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PSHRA EXAM QUESTIONS AND CORRECT ANSWERS 100% VERIFIED
Strategy We plan an organization of follow for how to complete successfully survive and grow
Strategic planning The process of defining organizational strategy or direction and allocating resources towards its achieving
Organizational mission The core reason for existence of the organization and what makes it unique
strategic HR management the appropriate use of HR management practices to gain or keep competitive advantage
multinational corporation an organization that has facilities and other assets in at least one country other than home country
off shoring a company's relocation of a business or operation from one country to another
environmental scamming the assessment of external and internal environmental conditions that affect the organization succession planning the process of identity frying a plan from the orderly replacement of key employees
Forecasting using information from the past and present to predict future conditions
hr eithics workforce planning ch 2
. What other challenges do you think companies face when trying to manage HR planning?. In what other ways could workforce plan- ning be used to improve the hiring process?
severance benefits temporary payment me to lay off employees to ease the financial burden of employees
outsourcing transferring the management and performance of the business function to an external service provider
alternative work arrangement non-traditional schedules that provide flexible ability to employees
due diligence due diligence a comprehensive assessment of all of the business says being acquired
effectiveness the ability of a program project or task to produce a specific desired effect or result that can be measured
efficiency the degree to which operations are carried out in an economical manner
Morning and growth activities = employees training and development mentoring program succession planning and knowledge creation and sharing provide the necessary talent -human capital pool to ensure the Future organization
ROI
roi = c / a + b
a = operating cost for a new or enhanced system for a period of time b = one time cost of acquisition and implementation c = value of gains from productivity improvement for a time period
revenue per employee formula is revenue overhead count ( full-time employee equivalent and parentheses =reflects the sales revenue generated by every full-time employee
human capital value added hcva calculated by subtracting all operating expenses except labor expenses from the revenue and dividing by the full-time head count. it shows operating profit per full-time employee because labor is required to generate revenues employee meant cost or added back into the expenses.
revenue minus (operating expenses {compensation plus benefit cost})/full-time head count
human capital return on investment hcroi directly shows the amount of profit derived from investments in labor represent the
leverage the company has on labor cost operation profitability figures what it is divided by the human capital cost
revenue (operating expenses - {compensation +benefits})/ (compensation +benefits)
human economic value added h e v a wealth created per employee
net profit after taxes minus capital of cost/ full-time head count
HR audit a formal research effort to assess current state of organization HR practices
there are compliance audits to check the state of federal documentation benefits audit to review regulatory compliance benefits administration I-9 audits to review compliance with immigration regulations specific program audits to review specific HR sub areas of compensation eeo or training as well as full HR audit review all the above and all other HR functions
ch2 summary SUMMARY The strategy an organization follows is its work hours, downsizing through use of attritionand hiring freezes, implementing voluntaryseparation programs, and downsizing theworkforce. proposition for identifying how to competesuccessfully and thereby survive and grow. HR should be involved in developing andimplementing strategic initiatives throughoutthe organization. Managing a talent shortage may be addressedthrough overtime, reducing turnover, using - Strategic planning is a core business processthat results in a road map of organizationaldirection. contingent workers, and outsourcing.HR plays a crucial role in mergers and acquisitions, particularly in dealing withintegration and organizational culture issues. Strategic HR management refers to the useof practices to gain or keep a competitiveadvantage by aligning individual employeeperformance with the organization's strategicaobjectives.
case HR performance consulting and in Kershaw Rand why do HR professional need a thing more strategically in companies and why might such approaches enable HR to taking more seriously by other managers
How will you assess the talent solution framework developed for Climate Solutions Unit at In your Soul-RAND is his approach something that you could use as line manager as an HR Professional or should it be changed to divide a lot further
CH 6 LO1 explain strategic recruiting decisions regarding employment branding outstanding and other related issues talent need through STRATEGIC PLANNING workorce needs. understand how business impact how and where sucessful recrutiment qualified employee id key succes sin labor compttitors reruing efforts. determine approrpaite balane between quality and qunaity workers. recognize resoures limits of time and money related to fulffiling recruting efforts
ch 6 lo2 id distinct labor markets and describe their unique characteristics
ch 6 lo3 explain how technology and social networking affect recruiting process for employers and candidates
ch 6 lo4 identify three internal recruiting sources and issues associated with their use
ch 6 lo5 highlight five external recruiting sources
ch 6 lo6 defining recruiting measurement and metrics and illustrate how analytics can be use to improve talent acquisition.
talent acquisition process of finding and hiring high quality talent needed to meet the orgnization workforce needs
recruiting proccess ogenerating a pool of qualified applicants for orgnizational jobs
employemnt brand distinct image of the orgnization that captures the essences of the company to engage employee and outsiders ____core workers employees that are found dational to the business ____flexible workers employees that are hired on an as needed basis ____competencies and applicaiton - How would you convince senior leaders the investment would be worthwhile? With whom would you partner inside and outside your orgnization to develop and convey brand messages ____comptencies and applications
how might an orgnizaiton establish boundries for parental involvment in their childresn work life that is respectful of all parities involved? how would an hr department be involved in thsi process?
