Human Resource Management
Labor-union negotiations are part of which HR management activity?
Employee relations. Labor-union relations and negotiations are part of the HR management activity of employee relations. Staffing involves making sure human resources needs are filled. Training and development involves making sure employees are productive and knowledgeable. Compensation and benefits involves making sure employees get paid.
Which of the following business trends affects HR management: Select one: a. Costs of business going down b. Lack of new technology c. No restructuring d. Globalization
Globalization. A growing trend toward globalization is one of many business trends that affects HR management activities. Costs of business are going up. Companies are often restructuring to save money. And, new technologies seem to pop up overnight.
Human resources are a company's most important resources because
They control all other company resources. Human resources are a company's most important resource because they control all other company resources. That's why it's so vital to have appropriate human resources in place at all times. Human resources are not necessarily a company's most expensive or least expensive resource.
Which of the following is a compliance issue: a. Conflict mediation b. Performance management c. Minimum wage d. Car-pool organization
Minimum wage. Minimum wage is controlled by law; therefore, it is a compliance issue for companies. Conflict mediation and car-pool organization are tasks that fall under the HR management activity of employee relations. Performance management is a task that falls under the HR management activity of training and development.
The part of staffing that involves seeking out and attracting qualified potential job candidates is called
Recruiting. The part of staffing that involves seeking out and attracting qualified potential job candidates is called recruiting. HR managers have many different methods for recruitment, and they will choose the ones that are most appropriate to their industry and the position(s) available. Training is an HR management activity that ensures employees are knowledgeable and productive. On-boarding is an HR management activity that gets a new employee started on the job. Interviewing comes after recruiting—recruiting produces potential candidates to interview.
The people who work to produce goods and services are known as
Human resources. The people who work to produce goods and services are known as human resources, and they are invaluable to a company. Capital, raw materials, and facilities are other resources that businesses use; they are all controlled by human resources.
Which of the following is an example of an employee-assistance program: a. Corrective action b. Training on the use of dangerous power equipment c. Career and education planning d. Compensation
Career and education planning. Career and education planning is an example of an employee-assistance program a company may offer. Employee-assistance programs are part of the HR management activity of employee relations. Compensation is pay for work completed, not extra assistance. Training on the use of dangerous power equipment is a compliance issue. Corrective action is a training and development issue that occurs when an employee's performance is not up to standard.
In what way might an HR manager be involved in employee benefits?
Determining eligibility and costs. An HR manager might be involved in employee benefits by developing a benefits plan and determining eligibility and costs for employees. An HR manager would not be responsible for selecting an employee's personal plan options, collecting insurance payments from employees, or choosing an employee's vacation days.
The first task in the HR management activity of staffing is
Determining need. The first task in the HR management activity of staffing is determining need. A company cannot fill job positions with appropriate employees until it knows exactly where human resources are lacking. Determining job descriptions, recruiting, and screening and selecting applicants are all staffing activities that occur after need has been determined.
When HR management executives participate in a company's long-range planning efforts, they are taking part in
Strategic management. When HR management executives participate in a company's long-range planning efforts, they are taking part in strategic management. Strategic management may take into account marketing, budgeting, and financial analysis, but HR managers will be present to ensure that the company is planning now to have the human resources it needs tomorrow.
A job specification is an explanation of
The skills, knowledge, and characteristics required for a job. A job specification is an explanation of the skills, knowledge, and characteristics required for a job. It describes what an employee in that position should be. An explanation of the responsibilities and tasks associated with a job is a job description. It describes what an employee in that position does. A job specification does not indicate the physical location of a job or who manages the department where a job position is open.
Which of the following is a reason that the role of HR management is changing: Select one: a. The workforce is younger than ever. b. Employees place a greater emphasis on work over personal lives. c. There is greater diversity in the workforce. d. Business costs are going down.
There is greater diversity in the workforce. Greater diversity now exists in the workforce, in terms of gender, age, culture, and ability. The average employee is no longer a white male—a greater variety of backgrounds, perspectives, and needs are represented. HR managers must take this diversity into account when performing their job tasks. The workforce is older than ever before. Business costs are constantly rising, and employees now place a greater emphasis on finding balance between their work and personal lives.
