Brighten Your Career Path This Diwali - Invest in Yourself! 
What is Personnel Management? – It is an important function of an HR manager which encompasses covering all the steps of an employee’s life cycle in the organization i.e. from induction of an employee, day-to-day management of employee and his or her records, and finally exit of an employee.
Industrial Relations
It is also called employment relations or employee relations. It is a crucial aspect of human resource management especially in the manufacturing sector or those sectors were unskilled and semi-skilled labor as, it deals with organizational interaction with all employees with the matter related to:
- Wages and salaries
- Benefits and incentives
- Performance appraisal
- Dispute resolution
- Communicating with all employees at all levels
It primarily focuses on the following:
- Trade unionism
- Collective bargaining
- Labor-management
- Labor law and policy
Strategic Human Resource Management and Business Process Re-engineering
The normative models of human resource management focus on the significance of organizational design and are broadly related to job designs that promote horizontal and vertical firmness of activities and better worker sovereignty. Organizational redesigns are also termed as business process re-engineering or high-performing work systems.
Strategic Human Resource Management and Organizational Learning
In the midst of formulations of Strategic Human Resource Management, formal as well as informal organizational learning signifies an important tool that helps managers to attain the human resource management goals related to the dedication, quality, and flexibility. Therefore, such an emergent field of research has been a focal point in the resource-based strategic human resource management models. In the management context, it is often argued that formal and informal organizational learning strengthens the core competencies of an organization and leads to a competitive advantage. Organizational learning, undoubtedly, strengthens the cultural control and the power of the top-level managers of the organization and could also be the cause of conflicts on productivity and job control.
Practice Questions
Q1. What is the primary role of HR personnel management?
a) To provide financial advice to employees
b) To manage employee relations
c) To oversee company marketing efforts
d) To handle the day-to-day operations of the business
Correct Answer: b) To manage employee relations
Q2. What is the purpose of performance evaluations?
a) To determine employee pay raises
b) To identify employee strengths and weaknesses
c) To discipline employees who are underperforming
d) To determine which employees should be terminated
Correct Answer: b) To identify employee strengths and weaknesses
Q3. Which of the following is an example of a benefit provided by most companies to their employees?
a) Stock options
b) Company car
c) Health insurance
d) All of the above
Correct Answer: c) Health insurance
Q4. What is the purpose of an employee handbook?
a) To provide a summary of employee benefits
b) To outline company policies and procedures
c) To provide employees with job descriptions
d) To outline the company’s marketing strategies
Correct Answer: b) To outline company policies and procedures
Q5. What is the purpose of a job analysis?
a) To determine employee salaries
b) To identify employee strengths and weaknesses
c) To identify the essential functions of a job
d) To determine which employees should be promoted
Correct Answer: c) To identify the essential functions of a job
