INTRO TO HRM (1)

Question 1

consists of people with formally assigned roles who work together to achieve
the organizaiton’s goals

Answer 1

ORGANIZATION

Question 2

manages the efforts of the organization’s people

Answer 2

MANAGER

Question 3

1. Planning
2. Organizing
3. Staffing
4. Leading
5. Controlling

Answer 3

5 BASIC FUNCTIONS IN THE MANAGEMENT PROCESS

Question 4

goals, rules, plans, and forecasts

Answer 4

PLANNING

Question 5

task delegation, department and authority establishment, communication channels

Answer 5

Organizing

Question 6

recruitment, selection, compensation, evaluation, training

Answer 6

STAFFING

Question 7

motivation; retention of morale

Answer 7

LEADING

Question 8

compare standards with performance of employees

Answer 8

CONTROLLING

Question 9

—process of acquiring, training, appraising, and compensating employees

—development of policies and strategies for retention

—Goal: to retain and foster talent

Answer 9

HUMAN RESOURCE MANAGEMENT

Question 10

—not limited to training and development

—individual career planning, organization development, performance management, and appraisal

—Goal: improve learning and performance

Answer 10

HUMAN RESOURCE DEPARTMENT

Question 11

right to make decisions, direct the work of others, and give orders

Answer 11

AUTHORITY

Question 12

—for line managers

—right to issue orders

—superior-subordinate relationship

—associated with managing departments

Answer 12

LINE AUTHORITY

Question 13

—for staff managers

—right to advise other managers and employees

—advisory relationship

—human resource managers are usually staff managers

Answer 13

STAFF AUTHORITY

Question 14

•WITHIN THE DEPARTMENT

Answer 14

LINE MANAGERS

Question 15

OUTSIDE THE DEPARTMENT

Answer 15

STAFF MANAGERS

Question 16

usually provides specialized assistance to line managers in large organizations

Answer 16

HUMAN RESOURCE DEPARTMENT

Question 17

search for qualified job applicants through various methods

Answer 17

Recruiters
(Position in Human Resource Department)

Question 18

—investigate and resolve EEO grievances

—examine organizational practices for violations

Answer 18

Equal employment opportunity (EEO) representatives
(Position in HRD)

Question 19

—collect information about job duties

—prepares job descriptions

Answer 19

JOB ANALYSTS
(Position in HRD)

Question 20

develop compensation plans and handle benefits programs

Answer 20

COMPENSATION MANAGERS
(Position in HRD)

Question 21

plan, organize, and direct training activities

Answer 21

TRAINING SPECIALISTS
(Position in HRD)

Question 22

advise management on all aspects of union-management relations

Answer 22

LABOR RELATIONS SPECIALISTS

Question 23

1. Recruiters
2. Equal employment opportunity (EEO) representatives
3. Job Analysts
4. Compensation Managers
5. Training Specialists
6. Labor Relations Specialists

Answer 23

POSITIONS IN HUMAN RESOURCE DEPARTMENT (HRD)

Question 24

1. Shared services agreements
2. Corporate HR teams
3. Embedded HR teams
4. Centers of Expertise

Answer 24

New Approach to Organizing HR

Question 25

create centralized HR units whose employees are shared by all departments to assist line managers

Answer 25

Shared services agreements

Question 26

assist top management in top-level issues

Answer 26

Corporate HR teams

Question 27

—have HR generalists (a.k.a. relationship partners or HR business partners) —provide the employee selection and other assistance the departments need

Answer 27

Embedded HR teams

Question 28

HR consulting firms within the company

Answer 28

Centers of expertise

Question 29

•Trends in Jobs People Do –On-Demand Workers –Human Capital •Globalization Trends –Globalization •Labor Force Trends •Unbalanced Labor Force

Answer 29

TRENDS IN HR

Question 30

—freelancers and independent contractor-gig workers —work when they can, on what they want to work on, when they are needed —mobile, independent bundles of skills

Answer 30

On-Demand Workers (Trends in Jobs People Do)

Question 31

knowledge, skills, and abilities of a firm’s workers that produces economic value

Answer 31

Human Capital (Trends in Jobs People Do)

Question 32

companies extending their sales, ownership, and/or manufacturing to new markets abroad

Answer 32

Globalization (Globalization Trends)

Question 33

—labor force grows more slowly —because the labor force participation rate is falling •percent of the population that wants to work declines

Answer 33

Labor Force Trends

Question 34

—in some occupations, unemployment rate are low (usually in jobs that don’t require college educations) while in others, unemployment rates are relatively high (usually in jons that require college educations) —many people working today settle for jobs below their expertise (which results in employee disengagement)

Answer 34

Unbalanced Labor Force

Question 35

formulating and executing HR policies and practices that produce employee competencies and behaviors

Answer 35

Strategic Human Resource Management

Question 36

1. HR department lever 2. employee costs lever 3. strategic results lever

Answer 36

Three levers of performance-improvement efforts:

Question 37

HR manager ensures that the HR management function is delivering services efficiently

Answer 37

HR department lever

Question 38

—advising top management about company’s staffing levels —setting and controlling compensation, incentives, and benefits

Answer 38

employee costs lever

Question 39

policies and practices that produce employee competencies and skills

Answer 39

strategic results lever

Question 40

—using the best-available evidences in making decisions about HRM practices —Sources: actual measurements, existing data, and research studies

Answer 40

Evidence-based HRM

Question 41

helping employees improve in a measurable way as a result of HR manager’s actions

Answer 41

Adding Value

Question 42

judged not just on profits, but also on their environmental and social performance

Answer 42

Sustainability

Question 43

—being psychologically involved in, connected to, and committed to getting one’s jobs done —engaged employees have higher connectivity with work tasks = push more effort to accomplish task-related goals

Answer 43

Employee Engagement

Question 44

—principles of conduct governing an individual or group —standards use to decide proper conduct

Answer 44

ETHICS