Quiz 1 HR

Question 1

Human Resources vs Human Resources Department?

Answer 1

HR= All the people that make up an organization
HR Department= organization in a department that is responsible for overseeing relationships and interactions in the organization.

Question 2

What is the HR Dept. responsible for?

Answer 2

Screening, hiring, recruitment, and interviewing.

Question 3

List the types of employees and their roles.

Answer 3

1. Professional- anyone who has a licensure such as an RDN, or PT.
2. Manager- does not have to be an RDN as well but must have everything run smoothly and be able to help oversee and train.
3. Supervisory- Staff that is under the manager but can oversee specific departments. Such as a team leader or frontline manager. Usually knowledgeable staff.
4. Skilled staff- staff skilled in specific areas of work, such as a chef or secretary. On-the-job training is important for them and for the above and all workers. Managers can usually perform the same tasks but not to the efficiency of skilled staff.
5. Unskilled- not to disregard certain workers, they can be accommodating. They are just casual workers like a cashier who helps the business run. They know more about their role than the manager.

Question 4

Describe different types of employee status

Answer 4

1. Full time- 36-40 hrs/week, 2,080 hrs a year but doesn’t work it all due to PTO, vacation, sick leave etc
2. Part time- 24 hrs/week and sometimes has benefits
3. Short hour- less than or equal to 20 hrs/week and usually no benefits and paid a bit more to make up for less hours
4. Casual (PRN)- called in to fill in spots to cover shifts when other employees are on vacation or meet their hours. never benefits.
5. Others include Temporary workers, Contract workers, and job sharing.

Question 5

Describe an hourly worker and pay

Answer 5

Hourly is also referred to as the base pay. Workers can have different base pay and base pay must be at least the minimum wage for that state. Usually for unskilled and skilled workers- but not always. Also not guaranteed a minimum weekly pay.

Overtime may be given for time and a half (x1.5 or 150%) of the base pay.

Question 6

Salary Worker

Answer 6

paid annually

Question 7

Exempt vs nonexempt worker

Answer 7

Nonexempt workers are your hourly workers. They are entitled to overtime pay and at least minimum wage. Due to fair labor standards act.

Exempt workers are your salary workers. They are not always entitled to overtime pay if they make 684 or 17/hr a week.

Question 8

FTEs

Answer 8

Full-time equivalents. Do NOT = # of employees.

Take hours worked by all employees for that week and divide by 40.

Question 9

Diversity in the workplace- list acts and examples

Answer 9

1. Americans with disabilities act- ensures that workers with disabilities have proper resources to ensure fair treatment on the job. Such as special parking.
2. Equal opportunities act - Makes sure there is no discriminations inside the workplace after hire.
3. Affirmative action act- Ensure that there is no discrimination during the hiring process and that previously disenfranchised workers have preference.

Question 10

Compliance vs Commitment

Answer 10

Compliance is when an employee is submissive to rules and welcoming diversity but they are not dedicated

Commitment is when a worker is truly dedicated to their job and ensuring a welcoming and safe work environment.

Question 11

Diversity Training

Answer 11

Sensitivity training is needed to train employees on how to put themselves in other peoples shoes and create a welcoming environment and to also be able to deal with differences in the workplace. The manager is responsible for creating such trainings.

Question 12

How to determine staffing needs?

Answer 12

1. Identify work that needs to be done
2. What skills are needed?
3. Who is qualified for these skills?
4. Identify who is best out of the qualified
5. Narrow down, ID the job through job description, specifications, and analysis.

Question 13

Job description vs specification vs analysis

Answer 13

1. Specification is the qualifications needed for the job or for the job to be done. EX: physical ability, credentials, experience.
2. Description is an overview of the daily duties of the job.
3. Analysis is the daily duties but with added time stamps. Is used during training.

Question 14

Recruitment Process- Describe with steps

Answer 14

1. Job advertisement is used to find candidates on social media, a website, magazines, etc.
2. Screening is done to eliminate those who do not meet job specifications.
3. Interviews are then set to further eliminate candidates.

Question 15

Types of interviews and their differences

Answer 15

1. Unstructured- typically should not be used and there is no set script or list of questions.
2. Semi-structured- some type of script is made but conversation is still open and not the same for each client. Topics covered are decided but not specific questions.
3. Structured- questions are made beforehand and the interview is similarly scripted for each candidate
4. Group- done in a group setting.

Question 16

Types of Interview Questions

Answer 16

Questions should be pulled from the job description.

Behavioral questions are common and are meant to ask the candidate about a past situation and how they dealt with it or how they would deal with a future issue.

Question 17

Illegal Interview question

Answer 17

Questions related to personal life should not be asked.

Question 18

Orientation- what are the two steps and who is it done by?

Answer 18

1. introduction to the workplace (values, etc)
2. Tour of the workplace

HR department does this

Question 19

What should orientation include?

Answer 19

Outline of the day, Introduction to the organization’s values, go over benefits, dress code, expectations, etc

Give a tour of the workplace, tour of facilities and how to operate, introduction to co-workers, copy of job analysis, go over orientation checklist throughout

Question 20

In-service training

Answer 20

Employees must go through in-service training to remind them of policies and keep them knowledgeable.

Ensures a safe, sanitary, and smooth-running organization.

Question 21

Scheduling

Answer 21

The manager is responsible for the labor schedule to ensure that everyone is in the right place at the right time. Aim for no overtime and must make space for weekend rotations, holidays off, and PTO.

Question 22

Scheduling steps

Answer 22

First enter in everyone who is off that week. Then enter in your full time employees and then schedule for part time and then short time and then any casual employees to fill in spots.

Question 23

Performance Appraisal

Answer 23

Should be done for employees to keep them motivated and to review how they are doing at their job.

Appraisal should deal with their specific job and should be done after the probationary period, then after 6 months, then after a year, and then annually after.

The benefits of the appraisal are that it motivates employees to continue a job well done, helps set goals, recognizes weaknesses, promotes communication, and saves money for the organization so that they do not have to hire new employees.

Question 24

Compensation plans for employee appraisal

Answer 24

Merit Increase- percent changes to the base pay for an employee. Can not exceed the maximum base pay though. If this is the case it might be just one time case.

COLA- Pay raise that is given to all employees to help out with inflation etc

Single rate increases- A standard rate % increase that goes to all employees annually or on an anniversary.

Pay for performance- something specific given to the employee like a gift card

Question 25

Different types of pay for performance

Answer 25

1. Annual bonus- one-time bonus for good work and meeting a certain goal
2. Variable pay- base pay plus an additional one time percentage
3. Cash reward- small cash bonus such as a check or gift card.

Question 26

Job Mobility and examples

Answer 26

1. Downward- Clinical Dietitian to Stock crew
2. Upward- Team leader to Clinical Dietitian Manager
3. Lateral- Outpatient to Inpatient

Question 27

Disciplinary Process Steps and goal

Answer 27

The goal of discipline is to ensure for fairness across the workplace and to ensure everyone is doing their job correctly. The goal is not just punishment but correction. Do not want to fire and re-hire but retain employees to save money.

Steps: Verbal warning, Written warning, suspension, termination.

Question 28

Employee Assistance Programs (EAPs)

Answer 28

There to support employees during hardships that affect there work efficiency.