Final Exam HR Flashcards
Name the two guest lecturers for this class.
Nigel Pugh & Phil Lloyd
: Nigel quoted Peter Drucker as saying, “60% of all management problems come from poor _______”
Communication
As taught by Major Lloyd, what are three common things young adult employees, volunteers, and paid agency staff need from their leaders?
Need to be inspired, need to be empowered, the need for accountability
What are two words Nigel Pugh suggests we ban from our vocabulary as managers?
Which should we use instead?
NO: “But”, “feedback”
YES: “And”, “because”, “I noticed”
What is the main advantage of scheduling regular mini reviews with your team members as taught by Nigel Pugh?
: They help ensure we and our team are on the same page regarding how work is going,
They help set clear expectations and provide regular constructive feedback and suggestions for improvements,
They help keep a written track record which is useful if there are real problems with their work.
As taught by Major Philip Lloyd, why is inspiration a powerful tool to motivate staff?
Inspiration taps into the powerful force found in one’s personal values which influences the decisions people make.
According to the article “Get an ‘A” on Your Report Card” there were 6 types of situations that should be reported to HR. Name two of them.
- Wage complaints
- Allegations of wrongdoing by others
- Signs of workplace violence
- Government and lawyer communications
- Disclosure of medical information.
- Accommodation or leave requests.
List at least 3 sections that should be included in a job description.
- Job Title 2.Department/Location
- Employment status (full-time, part-time, temporary) 4.Date
- FLSA status (exempt or non-exempt) 6.Reports To
- General Purpose of Job 8.Essential Duties & Responsibilities
- Supervisory Responsibilities 10.Education Requirements
- Work Experience Requirements 12.Physical Demands
- Special Skills,
- Certificates, Licenses,
- Registrations
- Signatures (with Date Signed)
Why should all applicants complete an application form, even if they submit a resume?
Resumes often contain too much personal information and not enough work experience and/or education information. Having all applicants complete application forms provides a standard form for their work and education information and makes it easier to compare applicant’s backgrounds. It also contains important disclaimers such as “employment at-will,” an offer of employment is not guaranteed, and their signature on the form attests that the information is accurate and authorizes the investigation of all statements contained therein–a resume has no such authorization. In addition, salary information and reasons for leaving jobs are rarely included on a resume.
Name one other form an applicant might need to complete prior to an offer of employment?
Background release form, Statement of Applicant for Work with Minors, Motor Vehicle Report form
Describe four parts of the Fundamental Fairness Formula using the acronym N.O.T.I.C.E.?
- Notice – Did the employee have notice of expectations and consequences?
- Objective review – Can the supervisor explain the business-related reasons for the actions taken to an objective, third-party reviewer?
- Time to correct the deficiencies – Was the employee given a reasonable time to correct deficiencies or improve conduct?
- Inform the employee of the consequences that will follow if those goals aren’t met – Document the counseling session (written warning.)
- Counseling – Did the employee receive counseling? Was he/she told that performance is inadequate, his/her job is at risk, and were the goals for the employee to meet the expectations discussed?
- Examine the policies and procedures of the organization – Were all relevant procedures followed? If they weren’t followed, why not? Is this documented?
Name two Performance Evaluations Do’s
- Avoid subjective comments that aren’t job-related.
- Avoid surprises! The evaluation discussion should not be the first time the employee is made aware of a performance issue.
- Make sure the person completing the evaluation has personal experience supervising the employee, so that the comments on the evaluation reflect personal observation rather than rumor, reputation or hearsay.
- Focus on employee behavior & actions, not on the employee’s intent.
- Remember that a change of supervisors may spell trouble. (The fundamental fairness formula is especially important for new supervisors who may come with new expectations.)
- Complete reviews on time.
- Indicate goals and areas for development. (Everyone can do better at something.)
Name two Performance Evaluations Don’ts.
- Never award undeserved high marks.
- Never give an employee whose performance is problematic a good raise or check a satisfactory or higher rating when the comments reflect performance concerns.
- It isn’t advisable to make comments that give an excuse for an employee’s failure to meet expectations.
- Don’t complete the reviews late.
- Don’t submit a “sanitized” review that does not address the performance issues that exist.
Describe five parts of the How to Document a Warning acronym D.O.C.U.M.E.N.T.
- D - Date and sign the memo.
- O - Outline the critical facts
- C - Communicate notice of expectations/consequences
- U – Unsatisfactory conduct
- M - Memorandum in the employee’s file
- E - Expectations: Identify everyone’s expectations
- N - Next steps
- T - Time frame: reasonable time
Per the Eastern Territory Employee Manual, how many hours per week must an employee work to be considered a full-time employee?
30 or more
Why should a part-time employee not work full-time hours very often?
(They are not eligible for full-time benefits. It is not fair to have them work full-time and not receive full-time benefits. If you allow them to work full-time hours for 3 months in a row, they become eligible for the health plan despite their official part-time status.)
What are exempt employees exempt from?
Overtime pay
What makes a job exempt?
Meet government guidelines from the U.S. Department of Labor.
