business quiz hr

The functions of HR management

- HR compliance - employee selection, hiring and onboarding - performance management - compensation rewards and benefit - talent development and succession planning Human resources is responsible for driving the strategy and policies in these areas to be in accordance with and in support of the overall business strategy.

five aspects of HR Compliance

- contract compliance - values compliance - policy compliance - ethical and moral compliance - regulatory compliance

Human Resource - Compliance definition

- human resource compliance is an area that traces back to the very origin of the human resources function - to administrative and regulatory functions. compliance continues to be a very important area that HR manages. - through their compliance efforts, human resource departments protect their organizations from criminal prosecution, governmental and civil lawsuits, damage to their public image, and employee dissatisfaction. - on the positive side, these efforts can make organizations more productive and help them become more attractive employers.

types of performance management systems

- management by objective - annual performance review - forced ranking - 360-degree feedback - self-assessment

forced ranking

- popularized by general electric chairman jack welch - calls for business leaders to rank their employees - incorporates he "bell curve" into the evaluation - the top 20% receive most of the incentive rewards - the middle 70% get to "keep their jobs" - the bottom 10% are "coached up" or "coached out"

the evolution of HR management

- the concept (if not the name) was popularized in the late 19th century - employee "well-being", as a field of study, was necessitated by the Industrial Revolution - labor unrest and the forming of labor unions in the late 19th and early 20th centuries led to a change in the relationship between management and labor - the Clayton Antitrust Act of 1914 - the discipline of personnel administration/personnel management was largely aimed at cultivating positive relationships between management and labor - the rise in Federal Labor Law led to legislative compliance becoming a primary focus - Human Resource Management became the dominant term - It reflected the view that employees were no longer a "thing" to be managed but a competitive advantage to be maximized 1900: employee welfare 1920-1930: personnel administration 1940-1960: personnel management 1970-1980: personnel/human resource management 1990: human resource management 2000: strategic human resource management

intro to HR management

- the evolution of human resource management - the value of HRM departments - the functions of HRM departments

compliance - best practices

- to ensure the successful management and oversight of the many compliance rules and regulations, the human resources team must utilize best practices to inform and hold employees accountable to HR compliance practices. some of these best practices include education and training, documentation, and audit. each of these is described in greater detail, and will help HR achieve its important goal of maintaining HR compliance for the organization. - education and training in the areas of compliance and labor law is critical to ensure that applicable laws and regulations are being followed. these laws can change from year to year, so the HR professionals in the organization need to ensure that they are engaged in ongoing education and training. it is not just imperative for the HR professional to receive training. in. many organizations, managers receive training on key rules and regulations (such as FMLA or ADA, to name a few) so that they have a foundation of knowledge when dealing with employee situations and potential risk areas. human resources and management need to partner to ensure alignment on compliance issues - especially when there is a risk that an employee situation treads into compliance regulation territory. - documentation of the rules and regulations - in the form of an employee handbook - can be one of the most important resources that HR can provide to the organization to mitigate compliance risk. the handbook should be updated regularly and should detail the organization's policies and procedures and how business is to be conducted. legal counsel should review any such documentation before it is distributed to ensure that it is up-to-date and appropriate for the audience. - scheduling HR compliance audits should be part of the company's overall strategy to avoid legal risk. noncompliance can cause enormous financial and reputational risk to a company, so it is important to have audits that test the organization's controls and preparedness. when the human resources function takes the lead in implementing audits and other best practices, they create real value for the organization.

A potential element of the performance management process, this activity provides peers, superiors and customers the opportunity to evaluate an employee's performance.

360-degree feedback

succession planning

the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant.

performance management

the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.

A business's "total rewards strategy" includes six elements that are designed to motivate and inspire its workforce toward excellent performance. T/F?

true

This process of defining policies and procedures to ensure employment and work practices align with business objectives is known as which of the following?

HR Compliance

the value of HR management

Human resource management provides value to an organization, to a large extent, via its management of the overall employee life cycle that employees follow.