Which of the following is a purpose of an exit interview: Select one: a. To gather further insight into the competition b. To gauge employee attitudes about social issues c. To negotiate compensation and benefits d. To gain constructive suggestions for improvement
To gain constructive suggestions for improvement. Exit interviews are discussions with employees who are leaving that are designed to gain feedback for the business. Exit interviews aim to gauge employee attitudes about a company (not outside issues or competition), and gain constructive suggestions for improvement. They are not designed to negotiate compensation and benefits—this would take place with a new employee, not one who is leaving.
True or false: All employees make an impact on a business.
True; all employees make either a positive or negative impact on a business. A good employee in a certain job position can boost a company's productivity, help create profit, and contribute to a pleasant working environment. The wrong employee in that same position may not only cause a company to miss out on these benefits but can also create negative results in their place. Not all employees make a positive impact. Managers, supervisors, executives, and board members are not the only people who make an impact on a business.
A commission or bonus is an example of a form of
Compensation. A commission or bonus is an example of a form of compensation. Compensation is pay for work completed. It comes in different forms for different employees. Some make an hourly wage; others, a yearly salary. Compensation may also include certain financial incentives, such as commissions or bonuses. HR management oversees compensation and benefits for all employees. Benefits are advantages employees receive in addition to their monetary compensation, such as health insurance, retirement accounts, paid vacation and sick time, etc. Employee contracts may include terms involving commission or bonuses, but these forms of compensation are not types of contracts. Employee-assistance programs do not involve compensation.
Making sure a company follows laws and regulations describes the HR management activity of
Compliance. Compliance is an HR management activity that ensures a company is following all applicable laws and regulations. Staffing is an HR management activity that ensures a company has appropriate employees available and ready to work. Compensation and benefits is an HR management activity that ensures a company's employees are paid. Employee relations is an HR management activity that ensures a company's employees have positive working relationships.
After a company's training needs are determined, what is the next step in training and development?
Determining what training resources are available. After a company's training needs are determined, HR or other managers will determine what training resources are available, such as who will conduct the training and what materials will be used. HR management may also manage employee performances, keep records for personnel files, and dismiss employees who are not up to standard, but none of these is the next step after determining training needs
True or false: Companies without an HR department do not participate in HR management activities.
False; in companies without HR departments, other managers and supervisors participate in HR management activities. Human resources management is a function of business, as well as a department. In other words, bigger companies may have a great number of employees dedicated solely to managing human resources, but in small businesses without an official "HR department," this important function still remains. And, even in big companies, human resources management is not contained solely within the HR department—supervisors and managers across the organization also take some part in managing human resources, although their level of involvement varies from business to business. Smaller companies need HR management as much as bigger ones, and HR managers aren't the only ones who can complete these activities. Not all employees will participate in HR activities, however.
Which of the following is an on-boarding activity: Select one: a. Grievances b. Orientation c. Exit interviews d. Compliance
Orientation. Orientation is an on-boarding activity, an HR management activity that gets new employees started on the job. It may involve giving the employee a tour of the facilities and making introductions, giving the employee information about company procedures and policies, and familiarizing the employee with his/her new workspace and equipment. Compliance is an HR management activity that involves making sure the company is following laws and regulations. Grievances are formal employee complaints made to an HR representative. Exit interviews are conducted with an employee who is leaving, not one who is new to the job.
Which of the following workplace-related safety and health issues would most likely be regulated by law: Select one: a. Smoking cessation support groups b. Weight-management programs c. Health education information sessions d. Storage and disposal of chemicals
Storage and disposal of chemicals. Storage and disposal of chemicals is a workplace-related safety and health issue that is most likely regulated by law. Sometimes, companies go above and beyond their legal obligations to provide safe and healthy work environments and offer optional programs such as weight-management programs, smoking cessation support groups, and health education information sessions.
