices include job evaluation, performance appraisal, and benefits.

One of the functions of HRM that Involves analyzing training requirement to ensure that employees possess the knowledge and skills to perform satisfactorily in their jobs or to advance in the organization. Performance appraisal can identify employee key skills and 'competence’.

One of the functions of HRM that Involves in the administration and monitoring of workplace safety, health and welfare policies to retain a competent workforce and comply with statutory standards and regulations.

The type of conflict that supports the goals of the work group and improves its performance.

It refers to those activities that are not required as part of manager’s formal role, but which influence, or attempts to influence, the distribution of resources for the purpose of promoting personal objectives

This view assumed that people can be trained to be effective managers. Classical management theorists set out to develop a ‘science of management’, in which management is defined in terms of planning, organizing, commanding, coordinating, and controlling

According to this perspective managerial skills can be developed but cannot be acquired by attending business schools and managers are born

What is the most indispensable entity in the organization?

This is an organization under the jurisdiction of the Gioverning body of a country. Those that offers services for the people with at least and few intention of profit.

This is an organization under entrepreneurs with its goal of maximization of profit. This is not for public entities.

The function of HRM that deals with obtaining people with appropriate skills, abilities, knowledgeand experiences to fill jobs in the work organization. Pertinent practices are human resource planning, job analysis, recruitment and selection.

The function of HRM that involves the design and administration of reward systems. Practices include job evaluation, performance appraisal, and benefits.

The function of HRM that is analyzing training requirement to ensure that employees possess the knowledge and skills to perform satisfactorily in their jobs or to advance in the organization. Performance appraisal can identify employee key skills and 'competence’.

The function of HRM that is the administration and monitoring of workplace safety, health and welfare policies to retain a competent workforce and comply with statutory standards and regulations.

Under this heading may be a range of employee involvement, participation schemes in union or non-union workplaces. In a union environment, it also includes negotiations between management and union representatives over decisions affecting the employment contract.

When a group of employees engaged in planned action (for example, a strike) to change the source of discontent, it is referred to as__________.

When employees respond to discontent or a repressive situation by individual absenteeism or individual acts of sabotage, It is referred to as______.

It is the process of acquiring people to work in the organization.

The source of applicants that pertains to the positioned staff inside the organization.

The source of applicants that pertains to the individuals not employed in that particular organization that will be doing recruitment.

It is done after many applications must have been received, it may not be possible to invite every applicant to an interview, due to time and financial constraints.

It enable the employers or their recruitment officers to see the applicants personally so that both physical and emotional disposition of applicant can be assessed. It can be conducted after short listing and can be considered as superior to short listing.

It is the final stage of selection for placement, and almost the most difficult stage in the selection processes. It is difficult in the sense that almost all the candidates that reach this stage must be possessing the necessary requirements in skills and experience, and the recruitment officers are expected to choose only the MOST suitable candidates out of these, using interviewing techniques.     

Interviewing without list of questions. Performed by expert interviewers.

Interviewing with a list of questions. Performed by new interviewers.

That part of the Management process that specializes in the management of people in work organizations and is the methods of integrating and maintaining workers in an organization so that the organization can achieve the purposes and meet the goals for which it was established. It is the coordination of the activities and efforts of the workers in an organization so that organizational goals are achieved.