WGU C202 Study Guide Rated 100 % correct

Chapter 1: Strategic Human Resource Management Concept & Reference Questions, Responses, Notes Human resource management 1.1 – 1.3 1. What is human resource management (HRM)? 2. List the 6 HRM functional areas, and what each area is about in only 1 sentence. 3. In addition to managing risk, what are several other ways effective HRM systems influence performance of an entire organization? 4. Explain HRM’s role in executing an organization’s business strategy. HRM functions (6) 1.4 – 1.10 HRM & organizational performance 1.11 Effective HRM systems 1.11 HRM & business strategy 1.12 – 1.14 HRM responsibility 1.15 – 1.16 Talent philosophy 1.12 & 1.15 Employee handbook 1.15 HRM systems 1.17 – 1.18 Chapter 2: The Role of Human Resource Management in Business Concept & Reference Questions, Responses, Notes HRM role in business C202 Managing Human Capital Study Guide We are happy to have you in this class! This study guide is a key resource to frame your progress through each chapter. • As you focus on the concepts below, answer the questions and take notes. The questions go beyond mere knowledge and understanding of the material requiring application, analysis, and synthesis. If you struggle to formulate a direct written response, it probably means deeper and more reflective study is needed. • Supplement responses with selective notes – meaning, don’t just copy and paste, basically creating a secondary textbook for yourself. Your notes should be clear and brief. • Watch the various tutorial videos and other recordings. • As you build your study guide, keep a running list of questions to ask an instructor. We’re here to support your efforts.2.1 – 2.2 Organizational culture 2.3 & 2.14 1. What are 3 specific ways HR can support the organization should it choose to shift its culture? 2. Explain 2 situations/reasons that managers across various departments might seek out HR’s guidance? 3. How can HR support and reinforce ethical behavior in the workplace? 4. Provide an example of what these ethical standards might look like at your workplace: a. Virtue – b. Fairness – 5. What are a few of the most common change initiatives that HR manages? 6. In addition to a lack of planning, what other factors can hinder the success of a merger or acquisition? 7. Explain the connection between performance metrics, employee behavior, and the organization’s goals. Types of culture 2.3 Culture & HRM 2.4 & 2.6 Ethical standards (5) 2.6 Ethical issues in HRM 2.7 HRM & organizational change 2.10 Culture of trust 2.10 HRM & mergers & acquisitions 2.12 HRM metrics 2.13 Chapter 3: Diversity, Equal Employment Opportunity and Affirmative Action Concept & Reference Questions, Responses, Notes Fair vs. unfair discrimination 3.1 & 3.4 1. Why do we have employment laws? 2. What is inclusion, and why should an organization practice it? 3. What law has been violated if an employer refuses to pay minimum wage or overtime? 4. How can an employer avoid violating the Equal Pay Act of 1963? 5. A key employment law produced 5 protected classes and the practice of equal employment opportunity. Name the law and the 5 protected classes. 6. Explain the meaning of a BFOQ and provide an example. 7. Explain the meaning of reasonable accommodation. 8. The Immigration Reform and Control Act of 1986 is about verifying employment eligibility. What does that mean? 9. How might a hiring manager violate the Genetic Nondiscrimination Act of 2008? 10. Employers can ask any question they want during the selection process but doing so generates potential legal issues. Explain. Unlawful employment practices 3.4 Equal employment opportunity (EEO) 3.4 Diversity 3.1 – 3.2 & 3.5 Inclusion 3.1 – 3.2 & 3.5 Major federal employment laws from 3.6 – 3.9 & Table 3.1 Bona fide occupational qualification (BFOQ) 3.7 & 3.14 Reasonable accommodation 3.7 & 3.16 – 3.17 Affirmative action 3.10 Protected class 3.10 Tutorial video: Protected Classes (2:04) Preferential treatment3.10 11. What is it called when an organization practices proactive outreach to groups of people who have suffered historical discrimination? 12. Provide an example of how your workplace practices affirmative action or present a hypothetical example. 13. How do quid pro quo and hostile environment harassment differ? 14. Explain the significance of Griggs v. Duke Power Co. in relation to adverse impact. 15. Give an example of how each bias below could hinder equality in the workplace. a. Stereotyping – Sexual harassment 3.12 – 3.13 Quid pro quo 3.12 Hostile work environment 3.12 Disparate treatment 3.14 Tutorial Video: Adverse Impact versus Disparate Treatment (5:56) Adverse impact 3.14 Employment lawsuits 3.15 b. Prejudice – c. Ignorance – Equal Employment Opportunity Commission (EEOC) 3.4 & 3.16 d. Perception of loss – Human biases barriers to equality 3.18 – 3.19 Chapter 4: Analyzing Work and Human Resource Planning Concept & Reference Questions, Responses, Notes Strategic planning process 4.1 – 4.3 1. How do mission and vision statements differ? 2. How are organizational goals and action plans dependent on performance metrics? 3. Job analysis is a systematic process used to identify and describe what 2 things? 4. What is the connection between job analysis and job description? 5. How does organizational design impact organizational structure and the organizational chart? 6. How do policy and procedure differ? 7. Provide an example of a policy from your workplace. 8. Provide an example of a procedure from your workplace. 9. What is a rule at your workplace that you’ve seen broken? Explain. 10. Name several key items you’d expect to find in most employee handbooks. Mission 4.3 Vision 4.3 Values 4.3 Business strategy 4.3 Human resource planning 4.3 & Figure 4.1 Forecasting labor demand 4.3 – 4.4 Forecasting labor supply 4.3 & 4.7 Gap analysis 4.8 Action plans 4.8 – 4.9 & 4.21 Job analysis 4.12 Job description 4.13 Person specification / KSAOs 4.14 Organizational designPractice Question Review Session – Chapters 1-4 (43:05) Chapter 5: Sourcing and Recruiting Concept & Reference Questions, Responses, Notes Sourcing 5.1 – 5.3 1. Describe the relationship between sourcing and recruiting. 2. Why should an organization consider internal recruits first? 3. Why should organizations strive to give candidates a realistic job preview? 4. What are at least 2 common ethical issues with sourcing and recruiting? Internal recruiting sources & benefits 5.4 – 5.5 External recruiting sources & benefits 5.6 – 5.9 Recruiting 5.1 – 5.2 & 5.10 & 5.19 Realistic job preview 5.13 – 5.15 Chapter 6: Selection and Hiring Concept & Reference Questions, Responses, Notes Person-job fit 6.1 – 6.2 & 6.4 & 6.21 1. What is the focus of each type of fit? a. Person-organization: b. Person-group: c. Person-job: 2. What are 3 key characteristics of a structured interview? 3. How do case questions differ from situational questions? 4. Why is it probably not a good idea to ask behavioral questions to a new college graduate? 5. Explain the relationship between procedural fairness and structured interviews. Person-group fit 6.4 Person-organization fit 6.4 Unstructured interview 6.10 Tutorial video: Types of Interviews (3:05) Structured interview 6.10 Behavioral question 6.10 Tutorial video: Types of Interview Questions (4:01) Case question 6.10 Situational question 6.10 4.18 Organizational structure 4.18 – 4.19 Organizational chart 4.18 Policy 4.18 & bottom of page links Procedure 4.18 & bottom of page links Rule 4.18 & bottom of page links Employee handbook 4.18 & bottom of page links