WGU C202: Know to Pass

WGU C202: Know to Pass

28 studiers today 4.6 (39 reviews) Students also studied Terms in this set (144) Western Governors UniversityC 722 Save WGU C202 Managing Human Capita...536 terms dhagedoPreview WGU c202 129 terms Johnholm14Preview WGU C202 Pre-Assessment 70 terms heather_dawn_wools... Preview WGU C 143 term tazt HRM supports the organization by creating a system that 1. acquires, motivated, manages, develops, & retains talent.

• Improve efficiency and contribute to revenue growth.
• Complies with legal requirements and limits risk.

What are 4 organizational risk?1. Strategic

• Operational
• Financial
• Compliance

HRM's 6 Primary Functions that is used to support organizational leaders.

• Staffing
• Performance Management
• Training & Development
• Health & Safety
• Employment-Relations Management
• Rewards & Benefits

They also provide professional development opportunities to employees to develop tomorrow leaders.HRM (Change in organization)HRM communicates, builds trust, reduces uncertainty, and reinforces culture.Biggest Organizational change includesMergers & Acquisitons HRM (Culture)"The way we do things around here" The norms, values, and assumptions within the organization that guide employees' attitudes and behaviors.Standards to resolve ethical dilemmaCommon good, fairness, rights, utilitarian, & virtues.

Common Good standardAsk yourself: is this going to benefit all companies all over.

Example: child labor, over-time.

Fairness Standard"Equality": Should everyone be treated equal?

Rights StandardShould I refuse to do it b/c it violates the law or company policy?

Example: a Walmart manager asking you to give his family member an employee

discount.Utilitarian Standard"Scale": How can I balance doing more good than harm?

Example: a company needing to cut back on expenses and is contemplating

whether to let 5 pt-timers go or reduce other staff's hours.Diversity (hiring all kinds of people)Enables managers to hire, retain, and motivate the best talent, which helps maximizing organization's performance.Inclusion (giving all a seat at the table and including in them sharing ideas, promotions, ...) They feel they are included, their voices are being heard.Affirmative ActionProactive efforts to eliminate discriminations and its past effects.Executive Order 11246 in 1965 (EO 11246 '65) by President Johnson Requires federal contractors to have affirmative action plan that set goals for hiring women and minorities.Federal ContractorsEmployers are considered Federal Contractors.Protected ClassGroups underrepresented in employment Title VII- Civil Rights Act- race, religion, sex, national origin, color.Portion of the Civil Rights Act of 1964 that prohibits employment discrimination.Protected class includesBlacks, native Americans, Asian Americans, Hispanic Americans, women, handicapped persons, disabled veterans, and Vietnam war veterans.Disparate TreatmentDiscrimination against protected class in employment decision (hiring, firing, promoting) It's intentional, obvious discriminatory words/actions, front end, individual or group in a protective class.Discrimination claims to EEOC (Equal Employment Opportunity. Commission) Adverse ImpactUnintentional, neutral words/actions, back end, entire protective class is discriminated against.Discrimination claims to EEOC

Job Analysis: a systematics process used to identify and

describe:

• The important aspects of a job
• The characteristics of worker needs to perform the job well.

It's used to write/rewrite a job description, determine pay, and much more.PolicyStatement about "what we do"

Example: each employees gets two weeks vacation

ProcedureSteps or process that tell you "how we do it"

Example: You must request time off two weeks in advance and have it signed of

by your manager.Employee handbookExplains policies, procedures, benefits, ... to ensure employer and employee know their rights and responsibilities.SourcingWhere/how to get candidates

Examples: what's the best way to reach ppl, reach out to a particular trade

position, or post to a job board.How does sourcing affects recruiting?Effective sourcing improves the compatibility of talent pools to open positions.RecruitingIs doing it (placing the ad, going to the job fair, ...) Overall Interview Formats1. Structured

• Unstructured

Structured Interview FormatPredetermined questions and scoring.Unstructured Interview FormatImpromptu questions and scoring.Individual Interview Questions1. Behavioral

• Case
• Situational

Behavioral Interview QuestionsAsk about the past

Example: Can you tell us a time when you had to deal with a difficult client?

Case Interview QuestionCurrent, requires you to showcase your skills Its meant to challenge your knowledge/skill.Example: Here's a financial report, take a look and tell us your thoughts on how to resolve the issue.Situational Interview QuestionFuture/hypothetical

Example: If I hired you tomorrow and a difficult client walks in, how would you

handle that?

• types of Fairness1. Distributive
• Procedural
• Interactional

Distributive FairnessOutcome. It can be measured.

Example: If 50 ppl apply for a job but only one person got the job, the ppl who

didn't get the job will think its unfair.Procedural FairnessProcess Did everyone have to follow the same steps in applying and being interviewed?Interactional FairnessPeople Were the ppl who arrange the interview, conducted the interview, and did any follow up fair in their dealings with candidates?Steps to creating effective training.Needs Objectives Design Implementation Evaluate (use Kirkpatrick's method to evaluate training).Kirkpatrick's Evaluation Method1. Reaction: doing a little survey, gauge the reaction of participants

2. Learning: doing some kind of testing (pre-test) and maybe post-test.

3. Behavior: manager helps with this, checking if you're applying what you've

learned

• Result: Overall business result; did training make an impact on the organization.

Goals (few, specific)S M A R T Feedback (ongoing)to help employees measure success, change as needed, and learn to step up and overcome challenges.Evaluation Sourcesself, supervisor, coworkers/peers, subordinates, internal/external customers.Progressive Discipline1. Counseling

• Written warning
• Suspension
• Termination