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WGU C232 Introduction to Human Resource Management 189 Questions with Verified Answers,100% CORRECT
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WGU C232 Introduction to Human Resource Management 189 Questions with Verified Answers
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WGU C232 Introduction to Human Resource Management189 Questions with Verified Answers
Managerial Estimates - Judgmental Forecasting - CORRECT ANSWER The most
common method of estimating HR demand. These are typically made by top
management (a top-down approach).
Multiple Linear Regression - Statistical Forecasting - CORRECT ANSWER An
extension of simple linear regression analysis. However, instead of relating
employment to just one variable, multiple variables are used.
Nominal Grouping Technique - Judgmental Forecasting - CORRECT ANSWER A
group process involving problem identification, solution generation, and decision-
making.
Redundancy Planning - CORRECT ANSWER HR planning associated with the
process of laying off employees who are no longer needed.
Replacement Planning - CORRECT ANSWER 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 - Statistical Forecasting - CORRECT ANSWER 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 - CORRECT ANSWER 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 - CORRECT ANSWER 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 - CORRECT ANSWER The factors that organizations and
their managers have no control over, such as legislation, changes in technology,
competition, and so on.
HR - CORRECT ANSWER Often referring to the department charged with
overseeing an organization's personnel or human resources.
Human Resource Management (HRM) - CORRECT ANSWER 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 - CORRECT ANSWER Factors that organizations control as
they interact in the global marketplace, such as culture, product development,
and strategy.
Quality of Work Life - CORRECT ANSWER The quality of life experienced by
employees in their work environments.
SWOT Analysis - CORRECT ANSWER An acronym for strengths, weaknesses,
opportunities, and threats. This analysis provides the firm actionable direction for
competing in the marketplace.
Strategy - CORRECT ANSWER 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 - CORRECT ANSWER A company's core competencies, abilities, and
capacities that give it an advantage when meeting the needs of target customers.
Technology - CORRECT ANSWER The equipment and knowledge used to produce
goods and services. The exact meaning varies widely among industries and fields.
, Threats - CORRECT ANSWER Conditions, trends, or barriers in the external
environment that hinder firm performance.
Utilitarian Theories - CORRECT ANSWER 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. - CORRECT ANSWER 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. - CORRECT ANSWER *
changing technology
* economy
* competition
* Globalization
* Legislation
Peer Appraisal - CORRECT ANSWER 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. -
CORRECT ANSWER 1. Salary in-/de-creases
2. Demotions
3. Layoff
4. Promotions/transfers
5. Terminations
List the Development use of Performance Appraisals (PA)/Evaluations. - CORRECT
ANSWER 1. Identify training needs
2. Motivate employee improvement
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