D351 WGU - Study Guide - Section 1 - HR Roles

Scheduled maintenance: 13 January 2026 from 09:00 to 11:00 D351 WGU - Study Guide - Section 1 - HR Roles Trinity_Walker315 Created 16/11/23 Save Share Lesson 1 - HRM and Its Functions Importance of Relationship Building and Engagement in HRM Definition of Employee Engagement Lesson 2 - HR Work, Roles, and Responsibilities Differences between Traditional and Present View of HRM Four HR Critical Dependent Variables Relationship building and engagement help create a positive work environment• Improves employee morale• Contributes to the success of the organization• Combination of job satisfaction, ability, and willingness to perform at a high level and over an extended period •

Traditional view: HRM is a cost center, does not generate revenue•

Present view: HRM is a productivity center, helps generate revenue by placing the right people in the right positions • Productivity: amount of output per unit of input, efficiency and effectiveness• Employee engagement: combination of job satisfaction, ability, and willingness to perform at a high level and over an extended period •

Turnover: permanent loss of workers from the organization• Give it a go

Lesson 3 - HRM Skillsets Four Major HRM Skill Sets Lesson 4 - HRM Role and Perceptions Line Managers' Six HRM Responsibilities Eight Major HRM Discipline Areas Major Resources for HRM Careers

Absenteeism: temporary absence of employees from the workplace•

Technical skills: ability to use methods and techniques to perform a task•

Interpersonal skills: ability to understand, communicate, and work well with others• Conceptual and design skills: ability to evaluate a situation and implement a solution•

Business skills: provide analytical and quantitative skills•

Legal considerations: knowledge of major employment laws•

Labor cost controls: understanding of legal and ethical ways to control labor costs•

Leadership and motivation: significant function•

Training and development•

Appraisal and promotion: primary individuals who evaluate workers' work

performance • Employee safety and security: primary responsibility for the safety and security of workers •

The Legal environment: EEO and diversity management•

Staffing: job analysis, recruiting, and selection•

Training and development: training processes, talent development•

Employee and labor relations: coaching, counseling, discipline processes•

Compensation and benefits: pay and benefits packages•

Safety and security: ensuring a safe job environment•

Ethics and sustainability: managing sustainability efforts•

People Analytics: identifying patterns and addressing potential risks•

Society for Human Resource Management (SHRM)• ATD (The Association for Talent Development)•

Five Parts of the Practitioner's Model for HRM Lesson 5 - HRM Strategies Factors Impacting Organizational Strategic Decisions Lesson 6 - HRM Structures Major Components of Organizational Structure Lesson 7 - HRM Policies, Procedures, & Laws The OUCH Test and Its Four Components The Human Resource Certification Institute (HRCI)• WorldatWork• First Level: fundamental items for organization stability and compliance with laws•

Second Level: job determination, recruitment, selection, and productivity•

Third Tier: managing chosen human resources, training, performance appraisal,

maintaining positive relationships • Fourth Tier: rewarding and retaining employees through compensation and benefits• Top Tier: minimizing turnover and dissatisfaction, fair compensation planning, safe and secure workplace •

Vision: outlines the future state of the organization•

Mission: outlines actions to achieve the vision•

Three types of strategies: cost leadership, differentiation, focus or niche•

Complexity: degree of vertical, horizontal, and spatial differentiation•

Formalization: degree of job standardization•

Centralization: degree of decision-making concentration•

Objective: employment actions should be objective rather than subjective•

Uniform in application: applied uniformly to all individuals•

Consistent in effect: consistently affect all groups•

Job relatedness: directly related to the job being applied for•

This product is enhanced with AI and may provide incorrect or problematic content. Please report any Major Equal Employment Opportunity (EEO) Laws EEOC Functions, Employee Rights, and Employer Responsibilities Types of Sexual Harassment and Reducing Company Risk Employer Accommodation to Avoid Religious Discrimination Equal Pay Act of 1963• Title VII of the Civil Rights Act of 1964• Age Discrimination in Employment Act of 1967• Vietnam Era Veterans Readjustment Assistance Act of 1974• Pregnancy Discrimination Act of 1978• Americans with Disabilities Act of 1990• Civil Rights Act of 1991• Uniform Services Employment and Reemployment Rights Act (USERRA) of 1994• Veterans Benefits Improvement Act of 2004• Genetic Information Nondiscrimination Act of 2008• Lilly Ledbetter Fair Pay Act of 2009• Immigration and Nationality Act of 1952• Immigration Reform and Control Act of 1986• EEOC functions: investigating and resolving discrimination complaints, gathering statistical information, running education and outreach programs • Employee rights: bring a discrimination complaint, participate in EEOC proceedings, sue employers for illegal discrimination •

Employer responsibilities: avoid retaliation, create a fair work environment•

Quid pro quo harassment: benefit or punishment contingent on sexual advances•

Hostile work environment harassment: behavior creating a sexual environment•

Reducing risk: develop policies, communicate them, provide reporting mechanism,

follow just-cause procedures, carry out disciplinary action • Employers must provide reasonable accommodation for employees' sincerely held religious beliefs or practices, unless it imposes undue hardship on business operations •