HRM 1 Chapter 2
HRM & OB 1 Module from FHNW Chapter 2. Key Terminology and exam like questions.
HRM & OB 1 Module from FHNW Chapter 2. Key Terminology and exam like questions.
Kartei Details
| Karten | 26 |
|---|---|
| Sprache | English |
| Kategorie | BWL |
| Stufe | Universität |
| Erstellt / Aktualisiert | 22.06.2025 / 22.06.2025 |
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Think of a Real-World Scenario for: Personnel Controlling
Example: Coop measures store turnover monthly. Branches exceeding 15% get reviewed for onboarding or management issues.
Think of a Real-World Scenario for: Personnel Rewards
Example: Roche uses performance-based bonuses and stock options for retaining top talent in its pharmaceutical R&D units.
Think of a Real-World Scenario for: Personnel Development
Example: Swiss Re runs a global leadership training program for future executives to close strategic skill gaps.
Think of a Real-World Scenario for: Personnel Deployment
Example: McDonald's shifts staff between kitchen, counter, and drive-thru based on current rush times and employee strengths.
Think of a Real-World Scenario for: Personnel Planning
Example: Swisscom uses workforce planning software to predict employee needs in their call centers during peak holiday seasons, adjusting staffing to demand.
Which are true about cross-sectional functions?
Which statements about process functions are correct?
Match the Concept to the Description:
A Personnel Planning
B Personnel Development
C Personnel Marketing
D Personnel Release
1 Reducing workforce or terminating employment
2 Forecasting future personnel needs
3 Aligning employee skills with business needs
4 Increasing employer attractiveness
A - 2, B - 3, C - 4, D - 1
What is the main purpose of personnel rewards?
Which of the following functions is a cross-sectional one?
Letting go of employees due to a restructuring process refers to:
The HR activity that aligns training with future competency needs is:
Employer branding, social media presence, and job fairs are typically managed under:
Activities such as KPIs for absenteeism (the practice of staying away from work or school without good reasoning) and cost-per-hire are part of:
The HRM function responsible for assigning individuals to roles based on competencies is called:
What does Organization of HRM describe?
Structuring HR responsibilities between HR professionals, line managers, shared services, and outsourcing providers.
What is Personnel Information?
Gathering and distributing HR-related data (e.g., through HRIS).
What is Personnel Marketing?
All activities to position the organization as an attractive employer (internally and externally).
What is Personnel Controlling?
Measuring, analyzing, and reporting HR-related KPIs (e.g., turnover, cost-per-hire) to guide decisions.
What is Personnel Release?
Letting employees go (temporary or permanent) due to overcapacity, restructuring, or poor fit.
What are Personnel Rewards?
Incentive systems (financial and non-financial) used to increase motivation and retain talent.
What is Personnel Development?
Improving employee skills, qualifications, and potential through training and career support.
What is Personnel Deployment?
Assigning employees to tasks and coordinating roles based on competencies and organizational needs.
What is Personnel Recruitment?
Finding and attracting suitable candidates for open positions.
What are Cross-sectional Functions?
Supportive HR activities that span across all process functions, such as HR controlling, marketing, and internal HR communication.
What are Process Functions?
Core HRM activities along the employee lifecycle: planning, recruiting, deploying, developing, rewarding, and releasing employees.
