Human Resource Management correct answers Designing formal systems in an organization to manage human talent for accomplishing organizational goals.
Productivity correct answers Measure of the quantity and quality of work done, considering the cost of the resources used.
7 Functions of HR cor...
BAFN 353 Final: Ch 1-16 || All Correct.
Human Resource Management correct answers Designing formal systems in an organization to
manage human talent for accomplishing organizational goals.
Productivity correct answers Measure of the quantity and quality of work done, considering the
cost of the resources used.
7 Functions of HR correct answers 1. Strategy and Planning
2. Equal Employment Opportunity
3. Staffing
4. Talent Management
5. Rewards
6. Risk Management and Worker Protection
7. Employee and Labor Relations
HR Generalist vs. HR Specialist correct answers HR Generalist: A person who has responsibility
for performing a variety of HR activities.
HR Specialist: A person who has in-depth knowledge and expertise in a specific area of HR.
Expatriate correct answers A citizen of one country who is working in a second country and
employed by an organization headquartered in the first company.
Strategic Role of HR correct answers Helping define and implement the business strategy
relative to human capital and its contribution to the organization's results.
4 Types of Organizational Assets correct answers 1. Human
2. Financial
3. Physical
4. Intellectual Property
HR Challenges correct answers 1. Competition, Cost Pressures, and Restructuring
2. Globalization
3. A Changing Workforce
4. Technology
HR Certification Processes correct answers 1. Professional in Human Resources (PHR)
2. Senior Professional in Human Resources (SPHR)
3. Global Professional in Human Resources (GPHR)
Changing Role of HR Management correct answers In the past, there was more of a focus on
administrative roles and less on strategic. But in the future there will more focus on strategic
because more firms are expecting HR groups to be involved in the strategic planning process.
Unit Labor Costs correct answers Used to measure the productivity of human resources and
computed by dividing the average cost of workers by their average levels of output.
, Workforce demographics correct answers 1. Aging of the workforce
2. growing diversity of workers
3. Female workers and work-life balance concerns
4. Availability of contingent workers
5. Outsourcing possibilities
HR planning correct answers The process of analyzing and identifying the need for and
availability of people so that the organization can meet its strategic objectives.
Succession Planning correct answers The process of identifying a plan for the orderly
replacement of key employees
HR Balanced Scorecard correct answers A framework organizations use to report on a diverse
set of performance measures. The method balances financial and non-financial measures so that
managers focus on long-term drivers of performance and organizational sustainability.
1. Internal Business Processes
2. Financial Measures
3. Learning and Growth Activities
4. Customer Relations
HR's Contribution to strategic planning process correct answers 1. introducing high performance
approaches into the workplace
2. help in developing strategies for organizational sustainability
Options for managing talent surplus and talent shortages correct answers Talent Surplus: Reduce
employee work hours or compensation, attrition (gradually reducing workforce w/o firing),
hiring freezes, voluntary separation programs, workforce downsizing
Talent Shortage: Increase employee work hours through overtime, outsource to a third party,
implement alternative work arrangements, use contingent workers, reduce employee turnover
Jobs and Skills Audit correct answers HR Audit: a formal research effort to assess the current
state of an organization's HR practices. Focuses on specific job and skills needed for the jobs.
Characteristics of good HR metrics correct answers 1. Accurate data
2. Measure are linked to strategic and operational objectives
3. Clear calculations
4. Measure provide information valued by executives
5. Results can be compared both externally and internally
6. Measurement data drives HR management efforts
EEOC - Blind to differences correct answers Status Blind: Employment decisions that are made
without regard to individuals' personal characteristics
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