L1

Question 1

a strategic approach to
managing employment relations which emphasis that leveraging
people’s capabilities is critical to achieving sustainable competitive
advantage, this being achieved through a distinctive set of integrated
employment policies, programmes and practices (Bratton & Gold,
2007).

Answer 1

Human Resource Management (HRM)

Question 2

Orientations towards:

Answer 2

Personnel Management
Employment Relationship

Question 3

viewing its role as proactive,
system-wide interventions, linking HR, with strategic planning
and cultural change

Answer 3

Personnel Management

Question 4

embracing distinctive people-centered
values such as trust, commitment, involvement and collaboration

Answer 4

Employment Relationship

Question 5

Characteristics of HRM

Answer 5

● The attempt to achieve the strategic ‘fit’ or integration between HR
and business planning;
● The development of coherent, mutually-supporting HR policies and
practices
● An orientation towards commitment
● The treatment of people as assets rather than costs: HUMAN
CAPITAL
● A unitarist approach to employee relations, which assumes that there
need be no inherent conflict of interest between employers and
employees.
● The responsibility of line management for delivery of HRM objectives.

Question 6

The attempt to achieve the ____ or ____ between HR
and business planning

Answer 6

strategic ‘fit’ or integration

Question 7

The development of coherent, mutually-supporting _____ and ___

Answer 7

HR policies and practices

Question 8

An orientation

Answer 8

commitment

Question 9

The treatment of people as assets rather than costs

Answer 9

HUMAN
CAPITAL

Question 10

A ____ to employee relations, which assumes that there
need be no inherent conflict of interest between employers and
employees.

Answer 10

unitarist approach

Question 11

The responsibility of line management for delivery of ___

Answer 11

HRM objectives.

Question 12

GOALS OF HRM

Answer 12

● Strategic integration
● High commitment
● High Quality

Question 13

The Role of HRM

Answer 13

Staffing
Development of Workplace Policies
Compensation and Benefits administration
Retention
Training and Development
Dealing with Laws Affecting Employment
Worker Protection
Communication
Awareness of External Factors

Question 14

This plan allows HRM to see
how many people they should hire based on revenue
expectations.

Answer 14

Development of a staffing plan.

Question 15

Multiculturalism in the workplace is becoming more and more
important, as we have many more people from a variety of
backgrounds in the workforce.

Answer 15

Development of policies to encourage multiculturalism at work.

Question 16

This involves finding people to fill the open
positions.

Answer 16

Recruitment

Question 17

In this stage, people will be interviewed and selected,
and a proper compensation package will be negotiated. This step
is followed by training, retention, and motivation.

Answer 17

Selection

Question 18

Development of Workplace Policies
consist of 5

Answer 18

○ Discipline process policy
○ Vacation time policy
○ Dress code
○ Ethics policy
○ Internet usage policy

Question 19

Compensation and Benefits administration
HRM professionals need to determine that ____ , meets industry
standards, and is high enough to entice people to work for the organization.

Answer 19

compensation is fair

Question 20

Compensation and Benefits administration
___ includes anything the employee receives for his or her work.

Answer 20

Compensation

Question 21

_____ need to make sure the pay is comparable to what other
people performing similar jobs are being paid.

Answer 21

HRM professionals

Question 22

This involves setting up ____
that take into consideration the number of years with the organization, years of
experience, education, and similar aspects.

Answer 22

pay systems

Question 23

Examples of employee compensation
include the following:

Answer 23

■ Health Benefits
■ Pay 401(k) (retirement plans)
■ Stock purchase plans
■ Vacation time
■ Sick leave
■ Bonuses
■ Tuition reimbursement

Question 24

Human resource people must be aware of all the laws that affect
the workplace

Answer 24

Retention

Question 25

Retention An HRM professional might work with some of the _____ involves keeping and motivating employees to stay with the organization.

Answer 25

HRM Retention

Question 26

Retention _____ is a major factor in employee retention, but there are other factors as well.

Answer 26

Compensation

Question 27

Retention Ninety percent of employees leave a company for the following reasons:

Answer 27

1. The job they are performing 2. Challenges with their manager 3. Poor fit with organizational culture 4. Poor workplace environment

Question 28

Training and Development Once we have spent the time to hire _____, we want to make sure they not only are trained to do the job but also continue to grow and develop new skills in their job.

Answer 28

new employees

Question 29

Training and Development _____ is also a key component in employee motivation.

Answer 29

Training

Question 30

Training and Development ____ who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention.

Answer 30

Employees

Question 31

Training and Development Examples of training programs might include the following:

Answer 31

■ Job skills training, such as how to run a particular computer program ■ Training on communication ■ Team-building activities ■ Policy and legal training, such as sexual harassment training and ethics training

Question 32

Dealing with Laws Affecting Employment ___ people must be aware of all the laws that affect the workplace.

Answer 32

Human resource

Question 33

Dealing with Laws Affecting Employment An HRM professional might work with some of these laws:

Answer 33

■ Discrimination laws ■ Health-care requirements ■ Compensation requirements such as the minimum wage ■ Worker safety laws ■ Labor laws

Question 34

Dealing with Laws Affecting Employment The ____ of HRM is always changing, so HRM must always be aware of changes taking place and then communicate those changes to the entire management organization.

Answer 34

legal environment

Question 35

Worker Protection ______ is a major consideration in all organizations.

Answer 35

Safety

Question 36

______ can also impact the requirements for worker safety in a workplace. It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards.

Answer 36

Unions and union contracts

Question 37

Worker protection issues might include the following:

Answer 37

■ Chemical hazards ■ Heating and ventilation requirements ■ Use of “no fragrance” zones ■ Protection of private employee information

Question 38

Communication ● Awareness of External Factors In addition to managing internal factors, the __needs to consider the outside forces at play that may affect the organization

Answer 38

HR manager

Question 39

Outside forces, or external factors, are those things the company has __ control over; however, they may be things that could positively or negatively impact human resources.

Answer 39

no direct

Question 40

External factors might include the following:

Answer 40

■ Globalization and offshoring ■ Changes to employment law ■ Health-care costs ■ Employee expectations ■ Diversity of the workforce ■ Changing demographics of the workforce ■ A more highly educated workforce ■ Layoffs and downsizing ■ Technology used, such as HR databases ■ Increased use of social networking to distribute information to employee

Question 41

• Attitudes or beliefs about what is acceptable or what is right. For example, the trend toward work-life balance.

Answer 41

Social

Question 42

- How the legal aspects of business affect HRM, such as discrimination laws or requirements for health care, or amployer-paid taxes.

Answer 42

Legal

Question 43

The technological environment impacts how people communicate, which affects HR. Due to technology there are ways to track employee performance, compensation, and even hiring processes.

Answer 43

Technological

Question 44

The economic environment affects all parts of business and affects HRM in terms of how many employees might be needed.

Answer 44

Economic

Question 45

Outside/ External Forces

Answer 45

1. Staffing 2. Policies 3. compensation and Benefits 4. Retention 5. training and Development 6. Laws 7. Worker Protection

Question 46

Skills needed for HRM

Answer 46

● Organizational Skills ● Multitasking Skills ● People Skills ● Strategic mind-set ● Ethics

Question 47

HRM Challenges

Answer 47

1. Containing Costs 2. Technology 3. The Economy 4. The Changing and Diverse Workforce 5. Ethics