The text defines human resource management personnel administration strategic management human capital( human resource management, personnel administration, strategic management, human capital ) as "the design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish the organization goals."
Percentage wise, the fastest growing occupations are related to
education and skills training
the financial industry
information technology and healthcare
legal or regulatory compliance
Temporary workers, independent contractors, and leased employees are collectively referred to as
part-time workers
virtual employees
non-organizational employees
contingent workers
Why are companies increasing their use of contingent workers?
to reduce legal liability for employees
to avoid minimum wage payments
to replace employees taking voluntary early retirement
to meet affirmative action goals
It is anticipated that the white labor force will decline to about 73% increase to over 80% be less than 50% total approximately 60%( decline to about 73%, increase to over 80%, be less than 50%, total approximately 60% ) of the workforce by 2006.
Under the FMLA of 1993, employees are required to provide up to 12 26 18 36( 12, 26, 18, 36 ) weeks of unpaid parental/family leave.
A common transformation during organizational reconstructing has been to
increase managerial control of the workforce
make organizations flatter by removing several layers of management
refocus the organization's attention on one overriding goal
change from a bureaucratic structure to one that is less formal
The central focus for HRM must be on
cost efficiency and the design of staffing strategies
ensuring employee satisfaction and personal well being
personnel policies
contributing to organizational success
Productivity Profitability Effectiveness Efficiency( Productivity, Profitability, Effectiveness, Efficiency ) can be measured as the amount of output per employee.
Through HR planning HR analysis staffing HR development( HR planning, HR analysis, staffing, HR development ), managers attempt to anticipate forces that will influence the future supply of and demand for employees.
The aim of staffing HR planning and analysis human resource development diversity assessment and training( staffing, HR planning and analysis, human resource development, diversity assessment and training ) is to provide an adequate supply of qualified individuals to fill jobs in the organization.
HR development includes which of the following activities?
performance management
wage and salary administration
environmental scanning
diversity assessment and analysis
Workplace security safety monitoring employee assistance programs( security, safety, monitoring, employee assistance programs ) has grown in importance in response to the increasing number of acts or workplace violence.
As the unemployment rate declines,
the need for overtime also declines
people available for work may be less educated, less skilled, or unwilling to work
it becomes easier to fill jobs
early retirement plans become more attractive
External environmental factors that affect the labor supply include
life-style choices of employees
corporate philosophy and mission
government influence
A business that fails to offer competitive pay scales will often
have a generous benefits package
attract a committed workforce
have a much lower-quality workforce
employ "protected class" workers
In which of the following scheduling arrangements do employees work a set number of hours per day but vary starting and ending times?
virtual office
work sharing
flextime
compressed workday
In which of the following work arrangements do workers check in with an office concierge, carry their own nameplates with them, and are assigned to work cubicles or small offices?
telecommuting
hoteling
contingent workplace
A comprehensive analysis of all current jobs provides a basis for
auditing jobs
an internal analysis of jobs and people
human asset accounting
forecasting what jobs will need to be done in the future
What is the basic source of data on employees and their skills?
employee evaluations
supervisory files
personnel update forms completed by employees
HR records of the organization
A(n) HR information system human capital operation system strategic personnel management system mgmt tracking and evaluation system( HR information system, human capital operation system, strategic personnel management system, mgmt tracking and evaluation system ) is an integrated system designed to provide information used in HR decision-making.
Which of the following is the most basic use of an HRIS in an organization?
centralization of all job postings
EEO and AA tracking
maintaining job description and job specification information
automation of payroll ad benefits activities
Controls must be built into the HRIS to
enable employees to readily access their personal files
restrict indiscriminate access to HRIS data on employees
permit supervisors to access and update the files of their subordinates
provide access to the system by "computer illiterates"
The internal supply of HR is influenced by
actions of competing employers
government regulations and pressures
training and development programs
changing workforce composition and patterns
