FILL IN THE BLANKS OF HRM, Cheat Sheet of Human Resource Management

Download FILL IN THE BLANKS OF HRM and more Cheat Sheet Human Resource Management in PDF only on Docsity! FILL IN THE BLANKS 1. _________ are those which have a direct responsibility for the Accomplishment of objectives of an enterprise. 2. _____ is a series of decisions that affect the relationship between employees and employers. 3. Hr matrix is an integration of _________ 4. _______ involves those individuals who are engaged in activities that guide the Line in achieving objectives. 5. Stock holders are a part of _______ 6. Strategic typology of human resources consists of ___________ quadrants. 7. ________ approaches can be adopted in Formulation of HR strategy. 8. ________ act as a bridge between management and employees. 9. _______ is very expensive with regard to money and manpower requirement. 10. ___ is a line manager’s responsibility but a staff function. 11. HR strategy is used to _______. 12. Resourcing is a process _______ 13. ______ focuses on bringing talent and different levels and gives less importance to Development. 14. Acquisition, development, integration, maintenance will fall into ______functions of HRM. 15. Quality of work life is maintained to ______ 16. The main objective of HRM is ______ 17. HRM focuses on task achievement rather than _______ 18. ______ ________ is used to create a value creation with available human Resources. 19. Retrenchment is an act of ______ 20. Strategic objective and action plan are the components of ______ 21. Human capital management provides direction to ______ 22. Defenders concentrate on _______ 23. Staff managers act as ______ of management. 24. HRSS stands for ________ 25. HRD stands for _____ 26. Enriching the organization with ______ is a crucial task of the HR Department. 27. _______ is the process of studying and collecting information Relating to operations and responsibilities of specific job. 28. Subjective questions in the form of yes or no is the method of ______. 29. The relationship between the employees and its organization with respect to its job is called ____ 30. ______ is the movement of work from one department to another till is Accomplishment. 31. ___________ and ____________ of workflow is critical in planning HR Requirements. 32. _____________ is frequently used by an organisation for job description. 33. Different dimensions of job and its influence on employees is known as _______ MODEL________. 34. The process of deciding on the contents of a job in terms of its duties and responsibilities is _______ . 35. The process of designing, motivating jobs to make it more rewarding is _____. 36. Ranking a job, but not a job holder is ______ 37. Earning on successful completion of any given task is ______. 38. Extrinsic rewards are _______ 39. Forming a mental picture of a person on the basis of his/her age, appearance etc., is _____ 40. The loss of employees to an organization is referred to as ______ 41. ______ is defined as the rate at which the employees join and leave the Organization. 42. ________ is development and maintenance of adequate manpower resources. 43. ________ is a process by which candidates are offered employment and those who will Not. 44. _______ is usually short and its objective is to eliminate the Unqualified. 45. _______ is assignment are reassignment of an employee to a new or different job. 46. _______ explains classification of various job based on the nature of the job. 47. Training is the act of increasing the ____________ of an employee for ___________ . 48. A _____ ______ is a group of people who experience the same event during the same time period. 49. In _____________ training method, actual work conditions are stimulated in a class room. 50. Reactions, capability, application and worth are the outcomes of ______________. 51. Career planning is one of _____________ subsystem. 52. ______________ refers to the beliefs of an individual’s regards to promises made. 53. Major component of market analysis is _________________. 54. _____________ is used to improve skills and knowledge of the employees. 55. _____________ is simple tool for supply of workers internally. 56. __________ is used to collect information for HR research. 57. _______________ anticipate potential personal problems. 58. Carrier planning is used to identify _____________. 59. ____________ is ascertained of what is and not required to done. 60. _________ are oriented towards relationships and performance standards. 61. VPT stands for _______________ 62. Ongoing process of preparing and monitoring carrier plans is _________. 63. Experimentation is used to _____________. 64. Management programs are reviewed with the help of ____________. 65. _________________ refers to the analysis which is linked with the performance features. 66. _____________ is used to plan the specific roles of human. 67. Screening of an employee by conducting test is _______________. 68. Assigning suitable jobs for the candidate is ______________. 69. Determines promotion to a candidate is a role of _____________. 70. Historical cost and standard cost are the methods of _______________. 71. Opportunity cost approach was developed by ________________. 72. HR audit covers __________________ of HRM. 73. HR research is a _____________ and _____________ entity. 74. _______________ is realistic and objective. 75. A career starts with exploring for a job and ends with retirement is called ________________________. 76. ____________ indicates dissatisfaction of employees with job and its nature. 27. Job analysis 28. Check list 29. Systems exchange model 30. Work flow 31. Analysis, mapping 32. Work process mapping 33. Job diagnostic model 34. Job design 35. Job enrichment 36. Job evaluation 37. Reward 38. Financial reward 39. Stereo typing 40. Wastage 41. Employee turn over 42. Recruitment 43. Selection 44. Preliminary interview 45. Placement 46. Job family 47. Knowledge & skills, job 48. Cohort 49. Vestibule 50. Bells system approach 51. HRD 52. Psychological contracts 53. Transformation of probability matrix 54. HRD 55. MARKOV analysis 56. Surveys 57. HR research 58. Career related goals 59. HR audit 60. Balanced contracts 61. Vocational preference test 62. Career management 63. Grab new opportunities 64. HR Audit 65. Validity 66. HRP 67. Selection 68. Placement 69. Line manager 70. Valuation of HRA 71. Heiman and jones 72. Goals, objectives and strategies 73. Purposive, objective 74. External carrier 75. Green has career development model 76. Grievance 77. Brand ford factor 78. Labour turnover 79. Quality of work life 80. Sick pay schemes 81. Brand wheel 82. Industrial democracy 83. Threatening, harassing 84. Replacement cost 85. Labour turn over 86. Work commitment 87. Employee, employers 88. Employee turnover index 89. Employee counselling 90. Principle of equity 91. Sense of competence 92. Organogram 93. Industrial labour organization 94. John T Dunlop 95. Interactive behaviour 96. Employee value proposition 97. Industrial relations 98. Quality circle 99. Organizational climate 100. Employee commitment 101. Human resource performance index 102. Motorola 103. Competency mapping 104. Emotional intelligence 105. Human resource return on investment /intangibles 106. Outsourcing 107. Paradox 108. Globalization 109. Flexibility 110. Multi paradigm 111. Paradox theory 112. Host country nationals 113. International human resource management 114. Work, family 115. Job diagnostic model 116. Efficiency 117. Performance appraisal 118. Quality management 119. Define, measure, analysis, improve and control 120. JR LAPOINT 121. Expatriates, global recruitment 122. Expatriates 123. International administrative practices 124. Integrated course of action or plan 125. Strategic human resource management