WEEK 2. TOPIC 2. MANAGERIAL FUNTIONS

Question 1

five general functions of management

These five functions are part of a body of practices and theories on how to be a successful manager.

Answer 1

planning
organizing
staffing
leading
controlling

Question 2

4 basic function of Management

Answer 2

Planning
Leading
Organizing
Controlling

Question 3

visually presents a series of actions or flow of control in a system similar to a flowchart or a data flow diagram.

Answer 3

Activity diagram

Question 4

What is the MAIN OBJECTIVES of personnel program?

Answer 4

The PRIMARY OBJECTIVE of personnel management isto HELP IN ACHIEVING ORGANIZATIONAL GOALS.

Question 5

What are personnel policies?

Answer 5

Personnel policies arethe RULES THAT GOVERN HOW TO DEAL WITH A HUMAN RESOURCES or personnel related situation. They are GUIDELINES TO DECISION MAKING that help keep the system as fair and unbiased as possible.

Question 6

What is a personnel program?

Answer 6

Program personnel meansall PERSONS DIRECTLY INVOLVED with the development and implementation of the program.

Question 7

15 Must-Have HR Policies and Forms

Answer 7

1. At-will employment
2. Anti-harassment and non-discrimination.
3. Employment classifications.
   4.Leave and time off benefits.
   5.Meal and break periods
4. Timekeeping and pay.
5. Safety and health.
6. Employee conduct, attendance and punctuality.
7. Hiring forms.
8. Receipt of company property.
9. Handbook acknowledgments.
10. Leave of absence.
11. Reasonable accommodation requests.
12. Performance and discipline.
13. Business expenses.

Question 8

It is a best practice to clearly define such as full-time, part-time, exempt or non-exempt since it can dictate eligibility for benefits and overtime pay.

Answer 8

Employment classifications.

Question 9

These policies prohibit harassment and discrimination in the workplace. Non-discrimination laws are governed by federal, state and local provisions, so review your applicable law and account for all appropriate protections.

Answer 9

Anti-harassment and non-discrimination.

Question 10

This statement reiterates that either you or the employee can TERMINATE THE EMPLOYMENT RELATIONSHIP at any time and for any reason, as long as the reason is a lawful one.

It is a best practice to prominently DISPLAY this statement in the BEGINNING OF YOUR EMPLOYEE HANDBOOK

Answer 10

At-will employment

Question 11

lets employees know the frequency of paydays, the methods available for receiving pay, and any special procedures for when a payday falls on a holiday or when an employee is absent from work.

Answer 11

Timekeeping and pay

Question 12

informs employees of the frequency and duration of such breaks as well as any rules or restrictions related to break periods. Rest periods, lactation breaks, and meal periods must be provided in accordance with federal, state and local laws.

Answer 12

Meal and break periods

Question 13

These policies ADDRESS A COMPANY’S RULES AND PROCEDURES regarding holidays, vacation, sick, and other types of time off benefits, or leave required by law (such as voting leave, family leave, and domestic violence leave) or company policy. Check your state and local law to ensure all leave requirements are included in your employee handbook.

Answer 13

Leave and time off benefits

Question 14

Attendance policies make it clear that EMPLOYEES MUST BE READY TO WORK at their SCHEDULED START TIME each day and provide procedures for informing the company of an unscheduled absence or late arrival.

Answer 14

Employee conduct, attendance and punctuality

Question 15

Safety policies describe safety and emergency procedures and require employees to report work-related injuries immediately.

Answer 15

Safety and health

Question 16

require employers to have specific policies and programs in place if certain workplace hazards exist

Answer 16

Occupational Safety and Health Act

Question 17

There are a variety of forms that can help you IDENTIFY QUALIFIED CANDIDATES during the pre-hire process, such as a job application and candidate evaluation form. Once a candidate is hired, you must complete certain new hire paperwork, including a Form W-4 and a Form I-9.

Answer 17

Hiring forms

Question 18

If you provide employees with equipment, tools, or other company property, use this form to document what was provided to the employee. This can help ENSURE THAT ALL PROPERTY is RETURNED AND ACCOUNTED for at the time of separation.

Answer 18

Receipt of company property

Question 19

When an employee signs this form, he or she ACKNOWLEDGES that they are responsible for reading and complying with all company policies.

Answer 19

Handbook acknowledgments

Question 20

Have employees submit REQUESTS FOR TIME OFF or other types of leave in writing. In some cases, the federal government or your state government may provide sample forms, such as those used for Family and Medical Leave Act (FMLA) purposes.

Answer 20

Leave of absence

Question 21

Federal and some state laws require employers to providereasonable ACCOMMODATIONSfor applicants and employees with disabilities, or sincerely held religious beliefs and practices. While employees aren’t required to make reasonable accommodation requests in writing, employers should thoroughly document the request, all communications regarding the request, and the resulting accommodation.

Answer 21

Reasonable accommodation requests

Question 22

Document all performance and disciplinary events, whether positive or negative. This includes ANNUAL PERFORMANCE REVIEWS, recognitions received, promotions, and disciplinary action, such as written and oral warnings and performance improvement plans.

Answer 22

Performance and discipline

Question 23

If employees travel for work, or incur otherbusiness-related expenses, have them maintain an EXPENSE LOG and submit reimbursement requests in writing.

Answer 23

Business expenses