MHA 702 Exam 2
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1. HR Task Catergories: -Common HR tasks
-Less common HR tasks
-Uncommon tasks for HR department
2. Common HR Task: -Employment and recruitment
-Compensation and benefits administration (policy level more than logistics)
-Employee relations
-Labor relations (unionized)
3. Less Common HR Task: •Employee health and safety (exceptions)
•Training and development (exceptions)
•Security
•Child care
•Award and recognition programs
•Equal Employment Opportunity / Affirmative Action
4. Uncommon HR Task: •** Risk management (malpractice)
•Executive compensation administration
•Organizational development
•** Employee assistance (EAPs)
•** Outplacement services
•*** Payroll
** Subject to Outsourcing
5. Alternative Perspective of HR: •Employee (talent) acquisition
•Employee support or maintenance (internal)
•Employee retention (external)
•Employee separation
6. HR Roles in Employment: •HR sets up procedures
•HR provides guidance
•HR routinely acquires and screens applicants
•HR usually processes documents for the selected applicant
7. Manager Roles with Benefits: •Minimal to no role for departmental managers in benefits adminis-
tration
•Managers should have knowledge of basic policies
•Such knowledge will save HR time and reduce employee frustration
, MHA 702 Exam 2
Study online at https://quizlet.com/_hsdi7o
8. Manager Roles in Compensation: •Line managers should know basic organizational policies and
guidelines
•Managers should assist HR with writing or updating position descriptions
9. HR Roles in Compensation: •HR should conduct wage and salary studies; deviations should be
investigated only after discussion with manager and permission has been granted
10. Manager Roles in Employee Relations: •Line managers must know their limits and boundaries
before becoming involved in employee problems
11. HR Roles in Employee Relations: •HR should help administer an employee appraisal program
•HR should coordinate discipline issues, but does NOT initiate them
12. Personnel Records: •These must be maintained by HR
•The exception are informal brief notes about recent activities or issues maintained by a supervisor
•These should be transferred to HR within a reasonable time (commonly each year)
•Personnel records MUST be secure
•Access must be restricted
13. Staff Mangers: •Tend to rise from the ranks of the people that they supervise
•Begin with specific expertise
•As advance in an organization, employees supervised become diverse
•HR departments tend to be smaller, making supervision easier
14. Line managers tend to value: Organizational goals and objectives
15. HR managers feel that the line approach stifles: creativity and impedes learning and growth
16. Line Managers in Staff Performance: •Line managers usually supervise people with a wide range
of skills, backgrounds, and experience
•Line managers are often required to provide guidance, criticism and discipline to employees
17. HR in Staff Performance: •HR managers tend to supervise other HR specialists
18. Managers and Award Assumptions: •Line managers tend to believe that monetary compensation
has the most motivating potential
19. Managers and Awards Assumptions: •HR managers tend to favor opportunities for personal
development
20. Manager Perspective on Change: •Line managers tend to believe that change occurs slowly, over
time, and in relatively small increments
21. HRs Perspective on HR Managers: •HR managers tend to believe that change can be rapid and
occur over brief periods of time
Study online at https://quizlet.com/_hsdi7o
1. HR Task Catergories: -Common HR tasks
-Less common HR tasks
-Uncommon tasks for HR department
2. Common HR Task: -Employment and recruitment
-Compensation and benefits administration (policy level more than logistics)
-Employee relations
-Labor relations (unionized)
3. Less Common HR Task: •Employee health and safety (exceptions)
•Training and development (exceptions)
•Security
•Child care
•Award and recognition programs
•Equal Employment Opportunity / Affirmative Action
4. Uncommon HR Task: •** Risk management (malpractice)
•Executive compensation administration
•Organizational development
•** Employee assistance (EAPs)
•** Outplacement services
•*** Payroll
** Subject to Outsourcing
5. Alternative Perspective of HR: •Employee (talent) acquisition
•Employee support or maintenance (internal)
•Employee retention (external)
•Employee separation
6. HR Roles in Employment: •HR sets up procedures
•HR provides guidance
•HR routinely acquires and screens applicants
•HR usually processes documents for the selected applicant
7. Manager Roles with Benefits: •Minimal to no role for departmental managers in benefits adminis-
tration
•Managers should have knowledge of basic policies
•Such knowledge will save HR time and reduce employee frustration
, MHA 702 Exam 2
Study online at https://quizlet.com/_hsdi7o
8. Manager Roles in Compensation: •Line managers should know basic organizational policies and
guidelines
•Managers should assist HR with writing or updating position descriptions
9. HR Roles in Compensation: •HR should conduct wage and salary studies; deviations should be
investigated only after discussion with manager and permission has been granted
10. Manager Roles in Employee Relations: •Line managers must know their limits and boundaries
before becoming involved in employee problems
11. HR Roles in Employee Relations: •HR should help administer an employee appraisal program
•HR should coordinate discipline issues, but does NOT initiate them
12. Personnel Records: •These must be maintained by HR
•The exception are informal brief notes about recent activities or issues maintained by a supervisor
•These should be transferred to HR within a reasonable time (commonly each year)
•Personnel records MUST be secure
•Access must be restricted
13. Staff Mangers: •Tend to rise from the ranks of the people that they supervise
•Begin with specific expertise
•As advance in an organization, employees supervised become diverse
•HR departments tend to be smaller, making supervision easier
14. Line managers tend to value: Organizational goals and objectives
15. HR managers feel that the line approach stifles: creativity and impedes learning and growth
16. Line Managers in Staff Performance: •Line managers usually supervise people with a wide range
of skills, backgrounds, and experience
•Line managers are often required to provide guidance, criticism and discipline to employees
17. HR in Staff Performance: •HR managers tend to supervise other HR specialists
18. Managers and Award Assumptions: •Line managers tend to believe that monetary compensation
has the most motivating potential
19. Managers and Awards Assumptions: •HR managers tend to favor opportunities for personal
development
20. Manager Perspective on Change: •Line managers tend to believe that change occurs slowly, over
time, and in relatively small increments
21. HRs Perspective on HR Managers: •HR managers tend to believe that change can be rapid and
occur over brief periods of time
