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C202 - Managing Human.....collage courses, Exams of Human Resource Management

GateWay Community CollegeHuman Resource Management

C202 - Managing Human.....collage courses Managing Human C202 college course C202 course human resources C202 Managing Human course C202 college course online Managing Human college course C202 HR management course human resources college course C202 course enrollment C202 online classes human resource management course college courses in human resources C202 syllabus Managing Human C202 curriculum HR management college course C202 course modules Managing Human C202 lessons C202 college course materials C202 distance learning Managing Human resources education C202 course details human resource management education C202 professional development C202 for HR professionals Human resources training course C202 academic schedule C202 lecture series C202 classroom sessions C202 degree program

Typology: Exams

2024/2025

Available from 06/14/2025

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C202 - Managing Human Capital Final Exam
1. the organizational function responsible for attracting, hiring,
developing, rewarding, and retaining talent
Ans HRM
2. staffing, health/safety, performance management, employee
management relations, rewards/benefits, training/development
Ans 6 HRM func- tional areas
3. improves efficiency, contributes to revenue growth,
increase employee understanding, develop enhance employee capabilities
(helps employees
focus on things
Ans HRM systems influence performance
4. -by improving organizational efficiency
-contributing to revenue growth
-enhancing employee capabilities and talents(goal attainment)
-increase employee engagement
-ability to manage change
Ans HRM Systems influence performance of an organiza- tion
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Download C202 - Managing Human.....collage courses and more Exams Human Resource Management in PDF only on Docsity!

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C202 - Managing Human Capital Final Exam

  1. the organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent Ans HRM
  2. staffing, health/safety, performance management, employee management relations, rewards/benefits, training/development Ans 6 HRM func- tional areas
  3. improves efficiency, contributes to revenue growth, increase employee understanding, develop enhance employee capabilities (helps employees focus on things Ans HRM systems influence performance
  4. -by improving organizational efficiency -contributing to revenue growth -enhancing employee capabilities and talents(goal attainment) -increase employee engagement -ability to manage change Ans HRM Systems influence performance of an organiza- tion

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  1. HRM policies and strategies must match with competitive environment and immediate business conditions Ans HRMs role in executing an organization's business strategy
  2. defines how the firm will compete in the market Ans Business Strategy
  3. system of beliefs about how its employees should be treated
  • diversity
  • ethics -time of careers -viewment of employees Ans Talent Philosophy
  1. document of the organization's HRM policies and procedures that help employees learn the company's HRM (helps employees easily research top- ics) Ans Employee Handbook
  2. professionals, managers, individual employees, service centers, outside vendors, employer organizations Ans HRM is performed by
  3. technology based platforms that help human resource management professionals securely house sensitive employee records

4 /

  1. sourcing uses analytical skills to generate recruiting leads. Sourcing and recruiting influences what employees can do. Ans The Relationship between sourcing and recruiting
  2. are fast and inexpensive internal job recruiting- employers can directly apply being overlooked is reduced Ans Internal recruiting
  3. has job fairs, job boards, offshoring to rehire candidates Ans External recruiting
  4. -presents an honest and accurate picture -minimizes losses -Sharing only appropriate info -maintaining confidentiality -providing timely info -Talent from competitors -misleading recruits about the nature of the job Ans Realistic Job Preview
  5. the pay an employee receives in the form of wages, salary, bonuses, commissions Ans Direct compensation

5 /

  1. benefits consist of all the tangible and financially valued rewards that are not included in direct compensation, including free meals, vacation time, health insurance Ans Indirect compensation
  2. reflects the size and scope of employees responsibilities Ans Base Pay
  3. employees rewards and incentives that are not financial in nature Ans Non Financial Compensation
  4. pay employees a set amount regardless of performance Ans Fixed Pay
  5. base some or all of an employee's compensation on employees, teams, or organization Ans Variable Pay
    1. will pay based on what is done or how it is performed (reinforces the competitive advantage) Ans Variable Pay 2
  7. performances must meet needs and or exceed standard Ans Drawbacks of Variable Pay
  8. passed in 1938 to stimulate economic recovery from the Great

7 /

  1. -recognize and reward high performers -increase the likelihood of achieving corporate goods -improve productivity -move away from an entitlement culture Ans 4 Reasons Organizations give trying to performance
  2. it determines the degree to which people will be able to satisfy many of their needs and wants. Ans Pay For Performance is a powerful motivator
  3. comes from interest in or enjoyment from doing a task Ans Intrinsic motivation
    • I am usually never intrinsic motivated with a job because I have yet to enjoy a job fully
  • I am usually always extrinsically motivated because I am always trying to work towards something Ans Extrinsic motivation- comes from outside the individual including performance bonuses
  1. employee behaviors and outcomes Ans Different types of incentives target differ- ent
  2. Benefits to attract employees so the better benefits the better worth in being an employee

8 / Ans Employees are indirectly compensated through benefits meaning

  1. to attract and retain talent and enable employees to perform better, pro- mote health, provide financial protection, improve employees work life and balance Ans Purpose of benefits
  2. economic and productivity reasons Ans 2 Conditions to provide better benefits than competitors
  3. housing, relocation, transportation allowances, health, dental, life insur- ance, flextime, telecommuting Ans Focus is on attraction & recruitment
  4. Benefits such as flextime, fitness center, financial and retirement planning, onsite daycare, elders, personal days Ans Decreasing Employees Stress
  5. mandatory, customary, optional Ans Types of Benefits
  6. Benefits that each employer is required to provide Ans family medical leave act (FMLA), cobra health coverage, unemployment compensation, workers' compensation, and Social Security. Ans Mandatory Benefits
  7. life insurance, disability insurance, health insurance, retirement

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  1. A form of insurance paid by the employer providing cash benefits to workers injured or disabled in the course of employment Pays medical cost job related illness or accident Ans Workers Compensation
  2. Federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill family member or for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty Ans FMLA (Family and Medical Leave Act)
  3. some organizations offer benefits that are not common such as free food, bringing pets to work, oil change, dry cleaning service...etc. other options more unique for employees to offer Ans Creative Benefits
  4. how to survey and focus on employee needs and commitment depending on employee talent and competition Ans Managing Benefits
  5. gaining popularity due to increase health care and daycare prices

11 / Ans Flexible Plans

  1. meaning they are a great importance to the companies, so their safety is important Ans Employees are the driving force of a safety culture
  2. providing safe work conditions, adequately training all staff, conducting regular safety checks Ans 3 Most powerful factors that influence employee safety culture
  3. shared attitudes, beliefs and practices that shape employees safety behav- ior Ans Safety Culture
  4. provides training, information in safety and health Ans OSHA
  5. saving money, reduce rising health care cost, promote healthier employee behavior Ans 3 Ways a company can benefit from in- vestment
  6. wellness programs is a program that benefits the employers workers comp is paid to the employers Ans Wellness program and workers comp claims
  7. To help an employee to live a healthy lifestyle to avoid getting sick and costing the company money... such as Ans check ups, gym memberships, training, seminars, and other

13 /

  1. manageable levels of stress that generate positive emotions including satisfaction, excitement and enjoyment good stress (job satisfaction) Ans Functional stress
  2. Decreases performance and may result in burnout; a constant lack of interest and motivation to perform one's job bad stress (job dissatisfaction) Ans Dysfunctional stress
  3. teasing, gossiping, etc Ans Words to describe bullying
  4. repeated incidents or a pattern of behavior that is intended to intimidate, offend, degrade, or humiliate a particular person or group of people Ans Workplace Bullying
  5. act or threat of physical violence, harassment, intimidation, disruptive behavior Ans Workplace violence
  6. employee and assistance plan- aids in voluntary programs assisting em- ployees

14 / Ans EAP

  1. Having a collective "voice at work". Reducing employment uncertainty. Increasing fairness. Negotiating better wages, benefits and working conditions. Protecting employees against unfair dismissals. to advance workers' respect of wages, benefits, and working conditions. (labor unions) Ans Why do workers join unions?
  2. occurs when the employer and the union negotiate in good faith on employment terms and conditions to generate a written contract. Ans Collective Bargaining
  3. ALSO called the Wagner act, encourages a healthy relationship between private-sector and their employees. Was created to resolve tension or strikes and unfair labor practices. Suspend work stoppages. Ans National Labor Relations Act of 1935
  4. federal law guaranteeing collective bargaining for railroad employees

16 / Unions must file a report. Ans Landrum-Griffin Act Labor Management Reporting and disclosure Act of 1959

  1. occur when union members refuse to work, halting production or ser- vices. Ans Strike
  2. when a company is thriving and the company has not built up a large inventory of products it can distribute during the strike. Ans A strategic time to do a strike
  3. involves union members refusing to use or buy the firm's products to exert economic pressure Ans Boycott
  4. customers or suppliers that are also encouraged to boycott Ans Secondary Boycott
  5. management keeps employees away from the workplace and uses man- agement staff or replacements to run the business. Ans Lockout

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  1. when the union treasury is low or when business has sufficient inventories of finished products to supply customers for a while. Ans A strategic time to do a lockout
  2. you outsource your human resources. Will have HR working on more problems than solutions Ans A company whose employees are represented by a union essentially outsource their HRM
  3. the length of time an employee has worked for a company Ans Seniority
  4. Refers to the unwritten set of expectations of the employment relationship as distinct from the formal, codified employment contract. Ans Psychological Con- tract
  5. Unions to not favor the performance appraisal because it usually comes from a supervisor that can be biased Ans Labor Union views on Performance ap- praisal
  6. beliefs based upon promises between an employer and individual Ans Psycho- logical Contracts
  7. has low turnovers, more valuable work benefits Ans Unionized Relationship
  8. employees are committed to,

19 /

  1. Functional is low performing, Dysfunctional is a high performance Ans Func- tional and Dysfunctional