MHA 702 Exam 2 Latest Update 2024
HR tasks can divided into 3 categories - ANSWER Common HR tasks
Less common HR tasks
Uncommon tasks for HR department
common HR tasks (typical) - ANSWER •Nearly universal HR tasks:
-Employment and recruitment
-Compensation and benefits administration (policy level more than logistics)
-Employee relations
Labor relations (unionized)
Less common HR tasks (frequent) - ANSWER •Employee health and safety (exceptions)
•Training and development (exceptions)
•Security
•Child care
•Award and recognition programs
•Equal Employment Opportunity / Affirmative Action
•** Risk management (malpractice)
•Executive compensation administration
•Organizational development
•** Employee assistance (EAPs)
•** Outplacement services
•*** Payroll
** Subject to Outsourcing
Alternative perspective of HR - ANSWER •Employee (talent) acquisition
•Employee support or maintenance (internal)
, •Employee retention (external)
•Employee separation
Staff Managers - ANSWER •Tend to rise from the ranks of the people that they supervise
•Begin with specific expertise
•As advance in an organization, employees supervised become diverse
•HR departments tend to be smaller, making supervision easier
Management style and approach - ANSWER •Reflects the background and experiences of individuals as
they rose to supervisory and managerial positions. Some traits of a good manager are based in
personality, BUT can also be learned and sharpened
•Reflects organizational culture in which they have worked
Expectations - ANSWER •Usually clear for line managers
•May be confusing for HR managers
•Individual expectations influence the responses that they anticipate receiving
Training - ANSWER •Line managers think selecting the "right" worker, usually based on experience is key
to a good hire
•HR managers tend to believe in potential for development of individuals
Participation - ANSWER •Line managers value results and tend not to delegate responsibility
•HR managers value process and training, therefore tend to delegate and create learning opportunities
Control - ANSWER •Line managers tend to value organizational goals and objectives
•HR managers feel that the line approach stifles creativity and impedes learning and growth
Staff performance - ANSWER •Line managers usually supervise people with a wide range of skills,
backgrounds, and experience
•HR managers tend to supervise other HR specialists
HR tasks can divided into 3 categories - ANSWER Common HR tasks
Less common HR tasks
Uncommon tasks for HR department
common HR tasks (typical) - ANSWER •Nearly universal HR tasks:
-Employment and recruitment
-Compensation and benefits administration (policy level more than logistics)
-Employee relations
Labor relations (unionized)
Less common HR tasks (frequent) - ANSWER •Employee health and safety (exceptions)
•Training and development (exceptions)
•Security
•Child care
•Award and recognition programs
•Equal Employment Opportunity / Affirmative Action
•** Risk management (malpractice)
•Executive compensation administration
•Organizational development
•** Employee assistance (EAPs)
•** Outplacement services
•*** Payroll
** Subject to Outsourcing
Alternative perspective of HR - ANSWER •Employee (talent) acquisition
•Employee support or maintenance (internal)
, •Employee retention (external)
•Employee separation
Staff Managers - ANSWER •Tend to rise from the ranks of the people that they supervise
•Begin with specific expertise
•As advance in an organization, employees supervised become diverse
•HR departments tend to be smaller, making supervision easier
Management style and approach - ANSWER •Reflects the background and experiences of individuals as
they rose to supervisory and managerial positions. Some traits of a good manager are based in
personality, BUT can also be learned and sharpened
•Reflects organizational culture in which they have worked
Expectations - ANSWER •Usually clear for line managers
•May be confusing for HR managers
•Individual expectations influence the responses that they anticipate receiving
Training - ANSWER •Line managers think selecting the "right" worker, usually based on experience is key
to a good hire
•HR managers tend to believe in potential for development of individuals
Participation - ANSWER •Line managers value results and tend not to delegate responsibility
•HR managers value process and training, therefore tend to delegate and create learning opportunities
Control - ANSWER •Line managers tend to value organizational goals and objectives
•HR managers feel that the line approach stifles creativity and impedes learning and growth
Staff performance - ANSWER •Line managers usually supervise people with a wide range of skills,
backgrounds, and experience
•HR managers tend to supervise other HR specialists