Biblical Worldview

James 5:1-6 - Now listen, you rich people, weep and wail because of the misery that is coming on you. 2 Your wealth has rotted, and moths have eaten your clothes. 3 Your gold and silver are corroded. Their corrosion will testify against you and eat your flesh like fire. You have hoarded wealth in the last days. 4 Look! The wages you failed to pay the workers who mowed your fields are crying out against you. The cries of the harvesters have reached the ears of the Lord Almighty. 5 You have lived on earth in luxury and self-indulgence. You have fattened yourselves in the day of slaughter.[a] 6 You have condemned and murdered the innocent one, who was not opposing you. - What's the scene we've been dropped into by James? - Who is testifying against these "rich people?" - What are the allegations they're making? - Do Christian business leaders have an obligation to their employees? - What is their responsibility to exalting God's name? "To whom much is given, much is required." - Luke 12:48

This compensation approach offers competitive pay in the marketplace and allows for differentiation of compensation based on employee performance.

Pay-for-performance

360 degree feedback

a feedback process where not just your superior but your peers and direct reports and sometimes even customers evaluate you.

merit increase

a raise in salary to reward an employee for the quality of the work.

9-box grid

an individual assessment tool that divides and evaluates the current performance of an employee, and their potential for future growth.

contract compliance

contract compliance is that form of HR compliance dictated by the needs for organizations to faithfully operate within the binding aspects of the contracts to which they've agreed. - these contracts include contracts with : customers and clients, contract "employees", labor unions, and 3rd party service providers - this aspect of compliance also involves a form of contract management that seeks to ensure that government agencies, contract holders and, in some cases, grant recipients, are complying with government standards regarding equal opportunity employment.

"ROWE" stands for "Results Only Work Environment" and represents a leading-edge approach to employee time management that allows employees greater flexibility in their work schedules, while requiring below average performance in their work responsibilities. T/F?

false

A type of pay increases associated with an employee's work performance is known as a cost of living adjustment. T/F?

false

In the video "The Puzzle of Motivation," Daniel Pink argues that traditional forms of employee incentives are perfectly appropriate for the challenges of 21st century businesses. T/F?

false

The group of people who are responsible for leading and directing the efforts of a business is known as labor. T/F?

false

The economic value of a worker's or a group of workers' experience and skill is known as which of the following?

human capital

human capital

intangible assets that include training, education, and loyalty that employers value, as these skills can increase the productivity and success of a company.

Cost-of-living adjustment (COLA)

pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation.

performance management system

performance management is a corporate management tool that helps managers monitor and evaluate employees' work. performance management's goal is to create an environment where people can perform to the best of their abilities and produce the highest-quality work most efficiently and effectively.

policy compliance

policy compliance is that aspect of HR Compliance, in which organizations devote the necessary energy to ensure they are following their own established policies.

HR outsourcing

process of hiring external HR professionals to do the HR work that was previously done internally.

management (as differentiated from labor)

refers to the process that includes numerous decisions around labor and the activities involved.

regulatory compliance

regulatory compliance in an organization's adherence to laws, regulations, guidelines and specifications relevant to its business processes. violations of regulatory compliance often result in legal punishment, including federal fines... as the number of rules has increased, regulatory compliance management has become more prominent in a variety of organizations. the development has led to the creation of corporate, chief and regulatory compliance officer and compliance manager positions. a primary job function of these roles is to hire employees whose sole focus is to ensure the organization conforms to stringent, complex legal mandates and applicable laws.

Which of the following is the process of identifying and acquiring skilled workers to meet your organizational needs?

talent acquisition

ethical and moral compliance

that which is legal isn't necessarily moral or ethical. it's this standard that's the mark of a remarkable organization. those committed to doing the "right thing: aren't only interested in complying with the law. they're committed to a higher standard. these companies challenge themselves to behavior that treats others as they would wish to be treated.

labor (as differentiated from management)

the group of individuals who work for a company in the human resources department, they can be working in various parts of the organization.

HR compliance

the process of defining policies and procedures, to ensure that your organization adheres to all applicable labor and employment laws.

talent acquisition

the process of finding and acquiring skilled candidates for employment within a company; it generally refers to a long-term view of building talent pipelines, rather than short-term recruitment.

values compliance

values compliance is that aspect of HR Compliance dedicated to making sure that organizations behave in a manner consistent with the stated values of the organization. an organization's values often define the culture of that organization. therefore, they are critical in establishing how employees, at all levels, are expected to treat those in relationship with the company and how those same people can expect to be treated.