Functions of Human Resource Management (D351)
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Free Functions of Human Resource Management (D351) Questions
A_____ is a purposeful, systematic process for collecting information on the important work-related aspects of a job.
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Job description
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Job validation
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Job analysis
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Job appraisal
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Job specification
Explanation
Correct Answer
C. Job analysis
Explanation
Job analysis is the process of systematically gathering, analyzing, and documenting information about the duties, responsibilities, and requirements of a job. It is essential for creating job descriptions, establishing compensation, and ensuring compliance with labor laws.
Why other options are wrong
A. Job description: A job description is the result of a job analysis, outlining specific duties and expectations.
B. Job validation: Job validation is the process of confirming that the job requirements are accurate and relevant but is not the same as job analysis.
D. Job appraisal: Job appraisal refers to evaluating employee performance, not the systematic gathering of job-related information.
E. Job specification: Job specifications describe the qualifications needed for a job but do not involve the broader process of analyzing job roles.
It is important for the human resources/talent management function:
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To help managers learn what are the functional areas of human resources.
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To help managers understand that much of good human resources is "common sense".
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To train managers so they know when to contact their human resources personnel.
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To help managers learn and improve methods for hiring employees, assessing training needs, making pay decisions and meeting the organization's objectives through improved performance.
Explanation
Correct Answer
D. To help managers learn and improve methods for hiring employees, assessing training needs, making pay decisions, and meeting the organization's objectives through improved performance.
Explanation
HR and talent management functions are crucial for guiding managers in effective practices for hiring, training, performance management, and aligning organizational goals. This helps the organization operate efficiently and effectively.
Why other options are wrong
A. To help managers learn what are the functional areas of human resources: While this is part of HR's role, the broader focus should be on improving practical methods, not just learning functional areas.
B. To help managers understand that much of good human resources is "common sense": HR goes beyond "common sense" and involves evidence-based practices and strategies.
C. To train managers so they know when to contact their human resources personnel: While important, the primary role is to improve managerial skills in managing people, rather than just knowing when to contact HR.
Occasionally, a(n) recruitment strategy may become ineffective quickly as it can be easily replicated by other organizations, diminishing its uniqueness.
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Innovative
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Traditional
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Cost-effective
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Passive
Explanation
Correct Answer
A. Innovative
Explanation
An innovative recruitment strategy may initially give an organization a competitive edge, but its uniqueness can be quickly copied by others, which can reduce its effectiveness over time.
Why other options are wrong
B. Traditional: Traditional strategies tend to have long-established methods that are often not easily replicated and may continue to be effective.
C. Cost-effective: Cost-effective strategies may not necessarily become ineffective quickly and can often be sustainable over time.
D. Passive: Passive recruitment strategies typically focus on attracting candidates who are not actively seeking jobs, and are less likely to become ineffective just by being copied.
What does it mean to practice cultural diversity awareness?
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Experiencing a culture's orientation to supernatural and natural entities
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Asking others if their perceptions or sense of understanding is correct
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Being aware of differences that are present in any working or social environment
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Communicating about tensions and conflict with mutual understanding
Explanation
Correct Answer
C. Being aware of differences that are present in any working or social environment
Explanation
Cultural diversity awareness involves recognizing, respecting, and understanding the differences in cultural backgrounds, values, and practices in social or workplace settings. It fosters inclusivity and ensures effective communication and collaboration among diverse groups.
Why other options are wrong
A. Experiencing a culture's orientation to supernatural and natural entities: This is a narrow aspect of culture and does not encompass the broader concept of cultural diversity awareness.
B. Asking others if their perceptions or sense of understanding is correct: While this may help improve communication, it is not the definition of practicing cultural diversity awareness.
D. Communicating about tensions and conflict with mutual understanding: This is a specific aspect of resolving conflicts, not the overall practice of cultural diversity awareness.
Compliance with the affirmative action requirement for contractors:
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Is the same for construction and non construction contractors.
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Demands non construction contractors with 50 or more employees or with contracts for more than $50,000 to have a written affirmative action plan.
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Means that federal contractors need only implement affirmative action in promoting employees, not in recruiting.
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Affects only federal construction contractors and subcontractors.
Explanation
Correct Answer
B. Demands non construction contractors with 50 or more employees or with contracts for more than $50,000 to have a written affirmative action plan.
Explanation
Under Executive Order 11246, non construction contractors with 50 or more employees and federal contracts exceeding $50,000 are required to develop and maintain a written affirmative action plan. This plan ensures that contractors actively promote equal opportunity and avoid discrimination in hiring and employment practices.
Why other options are wrong
A. Is the same for construction and non construction contractors: There are differences in affirmative action requirements between construction and non construction contractors, including specific provisions for each.
C. Means that federal contractors need only implement affirmative action in promoting employees, not in recruiting: Affirmative action applies to both recruiting and promoting employees to ensure equal opportunities throughout the employment process.
D. Affects only federal construction contractors and subcontractors: Affirmative action requirements apply to both construction and non construction contractors, not exclusively to construction-related ones.
