1

Human Resource
Management (HRM) Short
Question & Answers
Approach to job design:

1. Work simplification.
2. Job enlargement.
3. Job rotation.
4. Job enrichment.
1. Arbitration: A process by which
disporting submit their case to an
impartial third party for settlement
through Quasi-judicial process.
2. Arbitrator: Impartial third party in a
collective
bargaining
that
have
authority to make decision.
3. Authority: The legitimate power or
right to influence behavior of others.
4. Autocratic leaders:
A leadership
style characterized by order/command.
5. BARS:
scale.

Behavioral anchored rating

6. BIB: Back in business

7. Benefit of training: It plays large role
in determining the effectiveness and
efficiency of the establishment.
8. Charismatic leaders: An enthusiastic,
self-confident leader whose personality
and action influence people to behave
in certain way.
9. Compliant: A written or spoken
statement
in
which
someone
complains about something.
10.
Collective
bargaining:
The
negotiation drafting administration and
interpretation between union and
management.
11.
Craft worker: A labor organization
includes all of the employee or worker
who has similar skill.
12.
Compensation administration: It
is a monetary reward paid by firm for
work done by employee.
13.
Compensation: It refers how we
reward
or
punish
managerial
performance.

14.
Democratic leaders: The leaders
who allow group discussion in decision
make process.
15.
Demotion: A demotion is the
reassignment of an employee to a job
of a lower status and pay.
16.
Decentralization:
Transfer
of
decision-making
power
and
assignment of accountability and
responsibility for results.
17.
Deprivation: Deprivation refers to
problems caused by a general lack of
resources and opportunities, not just
money.
18.
Discipline:
Discipline
involves
conditioning or modifying of behavior
by applying reward and penalties.
19.
Discharge: A termination is a
permanent
separation
from
the
payroll, usually because of some
offence of an individual.
20.
Economic
strike:
The
strike
against better wages, houses working.
21.
Economic planning: It refers to
any directing or planning of economic
activity outside the mechanism of
marked.
22.
Ethics: Ethics, also known as moral
philosophy, is a branch of philosophy
that involves systematizing, defending,
and recommending concepts of right
and wrong conduct.
23.
Element of planning: They are
objective, actions, resources, and
implementation.
24.
Extrinsic motivation: Holding out
of incentives or external reward for the
successful completion of work.
25.
Principal
of
Administrative
management:
division of work,
authority,
discipline,
unity
of
command, unity of direction.
26.
Grievance: It is any discontent or
sense of injustice, expressed or not felt
by employee in connection with his
employment in firm.
27.
Grievance
strike:
The
strike
against the rules and regulation of
management by union.

Written & Composed by: Mohammad Masood Babar, M.Com II, 2012 2014.
University Of Balochistan, Quetta.

2
28.
Group activity by kind: Function,
location or geographical area, product,
customer or Clint and number of
persons.
29.
HRM:
Human
Resource
Management (HRM) is the function
within an organization that focuses on
recruitment of, management of, and
providing direction for the people who
work in the organization.
30.
How to rate employee: By the
treatments, behavior, job dimension,
efficiency etc.

31.
Industrial union: It include all of
the employees and workers whether
they are unskilled semiskilled or
skilled.
32. Interview:
An
interview
is
a
conversation between two or more
people where questions are asked by
the interviewer to elicit facts or
statements from the interviewee.
33. Initial
screening:
Initial
screening process
usually
involves
checking your references and criminal
record.
34.
Intrinsic motivation: It is normally
drawn directly from the involvement in
work itself.
35.
Incentive planning: A program
setup to give benefit to the employees
and to reward them for improved
commitment and performance as
mean of motivation.
36.
Job: A group of homogeneous tasks
related by similarity of functions. When
performed by an employee in an
exchange for pay, a job consists of
duties, responsibilities, and tasks.

39.
Job function: A job title indicates
our job function like accountant and
accountancy is its job function.
40.
Job enlargement: Job enlargement
is a job design technique wherein
there is an increase in the number of
tasks associated with a certain job.
41.
Job rotation: Job Rotation is a
management
approach
where
employees are shifted between two or
more assignments or jobs at regular
intervals of time in order to expose
them to all verticals of an organization.
42.
Job enrichment: Typically job
enrichment involves combining various
existing and new tasks into one large
module of work. The work is then
handed over to an employee, which
means there is an increase in vertical
responsibilities and scope.
43.
Job description: Skills, knowledge,
experience and abilities required for
each job.
44.
Job/word
simplification:
A
description of the qualification that a
person holding a job must be
possesses in order to perform the job
efficiently.
45.
Laissez fair leaders: Leaders who
lets subordinate to do as they choose.
46.
Learning process: The human
process by which skills, knowledge,
habits and attitude are acquired and
utilized in such way that behavior is
motivated.

37.
Job
analysis:
Process
of
determining by observation, study and
reporting, pertain information about a
specific job.

47.
Leadership:
Interpersonal
influence exercised in situation and
directed by means of communication
process towards the achievement of a
specified group goal or goals.
48.
Leadership
style:
Its
refer
behavior of leaders such as what he
does, emphasize and how deal with
subordinates.

38.
Job design: Job Design is the
process of putting together various
elements to form a job, bearing in
mind organizational and individual
worker requirements, as well as
considerations of health, safety, and
ergonomics.

49.
Layof: An indefinite separation
from the payroll due to factor behind
employees control.
50.
Lockout: Refusal of employer to let
the employee work.
51.
Local union: It is the smallest past
organization union.

