D351 Functions of Human Resources

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Students also studied Terms in this set (157) Western Governors UniversityD 351 Save Test Prep - WGU - Principles of Man...105 terms C_BondePreview WGU D351 v2 All topics study guide...176 terms ksheets596Preview WGU D351 Version 3 PA 54 terms PurpleSheep1996 Preview Functio 35 terms lanc disciplines of HRM1. The legal Environment EEO, and Diversity management

• Staffing

3.Training and development 4.Emplolee and labor relations

• compensation and benefits
• saftey and security

7.Ethics and sustainability

• People analytics
• Critical dependent variables1. Productivity
• Employee engagement
• Turnover
• Absenteeism

Organizational strategyThe process of creating, evaluating, and implementing decisions and objectives to achieve long-term competitive success major components of external factors1. Customers

• Competition
• Suppliers
• Labor force
• Shareholders
• Society
• Technology
• The economy
• Government

Workflow analysisStudy of the way work (inputs, activities, and outputs) moves through an organization

• M's of Workflow analysis1. Machines
• Materials
• Manpower
• Money
• major analysis method1. Questionaries
• Interviews
• Dairies
• Observation
• Subject matter expert (SME) panel
• job characteristics model1. skill variety
• task identity & signifiants
• autonomy
• feedback

HR forcastingidentifies the estimated supply and demand for the different types of human resources in the organization over some future period, based on analysis of past and present demand Forecasting Methods1.Quantitative forecasting 2.Trend Analysis 3.Ratio analysis

• Regression analysis

Recruiter considerations1. what policies to set

• are we going to recruit from within
• what primary recruiting sources will provide the best results.

Internal recruitment1. open, targeted, or closed

• promotable ratings and managerial sponsorship
• advantages and disadvantages

External recruitmentthe process of seeking new employees from outside the firm Uniform Guidelines on Employee Selection Procedures UGESP Training Process1. Assessment

• Objectives
• Selection
• Implementation
• Evaluation

needs assessmentthe process of identifying and prioritizing the learning needs of employees

the steps that make up the performance appraisal process

• job analysis
• develop standards and measurement methods of communication
• Informal PA and coaching
• prepare for and conduct formal PA

Preformance appraisal methods1. Ranking Method

• Graphics rating scales form
• BARS form
• Narrative method or form
• MBO method
• Critical incidents method

Levels of Evaluation methodsreaction learning behaviors results common success measuresReturn on investment (ROI) employee satisfaction customer satisfaction common methods of employee developmentFormal Education - courses and degree programs.Experience - job-related experiences, e.g., job rotation.Employee assessments - reveal how employees think, interact with others, and manage their actions and emotions.Psychological assessments - reveal employees' style of thinking, interaction, management, and leadership.Emotional intelligence assessments - reveal how employees identify, understand, and use emotions to promote working relationships.Strong onboarding programhelp retain employees create better culture enhance cultural fit with new hires key concepts of emotional intelligenceself-awareness self-management active listeningThe intentional ability to listen to others, use the content and context of the communication and respond approriatley Recruitingthe process of developing a pool of qualified job applicants labor marketthe term for the external pool of candidates from which we draw our recruits internal recruitingthe process of developing a pool of qualified job applicants from current employees to people they know.

external recruitingthe process of engaging individuals from the labor market outside the firm to apply for a job Realistic Job Preview (RJP)a review of all of the tasks and requirements of the job, both good and bad Yield RatioIs a calculation of how many people make it through the recruiting step to the next step in the hiring process.What is AI incapable of supporting due to it's lack of advancement?Analyzing speaking voices A HRM is using a piece of recruiting software and is unable to see how various results are weighed in the recruiting system.Which type of technology is this HRM using?Black-Box Technology The digital divide can cause an inadvertent disparate impact when it comes to the recruitment process.

TRUE

Message-Sending Process ModelStep 1: Develop rapport

Step 2: State your communication objective

Step 3: Transmit your message

Step 4: Check for understanding

Step 5: Get a commitment and follow up.

FeedbackThe receiver's response to a message Paraphrasingrestating the person's message in your own words Retentive listeningComprehend and remember the message questionnairea written set of questions to be answered by employees to rate satisfaction positive/negative FACES scalea measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs pulse surveysshort single question that may pop up on employees' computer screens at random times.National Labor Relations ActA 1935 law, also known as the Wagner Act, that guarantees workers the right of collective bargaining sets down rules to protect unions and organizers, and created the National Labor Relations Board to regulate labor-managment relations.Labor Management Relations ActProhibits certain unfair union practices such as closed shops. Allowed individual states to pass right-to-work laws Labor Management Reporting disclosure actaimed at eliminating corruption in labor unions