WGU C232: Introduction to Human Resource Management-ALL, Questions and answers, rated A+

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WGU C232: Introduction to Human Resource Management-ALL, Questions and answers, rated A+ Managerial Estimates - ✔✔-The most common method of estimating HR demand. These are typically made b... y top management (a top-down approach). Multiple Linear Regression - ✔✔-An extension of simple linear regression analysis. However, instead of relating employment to just one variable, multiple variables are used. Nominal Grouping Technique - ✔✔-A group process involving problem identification, solution generation, and decision-making. Redundancy Planning - ✔✔-HR planning associated with the process of laying off employees who are no longer needed. Replacement Planning - ✔✔-This type of planning uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements. Simple Linear Regression - ✔✔-A projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales and shows how these measures are connected. Succession Planning - ✔✔-This type of planning tends to be long-term, developmental, and flexible. Although this type of planning is widely practiced, many employers who use it tend to emphasize characteristics of the managers and downplay characteristics of the positions to which the managers may eventually be promoted. Deontological Theories - ✔✔-These theories of ethics evaluate the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences. External Environment - ✔✔-The factors that organizations and their managers have no control over, such as legislation, changes in technology, competition, and so on. HR - ✔✔-Often referring to the department charged with overseeing an organization's personnel or human resources. Human Resource Management (HRM) - ✔✔-Is responsible for the recruitment, selection, training, and motivation of the organization's employees and is therefore concerned with the fundamental task of defining and analyzing jobs in organizations. Internal Environment - ✔✔-Factors that organizations control as they interact in the global marketplace, such as culture, product development, and strategy. Quality of Work Life - ✔✔-The quality of life experienced by employees in their work environments. SWOT Analysis - ✔✔-An acronym for strengths, weaknesses, opportunities, and threats. This analysis provides the firm actionable direction for competing in the marketplace. Strategy - ✔✔-The plan an organization has to compete in a marketplace. A strategy can consist of products and services, employees, and the organization's goals, among other things. Strengths - ✔✔-A company's core competencies, abilities, and capacities that give it an advantage when meeting the needs of target customers. Technology - ✔✔-The equipment and knowledge used to produce goods and services. The exact meaning varies widely among industries and fields. Threats - ✔✔-Conditions, trends, or barriers in the external environment that hinder firm performance. Utilitarian Theories - ✔✔-A theory of ethics that evaluates the rightness or wrongness of an action based on the consequences of that action. Define internal factors impacting business strategies. - ✔✔-Internal business strategies are: * company strategy & culture * company structure * company size * top management * company HR perceptions * internal technology available Define external factors impacting business strategies. - ✔✔-* changing technology * economy * competition * Globalization * Legislation Peer Appraisal - ✔✔-Performance Assessment of an employee's performance or future success by his or her work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture. List the Administrative use of Performance Appraisals (PA)/Evaluations. - ✔✔-1. Salary in-/de-creases 2. Demotions 3. Layoff 4. Promotions/transfers 5. Terminations List the Development use of Performance Appraisals (PA)/Evaluations. - ✔✔-1. Identify training needs 2. Motivate employee improvement 3. Provide feedback 4. Counsel employees 5. Spot performance deficiencies 6. Identify/Acknowledge strengths Distinguish Performance Management (PM) and Performance Appraisal (PA) - ✔✔-PM is PROCESS aiding employees to understand job objectives, motivate and train to accomplish goals. It begins with knowing company strategy. PA is FORMAL SYSTEM to measure, evaluate, and influence of employee's job-related attributes, behaviors and outcomes. Besides feedback what else does a PA do. - ✔✔-1. Ensure company goals are aligned to job anlaysis. 2. Set work standards to clarify performance expectations. 3. Create metrics documenting standards. 4. Assess employee's actual performance relative to stated standards. 5. Provide motivating feedback to do better or doing well. What terms are used to clarify the person doing the appraising? - ✔✔-superior or rater vs. supervisor or manager. What terms are used to clarify the person being appraised? - ✔✔-subordinate or ratee. Does not mean ratee is lower level, simply a term of clarity. In what ways is the PA an agreeemnt b/w the company and employee? - ✔✔-1. Productivity improvement 2. Management development 3. Peformance measurement 4. Feedback 5. HRP 6. Legal compliance 7. Communication b/w Rater & Ratee 8. Supervisory awareness of job Describe elements of performance measurement. - ✔✔-establishes the employee's work value to company and evaluates employee contributions. What other areas of HR does performance management impact? - ✔✔-1. Job Analysis 2. Compensation 3. Train (current job) & Develop (future KSAs) Who conducts Perf Appraisals? - ✔✔-1. Supervisory PA 2. [Employee] Self PA 3. Peer PA 4. Subordinate PA 5. Customer PA 6. Computer Monitoring PA What are the dis/advantages of using supervisory appraisal? - ✔✔-Advantage - immediate boss most familiar with subordinate work Disadvantages are 1) supervisor lacks PA delivery; 2) subordinate may feel threatened by power; 3) subordinate alienated What are the dis/advantages of using Self-appraisal? - ✔✔-Advantage - 1) incumbent involvement; 2) feedback on incumbent role; 3) combined with supervisory PA Disdvantage - employee subject to systemic biases, gap b/w self and others What are the dis/advantages of using Subordinate appraisal? - ✔✔-Advantage - 1) rater feedback on effectiveness thru ratee perspective Disdvantage - 1) personality vs performance feedback; 2) inflate evaluation