Written & Composed by: Mohammad Masood Babar, M.Com II, 2012 2014.
University Of Balochistan, Quetta.

3
52.
Management
by
objectives
(MBO):
M.B.O is
a
process
of
defining objectives within
an
organization
so
that management and employees
agree
to
the
objectives
and
understand what they need to do in
the organization in order to achieve
them.
53.
Main
Policy
of
personal
management: Originated policy.
54.
Meditation: In mediation, natural
third party helps the union and
management negotiation reach a
settlement of the issue separating.
55.
Middle level manager: They are
head
of
departments,
branch
manager, and the junior executives.
They give recommendations to top
MGT.
56.
Motivation: The willingness to
expend the energy to achieve goal or
reward.
57.
National
union:
organization entity is
national union.

The
called

top
the

58.
Need hierarchy: Five different
level of needs consist of physiological,
safety,
social
steam
and
selfvitalization identification by Abraham
Maslow.
59.
Negative discipline: It refers
minimum performance necessary to
avoid punishment.
60.
Organization: It is a social entity
that has collective goal and is linked to
an external environment.
61.
Participative management: It is
the process by which people contribute
their ideas towards solution of
problems.
62.
Performance
appraisal:
A
systematic evaluation of the individual
with respective to his performance on
the job and potential for development.
63.
Personnel planning: The process
by which organization insure that it
has the right number and the right
kind of people at the right place and
right time, doing those things for
which they are most useful economic.

64.
Personnel policy: HR policies
official guidelines and rules that
put into place by a companys
department to hire, train, evaluate
reward staff.

are
are
HR
and

65.
Personnel
management:
Obtaining, using and maintaining a
satisfied workforce.
66.
Philosophy:
Philosophy is the study of general and
fundamental problems, such as those
connected
with
reality, existence, knowledge, values, r
eason, mind, and language.
67.
Planning: The future course of
action that must be performed.
68.
Planning Process:
The development of goals, strategies, t
ask lists
and schedules required to achieve the
objectives of a business.
69.
Plan of action: A sequence of
steps that must be taken or activities
that must be performed well for a
strategy to succeed.
70.
POSDCORB: Planning, organizing,
staffing, direction, co-coordinating,
reporting, budgeting.
71.

Policy: It is the plan of action.

72.

Power: The ability to limit choice.

73.
Positive discipline: It involves
creation of attitude and organization
climate where in the employees
willingly confirm to established rules
and regulations.
74.
Problem in rating: Halo effect and
leniency & strictness.
75.
Promotion: A promotion is a
reassignment of an employee to a job
of higher rank.
76.
Project design: The sketch of any
design from top to bottom and with
their branches.
77.
Qualities of leadership: They are
physical appearances, vision and
foresight and communication skills.
78.
Recruitment: Recruitment is the
process used by an organization to

Written & Composed by: Mohammad Masood Babar, M.Com II, 2012 2014.
University Of Balochistan, Quetta.

4
locate and attract job applicants in
order to fill a position.
79.
Reasons for union:
(i). Great
bargaining power (ii). Security or job.
(iii). Completion of demand.
80.
Skilled: Any labor who has some
special skills, knowledge, and ability in
their work.
81.
Salary Vs. wages: Salary is fixed
periodical payments while wages are
not. They are given on hourly, daily or
piece of work.
82.
Selection:
Selection
involves
choosing the best candidate with best
abilities, skills and knowledge for the
required job. Selection is a negative
process
as
the
inappropriate
candidates are rejected here.
83.
Selection process:
Employee
Selection is the process of putting right
men on right job. It is a procedure of
matching organizational requirements
with the skills and qualifications of
people.
84.
Selecting methods:
Interview,
presentation,
tests,
psychometric
tests.

89.
Types of policy: Following are
types of policy on the basis of scope
and sources. 1. Originated policy 2.
Appealed Policy 3. Implied policy 4.
General policy 5. Specific polices.
90.
Training: Organized procedure by
which people learn knowledge and
skills for definite purpose.
91.
Training methods:
Off the job
methods are lecture, case study, and
simulation and on the job training
methods are job rotation, enlargement
and enhancement etc.
92.
Transfer:
A
transfer
is
a
reassignment of an employee to
another job of similar pay, status and
responsibility.
93.
Termination: A termination is a
separation from the payroll whatever
reason.
94.
Unstructured interview: It has no
planned definite strategy.
95.
Union: Organization of worker
acting collectively seeking to promote
and protect their mutual interest
through collective bargaining.

85.
Simulation: A kind of technique or
equipment that duplicate as soon as
possible
the
actual
conditioned,
encountered on the job.

96.
Vestibule training: It is the term
used to designate training in a
classroom for semiskilled production
and clerical jobs.

86.
Strike: An organized refusal on the
part of group of employees to work.

97.
Wage:
Monetary
remuneration
computed on hourly, daily, or piece of
work
98.
Who are fact finders: They are
person or group of persons, who
determines facts in a legal proceeding,
usually a trial. Juries, judges etc.

87.
Structured interview: It consists
of predetermined planned set of
questions.
88.
Supervision: Supervision is the
function of leading, direction and
coordinating the work of other to
accomplish designated job.

99.
Which theory is called great man
theory: Great man theory is called,
theory of leadership.

Written & Composed by: Mohammad Masood Babar, M.Com II, 2012 2014.
University Of Balochistan, Quetta.