MHA 702 Exam 2 | Questions and Answers |
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Terms in this set (77)
HR tasks can divided into 3 Common HR tasks
categories Less common HR tasks
Uncommon tasks for HR department
common HR tasks (typical) •Nearly universal HR tasks:
-Employment and recruitment
-Compensation and benefits administration (policy
level more than logistics)
-Employee relations
Labor relations (unionized)
,Less common HR tasks (frequent) •Employee health and safety (exceptions)
•Training and development (exceptions)
•Security
•Child care
•Award and recognition programs
•Equal Employment Opportunity / Affirmative
Action
•** Risk management (malpractice)
•Executive compensation administration
•Organizational development
•** Employee assistance (EAPs)
•** Outplacement services
•*** Payroll
** Subject to Outsourcing
Alternative perspective of HR •Employee (talent) acquisition
•Employee support or maintenance (internal)
•Employee retention (external)
•Employee separation
Managers and HR intersection •Most routine HR activities: employee hiring,
evaluation and discharge
•Employee compensation and benefits
administration (manager's role)
•When HR provides basic information to managers,
future interactions and relations tend to be easier
("Communication good!")
Employment •HR sets up procedures
•HR provides guidance
•HR routinely acquires and screens applicants
•HR usually processes documents for the selected
applicant
, Benefits •Minimal to no role for departmental managers in
benefits administration
•Managers should have knowledge of basic
policies
•Such knowledge will save HR time and reduce
employee frustration
Compensation •Line managers should know basic organizational
policies and guidelines
•Managers should assist HR with writing or
updating position descriptions
•HR should conduct wage and salary studies;
deviations should be investigated only after
discussion with manager and permission has been
granted
Employee Relations •Line managers must know their limits and
boundaries before becoming involved in
employee problems
•HR should help administer an employee appraisal
program
•HR should coordinate discipline issues, but does
NOT initiate them
Personnel records •These must be maintained by HR and MUST be
secure (access must be restricted(
•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)
Verified Solutions | 2026 Edition | Pass
Guaranteed | Louisiana State University
Save
Terms in this set (77)
HR tasks can divided into 3 Common HR tasks
categories Less common HR tasks
Uncommon tasks for HR department
common HR tasks (typical) •Nearly universal HR tasks:
-Employment and recruitment
-Compensation and benefits administration (policy
level more than logistics)
-Employee relations
Labor relations (unionized)
,Less common HR tasks (frequent) •Employee health and safety (exceptions)
•Training and development (exceptions)
•Security
•Child care
•Award and recognition programs
•Equal Employment Opportunity / Affirmative
Action
•** Risk management (malpractice)
•Executive compensation administration
•Organizational development
•** Employee assistance (EAPs)
•** Outplacement services
•*** Payroll
** Subject to Outsourcing
Alternative perspective of HR •Employee (talent) acquisition
•Employee support or maintenance (internal)
•Employee retention (external)
•Employee separation
Managers and HR intersection •Most routine HR activities: employee hiring,
evaluation and discharge
•Employee compensation and benefits
administration (manager's role)
•When HR provides basic information to managers,
future interactions and relations tend to be easier
("Communication good!")
Employment •HR sets up procedures
•HR provides guidance
•HR routinely acquires and screens applicants
•HR usually processes documents for the selected
applicant
, Benefits •Minimal to no role for departmental managers in
benefits administration
•Managers should have knowledge of basic
policies
•Such knowledge will save HR time and reduce
employee frustration
Compensation •Line managers should know basic organizational
policies and guidelines
•Managers should assist HR with writing or
updating position descriptions
•HR should conduct wage and salary studies;
deviations should be investigated only after
discussion with manager and permission has been
granted
Employee Relations •Line managers must know their limits and
boundaries before becoming involved in
employee problems
•HR should help administer an employee appraisal
program
•HR should coordinate discipline issues, but does
NOT initiate them
Personnel records •These must be maintained by HR and MUST be
secure (access must be restricted(
•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)
