What are the two major activities involved in the planning function of human resource management? Show 1. strategic planning Strategic objectives may include: increasing market share, revenue growth, product or service diversity, profit margins, and planning for financial obligations, etc What does staffing involve? 1. recruiting job applicants (also known as candidates) Why is recruiting an extremely important HR function? If organizations don't attract a wide range of candidates, they will be less likely to successfully fill organizational needs. What are common selection techniques? 1. obtaining completed application forms What is the goal of the selection process? To create a match between a candidate's ability and the requirements of the job Define direct compensation rewards that are directly linked to performance on the job Define indirect compensation compensation that is given simply for being a member of the organization Define A performance appraisal a method by which an employee's job performance is evaluated What are the eight separate HR functions and activities 1. planning True or False: HR policies must work in compliance with the organization's overall strategy? Answer: True In order to help the firm achieve its organizational and strategic goals, human resource (HR) policies and practices must be congruent with the organization's overall strategy. Which of the following is NOT a function of Human
Resource Management? Answer: Appraising client behavior Human resource management is responsible for the recruitment, selection, training, and motivation of the organization's employees. Human resource management (or HRM) is therefore concerned with the fundamental task of defining and analyzing jobs in organizations.
What is an example of indirect compensation when it comes to rewards that are given to employees? Answer: Rewards that are given for simply being a part of the organization Compensation that is given simply for being a member of the organization is often referred to as indirect compensation. Once employees are on the job, it becomes necessary to determine how well they are doing and to reward them accordingly. Although rewards based on performance can increase an employee's motivation to perform, other forms of compensation are given simply for being a member of the organization. Those rewards that are directly linked to performance on the job are often referred to as direct compensation. Performance appraisals are important for both measuring and monitoring an employee's contribution, but they are also often the basis for deciding what? A. Whether or not to give promotions Answer: Whether or not to give promotions Performance appraisals are frequently the basis for promotions, trainings and raises, as well as terminating employees. As such, it is critically important that they accurately reflect the performance of employees. When working to improve the organization's quality of work life, it is important to look at wAhich part of
the organization? Answer: The physical health environment at work When working to improve the organization's quality of work life, it is important to look at both the physical health and the safety environment of the organization as well as the psychological aspects. While in the past, the primary health and safety focus was on the physical work environment, a growing concern now exists about the psychological work environment. Many firms realize that their strategic and competitive advantage is directly impacted when the work environment of employees is poor. What are the basic functions of HR management? planning, organizing, staffing, leading, and controlling Why are HR functions and activities important? they serve to attract, retain, and motivate employees. What are the four implicit HR objectives: 1. Improve productivity What are the two areas in which HR managers can make a significant contribution toward productivity improvements? work organization and design Define Quality of Work Life (QWL) The quality of life experienced by employees in their work environment Define Moral Philosophy the principles, rules, and values that individuals use in deciding what is right or wrong How do HR professionals create an organizational culture where ethical behavior is encouraged and cultivated? 1. Creating a positive work environment Define Business Ethics The values and principles that are used to evaluate whether the collective behavior of members of an organization are appropriate. What are the two separate categories of Ethical theories? 1. utilitarian theories Define utilitarian theories The theory of ethics that evaluates the rightness or wrongness of an action based on the consequences of that action example: managers can decide what course of action to take by analyzing the results of each possible decision and choosing the option that has the most desirable results. Define deontological theories The theory of ethics that evaluates the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences Note: Deontological theories do not focus on the results of an action, looking instead at whether an action is good in and of itself. Deontological ethics focuses more on moral obligations and responsibilities of individuals to do the right thing. HR functions are important because they serve to attract employees (an explicit objective). HR also has a few implicit objectives. Which of the following is an implicit HR objective? A. Improvement in retaining individuals Answer: Improvement of productivity HR functions and activities are important largely because they serve to attract, retain, and motivate employees. However, it is also widely acknowledged that by doing an effective job in realizing these explicit objectives, HR functions and activities can positively affect the bottom line. Conversely, a poor selection of an employee or a poorly designed program to maintain employee motivation renders the employee unsatisfied, and performance suffers. There are three implicit HR objectives: improvement of productivity, improvement of quality work life, and ensuring legal compliance. Which position in the organization determines how important human resource management will be to that organization? A. Middle managers Answer: Top management Top management often determines how important HRM will be within the organization. If top management minimizes the importance of people and the HR department to the organization's overall success, line managers and others will do likewise. As a result, those in the HR department will likely only perform the most routine activities and resort to responding in a "reactive" manner to needs, rather than making "proactive" contributions. On the other hand, when top management relies on HR to make strategies and other important decisions, others will follow, allowing HR the opportunity to contribute and help achieve organizational goals. As the world has become increasingly complex, managers and others have come to realize the important and critical role of HR. In the early 1900s, what was Human Resources primarily concerned with? A. Being a protector Answer: Distributing paychecks and working with unions The basic functions for HR management include planning, organizing, staffing, leading, and controlling. In the early 1900s, HR was primarily focused on distributing paychecks and hiring employees. The 1930s saw the passage of pro-union legislation as personnel staff assumed roles to protect their organizations in interactions with unions. After President Johnson signed the Civil Rights Act of 1964, personnel took on a whole new role as the protector. Today, the HR practitioner is becoming increasingly important as a strategic partner. Which of the following is not a way HR professionals can create an ethical organizational culture? A. Creating a positive work environment Answer: Constant monitoring of employees The seven ways HR professionals can create an ethical organizational culture are: 1) creating a positive work environment, 2) hiring ethical individuals, 3) providing ethical training, 4) labeling and modeling ethical behavior, 5) creating a well-defined code of ethics, 6) establishing an open-door policy, and 7) providing an employee assistant program (EAP). What is one way that HR can improve the quality of life for most employees in today's world? A. Be very detailed in defining employee tasks and responsibilities, creating a very structured work
environment Answer: Increase the amount of control employees have over their own jobs Most employee today desire more self-control and a chance to make a greater contriburion to the organization. Many employers are convinced that by providing opportunities for employees to realize these aspriations, employees will be more content and, as a result, the quality of work life within the organization will improve. Define Strategy 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 Refers to how an organization is going to compete What are the example of indirect compensation?Indirect compensation is a type of payment to an employee that doesn't involve directly paying a wage or salary. Examples of an indirect compensation arrangement include offering your employees health insurance, life insurance, or employee stipends (also called fringe benefits).
What are indirect compensations?Indirect compensation refers to the various forms of non-monetary pay offered to employees, that can include everything from common contractual features to useful, attractive benefits.
What is the most common indirect compensation?9 examples of indirect compensation. Pension plans. Companies manage pension plans on behalf of their employees to ensure professionals have financial security when they retire. ... . Child care benefits. ... . Company cars. ... . Benefits. ... . Overtime pay. ... . Annual leave. ... . Educational benefits. ... . Company technology.. When an employee is given some indirect rewards for their association with the company it is known as?This type of benefit is often termed as “perks” or “employee benefits”. It is the non-monetary benefit offered to an employee."
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What is an example of indirect compensation when it comes to rewards that are given to employees?
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