instructor manual / cognero tst bank./ quizlet
Go and learn glossary
lo1 - understand human resources mgmt and define human capital began with clerical operations- changed to social legislation. personnel department became concerned with legal implication. involvement with ethics compliance and social responsibility. recruit, select, trained, managed and retained, legal compensation current employee concerns and company conditions, research into these is successful knowledge gain form basis of effective hrm
lo2 id how hrm and employee can be core competencies for an organization employees business partners- encourages individuals to take chances with new approaches
customer services, quality, strategic planning for employees
the rep can attract and retain productive creative and reliable people who possess competitive advanctage to reach strategic goals-- enables people to make important contributions
lo3 name the seven categories of hr funcitnon formal sstems - mange people e.g. final design of vacation is one of formal system carried out in quinque format that is
influences by external forces: global, eviormental cultural/geogaphic, political, social, legal, economic, tegnological
functions: strategy and planning, eeo, staffing, talent managment, rewards, risk managment and workers protection, employee and labor relations
lo4 provide an overview offour challenges face hr today rapid chaing workplaces hr efforts the development of human captial tat adress org needs
globalization and workforce diversity present a number of ways for individual differences to help competencies technology is viewed as key mean to an end when it comes to managing hr
the ability of companies to develop ethics policies, social responsibility and sustainable practices is viewed as a sources of competitive advantage
--employee environment cost pressure, job changes, globalization, workforce and technology
LO5 Explain how ethical issues in organization affect HRM and now no laws for renting companies from requesting passwords to obtain job applicants social media create a culture of ethics and inspire them to do the right thing on the job 1
hey, potential ethical issues to consider for the compensation development staffing, training, eeo, performance Management are designed to impact all of these outcomes including job satisfaction, turnover, absenteeism, commitment, job performance, and ethical decisions.
unit labor cost calculated by diving the average cost of workers by their average level of output
coordinating waste poor business approaches, poorly managed meeting and low teamwork and collaboration which can cause decreased productivity
figuers page 9 figuer 1-1 four types of org assest 10- 1-2 areas in which employees can be core comptencies page 11, hr approach to improving productivity
ORGNIZATIONAL CULTURE CONSIST OF THE SHARED VALUES AND BELIFS THAT GIVE MEMBERS OF AN ORGNIZATION MEANING AND PROVIDE THEM WITH RULES FOR BEHAVIOR
perspective - tranformation popeys louisana kitchen given the issues at popyes, how would you redesign an hr dept in any orgnization to better tackel a companies needs? what needs do you think deserve the most attention given the current trens in hr?
ch 1 comptiencies and applicaiton How would you motivate the CEO and senior executive in take lead role in developing health organization culture? What Issues you think need most concern?
- Besides these discussed point what action you would recommend for building a healthy Organisation expatriate A Citizen of one country who works in a second country for the organization headquartered in the first
Country Chapter one ETHICS Based on current interest in employee volunteerism, consider the following questions:
- If you were working as an HR professionalhow would you develop an employeevolunteer program that would lead to greatworker engagement? What kinds of activities would you include in an engaging employee volunteeraprogram?
human resource generalist a persterm-27on who has the responsibility for performing a variety of activities
HR specialist A person who has comprehensive knowledge and expertise in a specialized area of HR
Lo1 one summarizes the organization strategic planning process The successful organization engages in the court business process on an ongoing basis Should you plan surgery roadmap to give organizations direction, and a line resources involve several sequential steps that focus the future of the firms
It includes organizational missions, swot analysis, establish goals, and objectives, formulate, organizational strategies, formulate, supporting functional strategies, implement, evaluateand reassess
lo2 explain the key differences between effective and ineffective strategies and suggest ways to implement strategic acid reallocation 200 exeutives on 10 strategic measures, 35 % of the executives felt company passed
company hair allocates money consistently each year making only small changes to the allocation of talent capital and research dollars Company to be on other Handy Valley Teach Division Market Opportunity Performing to adjust allocations on the Basis of that analysis
current staffing levels - projected outflow this year + projected info this year = internal supply for next year
Halo 5. list options for handling a shortage and surplus of employees Options for managing a talent surplus-reduction of employee workers and/or their compensation, attrition, hiring freezes, 'Voluntary separation programs downsizing, and reduction in force
for managing talent shortages we can increase employee work hours through overtime, outsourced to a third party, implement alternative work arrangements, use contingent workers including temporary independent or contractors, and reduce employee turnover
hello six identify organizations can measure and analyze the effectiveness of HR management practices
short-term measure that compares inputs and cost directly against output and benefits
roi