______ is the extent to which workers in an organization specialize as opposed to performing a variety of tasks as generalists.
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Segregation
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Departmentalization
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Differentiation
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Administrative component
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Division of labor
Explanation
Correct Answer
E. Division of labor
Explanation
Division of labor refers to the degree to which tasks in an organization are divided and assigned to individuals or groups based on specialization. It allows workers to focus on specific tasks, enhancing efficiency and expertise in those areas.
Why other options are wrong
A. Segregation: Segregation refers to separating groups or elements, often in a non-organizational context, and does not relate to task specialization.
B. Departmentalization: This involves grouping tasks into departments based on function, product, or geography but does not directly address individual specialization.
C. Differentiation: While differentiation refers to the process of distinguishing roles or functions in an organization, it does not specifically describe task specialization.
D. Administrative component: This refers to the management and organizational structure, not the division of tasks among workers.
From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because... (you must check all that apply)
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..employers typically have greater bargaining power than individual employees.
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..conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees.
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..the interests of employees are more important than the interests of employers.
Explanation
Correct Answer
A. ..employers typically have greater bargaining power than individual employees.
B. ..conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees.
Explanation
From a pluralist perspective, laws are needed to balance the interests of both employers and employees due to inherent power imbalances in the workplace. Employers often have greater bargaining power, and there are conflicts of interest that may prevent managers from prioritizing the welfare of employees. Thus, laws are necessary to protect employee rights and ensure fair treatment.
Why other options are wrong
C. ..the interests of employees are more important than the interests of employers: This is not a core belief of the pluralist perspective, which seeks a balance of interests between both parties rather than prioritizing one over the other.
What legislation mandates that employers must verify the identity and employment eligibility of new hires using the I9 form within a specified timeframe after hiring?
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Immigration Reform and Control Act of 1986
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Fair Labor Standards Act
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Civil Rights Act of 1964
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Employee Retirement Income Security Act
Explanation
Correct Answer
A. Immigration Reform and Control Act of 1986
Explanation
The Immigration Reform and Control Act (IRCA) of 1986 requires employers to verify the identity and employment eligibility of new hires using the I-9 form. This verification must occur within a specified timeframe after hiring.
Why other options are wrong
B. Fair Labor Standards Act: This law primarily deals with minimum wage, overtime pay, and child labor standards, not employment eligibility verification.
C. Civil Rights Act of 1964: This act prohibits employment discrimination based on race, color, religion, sex, or national origin, but it does not address employment eligibility verification.
D. Employee Retirement Income Security Act: This act focuses on the regulation of pension and health benefit plans and does not deal with employee eligibility verification.
A(n) ___ culture that prioritizes strict adherence to rules and procedures over creativity is often seen as detrimental to organizational growth and adaptability.
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Innovative
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Bureaucratic
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Flexible
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Collaborative
Explanation
Correct Answer
B. Bureaucratic
Explanation
A bureaucratic culture focuses on strict adherence to rules and procedures, often discouraging creativity and flexibility. While it may be effective in highly structured environments, it can stifle innovation and hinder growth and adaptability in organizations.
Why other options are wrong
A. Innovative: An innovative culture encourages creativity and new ideas, which is generally seen as beneficial for organizational growth.
C. Flexible: A flexible culture promotes adaptability and open-mindedness, which typically supports growth and innovation.
D. Collaborative: A collaborative culture emphasizes teamwork and communication, which also encourages creativity and growth.
The practice of moving workers from one job to another to make work more interesting is known as:
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Task mobility
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Job rotation
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Job incrementation
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Worker alternation
Explanation
Correct Answer
B. Job rotation
Explanation
Job rotation involves moving employees between different tasks or roles within an organization. This practice helps to keep work interesting, reduce monotony, and enhance skill development by providing employees with diverse experiences.
Why other options are wrong
A. Task mobility: This term is not commonly used to describe the process of moving workers between different jobs.
C. Job incrementation: This term does not refer to rotating jobs but may imply increasing job complexity or responsibilities over time.
D. Worker alternation: This is not a widely recognized term in job management and does not describe the process of rotating employees between tasks.
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HRM 2110 D351 - Functions of Human Resource Management
Study Notes
1. Introduction to Human Resource Management (HRM)
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Definition: HRM refers to the management of people within an organization, focusing on policies and systems that influence employees' performance, development, and overall well-being.
- Objective: The primary goal of HRM is to maximize the potential of employees to contribute to organizational success while ensuring that the workplace is healthy, compliant with laws, and competitive in the market.
- Example: A company like Google emphasizes fostering creativity and innovation in employees through HR policies that encourage continuous learning and flexible work schedules.
2. Recruitment and Staffing
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Recruitment: This involves attracting qualified candidates to fill job vacancies. HR teams use various methods, such as advertising, recruitment agencies, and online job portals.
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Staffing: Staffing is the process of selecting and placing the right people in the right jobs within the organization.
- Types of Recruitment:
- Internal Recruitment: Filling vacancies with current employees (e.g., promotions or transfers).
