HRM 300 EXAM 1 VERIFIED STUDY GUIDE
Human Resource Management (HRM) - Answers - utilization of individuals to achieve
organizational objectives.
6 HRM Functions - Answers - Staffing, Performance Management, Human Resource
Development, Compensation, Employee and Labor Relations, Safety and Health
Staffing - Answers - The process through which an organization ensures that it always
has the proper number of employees with the appropriate skills in the right jobs, at the
right time, to achieve, organizational objectives
Performance Management - Answers - a goal- oriented process that is directed toward
ensuring that organizational processes are in place to maximize the productivity of
employees, teams, and ultimately, the organization
Human Resource Development - Answers - a major HRM function consisting not only of
training and development but also of career planning and development activities,
organization development, and performance management and appraisal
Compensation - Answers - includes the total of all rewards provided to employees in
return for their services
Employee and Labor Relations - Answers - Businesses are required by law to recognize
a union and bargain with it in good faiths if the firms employees want the union to
represent them
Safety and Health - Answers - Safety- Protection of employees from injuries caused by
work related accidents. Health- refers to the employees freedom from physical or
emotional illness
Human Resource research - Answers - it pervades all functional areas and the
researchers laboratory is the entire work environment
Human Resource Management Professional - Answers - an individual who normally
acts in an advisory or staff capacity, working with other managers to help them address
human resource matters
Live Managers - Answers - individuals directly involved in accomplishing the primary
purpose of the organization
Human Resource Outsourcing (HRO) - Answers - the process of hiring external HR
professionals to do the HR work that was previously done internally
, Discrete services outsourcing - Answers - involves one element of a business process
or a single set of high-volume repetitive functions to be outsourced
Business Processing Outsourcing (BPO) - Answers - the transfer of the majority of HR
services to a third party
HR Shared Service Center (SSC) - Answers - also known as the center of expertise,
takes routine, transaction- based activities dispersed throughout the organization and
consolidates them in one place
Line Managers - Answers - in certain firms are being used more frequently than before
to deliver HR services
Professional Employer Organizations (PEO) - Answers - a company that leases
employees to other business
Human Capital - Answers - as defined by economists, refers to sets of collective skills,
knowledge, and ability that employees can apply to create economic value for their
employers
Dynamic Human Resource Management Environment - Answers - environmental
factors include: Legal considerations, labor markets,society, political parties, unions,
shareholders, competition, customers, technology, the economy, and unanticipated
events
Human Resource Information Systems (HRIS) - Answers - Any organized approach for
obtaining relevant and timely information on which to base HR decisons
Corporate Culture - Answers - is defined as the system of shared values, beliefs, and
habits within an organization that interacts with the formal structure to produce
behavioral norms
Country's culture - Answers - set of values, symbols, beliefs, language, and norms that
guide human resource behavior within the country
Employer Branding - Answers - is the firms corporate image or culture created to attract
and retain the type of employees the firm is seeking
executive - Answers - top- level manager who reports directly to the corporations CEO
or to the head of a major division
generalist - Answers - who may be a executive, performs tasks in a variety of HR-
related areas. The generalist is involved in several, or all, of the six HRM functions
specialist - Answers - may be an HR executive, manager, or non-manager who is
typically concerned with only one of the six functions of HRM
Human Resource Management (HRM) - Answers - utilization of individuals to achieve
organizational objectives.
6 HRM Functions - Answers - Staffing, Performance Management, Human Resource
Development, Compensation, Employee and Labor Relations, Safety and Health
Staffing - Answers - The process through which an organization ensures that it always
has the proper number of employees with the appropriate skills in the right jobs, at the
right time, to achieve, organizational objectives
Performance Management - Answers - a goal- oriented process that is directed toward
ensuring that organizational processes are in place to maximize the productivity of
employees, teams, and ultimately, the organization
Human Resource Development - Answers - a major HRM function consisting not only of
training and development but also of career planning and development activities,
organization development, and performance management and appraisal
Compensation - Answers - includes the total of all rewards provided to employees in
return for their services
Employee and Labor Relations - Answers - Businesses are required by law to recognize
a union and bargain with it in good faiths if the firms employees want the union to
represent them
Safety and Health - Answers - Safety- Protection of employees from injuries caused by
work related accidents. Health- refers to the employees freedom from physical or
emotional illness
Human Resource research - Answers - it pervades all functional areas and the
researchers laboratory is the entire work environment
Human Resource Management Professional - Answers - an individual who normally
acts in an advisory or staff capacity, working with other managers to help them address
human resource matters
Live Managers - Answers - individuals directly involved in accomplishing the primary
purpose of the organization
Human Resource Outsourcing (HRO) - Answers - the process of hiring external HR
professionals to do the HR work that was previously done internally
, Discrete services outsourcing - Answers - involves one element of a business process
or a single set of high-volume repetitive functions to be outsourced
Business Processing Outsourcing (BPO) - Answers - the transfer of the majority of HR
services to a third party
HR Shared Service Center (SSC) - Answers - also known as the center of expertise,
takes routine, transaction- based activities dispersed throughout the organization and
consolidates them in one place
Line Managers - Answers - in certain firms are being used more frequently than before
to deliver HR services
Professional Employer Organizations (PEO) - Answers - a company that leases
employees to other business
Human Capital - Answers - as defined by economists, refers to sets of collective skills,
knowledge, and ability that employees can apply to create economic value for their
employers
Dynamic Human Resource Management Environment - Answers - environmental
factors include: Legal considerations, labor markets,society, political parties, unions,
shareholders, competition, customers, technology, the economy, and unanticipated
events
Human Resource Information Systems (HRIS) - Answers - Any organized approach for
obtaining relevant and timely information on which to base HR decisons
Corporate Culture - Answers - is defined as the system of shared values, beliefs, and
habits within an organization that interacts with the formal structure to produce
behavioral norms
Country's culture - Answers - set of values, symbols, beliefs, language, and norms that
guide human resource behavior within the country
Employer Branding - Answers - is the firms corporate image or culture created to attract
and retain the type of employees the firm is seeking
executive - Answers - top- level manager who reports directly to the corporations CEO
or to the head of a major division
generalist - Answers - who may be a executive, performs tasks in a variety of HR-
related areas. The generalist is involved in several, or all, of the six HRM functions
specialist - Answers - may be an HR executive, manager, or non-manager who is
typically concerned with only one of the six functions of HRM
