MGT 430 Exam Questions And Answers (Verified And Updated)

MGT 430 Exam Questions And Answers (Verified And Updated) Basic Functions of HR - answer•Analysis and design of work (e.g., job analysis) •Recruitment and selection - attracting potential employees and picking the right ones •Training and development - teaching employees how to do their jobs •Performance management - evaluating employee performance •Compensation and benefits - rewarding employees •Employee relations - creating a positive work environment •Personnel Policies - HR policy creation and communication •Employee data and information systems - Record keeping, HR Information Systems •Legal compliance - Policies to ensure lawful behavior •Support for business strategy - HR planning and forecasting, talent management, change Employee training - answerOrganization's efforts to help employees acquire job-related knowledge, skills and abilities to apply on the job. steps of instructional design process - answer1. Needs assessment 2. Ensure employee readiness for training - do employees have the basic skills and motivation? 3. Create a learning environment - how do people learn best? 4. Ensure transfer of training - do trainees apply the content of their training to their jobs? Happens with peer and manager support 5. Select training methods (see slide) 6. Evaluate training programs Organizational analysis - answerDetermining the business appropriateness of training, given the company's strategy, resources available for training, and support by management. Should the training be done? Sexual misconduct civil law - answer•Sexual Harassment, covered under the "sex" category of Title VII •Unwanted sexual advances Creating a hostile environment - answer•Occurs when a reasonable person would find the behavior hostile, abusive or intimidating •The behavior is severe and pervasive •Example - running fingers through hair, having naked pictures, making suggestive remarks Quid Pro Quo - answer•Benefit or punishment given in exchange for submitting (or not submitting) to sexual advances. Ex: If you don't sleep with me, I'll find someone else for that big promotion what NOT to do with diversity in workplace - answer•Force-feeding diversity (blaming and shaming with rules) leads to backlash. Things that DON'T work to reduce bias: •Mandatory diversity training to reduce bias •Relying on poorly executed hiring tests and performance ratings to reduce bias •Formal grievance systems to give employees a way to challenge managers •Branding efforts as diversity efforts Define Hofstede's cultural dimensions - answerpower distance index individualism vs. collectivism masculinity vs. femininity uncertainty avoidance index job specification - answerknowledge, skills, abilities and other characteristics (KSAOs) required to do job well. Can't directly observe. facets of job specification - answer•Knowledge - the factual / procedural information about performing a task •Skills - individual's level of proficiency at performing a task •Ability - capability that individual possesses •Other characteristics - things like personality and motivation, education, licensure and experience How is a job analysis conducted? - answer1. Gain support from senior management and define scope of project; gain support from employees 2a. Typically gather information from Subject Matter Experts (SMEs): Incumbents, Supervisors, Clients, Former job holders, Professional resources like SHRM