HRIR 3021 Exam 1(2024 questions
& Answers 100% solved)
Human Resource Management - ANSWERSDesigning formal systems in an
organization to manage human talent for accomplishing organization goals
Core Competency - ANSWERSA unique capability that creates high value for a
company
Human Capital - ANSWERSThe collective value of the capabilities, knowledge, skills,
life experiences, and motivation of an organization's workforce
Physical Assets - ANSWERSBuildings, land, furniture, computers, vehicles, equipment,
etc.
Financial Assets - ANSWERSCash, financial resources, stocks, bonds or debt, etc.
Intellectual Property Assets - ANSWERSSpecialized research capabilities, patents,
information systems, designs, operating processes, copyrights, etc.
Human Assets - ANSWERSIndividuals with their talents, capabilities, experience,
professional expertise, relationships, etc.
Productivity - ANSWERSMeasure of the quantity and quality of work done, considering
the cost of the resources used
Unit labor cost - ANSWERSComputed by dividing the average cost of workers by their
average levels of output
Approaches to Improving Productivity - ANSWERSOrganization restructuring,
Redesigning work outsourcing analysis, Aligning HR Activities
Organizational Culture - ANSWERSConsists of the shared values and beliefs that give
members of an organization meaning and provide them with rules for behavior
HR Functions - ANSWERSStrategy and planning, Equal Employment Opportunity,
Staffing, Talent Management, Rewards, Risk Management and Worker Protection,
Employee and Labor Relations
Roles of HR Departments - ANSWERSAdministrative - Focusing on clerical and
administration and record keeping, including essential legal paperwork
, Operational and employee advocate - Managing HR activities based on the strategies
and operations that have been identified by management and serving as "champion" for
employee issue and concerns
Strategic - Helping define and implement the business strategy relative to human capital
and its contribution to the organization's results
Expatriate - ANSWERSA citizen of one country who is working in a second country and
employed by an organization headquartered in the first country
Common Challenges for Global HR - ANSWERSStrategy - Companies feel they do not
communicate their strategy clearly, finding it difficult to be flexible as they expand to
other markets
People - Executives feel their companies are not good at transferring lessons from one
country to another and are not sufficiently effective at recruiting, retaining, training, and
developing people in all geographic locations
Complexity - Complexity arises as standardization of processes clashes with local
needs and sharing the cost of distant centers increases the expense of local operations
Risk - Emerging market opportunities expose companies to unfamiliar risks that might
be difficult to analyze, which results in sometimes rejecting approaches they perhaps
should have taken
Areas for Potential Ethical Problems in HR - ANSWERSCompensation, Development,
Staffing, Performance Management, EEO, Training
Consequences of Ethical Treatment - ANSWERSJob Satisfaction, Turnover,
Absenteeism, Commitment, Job Performance, Ethical Decisions
Sarbanes-Oxley (SOX) Act - ANSWERSPassed in 2002 by Congress to make sure
publicly traded companies follow accounting controls to reduce the likelihood of illegal
and unethical behaviors. Requires that companies establish ethics codes, develop
employee complaint systems, and have anti retaliation policies.
Society of Human Resource Management (SHRM) - ANSWERSLeading professional
association for HR
HR Generalist - ANSWERSA person who has responsibility for performing a variety of
HR activities
HR Specialist - ANSWERSA person who has in-depth knowledge and expertise in a
specific area of HR
Strategy - ANSWERSA plan an organization follows for how to compete successfully,
survive, and grow
Strategic Planning - ANSWERSThe process of defining organizational strategy or
direction, and allocating resources toward its achievement
& Answers 100% solved)
Human Resource Management - ANSWERSDesigning formal systems in an
organization to manage human talent for accomplishing organization goals
Core Competency - ANSWERSA unique capability that creates high value for a
company
Human Capital - ANSWERSThe collective value of the capabilities, knowledge, skills,
life experiences, and motivation of an organization's workforce
Physical Assets - ANSWERSBuildings, land, furniture, computers, vehicles, equipment,
etc.
Financial Assets - ANSWERSCash, financial resources, stocks, bonds or debt, etc.
Intellectual Property Assets - ANSWERSSpecialized research capabilities, patents,
information systems, designs, operating processes, copyrights, etc.
Human Assets - ANSWERSIndividuals with their talents, capabilities, experience,
professional expertise, relationships, etc.
Productivity - ANSWERSMeasure of the quantity and quality of work done, considering
the cost of the resources used
Unit labor cost - ANSWERSComputed by dividing the average cost of workers by their
average levels of output
Approaches to Improving Productivity - ANSWERSOrganization restructuring,
Redesigning work outsourcing analysis, Aligning HR Activities
Organizational Culture - ANSWERSConsists of the shared values and beliefs that give
members of an organization meaning and provide them with rules for behavior
HR Functions - ANSWERSStrategy and planning, Equal Employment Opportunity,
Staffing, Talent Management, Rewards, Risk Management and Worker Protection,
Employee and Labor Relations
Roles of HR Departments - ANSWERSAdministrative - Focusing on clerical and
administration and record keeping, including essential legal paperwork
, Operational and employee advocate - Managing HR activities based on the strategies
and operations that have been identified by management and serving as "champion" for
employee issue and concerns
Strategic - Helping define and implement the business strategy relative to human capital
and its contribution to the organization's results
Expatriate - ANSWERSA citizen of one country who is working in a second country and
employed by an organization headquartered in the first country
Common Challenges for Global HR - ANSWERSStrategy - Companies feel they do not
communicate their strategy clearly, finding it difficult to be flexible as they expand to
other markets
People - Executives feel their companies are not good at transferring lessons from one
country to another and are not sufficiently effective at recruiting, retaining, training, and
developing people in all geographic locations
Complexity - Complexity arises as standardization of processes clashes with local
needs and sharing the cost of distant centers increases the expense of local operations
Risk - Emerging market opportunities expose companies to unfamiliar risks that might
be difficult to analyze, which results in sometimes rejecting approaches they perhaps
should have taken
Areas for Potential Ethical Problems in HR - ANSWERSCompensation, Development,
Staffing, Performance Management, EEO, Training
Consequences of Ethical Treatment - ANSWERSJob Satisfaction, Turnover,
Absenteeism, Commitment, Job Performance, Ethical Decisions
Sarbanes-Oxley (SOX) Act - ANSWERSPassed in 2002 by Congress to make sure
publicly traded companies follow accounting controls to reduce the likelihood of illegal
and unethical behaviors. Requires that companies establish ethics codes, develop
employee complaint systems, and have anti retaliation policies.
Society of Human Resource Management (SHRM) - ANSWERSLeading professional
association for HR
HR Generalist - ANSWERSA person who has responsibility for performing a variety of
HR activities
HR Specialist - ANSWERSA person who has in-depth knowledge and expertise in a
specific area of HR
Strategy - ANSWERSA plan an organization follows for how to compete successfully,
survive, and grow
Strategic Planning - ANSWERSThe process of defining organizational strategy or
direction, and allocating resources toward its achievement
