BMAL-590 Human Resources
Management
Human Resource Management - CORRECT ANSWER-developing and implementing
systems to manage human talent within an organization. Regardless of the size of an
organization, employees have to be recruited, engaged, retained, developed and
trained, paid, and provided with benefits. All of which must be done in compliance with
laws and regulations at local, state, and national levels.
organizations of all sizes have human resource departments and/or personnel to meet
ever changing employee and employment legal requirements, workforce effectiveness
and competitive challenges
HR professionals must: - CORRECT ANSWER-Think systematically and strategically
about managing human assets.
Understand and implement HR best practices aligned with practical realities and the
changing needs of the organization.
Ensure local, state and national compliance while supporting the strategic objectives of
the organization.
The Management Process - CORRECT ANSWER-Planning
Organizing
Staffing
Leading
Controlling
planning includes: - CORRECT ANSWER-Workforce planning: What are the capabilities
needed in the short/medium/long term? How much capacity will we need? What is the
likely turnover? What are the types of turnover? How can voluntary turnover be
mitigated?
Succession planning: What positions do we need succession plans for? What is the
timing? What pipeline of emerging talent do we need to have in place? What systems
and resources do we need to implement a successful succession plan?
Internal Stakeholders - CORRECT ANSWER-employees, owners/managers, board of
directors
,External Stakeholders - CORRECT ANSWER-suppliers, society, government, creditors,
shareholders, customers
A survey by the U.S. Small Business Association identified significant concerns in small
organizations including: - CORRECT ANSWER-Finding qualified/skilled workers
Increasing costs of employee benefits
Payroll taxes
Compliance with governmental regulations
All of these have an HR focus and demonstrate the need for appropriate HR expertise
and capacity in all organizations regardless of size.
HR's Role in the Organization: - CORRECT ANSWER-Participate in developing an
organization's business strategy
Align HR strategy to organizational strategy
Support other functions in their strategic roles
HR interacts with all other departments in an organization: - CORRECT ANSWER-
strategically, operationally and administratively.
Society for Human Resource Management (SHRM) - CORRECT ANSWER-The world's
largest professional association devoted to human resource management. The
Society's mission is to serve the needs of HR professionals by providing the most
essential and comprehensive resources available as well as to advance the human
resource profession by ensuring that HR is recognized as an essential partner in
developing and executing organizational strategy.
The 9 competency areas are: - CORRECT ANSWER-HR knowledge
Ethical practice
Leadership and navigation
Business acumen
Consultation
Critical evaluation
Communication
Global and cultural effectiveness
Relationship management
HR knowledge - CORRECT ANSWER-the understanding and application of principles,
practices, and functions of effective human resource management. This includes
strategic business management, workforce planning, risk management, employee and
labor relationship, compensation and benefits, HR technology, talent management, and
change management.
, Ethical practice - CORRECT ANSWER-the ability to integrate core values, integrity, and
accountability through all organization and business practices. This includes skills such
as building trust, rapport, and credibility; displaying professionalism; and demonstrating
personal and professional integrity.
Leadership and navigation - CORRECT ANSWER-The ability to direct and contribute to
initiatives and processes within the organization. This includes transformational and
functional leadership, goal orientation and results, succession planning, project
management, change management, political savvy, and consensus building.
Business acumen - CORRECT ANSWER-the ability to understand and apply
information to contribute to the organization's strategic plan. This includes strategic
agility, business knowledge, systems thinking, economic awareness, sales, marketing,
finance & accounting knowledge, knowledge of technology, labor market, government
and regulatory guidelines, and organizational metrics.
Consultation - CORRECT ANSWER-the ability to provide guidance to organizational
stakeholders. This includes coaching, project management, analytic reasoning, problem
solving, inquisitiveness, creativity and innovation, flexibility, career pathing, people
management, and time management.
Critical evaluation - CORRECT ANSWER-the ability to interpret information to make
business decisions and recommendations. This includes measurement and assessment
skills, objectivity, critical thinking, problem solving, research methodology, auditing
skills, and knowledge management.
Communication - CORRECT ANSWER-the ability to effectively exchange information
with stakeholders. This includes verbal, written and presentation skills, persuasion,
diplomacy, objectivity, listening, feedback, facilitation, social media technology and
savvy, and public relations.
Global and cultural effectiveness - CORRECT ANSWER-the ability to value and
consider the perspectives and backgrounds of all parties. This includes global and
diversity perspectives, openness to various perspectives, empathy, tolerance for
ambiguity, adaptability, and cultural awareness and respect.
Relationship management - CORRECT ANSWER-the ability to manage interactions to
provide service and support the organization. This includes business networking
expertise, visibility, customer service, advocacy, negotiation and conflict management,
credibility, community relations, proactivity, mentorship, influence, employee
engagement, and teamwork.
