Chapter 1: Introduction To Human Resource Management

A manager is the person responsible for accomplishing an organization's goals by managing the efforts of the organization's people. They are in charge of planning, organizing, and coordinating the activities of a team or department to ensure that objectives are met. Managers provide guidance, make decisions, allocate resources, and motivate employees to achieve the desired outcomes. They play a crucial role in overseeing the day-to-day operations and ensuring that the organization's goals are effectively executed.

Planning is the function of the management process that requires a manager to establish goals and standards and to develop rules and procedures. This involves setting objectives, determining the actions needed to achieve those objectives, and creating a roadmap for the organization to follow. Through planning, managers can anticipate future challenges, allocate resources effectively, and make informed decisions. It is a crucial step in the management process as it provides direction and guidance for the organization and ensures that all activities are aligned with the overall goals and objectives.

Motivating subordinates is an activity associated with the leading function in the management process. This involves inspiring and encouraging employees to perform at their best, setting goals, providing guidance, and creating a positive work environment. By motivating subordinates, managers can enhance productivity, boost morale, and improve overall team performance.

A manager wants to avoid wasting time with useless interviews because it is a personnel mistake that hinders productivity and efficiency. Conducting interviews that do not yield valuable information or result in hiring the right person can be a waste of time for both the manager and the candidates. It is important for a manager to invest time in conducting meaningful interviews to ensure they hire the right person for the job, thus avoiding potential setbacks and the need for rehiring in the future.

A job analysis is a systematic process that involves identifying and determining the tasks, responsibilities, and skills required for a particular job. It includes five basic functions of management: planning, organizing, staffing, leading, and controlling. These functions are essential for effectively managing and coordinating the activities of individuals and teams within an organization. Therefore, a job analysis encompasses all these functions and provides valuable information for the management process.

Claire spends most of her time at work establishing goals for her staff and developing procedures, which are tasks associated with leading. Leading involves guiding and influencing employees to achieve organizational goals.

Personnel activities associated with human resource management typically involve various tasks related to managing and developing the workforce. These activities include appraising employee performance to evaluate their effectiveness and provide feedback for improvement. They also involve building employee commitment by creating a positive work environment and fostering employee engagement. However, orienting and training new employees are not typically considered personnel activities associated with human resource management. These activities are usually part of the onboarding process and are primarily handled by the training and development department or the hiring manager.

Line authority refers to the managerial power and responsibility to issue orders and make decisions within a hierarchical structure. It involves having direct control and supervision over a specific group of employees or staff members. In the context of the given options, option a) best defines line authority as it specifies that it pertains to management over a small staff in a public firm.

Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns.