HR353 Final Exam Answers
1. Define ‘human Resource management’
2. How HR influences organizational performance (76, 80)?:
3. HR initiatives that impact the diverse workforce, the global economy, downsizing, and new legislation (447-448)
4. Factors influencing worker motivation that managers can impact (89):
5. Job analysis (9), job description (177), job specification (177):
6. Compliance with HR law (113-116):
7. Why employees join unions (528)?
8. Employment-at-will-doctrine (592):
Terms and Topics to Review for the Exam
- ADA (115) –.
- Open Door Policy (594) –
- Assessment Center (277) –
- Career Progression (181) –
- Recruitment (229) –
- Job Postings (231)
- Job Enrichment (166) –
- Attrition (144)
- Compressed Work Week (212)
- Progressive discipline (207) –
- 11. Job content (162) –
- FMLA (116) –
- Job dissatisfaction (93)
- Effective Orientation Programs (271-272) –
- Selection Process (229) – Is the process of choosing among those who do apply.
- Why Labor Unions were founded (528-530) –
- Outsourcing (52)
- Technology Sharing –
- Kotter’s Research and theory (85) –
- Equal Pay Act of 1963 (113) –
- Wage garnishment (196) –
- HR Planning (136) – Is the process of assessing the organization’s human resources needs in the light of organizational goals and changing conditions and making plans to ensure that a competent, stable work force is employed.
- Job Analysis (176) – Is the systematic investigation of job content, the physical circumstances in which the job is carried out, and the qualifications needed to carry out job responsibilities.
- Incentive plans (427) – Provide financial or nonfinancial rewards to employees who make substantial contributions to organizational effectiveness. There are many kinds of incentive plans, offering various rewards on different bases.
- Union Shops (33) – All workers in a bargaining unit are required to become union members after a certain period of employment.
- Collective Bargaining (31) – Is the process in which union leaders, as representatives of workers, negotiate with employers over working conditions such as hours and compensation.
- EAPs (515) – Employee assistance programs have been defined as more or less structured programs that utilize technical, administrative, and professional human services and personnel people, on either a contractual or an employment basis, to meet the needs of troubled employees.
- Laboratory training (342) – Can be described as experience-based learning workshops that utilize one or more approaches, such as case discussions, role plays, computer simulations, management games or problem-solving exercise, and/or relatively unstructured group discussions.
- Skills-based pay (168) – Are team members paid according to the number of tasks they can perform or the number of skills mastered.
- Mentoring (340) – Is a wise and trusted counselor or teacher; can be on a person-to person basis, or a mentor can meet with a small group of four to six protégés, or both indv and as a group.
- Lateral transfers (273) – Employees may be reassigned or asked to transfer from one job to another, one department to another, one shift to another, or one geographic location to another.
- Work procedures –
- BARS (373) – Behaviorally anchored rating scales focus on a specific job behaviors rather than traits or characteristics. These scales reduce the amount of judgment or subjectivity required of the rater and rely mostly on the rater’s powers of observation.