Which of these activities is NOT covered by HRM?
a) Performance and reward
b) Service delivery and information
c) Developing customer relationships
d) Resourcing and talent planning
Correct Answer: c) Developing customer relationships
Answer Explanation:
Developing customer relationships is NOT covered by HRM.
A key aspect of Human Resource Management (HRM) is performance and reward. An employee’s performance is evaluated and feedback is provided to help them improve their job performance, whereas reward management refers to the processes and practices organizations follow to recognize and reward their employees. The performance management system of an organization is crucial in today’s highly competitive business environment.
By implementing a performance management system, organizations ensure that employees are motivated to deliver their best, and that their contributions are aligned with their organizational goals and objectives. Setting clear performance expectations, providing regular feedback, and conducting periodic performance evaluations are all parts of an effective performance management system. Continual learning and development are also encouraged within the system, which helps employees develop their skills.
An integral part of HRM is reward management. Employees are recognized and rewarded for their contributions through reward management policies and practices. A primary objective of reward management is to motivate employees, increase employee satisfaction, and retain top talent. Rewards can be both financial and non-financial. A non-financial reward can be recognition, promotions, training, and development opportunities, as well as other forms of employee benefit. Financial rewards can include base pay, bonuses, commissions, and other incentives.
A growing trend in reward management has been towards total rewards in recent years, a more comprehensive approach to it. Compensation, benefits, work-life balance, career development, and recognition are all part of total rewards, which are a combination of financial and non-financial rewards. Employees are able to achieve their personal and professional goals in a work environment that meets their needs with total rewards. In conclusion, performance and reward are essential elements of HRM.
Employees who are motivated to do their best and whose contributions align with the organization’s goals and objectives are more likely to be motivated to do so with an effective performance management system. Employee retention and performance are highly dependent on reward management. In order to create a work environment that meets employees’ needs and enables them to succeed, organizations must implement a comprehensive rewards system that incorporates both financial and non-financial rewards.
As part of Human Resource Management (HRM), service and delivery are important components, as they involve providing high-quality products and services to internal and external customers. The HR department’s service and delivery processes, policies, and procedures are designed to ensure that employees, managers, executives, and customers receive quality services.
A company’s success depends on its ability to provide quality products and services in today’s highly competitive business environment. It is important for HRM to ensure that employees have the skills, knowledge, and resources necessary to deliver quality services to internal as well as external clients. To summarize, HRM service and delivery play an essential role in the success of an organization.
HRM is responsible for ensuring that employees have the necessary skills, knowledge, and resources to meet the needs of internal and external customers. Human resource management involves recruiting and selecting, training and development, performance management, compensation and benefits, and employee relations in order to deliver effective services and deliver results.
An organization’s human resources (HRM) department must identify and manage the workforce necessary to achieve its goals and objectives through resource and talent planning. Organizations use these functions to recruit, develop, and retain their employees through a variety of activities. Resource and talent planning also includes recruitment and selection, which involve attracting and selecting the best candidates.
As part of this process, job descriptions and specifications are developed, job vacancies are advertised, candidates are screened and shortlisted, interviews are conducted, and job offers are made. The selection and recruitment practices of an organization help ensure it has a diverse and talented workforce. As part of resource and talent planning in HRM, talent management is also vital.
Providing ongoing training and development opportunities, career planning and development, and succession planning are all part of this process. This process involves identifying, developing, and retaining top talent.
As a result of talent management, an organization’s employees are motivated and engaged in their work, as well as having the right people in the right positions. Resource and talent planning also include performance management, which involves establishing clear performance expectations, providing regular feedback, and conducting periodic performance evaluations.
Employee performance can be enhanced through this process by identifying areas for improvement and providing necessary support. As a result of performance management, employees are able to meet the organization’s objectives and contribute to its success. Lastly, compensation and benefits are essential to resource and talent planning in HRM. By providing competitive salaries and benefits packages, top talent can be attracted and retained. Motivating employees and engaging them in their work requires offering competitive compensation and benefits.
Ultimately, resource and talent planning are important functions of human resources management that assist organizations in identifying and managing the workforce needed to fulfill their objectives and goals. In order to plan resources and talent effectively, workers must be recruited, selected, managed, and compensated and rewarded accordingly. An organization can enhance employee performance, attract and retain top talent, and achieve its goals by implementing effective policies and procedures in these areas.
MBA,BBA.
I am Smirti Bam, an enthusiastic edu blogger with a passion for sharing insights into the dynamic world of business and management through this website.
I hold a MBA degree from Presidential Business School, Kathmandu, and a BBA degree with a specialization in Finance from Apex College,
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