Human Resource Management
Describe sources of employee value - correct answer ✔✔Education, Skill, Work habits
Describe measurement of human capital - correct answer ✔✔Human capital is the knowledge, skill sets
and intangible assets that add economic value to an individual. Human capital is not a static measure
and can be improved.
Describe HR metrics and usefulness - correct answer ✔✔Human Resource (HR) metrics are
measurements used to determine the value and effectiveness of HR initiatives, typically including such
areas as turnover, training, return on human capital, costs of labor, and expenses per employee. HR
metrics are a vital way to quantify the cost and the impact of employee programs and HR processes and
measure the success (or failure) of HR initiatives. They enable a company to track year-to year-trends
and changes in these critical variables.
Describe the relationship between HR metrics and analytics - correct answer ✔✔Analytics is defined as
the interpretation of data patterns that aid decision-making and performance improvement. HR analytics
is defined as the process of measuring the impact of HR metrics, such as time to hire and retention rate,
on business performance.
Describe role of HR in helping organizations manage diversity: - correct answer ✔✔Diversity in the
workplace also gives companies the opportunity to ensure a head start on identifying new trends by
having a workforce which is representative of its customers and it acts as a key motivating factor for staff,
reducing absenteeism and low productivity levels by creating an inclusive environment that values
diversity. HR's key role in diversity management and leadership is to create and empower an
organizational culture that fosters a respectful, inclusive environment where each employee has the
opportunity to learn, grow and contribute to the organization's success.
Describe contributions HR can make to an ethics program: - correct answer ✔✔· in the nurturing of an
ethical organizational culture;
· in the recruitment of staff who will set the ethical tone of the organization and uphold its values and
ethical climate;
· in the resolution of ethical conflict when it occurs; and
· in dealing with the aftermath of an ethical conflict.
, Describe corporate responsibility and the strategic role of HR in sustainability initiatives: - correct answer
✔✔The HR function should help formulate and achieve environmental and social goals while also
balancing these objectives with traditional financial performance metrics. The HR function can serve as a
partner in determining what is needed or what is possible in formulating corporate values and
sustainability strategy. At the same time, HR should play a key role in ensuring that employees
implement the strategy consistently across the organization. Sustainable human resource management
(HRM) can be defined as using the tools of HR to create a workforce that has the trust, values, skills and
motivation to achieve a profitable triple bottom line.
Compare and contrast the strategic model of HR and the industrial organizational model of HR - correct
answer ✔✔Industrial organizational psychologists study the employee behavior to determine what
benefits will make them as satisfied and productive possible.
Human resource managers have the task of putting together, implementing and providing the benefits
and packages to employees.
Two major differences between the two is salaries and educational requirements.
Understand stages of strategic HR planning and corresponding HR roles - correct answer ✔✔Stage 1:
Understand the planning legacy
Stage 2: Create a diverse planning team
Stage 3: Align Planning with Leadership Goals
Stage 4: Analyze Current Realities
Stage 5: Develop Alternative Performance Options
Stage 6: Measure Progress
Stage 7: Deploy the Strategic Plan
Stage 8: Develop Contingency Plans
Describe the different HR challenges in private and publicly held organizations: - correct answer
✔✔Prospective employees might be less attracted to an employer whose stock is not publicly traded on
a stock exchange because of lessened perceptions of the prestige of the organization. On the other hand,
a privately held company may be less susceptible to a buyout or takeover, which could result in layoffs.
Compensation issues can be affected dramatically in a decision to take an organization private.
Describe objectives and benefits of strategic workforce planning: - correct answer ✔✔HR-Related
Outcomes: Lower turnover, reduced absenteeism, increased job satisfaction, and higher employee
commitment.
Describe sources of employee value - correct answer ✔✔Education, Skill, Work habits
Describe measurement of human capital - correct answer ✔✔Human capital is the knowledge, skill sets
and intangible assets that add economic value to an individual. Human capital is not a static measure
and can be improved.
Describe HR metrics and usefulness - correct answer ✔✔Human Resource (HR) metrics are
measurements used to determine the value and effectiveness of HR initiatives, typically including such
areas as turnover, training, return on human capital, costs of labor, and expenses per employee. HR
metrics are a vital way to quantify the cost and the impact of employee programs and HR processes and
measure the success (or failure) of HR initiatives. They enable a company to track year-to year-trends
and changes in these critical variables.
Describe the relationship between HR metrics and analytics - correct answer ✔✔Analytics is defined as
the interpretation of data patterns that aid decision-making and performance improvement. HR analytics
is defined as the process of measuring the impact of HR metrics, such as time to hire and retention rate,
on business performance.
Describe role of HR in helping organizations manage diversity: - correct answer ✔✔Diversity in the
workplace also gives companies the opportunity to ensure a head start on identifying new trends by
having a workforce which is representative of its customers and it acts as a key motivating factor for staff,
reducing absenteeism and low productivity levels by creating an inclusive environment that values
diversity. HR's key role in diversity management and leadership is to create and empower an
organizational culture that fosters a respectful, inclusive environment where each employee has the
opportunity to learn, grow and contribute to the organization's success.
Describe contributions HR can make to an ethics program: - correct answer ✔✔· in the nurturing of an
ethical organizational culture;
· in the recruitment of staff who will set the ethical tone of the organization and uphold its values and
ethical climate;
· in the resolution of ethical conflict when it occurs; and
· in dealing with the aftermath of an ethical conflict.
, Describe corporate responsibility and the strategic role of HR in sustainability initiatives: - correct answer
✔✔The HR function should help formulate and achieve environmental and social goals while also
balancing these objectives with traditional financial performance metrics. The HR function can serve as a
partner in determining what is needed or what is possible in formulating corporate values and
sustainability strategy. At the same time, HR should play a key role in ensuring that employees
implement the strategy consistently across the organization. Sustainable human resource management
(HRM) can be defined as using the tools of HR to create a workforce that has the trust, values, skills and
motivation to achieve a profitable triple bottom line.
Compare and contrast the strategic model of HR and the industrial organizational model of HR - correct
answer ✔✔Industrial organizational psychologists study the employee behavior to determine what
benefits will make them as satisfied and productive possible.
Human resource managers have the task of putting together, implementing and providing the benefits
and packages to employees.
Two major differences between the two is salaries and educational requirements.
Understand stages of strategic HR planning and corresponding HR roles - correct answer ✔✔Stage 1:
Understand the planning legacy
Stage 2: Create a diverse planning team
Stage 3: Align Planning with Leadership Goals
Stage 4: Analyze Current Realities
Stage 5: Develop Alternative Performance Options
Stage 6: Measure Progress
Stage 7: Deploy the Strategic Plan
Stage 8: Develop Contingency Plans
Describe the different HR challenges in private and publicly held organizations: - correct answer
✔✔Prospective employees might be less attracted to an employer whose stock is not publicly traded on
a stock exchange because of lessened perceptions of the prestige of the organization. On the other hand,
a privately held company may be less susceptible to a buyout or takeover, which could result in layoffs.
Compensation issues can be affected dramatically in a decision to take an organization private.
Describe objectives and benefits of strategic workforce planning: - correct answer ✔✔HR-Related
Outcomes: Lower turnover, reduced absenteeism, increased job satisfaction, and higher employee
commitment.
