Managing Human Resources | Quiz 3 | Review: Chapters 1 thru 4 Student: There are Multiple-choice, True or False, and Short Essay questions. Note: All questions also require a brief response explaining the reason for your answer. Circle the correct multiple choice answer; or check () the correct answer for True or False statements 1. When the human resources function creates a unique capability in a firm that creates high value and differentiates the organization from its competition, human resources is a/an ____ for the firm. a. intangible asset b. core competency c. critical capability d. strategic supplier 2. The collective value of the capabilities, knowledge, skills, life experiences and motivation of an organizational workforce is …show more content…
b. The jobs provided by the U.S. company reduce unemployment in the host country. c. The host country employees receive specialized training that will enable them to emigrate to the U.S. for a better life. d. The working conditions in the U.S- run manufacturing plant may not adhere to U.S. standards, but those standards may be better than those typical in the host country. 9. What challenges face HR managers with regard to workforce availability and quality? What are potential solutions? Managing Human Resources | Quiz 3 | Review: Chapters 1 thru 4 Student: TRUE/FALSE 10. A strategic approach to HR requires that organizational HR leaders be included in the decision-making process immediately after the executive team has made major strategic changes. [ ] True [ ] False Explain your answer. 11. Companies that follow HR best practices, such as paying high wages and providing employment security, tend to have more positive HR metrics, but little improvement on organizational operational or financial performance compared with organizations that do not follow HR best practices. [ ] True [ ] False Explain your answer. 12. The retirement of the baby boom generation will be a benefit to most organizations since it will eliminate employees with outdated skills and irrelevant work experience. [ ] True [ ] False Explain your answer. 13. ModernMade Textiles has successfully used a piece-rate compensation plan in its U.S.
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,
3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?
| "Can you tell me a little more about the kind of person you would like to work for?" is an example of a primary question.
Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an
Excellent, high quality patient care is much more than a saying used in many healthcare organizations. Translating these words into actions by every employee can be a daunting task. A culture of excellence must be initiated, and instilled into the core of a healthcare organization. Mission statements, visions, short term goals, and long term goals are useful objectives that facilitate a culture of excellence. As healthcare continues to evolve and increase in complexity each day, continuous reflection regarding organizational outcomes and patient outcomes should be performed.
22. Which of the following is not something firms that operate internationally are able to do?
Which of the following is an issue that HR managers have to deal with today?
Human Resources often begins as very tactical policies, records, compliance, discipline, compensation, benefits, job descriptions, hiring, performance management (). Taken to the next level, HR becomes strategic, connecting employees to the business mission, values, and vision, in order to drive business results (). Employee goals and metrics align to the business strategy and rewards tie into results. Additionally, careful consideration is given to developing talent pipelines, employee succession plans, and career planning in order to respond flexibly to the inevitable work flow and staffing changes that all businesses experience ().
Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will
How has HR progressed from the 1980’s to now? Provide examples of both Transactional and Strategic HR responsibilities
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Human Resource Management can best be described as the area of an organization that is responsible for recruiting, training, motivating, and retaining employees. Although these are the main functions of Human Resources, other functions fall under the umbrella of Human Resource. Over the years Human Resources has evolved and including many more functions including compensation, benefits, performance management, and evaluation. No longer are Human Resources just for hiring, training, promotion, or terminating. There are several new privacy laws such as HIPPA, which Human Resources have to ensure company compliance. Another common misconception of HRM is the function is there for hiring, handing out
PWCs’ compensation from tips was much lower than anticipated; the anticipation was made known as high as some 25% to PWCs in hiring period but the actual situation was only about half of the “promised”