HR functions - CORRECT ANSWER-analysis and design of work
HR planning
recruiting
selection
Management
Human Resource Management - CORRECT ANSWER-developing and implementing
systems to manage human talent within an organization. Regardless of the size of an
organization, employees have to be recruited, engaged, retained, developed and
trained, paid, and provided with benefits. All of which must be done in compliance with
laws and regulations at local, state, and national levels.
organizations of all sizes have human resource departments and/or personnel to meet
ever changing employee and employment legal requirements, workforce effectiveness
and competitive challenges
HR professionals must: - CORRECT ANSWER-Think systematically and strategically
about managing human assets.
Understand and implement HR best practices aligned with practical realities and the
changing needs of the organization.
Ensure local, state and national compliance while supporting the strategic objectives of
the organization.
The Management Process - CORRECT ANSWER-Planning
Organizing
Staffing
Leading
Controlling
planning includes: - CORRECT ANSWER-Workforce planning: What are the capabilities
needed in the short/medium/long term? How much capacity will we need? What is the
likely turnover? What are the types of turnover? How can voluntary turnover be
mitigated?
Succession planning: What positions do we need succession plans for? What is the
timing? What pipeline of emerging talent do we need to have in place? What systems
and resources do we need to implement a successful succession plan?
Internal Stakeholders - CORRECT ANSWER-employees, owners/managers, board of
directors
,External Stakeholders - CORRECT ANSWER-suppliers, society, government, creditors,
shareholders, customers
A survey by the U.S. Small Business Association identified significant concerns in small
organizations including: - CORRECT ANSWER-Finding qualified/skilled workers
Increasing costs of employee benefits
Payroll taxes
Compliance with governmental regulations
All of these have an HR focus and demonstrate the need for appropriate HR expertise
and capacity in all organizations regardless of size.
HR's Role in the Organization: - CORRECT ANSWER-Participate in developing an
organization's business strategy
Align HR strategy to organizational strategy
Support other functions in their strategic roles
HR interacts with all other departments in an organization: - CORRECT ANSWER-
strategically, operationally and administratively.
Society for Human Resource Management (SHRM) - CORRECT ANSWER-The world's
largest professional association devoted to human resource management. The
Society's mission is to serve the needs of HR professionals by providing the most
essential and comprehensive resources available as well as to advance the human
resource profession by ensuring that HR is recognized as an essential partner in
developing and executing organizational strategy.
The 9 competency areas are: - CORRECT ANSWER-HR knowledge
Ethical practice
Leadership and navigation
Business acumen
Consultation
Critical evaluation
Communication
Global and cultural effectiveness
Relationship management
HR knowledge - CORRECT ANSWER-the understanding and application of principles,
practices, and functions of effective human resource management. This includes
strategic business management, workforce planning, risk management, employee and
labor relationship, compensation and benefits, HR technology, talent management, and
change management.
, Ethical practice - CORRECT ANSWER-the ability to integrate core values, integrity, and
accountability through all organization and business practices. This includes skills such
as building trust, rapport, and credibility; displaying professionalism; and demonstrating
personal and professional integrity.
Leadership and navigation - CORRECT ANSWER-The ability to direct and contribute to
initiatives and processes within the organization. This includes transformational and
functional leadership, goal orientation and results, succession planning, project
management, change management, political savvy, and consensus building.
Business acumen - CORRECT ANSWER-the ability to understand and apply
information to contribute to the organization's strategic plan. This includes strategic
agility, business knowledge, systems thinking, economic awareness, sales, marketing,
finance & accounting knowledge, knowledge of technology, labor market, government
and regulatory guidelines, and organizational metrics.
Consultation - CORRECT ANSWER-the ability to provide guidance to organizational
stakeholders. This includes coaching, project management, analytic reasoning, problem
solving, inquisitiveness, creativity and innovation, flexibility, career pathing, people
management, and time management.
Critical evaluation - CORRECT ANSWER-the ability to interpret information to make
business decisions and recommendations. This includes measurement and assessment
skills, objectivity, critical thinking, problem solving, research methodology, auditing
skills, and knowledge management.
Communication - CORRECT ANSWER-the ability to effectively exchange information
with stakeholders. This includes verbal, written and presentation skills, persuasion,
diplomacy, objectivity, listening, feedback, facilitation, social media technology and
savvy, and public relations.
Global and cultural effectiveness - CORRECT ANSWER-the ability to value and
consider the perspectives and backgrounds of all parties. This includes global and
diversity perspectives, openness to various perspectives, empathy, tolerance for
ambiguity, adaptability, and cultural awareness and respect.
Relationship management - CORRECT ANSWER-the ability to manage interactions to
provide service and support the organization. This includes business networking
expertise, visibility, customer service, advocacy, negotiation and conflict management,
credibility, community relations, proactivity, mentorship, influence, employee
engagement, and teamwork.
HR functions - CORRECT ANSWER-analysis and design of work
HR planning
recruiting
selection
