The Strategic Role of HRM
The Impact on Federal Legislation
3 Goals of HRM
Maintaining an Effective Workforce
Managing Diversity
100

T or F: The three broad goals of HRM are finding, developing, and expanding an effective work force. 


F: The three broad goals of HRM are finding, developing, and maintaining an effective work force.

100

T or F: Once an effective workforce has been established maintaenance is no longer necessary.

F: Maintenance of the current workforce involves compensation, wage and salary systems, benefits and (occasionally) termination. 

100

What is diversity?

All the ways in which people differ.

200

Human resource ___ is the forecasting of HR needs and the projected matching of individuals with expected vacancies.

planning

200

Pay-for-performance, also called incentive pay, means tying at least part of compensation to employee effort and performance. What is the benefit to this method.

Employees have an incentive to make the company more effiecient and profitable because if goals are not met, no bonuses are paid.

200

What exactly does managing diversity in today's global economy consist of?

Creating a climate in which the potential advantages of diversity for organizational or group performance are maximized, while the potential disadvantages are minimized. 

300

T or F: The legal and regulatory enviroment is constantly changing.

T: HR managers have to stay on top of issues that might have legal consequences. 

300

Which of the following is NOT a goal of HRM?

a. Finding an effective workforce

b. developing an effective workforce

c. expanding an effective workforce

d. maintaining an effective workforce 

c. expanding an effective workforce

300

Organizations are required by law to provide some benefits but not others. Give two examples of benefits organizations are required by law and two that organization are not required but may offer. 

1. Social security, unemployment compensation and workers' compensation

2. Vacations, onsite fitness center, educational reimbursements

400

___ ___ refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees.

Human captial

400

___ occurs when hiring and promotion decisions are made based on criteria that are not relevant.

Discrimination

400

In the selection process, employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics. The most frequently used selection devices are...

the application form, interview and employment test. 

500

The strategic approach to HRM recognizes three key elements. First, all managers are involved in managing human resources. Second, employees are viewed as assets. Third, ...

HRM is a matching process, integrating the organization's stratgey and goals with the correct aproach to managing human capital. 

500

Name a major federal law related to human resource management.

Equal oppurtunity/discrimination laws, civil rights act, americans with disabilities act, vocational rehabilitation act, age discrimination in employment act, civil right act, title vii, compensation/benefits laws, health insurance portabiility and accountability act (HIPAA), family and medical leave act, equal pay act, health/safety laws, patient protection and afforable care act, consolidated omnibus budget reconciliation act, occupational safety and health act...

500

Many organizations use internal recruting, or promote-from-within policies, to fill their high-level positions. Internal recruiting has two major advantages, what are they?

It is less costly than an external search, and it generates higher employee commitment, development, and satisfaction because it offers oppurtunities for career advancement to employees rather than outsiders.

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