HRM (Human Resource Management) MCQ Questions and Solutions with Explanations | Management

One of the important organizational factors affecting 'Job Design' is Workflow. Organizational factors that affect job design can be work nature or characteristics, work flow, organizational practices and ergonomics.

Behavioral factors affecting job design are Autonomy, Diversity and Feedback.

Factors affecting job design are Behavioral factors, Environmental factors and Organizational factors.
Behavioral factors have to do with human needs and the necessary to satisfy them. Higher-level needs are more significant in this context.
Environmental elements affect all activities of HRM, and job design is no exception. The external factors that have a bearing on job design are employee abilities and availability, and social and cultural expectations.
Organizational factors include characteristics of task, work flow, ergonomics, and work practices.

Organisational factors affecting job design are Workforce and cultural factors. The various factors under organisational factors include task features, work flow, ergonomics, work practices, etc.

The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is Job analysis. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is Job description. A job description is a document intended to provide job applicants with an outline of the main duties and responsibilities of the role for which they are applying.

Job Characteristics Model is proposed by Hackman and Oldham. The five characteristics are skill variety, task identity, task significance, autonomy and feedback from the job. The characteristics are combined with three psychological states to determine the personal and work outcome.

The Harvard model claims to be comprehensive in as much as it seeks to comprise six critical components of HRM. The dimensions included in the model are: stakeholders, interests, situational factors, HRM policy choices, HR outcomes, long-term consequences and a feedback loop through. The outputs flow directly into the organization and the stakeholders

Manpower Inventory involves the classification of characteristics of personnel in an organisation, in addition to counting their number.

The External Sources of Recruitment mean hiring people from outside the organization. The concept of gate hiring is to select people who approach on their own for employment in the organisation. This happens mostly in the case of unskilled and semi­skilled workers. When large numbers of workers are required at the initial stage of the organisation, then this method is suitable.