HRM 402 Midterm 1 || with 100% Correct Answers.
"Corporate Governance correct 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 correct 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 correct 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 correct 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 correct answers The organization should recognize its legal/social
obligations to ensure the rights of shareholders, employees, investors, creditors, communities,
customers, etc.
Oversight and Control correct answers The Organization should lay out systems that will help
monitor and ensure compliance to rules and policies.
Business Strategy correct 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 correct answers Staffing/Employment, Performance Evaluations, Comp
and Benefits, Training and Development, Employee Relations, Safety/Health, and HR Research.
Staffing correct 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 correct 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 correct 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 correct answers HR typically owns new hire orientation and helping
department leaders become better trainers and coaches.
, Employee Relations correct 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 correct answers HR has a responsibility for improving organizational effectiveness
by analyzing individual organizational problems and making adaptive changes.
HR Policies correct 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. correct 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 correct 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 correct 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 correct 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.
Management of Firm Infrastructure correct answers Processes for staffing, training, appraising,
rewarding, promoting and managing the flow of employees in an organization. HR can do this in
3 ways depending on the organization. They either ADVISE management in these decisions,
provide SERVICE by aiding in these roles, or CONTROL these decisions when they have the
authority to make these decisions for the company.
Management of Employee Contributions correct answers This HR role requires HR leaders to
represent and defend employees and respond to their needs. This helps increase employee
commitment and competence.
The HRCS Model (KNOW THIS) correct answers Human Resource Competency Study released
in its 7th iteration in 2015. It has 3 Core Competencies Strategic Positioners (Knowledge of
"Corporate Governance correct 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 correct 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 correct 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 correct 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 correct answers The organization should recognize its legal/social
obligations to ensure the rights of shareholders, employees, investors, creditors, communities,
customers, etc.
Oversight and Control correct answers The Organization should lay out systems that will help
monitor and ensure compliance to rules and policies.
Business Strategy correct 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 correct answers Staffing/Employment, Performance Evaluations, Comp
and Benefits, Training and Development, Employee Relations, Safety/Health, and HR Research.
Staffing correct 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 correct 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 correct 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 correct answers HR typically owns new hire orientation and helping
department leaders become better trainers and coaches.
, Employee Relations correct 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 correct answers HR has a responsibility for improving organizational effectiveness
by analyzing individual organizational problems and making adaptive changes.
HR Policies correct 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. correct 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 correct 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 correct 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 correct 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.
Management of Firm Infrastructure correct answers Processes for staffing, training, appraising,
rewarding, promoting and managing the flow of employees in an organization. HR can do this in
3 ways depending on the organization. They either ADVISE management in these decisions,
provide SERVICE by aiding in these roles, or CONTROL these decisions when they have the
authority to make these decisions for the company.
Management of Employee Contributions correct answers This HR role requires HR leaders to
represent and defend employees and respond to their needs. This helps increase employee
commitment and competence.
The HRCS Model (KNOW THIS) correct answers Human Resource Competency Study released
in its 7th iteration in 2015. It has 3 Core Competencies Strategic Positioners (Knowledge of
