Managing Human Capital C202

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C202: Pre-Assessment - Managing ...

69 terms hayleybayley89 Preview Manag 70 terms whi Practice questions for this set Learn1 / 7Study using Learn An interview that consists of a predetermined set of questions for the interviewer to ask.Use scoring keys Describe the primary Functions of HR1. Staffing

• Health and Safety
• Performance Management
• Rewards and Benefits
• Training and Development
• Employee and Management Relations

Choose an answer 1unstructured interview2situational interview 3structured interview4nondirective interview Don't know?

StaffingAcquiring, Allocating and retaining the right employees to give the company a strategic advantage.Health and SafetyKeep your employees safe at work for ethical and compliance reasons. Including physical and mental health.Employee Management relationsMaking sure both the employee and manager are represented fairly and bothy have rights. Works with unions if necessary Training DevelopmentKeeping employees trained on how to best do their jobs and up to date on skills needed Rewards and BenefitsMaking sure to keep employees rewarded and compensated fairly for their work and providing benefits to retain talent Performance ManagementAlign employees goals with companies goals and appraising and evaluating past and current work Why is HRM important?- improves efficiency

• contributes to revenue growth
• manages risk
• Convert potential performance to actual performance
• influences what people should, can and will do

How does HRM Support business strategy- Aligns company's values and goals with employees values and goals

• influences strategies of each function
• Creates integrated HRM execute business strategy

How does HRM support organizational leadership? Human resource compliance, balancing policy an legal requirements, and keeping employees engaged , motivated and productive.Ethical Standards1. Utilitarian Standard

• Rights Standard
• Fairness Standard
• Common Goods Standard
• Virtue Standard

Utilitarian StandardBalances good over harm. Doing most good or least harm Rights StandardBest respects and protects everyone's moral rights including right to privacy, to be told the truth or safe. E.g. A manager tells and employee to handle toxic substance without protective gear, the employee can refuse Fairness standardEveryone is treated equally or at least fairly.Common Good StandardShows respect and compassion for everyone, especially the most vulnerable. E.g.No child labor, unsafe working conditions Virtue StandardContains ideal virtues like civility, compassion, benevolence. E.g. REcalling products that are dangers our defect

How HRM can create the foundation for success of a merger or acquisition

• Participating in conducting due diligence
• Developing practices that support knowledge transfer and rapid learning
• Developing strategies to retain top talent and release poor performers
• Monitoring the new culture to identify ways to strengthen it
• Planning for continuous adjustment and learning through the process

Describe how Human Resource Managers may serve as internal consultants for managment -Promotes employee participation, commitment and identification with the organization -Helps hire the right talent and helps decide who to let go during layoffs Explain how HRM practices reinforce organizational culture

• Formalized Expectations and guides employees when policies don't exist
• Determines who is hired and fired
• Determines trainings, goals accountability and who is rewarded
• Plays a large role in HPWS

Explain how Diversity and inclusion benefit organizational performance

• Good PR avoiding negative publicity
• Avoid legal expenses and staying compliant
• New ideas come from diverse ways of seeing things
• Better you are able to work with all types of people, the better you will be at

your job

• Diversity fosters creativity and innovation

Define affirmative action- proactive efforts to eliminate discrimination and its past effects

• Provides employment opportunities to protected classes

Describe the differences between adverse impact and disparate treatment

• Disparate treatment is intentional discrimination based on a person's protected

characteristics

• Adverse impact occurs when an employment practice has a disproportionate

effect on a protected group, regardless of its intent Identify protected classes and the laws that protect them - Race - Title VII of the Civil Rights Act

• Religion - Title VII of the Civil Rights Act
• Disabilities - ADA
• Pregnancy - Pregnancy Discrimination Act
• People over 40 - ADEA
• Gender - Equal Pay Act

ADAAmericans with Disabilities Act—forbids discrimination on the basis of a physical or mental disability if the individual can perform "essential function" of the job.ADEA (Age Discrimination in Employment Act) protects individuals over 40 Equal Pay Act of 1963Legislation that requires employers to pay men and women equal pay for equal work Title VII of the Civil Rights Act of 1964Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship Pregnancy Discrimination ActAct that prohibits discrimination on the basis of pregnancy, childbirth, or related conditions.

The Civil Rights Law of 1991a United States labor law, passed in response to United States Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination.FLSA (Fair Labor Standards Act)Established minimum wages and maximum hours for all businesses engaged in interstate commerce ACA (Affordable Care Act)in 2010, it was designed to provide better health security by enacting comprehensive health insurance reforms that hold insurance companies, low cost healthcare for all quality Americans.HIPPA (Health Insurance Portability and Accountability Act) Provides ability to transfer and continue health insurance when people lose their jobs OSHA (Occupational Safety and Health Administration) You have to have a safe environment for employees to work in FMLA (Family and Medical Leave Act)-Grants 12 weeks unpaid job protected leave to men or women after birth of child, adoption, or illness in immediate family -Only affects businesses with 50+ employees USERRA (Uniformed Services Employment and Reemployment Rights Act) Ensures members of uniformed services are entitled to return to their civilian employment after their service IRCA (Immigration Reform and Control Act)Can't knowingly hire unauthorized aliens stereotypeBelieving everyone in a group acts the same way PrejudiceOutright Bigotry Perception of LossBelieving one will lose out if minorities or others get a chance or are trained well IgnoranceJust not knowing the employment laws, being unaware Purpose of Job Analysis- Analysis of a job and the characteristics needed by a worker to do the job well

• Describes the duties and responsibilities of the job
• Describes the characteristics of someone able to perform the job

How managers align performance metrics, organizational action plans and HR planning

• Reconciles labor demand and labor supply forecasts
• Without data, you can't support the business and strategic execution of the

company

• Identify and measure HRM activities that contribute to business strategy

execution and the organization's financial performance HRM Planning Steps1. Strategic Planning

• HRM Planning
• Forecasting Labor supply and demand
• Action Planning

Strategic PlanningA company's strategic vision, mission, values and strategy influence the type, quality, and quantity of skills employees needed