if threatened by supervisor What are the dis/advantages of using Computer Monitoring appraisal? - ✔✔-Advantage - 1) fast method; 2) alignment with strategic goals and company culture; Disdvantage - ethical issues on employee privacy What are the dis/advantages of using Peer appraisal? - ✔✔-Advantage - 1) rater lack access to ratee performance; 2) great with self-managed team; 3) great with participatory company culture; Disdvantage validity reduced when - 1) competitive reward system; 2) low trust among team members What are the various Perf. Appraisal methods? - ✔✔-1. Straight Ranking 2. Alternative Ranking 3. Paired Comparison 4. Forced Distribution Method 5. Narrative Essay 6. Conventional Rating Describe the dis/advantages of using Straight Ranking method? - ✔✔-Advantage - 1) easiest method; 2) ranks from best to worst; 3) ranks specifc criterion; Disdvantage - 1) best only with small # of incumbents; 2) difficulty in discerning differences in ranking Describe the dis/advantages of using an Alternative Ranking method? - ✔✔-Advantage - 1) ranks best to worst on overall performance rating; 2) great for supervisory and subordinate use Describe the dis/advantages of using Paired Comparison method? - ✔✔-Advantage - one criterion at time comparison with all employees one at time Disadvantage - time resource hog for large company Describe the dis/advantages of using Conventional Rating method? - ✔✔-Advantage - 1) widely used b/c easy to develop and compare across departments; 2) can vary in performance criterion like traits ands output indicators Disadvantage - 1) raters subject to PA errors; 2) trait descriptors meaning change from rater to rater Development - ✔✔-Activities or actions that help an employee prepare for future jobs. Job Rotation - ✔✔-A job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose employees to different experiences and a wider variety of skills for cross-training and enhanced job satisfaction. Training - ✔✔-Activities or actions directed toward employees' improvement on the current job. Straight Ranking Appraisal - ✔✔-A performance-evaluation method in which a superior lists the subordinates in order, from best to worst, usually on the basis of overall performance. Americans with Disabilities Act of 1990 (ADA) - ✔✔-A federal law that prohibits discrimination on the basis of disability and ensures equal opportunity for individuals with disabilities in all aspects of employment as well as in other public services. Civil Rights Acts of 1866, 1870, and 1871 - ✔✔-These acts prohibit employers from discriminating against minorities. Equal Pay Act of 1963 (EPA) - ✔✔-A federal law requiring that employers provide equal pay for men and women who do similar work in the same workplace. Genetic Information Nondiscrimination Act of 2008 (GINA) - ✔✔-A federal law that prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information. KSAs - ✔✔-A person's knowledge, skills, and abilities. Knowledge is a theoretical or practical understanding of a subject. Skills are proficiencies developed through experience. Abilities are qualities that a person has to perform a certain task. Pregnancy Discrimination Act of 1978 - ✔✔-An amendment to Title VII of the Civil Rights Act of 1964, this Act makes it illegal to discriminate against a woman because of pregnancy, childbirth, or related medical conditions. Promotion-within Policy - ✔✔-A policy in which the employer states a commitment to consider current employees for new or replacement job opportunities before hiring candidates from outside the organization. Business Ethics - ✔✔-The values and principles that are used to evaluate whether the collective behavior of an organization's members is appropriate. Business ethics - ✔✔-The value is and.principle that are used to evaluate whether the collective behavior of an organization's members is appropriate Deontological theories - ✔✔-Evaluate the rightness or wrongness of action based on how well that action conforms to some rule or principle regardless of consequences 4 implicit objectives - ✔✔-Improve productivity improve quality of work life ensure legal compliance foster ethical behavior Strategy - ✔✔-How the organizing is going to compete HR functions - ✔✔-Attracting selecting retaining and motivate employees Internal environment - ✔✔-But is that the organizations Controls such as mission and strategy External environment - ✔✔-Things that cannot be controlled changes in technology regulation competition Human Resource Planning (HRP) - ✔✔-Involves forecasting the human resource needs of an organization and planning whatever is necessary to meet those needs. Empirical Validity ( Or predictive validity) - ✔✔-Only form of validity for making employment decisions (e.g., select, promote) is legally defensible if challenged in court? Describes how closely scores on a test/evaluation correspond (correlate) with behavior as measured in other contexts. Orientation - ✔✔-The process of introducing the employee to the work environment. Predictors - ✔✔-The pieces of information obtained from a job candidate that are used to understand how successfully the candidate will perform in a future job. Reference Checks - ✔✔-Contacting previous employers of a job applicant to determine his or her job history which may also include checking with school(s) or college(s) attended by the applicant to verify educational qualifications. Selection - ✔✔-The process of gathering information about job applicants to determine who should be hired for an available position. Planning - ✔✔-Which hr resource function helps the organization understand the number and type of employees the organization will need in the future? Increased competition and changed in communication technology - ✔✔-What are two societal trends that are influencing the world of work? Corporate culture - ✔✔-Which factor represents an organization's value system? Managing succession by creating contingency plans for key employees - ✔✔-Which activity does the strategic hr manager need to be engaged in since orgs survive on adaptation? Generalist - ✔✔-Which hr resource provides a broad range of support to the overall org? Mandate that managers of federally funded projects work to eliminate bias in employment practices - ✔✔-What was the purpose of the Executive Order 10925 [Show More]

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