Intro to HR Midterm review Questions &
Answers
HRM - ANSWERSHuman Resource Management
HR Tasks: - ANSWERSPlanning human resource needs within the organization
Staffing the organization's needs (once those needs have been identified)
Compensating and motivating employees
Appraising employee behavior and providing effective and constructive feedback
Enhancing the human potential within the firm
Improving the workplace environment and using the human resource capital within the
organization to reach strategic goals
Maintaining effective work relationships
Globalizing the human resource management function within the firm
HR objectives: - ANSWERSImprove productivity
Improve quality of work life
Ensure legal compliance
Foster ethical behavior
QWL - ANSWERSQuality of Work Life (The quality of life experienced by employees in
their work environment).
utilitarian theories - ANSWERSA focus on the consequences of managers' actions
deontological theories - ANSWERSA focus on the rules or duties of managers
Strategy - ANSWERSHow an organization is going to compete (or the process by which
an organization decides on which products or services to market and sell)
internal envorinment - ANSWERSfactors that the organization controls
external environment - ANSWERSfactors that are outside of the organization.
,culture - ANSWERSthe organizations value system
technology - ANSWERSthe equipment and knowledge used to produce goods and
services and may vary greatly by industry
SWOT analysis - ANSWERSstrengths, weaknesses opportunities, and threats. (used to
assess a firm's internal abilities and capacities along with forces in the external
environment).
strenghts - ANSWERScore competencies, abilities, and capacities
weaknesses - ANSWERSlimitations a firm faces when seeking to deliver value to
customers.
threats - ANSWERSconditions, trends, and barriers in the external environment that
hinder firm performance
competencies an HR professional must have: - ANSWERSProvide transformational
leadership
Collaborate and resolve strategic challenges within the firm
Encourage real employee involvement
Empower and facilitate learning as well as change and decision-making
Design process and performance systems
Maintain a global business perspective
Characteristics an HR manager must have - ANSWERSKnowledge o the business and
industry, greater understanding of economic phenomena, analytical abilities, leadership
and influence, propensity for action, engagement, political awareness, customer
focused.
HR generalists - ANSWERSusually provide guidance, support management, and serve
as a source of help and information on human resources matters. (In small firms, HR
generalists are often responsible for all HRM functions).
HR generalists should have a solid understanding of the following: - ANSWERStraining
and development, compensation and benefits, employee and labor relations, recruiting
and selecting employees, health safety and security
HR specialists - ANSWERSresponsible for specific HRM functions. (for example,
focused on employment and recruiting, etc.)
, HR department: - ANSWERSThe HR managers should be at the top of the hierarchy
The HR department ensures fair and consistent policy implementation
The HR department stays abreast of change
The HR department becomes an agent for change
The HR department empowers line managers
employment-at-will - ANSWERSorganizations can generally hire, fire, or promote a
person for any reason whatsoever. (exceptions are public-policy exception, implied-
contract excxeption, and implied covenant-of-good-faith exception).
Public-policy exception - ANSWERSan employer cannot terminate an employee for
reasons that would violate public-policy interest or statute
implied-contract exception - ANSWERSa legally binding agreement, which is created
not through formal contract negotiation and documentation, but by the actions of the
employer and the employee.
implied covenant-of-good-faith exception - ANSWERSeach party to the employment
relationship makes an implied promise to treat the other in good faith and fairness. (this
doctrine is being eroded by anti-discrimination laws).
Diversity should be aligned with the strategic goals of the organization by following
these steps: - ANSWERSdefine diversity,
establish accountability,
develop a diversity scorecard,
Civil Rights act of 1964 - ANSWERScomprehensive civil rights legislation, signed into
law by President Lyndon B. Johnson which prohibits employment discrimination on the
basis of race, color, religion, sex, or national origin.
Title VII - ANSWERSPart of the Civil Rights Act of 1964, which makes it unlawful for an
employer to refuse to hire any individual because of the individual's race, color, religion,
sex, or national origin.
Equal Employment Opportunity Commision (EEOC) - ANSWERSCreated by the Civil
Rights Act of 1964. Today, the EEOC enfoarces federal anti-discrimination statutes and
provides oversight for all federal equal opportunity employment regulations.
A test (in regards to EEOC) - ANSWERSAnything that is used to make an employment
decision.
