D351 Test 1 Questions with 100% Correct
Answers
Performance Appraisal
Important for measuring and monitoring an employee's contribution, and are often the basis
for deciding whether or not to give promotions.
Formal, structured system for measuring, evaluating, and influencing an employees job
related attributes, behaviors, and outcomes.
SHRM- Strategic Human Resources Management
Bridge between an organization's workforce and its core strategies, objectives, and goals.
HR Objectives
1. Improve productivity
2. Improve quality of work life (QWL)
3. Ensure legal compliance
4. Foster ethical behavior
Strategy
Refers to how an organization is going to compete.
Six trends that represent the major events influencing the growth and importance if
HRM in Society:
1. Increased competition
2. Costs and benefits associated with HR utilization
3. Productivity changes
,4. Increasing pace & Complexity of social, cultural, legal, demographic and educational
changes
5. Symptoms of dysfunction in the workplace
6. Social trends of the 21st Century
Descriptions of traditional work environments:
Stress, Worker Alienation, Boredom, & Job Dissatisfaction
Internal Environment
Comprises of factors under the organizations control such as culture, product development,
mission, & strategy
External Environment
Encompasses factors beyond the organizations control such as economic conditions,
technological advancements, regulations, competition, and socioeconomic trends.
Influences within HR activities:
1. Top Management
2. Organizational structure & Culture
3. Technology
4. Structure
5. Size
Culture
Represents an organizations value system. Includes factors such as employee willingness to
work, their ethics, and how the organization thinks they should be treated.
Flat Structure Organization
,Has fewer managers or a smaller management hierarchy
SWOT Analysis
Strengths, Weaknesses, Opportunities, Threats. Provides the firm with actionable direction
for competing in the marketplace. (Also known as Strategic Assessment Tool). It can help
confirm or refute common perceptions about where a company stands with its competitors
Strengths
Refers to the firm's core competencies, abilities, and capacities that provide and advantage
when meeting the needs of target customers.
Weaknesses
Refers to the limitations a firm daces when seeking to deliver value to customers
Opportunities
Must be exploited for the company to benefit
Threats
Conditions, trends, and barriers in the external environment that hinder the performance
NAFTA (North American Free Trade Agreement)
Corporations were forced to become more competitive
HRM Strategies
encompass a variety of approaches aimed at maximizing the potential of an organizations
human capital, including robust talent acquisition processes, comprehensive employee
development programs, efficient performance management systems, initiatives to boost
employee engagement, and succession planning.
, Talent Acquisition
Developing robust recruitment & selection processes to attract top talent. Involves identifying
the skills and competencies required for various roles. Leveraging recruitment channels
effectively, and implementing fair & unbiased selection procedures.
Employee Development
Investing in employee training and development programs to enhance skills, knowledge, and
performance. Includes providing opportunities for learning and growth, offering mentorship,
coaching, and promoting a culture of continuous learning.
Performance Management
Implementing systems to evaluate and manage employee performance effectively. Involves
setting clear performance expectations, providing regular feedback, and recognizing and
rewarding high performance.
Employee Engagement
Fostering a positive work environment where employees feel valued, motivated, and
encouraged. This includes promoting open communication, facilitating collaboration, and
recognizing and celebrating achievements.
Succession Planning
Identifying & developing future leaders within the organization to ensure continuity and
sustainability. This involves assessing potential successors, providing them with
opportunities for growth & development, and planning for smooth leadership transitions.
Centralized HR:
Answers
Performance Appraisal
Important for measuring and monitoring an employee's contribution, and are often the basis
for deciding whether or not to give promotions.
Formal, structured system for measuring, evaluating, and influencing an employees job
related attributes, behaviors, and outcomes.
SHRM- Strategic Human Resources Management
Bridge between an organization's workforce and its core strategies, objectives, and goals.
HR Objectives
1. Improve productivity
2. Improve quality of work life (QWL)
3. Ensure legal compliance
4. Foster ethical behavior
Strategy
Refers to how an organization is going to compete.
Six trends that represent the major events influencing the growth and importance if
HRM in Society:
1. Increased competition
2. Costs and benefits associated with HR utilization
3. Productivity changes
,4. Increasing pace & Complexity of social, cultural, legal, demographic and educational
changes
5. Symptoms of dysfunction in the workplace
6. Social trends of the 21st Century
Descriptions of traditional work environments:
Stress, Worker Alienation, Boredom, & Job Dissatisfaction
Internal Environment
Comprises of factors under the organizations control such as culture, product development,
mission, & strategy
External Environment
Encompasses factors beyond the organizations control such as economic conditions,
technological advancements, regulations, competition, and socioeconomic trends.
Influences within HR activities:
1. Top Management
2. Organizational structure & Culture
3. Technology
4. Structure
5. Size
Culture
Represents an organizations value system. Includes factors such as employee willingness to
work, their ethics, and how the organization thinks they should be treated.
Flat Structure Organization
,Has fewer managers or a smaller management hierarchy
SWOT Analysis
Strengths, Weaknesses, Opportunities, Threats. Provides the firm with actionable direction
for competing in the marketplace. (Also known as Strategic Assessment Tool). It can help
confirm or refute common perceptions about where a company stands with its competitors
Strengths
Refers to the firm's core competencies, abilities, and capacities that provide and advantage
when meeting the needs of target customers.
Weaknesses
Refers to the limitations a firm daces when seeking to deliver value to customers
Opportunities
Must be exploited for the company to benefit
Threats
Conditions, trends, and barriers in the external environment that hinder the performance
NAFTA (North American Free Trade Agreement)
Corporations were forced to become more competitive
HRM Strategies
encompass a variety of approaches aimed at maximizing the potential of an organizations
human capital, including robust talent acquisition processes, comprehensive employee
development programs, efficient performance management systems, initiatives to boost
employee engagement, and succession planning.
, Talent Acquisition
Developing robust recruitment & selection processes to attract top talent. Involves identifying
the skills and competencies required for various roles. Leveraging recruitment channels
effectively, and implementing fair & unbiased selection procedures.
Employee Development
Investing in employee training and development programs to enhance skills, knowledge, and
performance. Includes providing opportunities for learning and growth, offering mentorship,
coaching, and promoting a culture of continuous learning.
Performance Management
Implementing systems to evaluate and manage employee performance effectively. Involves
setting clear performance expectations, providing regular feedback, and recognizing and
rewarding high performance.
Employee Engagement
Fostering a positive work environment where employees feel valued, motivated, and
encouraged. This includes promoting open communication, facilitating collaboration, and
recognizing and celebrating achievements.
Succession Planning
Identifying & developing future leaders within the organization to ensure continuity and
sustainability. This involves assessing potential successors, providing them with
opportunities for growth & development, and planning for smooth leadership transitions.
Centralized HR:
