Human Resource Management

Human Resource Management: Functions, Not Definitions

HRM papers are won by candidates who can place a practice inside the right function. An examiner who asks about a job description is really testing whether you separate it from job analysis; one who asks about a selection test is testing whether you know validity from reliability.

What These 171 Questions Cover

• Scope of the function: personnel management versus strategic HRM, and the manager’s role in human-resource activities.
• Workforce planning: human resource planning and demand forecasting techniques.
• Job analysis: methods of analysis, and the difference between a job description and a job specification.
• Recruitment & selection: sources of recruitment, interview formats, aptitude testing, and the psychometric ideas of validity and reliability — the single densest area in this bank.
• Training & development: induction and orientation, and the distinction between training and development.
• Performance appraisal: the concept and its purpose (the bank touches this lightly).
• Employee turnover & morale: job satisfaction, absenteeism, and turnover as measurable outcomes.
• Industrial relations: trade unions and collective bargaining.

Still Missing From This Page

Motivation and leadership theory (Maslow, Herzberg, Theory X and Y, leadership styles) is largely absent, along with grievance handling and discipline, delegation and line-versus-staff authority, incentive and wage structures, and the specifics of Pakistani labour law — the Industrial Relations Act 2012, EOBI and the Workers’ Welfare Fund. Several of those are examinable in establishment and HR-manager posts, so work them from your own notes until sets covering them are added.

How to Use These Sets

Read the explanation even when you answer correctly — the distinction being tested is usually hiding in the wrong options.

Distinctions to Memorise

• Reliability is consistency of a measure; validity is whether it measures what it is supposed to.
• A job description states the duties; a job specification states the person required for them.
• Job analysis comes first; recruitment follows it and never precedes it.
• Induction happens when an employee joins; training addresses a current skill gap; development prepares for a future role.
• Collective bargaining covers wages, hours and working conditions; grievance handling and discipline are individual matters.