- External Recruitment: Attracting candidates from outside the organization (e.g., job fairs, online applications).
- Example: A retail store looking for a new store manager might first consider internal candidates, promoting someone who has already shown leadership potential. If no suitable candidates exist, they would turn to external recruitment.
- Job Analysis: Understanding the job's requirements.
- Sourcing Candidates: Advertising job openings and reaching potential candidates.
- Screening and Selection: Reviewing resumes and conducting interviews.
- Job Offer: Making an offer to the selected candidate.
3. Training and Development
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Training: The process of improving employees' skills for their current job roles. It includes both technical and soft skills training.
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Development: A long-term approach focusing on personal growth, career progression, and leadership training.
- Example: A company offering customer service training for its frontline employees to improve customer interactions, as well as leadership development programs for potential future managers.
Types of Training:
- On-the-Job Training: Learning while performing the actual job (e.g., apprenticeship).
- Off-the-Job Training: Classroom-based or external training programs (e.g., workshops, certifications).
Steps in Training and Development:
- Needs Assessment: Identifying skill gaps.
- Designing Programs: Creating relevant content.
- Implementation: Delivering training sessions.
- Evaluation: Assessing effectiveness through feedback and performance metrics.
4. Performance Management
- Performance Appraisal: The ongoing process of evaluating employee performance to ensure alignment with organizational goals.
- Purpose: Provides feedback, identifies development opportunities, and helps in decision-making for promotions, raises, or disciplinary actions.
- Methods:
- 360-Degree Feedback: Gathering feedback from peers, subordinates, and managers.
- Self-Assessment: Employees assessing their own performance.
- Management by Objectives (MBO): Setting clear, measurable goals for employees to achieve.
Example: A company like Microsoft uses performance appraisals to provide feedback, set future goals, and determine compensation, ensuring employees are aligned with company objectives.
Performance Evaluation Steps:
- Setting Clear Expectations: Defining job duties and performance standards.
- Continuous Feedback: Providing ongoing feedback throughout the year.
- Formal Evaluation: Conducting periodic reviews (quarterly or annually).
- Goal Setting: Setting new objectives for the employee’s growth.
5. Compensation and Benefits
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Compensation: The monetary payment employees receive for their work, including salaries, hourly wages, and bonuses.
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Benefits: Non-monetary rewards, such as health insurance, retirement plans, and vacation time.
- Total Rewards Package: A comprehensive package that includes compensation, benefits, recognition, and personal development opportunities.
Example: A company might offer a competitive salary with additional benefits like medical insurance, paid time off, and performance-based bonuses to attract top talent.
- Pay for Performance: Linking compensation to performance levels.
- Equity Pay: Ensuring pay fairness within and across the organization.
- Benefit Packages: Offering flexible benefits that can be customized to employees' needs (e.g., health insurance, dental plans, and life insurance).
6. Employee Relations
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Employee Relations: Refers to the management of the relationship between employees and employers, ensuring communication, fairness, and conflict resolution.
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Purpose: Promotes a positive working environment and prevents disputes.
- Example: Regular employee feedback sessions, conflict resolution programs, and creating channels for open communication between employees and management.
Key Components of Employee Relations:
- Conflict Resolution: Addressing and resolving issues between employees or between employees and management.
- Workplace Communication: Ensuring open lines of communication to prevent misunderstandings.
- Disciplinary Procedures: Establishing clear processes for addressing workplace misconduct.
7. Labor Relations and Legal Compliance
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Labor Relations: Managing the relationship with unions and addressing issues related to collective bargaining, work conditions, and employee rights.
- Legal Compliance: Ensuring that HR practices comply with federal and state laws governing employment (e.g., Equal Employment Opportunity (EEO), Occupational Safety and Health Administration (OSHA) regulations).
Example: A manufacturing company needs to negotiate with a union for better safety conditions while ensuring compliance with OSHA regulations.
Key Areas of Legal Compliance:
- Equal Employment Opportunity (EEO): Ensuring no discrimination in hiring, promotion, and firing.
- Wage and Hour Laws: Adhering to minimum wage laws and overtime regulations.
- Health and Safety Regulations: Ensuring a safe working environment, especially in hazardous industries.
8. Strategic HRM
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Strategic HRM: Aligning HR policies and practices with the overall strategy of the organization to drive business success.
- Example: A technology company focusing on innovation may have HR policies that prioritize hiring highly skilled engineers and investing in their continuous development.
Elements of Strategic HRM:
- Workforce Planning: Anticipating the organization's future staffing needs.
- Talent Management: Attracting, developing, and retaining key talent.
- Organizational Culture: Fostering a work environment that supports the company's strategy.
Example of Implementation:
- A company launching a new product might invest heavily in recruitment and training to ensure employees possess the skills required to meet project goals.
9. HR Metrics and Analytics
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HR Metrics: Measuring key HR data to make informed decisions about recruitment, performance, retention, and employee satisfaction.
- HR Analytics: Using data analysis to predict trends and make decisions that improve HR practices and outcomes.
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