HR Theory and Practice Exam 1|41 Questions with Verified Answers,100% CORRECT

HR Theory and Practice Exam 1|41 Questions with Verified Answers Human Resources (HR) - CORRECT ANSWER A set of individuals who make up the workforce of an organization Human Resources Management (HRM) - CORRECT ANSWER -function performed in rganizations that facilitates the most effective use of people to achieve organizational and individual goals. -utilization of individuals to achieve organizational objectives -face a multitude of challenges HR Outsourcing - CORRECT ANSWER the process of hiring external HR professionals to do the HR work that was previously done internally 6 Functional Areas of HRM - CORRECT ANSWER 1. Staffing 2. Human Resource Development 3. Compensation 4. Safety and Health 5. Employee and Labor Relations 6. Performance Management Compensation - CORRECT ANSWER All rewards that individuals receive as a result of their employment. Financial and Non financial. Types of Compensation - CORRECT ANSWER Direct (Core Compensation): pay employee receives in form of wages salaries, bonuses, or commissions. Indirect (Employee Benefits): benefits employee receives such as paid vacations, sick leave, holidays, medical insurance Important HR associations - CORRECT ANSWER -SHRM - -Association for Talent Development SHRM - CORRECT ANSWER Society for Human Resource Management (SHRM) : An effective organization that allows members to exchange ideas. How many days to file a lawsuit with EEOC? - CORRECT ANSWER 45 days from the day the discrimination occured Ethics - CORRECT ANSWER What is good and bad, or right and wrong, and with moral duty and oblication Role of HR professionals in ethics - CORRECT ANSWER HR helps establish organizations conscience. Firms with weak ethical cultures experience 10 times more misconduct than companies with strong ones. Corporate Social Responsibility (CSR) - CORRECT ANSWER implied, enforces, or felt obligation of managers to serve or protect interests of groups other than themselves. Global Sexual Harassment trends - CORRECT ANSWER -behaviors may not seem a problem in other cultures. -117 countries outlaw sexual harassment -311 million working-age women in countries without legal protection Adverse Impact - CORRECT ANSWER if women or minorities are not hired at rate of at lease 80% of best achieving group 4/5ths rule or 80% rule - CORRECT ANSWER method to determine adverse impact EEOC Process for discrimination lawsuit - CORRECT ANSWER 1. Charge Field 2. Attempt at a No-Fault Settlement 3. Investigation by the EEOC 4. Issue a Probable Cause or a No Probably Cause Statement 5. Attempt at conciliation 6. Recommendations for or against litigation 7. Right to sue notice issued to charging party OR EEOC initiates action Uniform Guidelines - CORRECT ANSWER -adopted by Federal agencies. provide principles for employee selection procedures. -consistent with applicable legal standards. Uniform Guidelines on.. - CORRECT ANSWER -Sexual harassment -Discrimination of national origin -Discrimination of religion -Caregiver Discrimination HR Planning - CORRECT ANSWER Matching the internal and external supply of candidates with job openings anticipated in the organization over a specific period of time Job Analysis - CORRECT ANSWER Systematic process of determining the skills, duties. and knowledge required for performing jobs in an organization Steps for Job Analysis - CORRECT ANSWER Employees and their immediate supervisor should be involved. Job Analysis Method: Observation - CORRECT ANSWER used for jobs emphasizing manual skills. can help identify interrelationships between physical and mental tasks. Not good where mental skills are dominant. Job Description - CORRECT ANSWER provides information regarding the essential tasks, duties, and responsibilities of the job Job Specification - CORRECT ANSWER Minimum acceptable qualifications a person needs to perform a particular job. Talent Management - CORRECT ANSWER Strategic endeavor to optimize the use of human capital, which enables an organization to drive short-term results by building culture, engagement,, capability, and capacity through integrated talent acquisition, development, and deployment process that are aligned to business goals. Job Rotation - CORRECT ANSWER moves workers from one job to another to broaden their experience Job Enrichment - CORRECT ANSWER basic change in the content of a job including level of responsibility, greater challenges, expansion of responsibilities. also known as cross-training Job Enlargement - CORRECT ANSWER increasing the number of tasks a worker performs with all the tasks as the same level of responsibility O*NET Occupational Information Network - CORRECT ANSWER Comprehensive government-developed database of worker attributes and job characteristics. O*NET Advantages - CORRECT ANSWER nations primary source of occupational information. common language for defining and describing occupations, and changing job requirements Workforce Planning Process - CORRECT ANSWER Includes business plan, human resource data, and statistical interactions Workforce planning process steps - CORRECT ANSWER compare requirements and availability Difference between Job and Position - CORRECT ANSWER Job: group of tasks that must be performed for organizations to achieve its goals. Position: Collection of tasks and responsibilities performed by one person SWOT Analysis - CORRECT ANSWER Strengths, Weaknesses, Opportunities, Threats SWOT Uses - CORRECT ANSWER Strategic planning that assesses the internal and external environments. take advantage of strengths and minimize weaknesses, grasp opportunities and avoid weaknesses. Strategic Planning - CORRECT ANSWER process by which top management determines overall organizational purposes and objectives and how they are achieved Human Resources Management - CORRECT ANSWER utilization of individuals to achieve organizational objectives Job Design - CORRECT ANSWER process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in an organization Human Resource Planning - CORRECT ANSWER systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time. Workforce Planning - CORRECT ANSWER Same as Human Resource Planning Workforce Planning Process Visual - CORRECT ANSWER (External and Internal Environment) Strategic Planning --> Human Resource Planning --> forecasting HR requirements, comparing requirements, forecasting HR Availability. OUTCOMES: Demand = Supply, Surplus of workers, shortage of workers.