HRM 402 MIDTERM 1 VERIFIED STUDY GUIDE
"Corporate Governance - Answers - Sysems by which an organization is administered,
directed, and controlled. This includes the rules, practices, regulations, policies, and
processes that govern organizational activities.
Compliance - Answers - An organization should comply with all applicable legislation,
including Sarbanes-Oxley (SOX) act of 2002, which relates directly to corporate
governance.
Integrity and Ethical Behavior - Answers - An organization should have a code of
conduct spelled out for board members, execs, and others that defines proper conduct
and encourages ethical behavior and decision-making.
Rights and Responsibilities - Answers - An organization to define the rights, roles, and
responsibilities of board members, execs, and employees. This will include limitations
for decision making of various roles through the org
Interests of Stakeholders - Answers - The organization should recognize its legal/social
obligations to ensure the rights of shareholders, employees, investors, creditors,
communities, customers, etc.
Oversight and Control - Answers - The Organization should lay out systems that will
help monitor and ensure compliance to rules and policies.
Business Strategy - Answers - How a company is going to make money now and in the
future in relation to the market and the goods or services provided.
The 7 Functions of HR - Answers - Staffing/Employment, Performance Evaluations,
Comp and Benefits, Training and Development, Employee Relations, Safety/Health,
and HR Research.
Staffing - Answers - 1 of 7 HR Functions. It consists of Human Resource Planning,
Recruitment, and selection. This process is a partnership between HR and managers, it
has become a much bigger role for HR recently with the increase of laws that prohibit
discrimination.
Performance Evaluation - Answers - The HR department is generally responsible for
developing effective performance appraisal forms and assessment procedures and for
ensuring that performance evaluations are conducted uniformly throughout the
organization.
, Comp and Benefits - Answers - Typically HR is responsible for developing and
maintaining a wage and salary structure. An effective comp system requires a careful
balance between pay and benefits.
Training and Development - Answers - HR typically owns new hire orientation and
helping department leaders become better trainers and coaches.
Employee Relations - Answers - To maintain nonunion status, HR departments need to
make certain that the employees are treated fairly and that there is a well-defined
procedure for resolving complaints. HR also helps define the disciplinary procedure for
handling problem employees, as well as an effective grievance procedure to protect
employees.
HR Research - Answers - HR has a responsibility for improving organizational
effectiveness by analyzing individual organizational problems and making adaptive
changes.
HR Policies - Answers - Guide the actions of an organization toward objectives.
Objectives define WHAT is to be done, Policies dictate HOW it is to be done. They help
reassure employees that they will be treated fairly, they help managers make consistent
decisions, and give managers confidence to resolve problems and defend their
decisions.
Employee Handbooks and Policy Manuals. - Answers - Handbooks Describe the
employment relationship, Manuals define the policies. When employment issues go to
trial, courts expect employers to adhere to these.
Human Resource Generalists - Answers - Senior Human Resource Executives, Chiefs,
or Directors often fall in this category. They possess a broad comprehension of all
human resource functions and how they interact, usually this sort of manager is not
needed unless there are 100+ employees.
Human Resource Specialists - Answers - Employment Managers, Human Resources
Planning Managers, Compensation Managers, Benefits and Services Managers,
Training and development Managers, Labor Relations Managers, Risk Management
Managers, Equal Employment Managers, etc.
HR Roles - Answers - These can be organized into a two-by-two matrix with one side
being day-to-day/future strategy and the other side being process/people. Day to day
people role is management of employee contributions (listening and responding to the
employee. Day to day process consists of managing a firm's infrastructure
(organizational processes), Future strategic people is about managing transformation
change and ensuring capacity for changes, future strategic processes is aligning HR
and business strategy objectives.
"Corporate Governance - Answers - Sysems by which an organization is administered,
directed, and controlled. This includes the rules, practices, regulations, policies, and
processes that govern organizational activities.
Compliance - Answers - An organization should comply with all applicable legislation,
including Sarbanes-Oxley (SOX) act of 2002, which relates directly to corporate
governance.
Integrity and Ethical Behavior - Answers - An organization should have a code of
conduct spelled out for board members, execs, and others that defines proper conduct
and encourages ethical behavior and decision-making.
Rights and Responsibilities - Answers - An organization to define the rights, roles, and
responsibilities of board members, execs, and employees. This will include limitations
for decision making of various roles through the org
Interests of Stakeholders - Answers - The organization should recognize its legal/social
obligations to ensure the rights of shareholders, employees, investors, creditors,
communities, customers, etc.
Oversight and Control - Answers - The Organization should lay out systems that will
help monitor and ensure compliance to rules and policies.
Business Strategy - Answers - How a company is going to make money now and in the
future in relation to the market and the goods or services provided.
The 7 Functions of HR - Answers - Staffing/Employment, Performance Evaluations,
Comp and Benefits, Training and Development, Employee Relations, Safety/Health,
and HR Research.
Staffing - Answers - 1 of 7 HR Functions. It consists of Human Resource Planning,
Recruitment, and selection. This process is a partnership between HR and managers, it
has become a much bigger role for HR recently with the increase of laws that prohibit
discrimination.
Performance Evaluation - Answers - The HR department is generally responsible for
developing effective performance appraisal forms and assessment procedures and for
ensuring that performance evaluations are conducted uniformly throughout the
organization.
, Comp and Benefits - Answers - Typically HR is responsible for developing and
maintaining a wage and salary structure. An effective comp system requires a careful
balance between pay and benefits.
Training and Development - Answers - HR typically owns new hire orientation and
helping department leaders become better trainers and coaches.
Employee Relations - Answers - To maintain nonunion status, HR departments need to
make certain that the employees are treated fairly and that there is a well-defined
procedure for resolving complaints. HR also helps define the disciplinary procedure for
handling problem employees, as well as an effective grievance procedure to protect
employees.
HR Research - Answers - HR has a responsibility for improving organizational
effectiveness by analyzing individual organizational problems and making adaptive
changes.
HR Policies - Answers - Guide the actions of an organization toward objectives.
Objectives define WHAT is to be done, Policies dictate HOW it is to be done. They help
reassure employees that they will be treated fairly, they help managers make consistent
decisions, and give managers confidence to resolve problems and defend their
decisions.
Employee Handbooks and Policy Manuals. - Answers - Handbooks Describe the
employment relationship, Manuals define the policies. When employment issues go to
trial, courts expect employers to adhere to these.
Human Resource Generalists - Answers - Senior Human Resource Executives, Chiefs,
or Directors often fall in this category. They possess a broad comprehension of all
human resource functions and how they interact, usually this sort of manager is not
needed unless there are 100+ employees.
Human Resource Specialists - Answers - Employment Managers, Human Resources
Planning Managers, Compensation Managers, Benefits and Services Managers,
Training and development Managers, Labor Relations Managers, Risk Management
Managers, Equal Employment Managers, etc.
HR Roles - Answers - These can be organized into a two-by-two matrix with one side
being day-to-day/future strategy and the other side being process/people. Day to day
people role is management of employee contributions (listening and responding to the
employee. Day to day process consists of managing a firm's infrastructure
(organizational processes), Future strategic people is about managing transformation
change and ensuring capacity for changes, future strategic processes is aligning HR
and business strategy objectives.
