HCM 390 Final Exam Questions &
Answers 2024/2025
Human resources - ANSWERS- function, denoting a subunit within a larger organization
- started as employment office
- our concept of HR started in 1964 with the Civil Rights Act
federal and state wage and hour laws - ANSWERS- fair labor standards act
- establishes minimum wage, overtime pay, record keeping, and youth employment status
labor unions - ANSWERS
equal employment opportunity - ANSWERS- agency that was developed to investigate employee
complaints
-organizations began documentation to cover their ass
personnel department - ANSWERS- department responsible for recruitment and welfare of staff or
employees
employment office - ANSWERS- became a full-time position as work increased
- clerks from many areas brought in to work in one place
- supervisor appointed to oversee activities of clerks
- this led to consistency in hiring practices
outsourcing - ANSWERS- A decision by a corporation to turn over much of the responsibility for
production to independent suppliers
- only if it saves money or help with confidentiality
,statutory benefits - ANSWERS- required by law
- ex: workers comp, unemployment insurance, and maybe (paid) sick days
Wagner act - ANSWERS- same things as National labor relations act
- compelled management to negotiate with unions
government-mandates benefits - ANSWERS- workers compensation
- unemployment compensation
- family medical leave
- COBRA
- social security
fringe benefits - ANSWERS- created to entice workers to stay with their employers
- worker compensation and retirement programs were created
- size of payroll grew
the clerical model - ANSWERS- most common stereotype of HR
- file papers, keep records, track stats and dates, and administer employee benefits
- HR rarely called upon aside from these basics
employee assistance programs - ANSWERS- program that assists employees with personal problems
and/or work-related problems that may impact their job performance, health, mental, and emotional
well-being
- confidential
reengineering - ANSWERS- fundamental rethinking and radical redesign of business processes to achieve
dramatic improvements in critical measures of performance, such as cost, quality, service, and speed
- optimization and continued development/improvement
, technological changes - ANSWERS- Improvements in a firm's ability to produce due to improved
processes, methods and machines.
professional employer organization - ANSWERS- assumes all HR functions of a client company by hiring
all of its employees and leasing them back to the company
employee conduct - ANSWERS- code of how employee can and cannot act during work hours and
possibly extends to off-hours for specific things
compensation - ANSWERS- workers insurance covers employees who get sick or injured on the job
- disability benefits
- missed wage replacement
- death benefits
line and staff activities - ANSWERS- line managers are first line of access to employees
- first line managers must be honest to have less frustrated employees
human resources director - ANSWERS- responsible for making executive HR decisions about policies,
practices, and strategies
role of human resources p 68 - ANSWERS- employee acquisition
- employee support or maintenance
- employee retention
- employee separation
human resource model - ANSWERS- HR has no authority on anyone outside of their department
- rarely has power of enforcement
- they DO have influence on employees though
chief executive officer - ANSWERS- HR reports to them
Answers 2024/2025
Human resources - ANSWERS- function, denoting a subunit within a larger organization
- started as employment office
- our concept of HR started in 1964 with the Civil Rights Act
federal and state wage and hour laws - ANSWERS- fair labor standards act
- establishes minimum wage, overtime pay, record keeping, and youth employment status
labor unions - ANSWERS
equal employment opportunity - ANSWERS- agency that was developed to investigate employee
complaints
-organizations began documentation to cover their ass
personnel department - ANSWERS- department responsible for recruitment and welfare of staff or
employees
employment office - ANSWERS- became a full-time position as work increased
- clerks from many areas brought in to work in one place
- supervisor appointed to oversee activities of clerks
- this led to consistency in hiring practices
outsourcing - ANSWERS- A decision by a corporation to turn over much of the responsibility for
production to independent suppliers
- only if it saves money or help with confidentiality
,statutory benefits - ANSWERS- required by law
- ex: workers comp, unemployment insurance, and maybe (paid) sick days
Wagner act - ANSWERS- same things as National labor relations act
- compelled management to negotiate with unions
government-mandates benefits - ANSWERS- workers compensation
- unemployment compensation
- family medical leave
- COBRA
- social security
fringe benefits - ANSWERS- created to entice workers to stay with their employers
- worker compensation and retirement programs were created
- size of payroll grew
the clerical model - ANSWERS- most common stereotype of HR
- file papers, keep records, track stats and dates, and administer employee benefits
- HR rarely called upon aside from these basics
employee assistance programs - ANSWERS- program that assists employees with personal problems
and/or work-related problems that may impact their job performance, health, mental, and emotional
well-being
- confidential
reengineering - ANSWERS- fundamental rethinking and radical redesign of business processes to achieve
dramatic improvements in critical measures of performance, such as cost, quality, service, and speed
- optimization and continued development/improvement
, technological changes - ANSWERS- Improvements in a firm's ability to produce due to improved
processes, methods and machines.
professional employer organization - ANSWERS- assumes all HR functions of a client company by hiring
all of its employees and leasing them back to the company
employee conduct - ANSWERS- code of how employee can and cannot act during work hours and
possibly extends to off-hours for specific things
compensation - ANSWERS- workers insurance covers employees who get sick or injured on the job
- disability benefits
- missed wage replacement
- death benefits
line and staff activities - ANSWERS- line managers are first line of access to employees
- first line managers must be honest to have less frustrated employees
human resources director - ANSWERS- responsible for making executive HR decisions about policies,
practices, and strategies
role of human resources p 68 - ANSWERS- employee acquisition
- employee support or maintenance
- employee retention
- employee separation
human resource model - ANSWERS- HR has no authority on anyone outside of their department
- rarely has power of enforcement
- they DO have influence on employees though
chief executive officer - ANSWERS- HR reports to them
