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HRIR 3021 Exam 1|147 Complete Q’s and A’s
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HRIR 3021 Exam 1|147 Complete Q’s and A’s
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HRIR 3021 Exam 1|147 Complete Q’s andA’s
Human Resource Management - -Designing formal systems in an
organization to manage human talent for accomplishing organization goals
-Core Competency - -A unique capability that creates high value for a
company
-Human Capital - -The collective value of the capabilities, knowledge, skills,
life experiences, and motivation of an organization's workforce
-Physical Assets - -Buildings, land, furniture, computers, vehicles,
equipment, etc.
-Financial Assets - -Cash, financial resources, stocks, bonds or debt, etc.
-Intellectual Property Assets - -Specialized research capabilities, patents,
information systems, designs, operating processes, copyrights, etc.
-Human Assets - -Individuals with their talents, capabilities, experience,
professional expertise, relationships, etc.
-Productivity - -Measure of the quantity and quality of work done,
considering the cost of the resources used
-Unit labor cost - -Computed by dividing the average cost of workers by
their average levels of output
-Approaches to Improving Productivity - -Organization restructuring,
Redesigning work outsourcing analysis, Aligning HR Activities
-Organizational Culture - -Consists of the shared values and beliefs that give
members of an organization meaning and provide them with rules for
behavior
-HR Functions - -Strategy and planning, Equal Employment Opportunity,
Staffing, Talent Management, Rewards, Risk Management and Worker
Protection, Employee and Labor Relations
-Roles of HR Departments - -Administrative - Focusing on clerical and
administration and record keeping, including essential legal paperwork
, Operational and employee advocate - Managing HR activities based on the
strategies and operations that have been identified by management and
serving as "champion" for employee issue and concerns
Strategic - Helping define and implement the business strategy relative to
human capital and its contribution to the organization's results
-Expatriate - -A citizen of one country who is working in a second country
and employed by an organization headquartered in the first country
-Common Challenges for Global HR - -Strategy - Companies feel they do not
communicate their strategy clearly, finding it difficult to be flexible as they
expand to other markets
People - Executives feel their companies are not good at transferring lessons
from one country to another and are not sufficiently effective at recruiting,
retaining, training, and developing people in all geographic locations
Complexity - Complexity arises as standardization of processes clashes with
local needs and sharing the cost of distant centers increases the expense of
local operations
Risk - Emerging market opportunities expose companies to unfamiliar risks
that might be difficult to analyze, which results in sometimes rejecting
approaches they perhaps should have taken
-Areas for Potential Ethical Problems in HR - -Compensation, Development,
Staffing, Performance Management, EEO, Training
-Consequences of Ethical Treatment - -Job Satisfaction, Turnover,
Absenteeism, Commitment, Job Performance, Ethical Decisions
-Sarbanes-Oxley (SOX) Act - -Passed in 2002 by Congress to make sure
publicly traded companies follow accounting controls to reduce the likelihood
of illegal and unethical behaviors. Requires that companies establish ethics
codes, develop employee complaint systems, and have anti retaliation
policies.
-Society of Human Resource Management (SHRM) - -Leading professional
association for HR
-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
-Strategy - -A plan an organization follows for how to compete successfully,
survive, and grow
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