Managing HuMan Capital C202 ExaM
QuEstions witH answErs 100% CorrECt
Health and Safety ✔✔ Keep your employees safe at work for ethical and compliance reasons.
Including physical and mental health.
Describe the primary Functions of HR ✔✔ 1. Staffing
2. Health and Safety
3. Performance Management
4. Rewards and Benefits
5. Training and Development
6. Employee and Management Relations
Staffing ✔✔ Acquiring, Allocating and retaining the right employees to give the company a
strategic advantage.
How to reduce voluntary turnover ✔✔ Honesty in recruiting
Job challenges employee
Higher quality supervisors
Flexible work hours
Pay and benefits
,Supportive environment
Benefits of succession management ✔✔ Retains great employee
Ensure leadership continuity
Prevent key positions from remaining vacant
Prevent transition problems
Why use workforce redemplyment ✔✔ Use current talent to meet company's needs.
Saves money from not recruiting and training a new person
Faster transition
at-will employment ✔✔ Employee can be legally terminated at any time for any reason that
isn't illegal. Employee can also quit at any time.
Personal Standards Bias ✔✔ Categories such as below average, fair, good and superior can
mean different things to different people. Need to have consistent ratings across supervisors
Contrast effect ✔✔ Comparing one employee to another instead of the performance standards
First Impression Bias ✔✔ When Initial judgements influence later assessments
, Recency Effect ✔✔ Performance ratings are influenced by employees most recent performance,
not full quarter or overall performance
High Potential Error ✔✔ Occurs when potential is confused with performance. High potential
doesn't always = high performance. Just ask any BYU Quarterback that
Halo effect ✔✔ Positive factors influences assessments of other areas. Really really nice person
who sucks at working still gets high ratings because they are so nice
Horns Effect ✔✔ Opposite of Halo effect. Bad characteristics influence performance rating when
it shouldn't. A person is a jerk but really really good at their job still gets bad ratings
Similar-to-me ✔✔ Gives higher ratings to someone because they are similar to the rater. Both
people mountain bike so the biker gets higher ratings even though they suck at work
leniency error ✔✔ High ratings given to all employees regardless of performance
central tendancy bias ✔✔ Rates everyone in the middle regardless of their performance.
Stereotyping Bias ✔✔ A manager thinks all females are bad at their job so gives them lower
ratings based on the fact that they are all females
Opportunity bias ✔✔ Ignores factors beyond the employees control that influence
performance. If my computer breaks, I can't do my job I shouldn't get bad marks.
Classroom Training ✔✔ Face-to-face with a trainer instructing an individual or group of learners.
QuEstions witH answErs 100% CorrECt
Health and Safety ✔✔ Keep your employees safe at work for ethical and compliance reasons.
Including physical and mental health.
Describe the primary Functions of HR ✔✔ 1. Staffing
2. Health and Safety
3. Performance Management
4. Rewards and Benefits
5. Training and Development
6. Employee and Management Relations
Staffing ✔✔ Acquiring, Allocating and retaining the right employees to give the company a
strategic advantage.
How to reduce voluntary turnover ✔✔ Honesty in recruiting
Job challenges employee
Higher quality supervisors
Flexible work hours
Pay and benefits
,Supportive environment
Benefits of succession management ✔✔ Retains great employee
Ensure leadership continuity
Prevent key positions from remaining vacant
Prevent transition problems
Why use workforce redemplyment ✔✔ Use current talent to meet company's needs.
Saves money from not recruiting and training a new person
Faster transition
at-will employment ✔✔ Employee can be legally terminated at any time for any reason that
isn't illegal. Employee can also quit at any time.
Personal Standards Bias ✔✔ Categories such as below average, fair, good and superior can
mean different things to different people. Need to have consistent ratings across supervisors
Contrast effect ✔✔ Comparing one employee to another instead of the performance standards
First Impression Bias ✔✔ When Initial judgements influence later assessments
, Recency Effect ✔✔ Performance ratings are influenced by employees most recent performance,
not full quarter or overall performance
High Potential Error ✔✔ Occurs when potential is confused with performance. High potential
doesn't always = high performance. Just ask any BYU Quarterback that
Halo effect ✔✔ Positive factors influences assessments of other areas. Really really nice person
who sucks at working still gets high ratings because they are so nice
Horns Effect ✔✔ Opposite of Halo effect. Bad characteristics influence performance rating when
it shouldn't. A person is a jerk but really really good at their job still gets bad ratings
Similar-to-me ✔✔ Gives higher ratings to someone because they are similar to the rater. Both
people mountain bike so the biker gets higher ratings even though they suck at work
leniency error ✔✔ High ratings given to all employees regardless of performance
central tendancy bias ✔✔ Rates everyone in the middle regardless of their performance.
Stereotyping Bias ✔✔ A manager thinks all females are bad at their job so gives them lower
ratings based on the fact that they are all females
Opportunity bias ✔✔ Ignores factors beyond the employees control that influence
performance. If my computer breaks, I can't do my job I shouldn't get bad marks.
Classroom Training ✔✔ Face-to-face with a trainer instructing an individual or group of learners.
