WGU C202 STUDY GUIDE
QUESTIONS & ANSWERS(RATED
A+)
the organizational function responsible for attracting, hiring, developing, rewarding,
and retaining talent - ANSWERWhat is human resource management (HRM)?
staffing, performance management, training and development, rewards and benefits,
health and safety, and employee-management relations - ANSWERList the 6 HRM
functional areas, and what each area is about in only 1 sentence.
the process of planning, acquiring, deploying, and retaining employees that enables
the organization to meet its talent needs - ANSWERWhat is Staffing?
It helps the organization execute its business strategy - ANSWERWhy is Staffing
important?
focused on developing employee capabilities through formal and informal activities,
career planning, organizational development, and legal compliance. -
ANSWERTraining and development
To align individual employees' goals and behaviors with organizational goals and
strategies - ANSWERWhat is the purpose of Performance Management?
Appraising and evaluating past and current behaviors and performance, and
providing suggestions for improvement - ANSWERWhat does Performance
Management involve?
are both adequate and equitable that reward employees for their contributions to
organizational goal attainment are important to employee motivation, performance,
and retention - ANSWERRewards and benefits
range from wellness, fire and food safety, ergonomics, injury management, disaster
preparedness, industrial hygiene, and even bullying and workplace violence -
ANSWERHealth and safety
relations determines the employment rights of both employers and employees -
ANSWEREmployee management
· interest rate a company must pay to borrow money
· increase a company's value by as much as 30 percent - ANSWERIn addition to
managing risk, what are several other ways effective HRM systems influence
performance of an entire organization?
· Strategic human resource management aligns a company's values and goals with
the behaviors, values, and goals of employees and influences the strategies of each
,of the firm's human resource functions, including staffing, performance management,
training and development, and compensation
· human resource management system supporting the execution of the business
strategy, guided by the talent philosophy of the organization. - ANSWERExplain
HRM's role in executing an organization's business strategy.
the overall talent strategy, company culture, ethics, investments in people, and the
implementation of change initiatives. - ANSWERStrategic risk
the speed and the effectiveness of talent acquisition, development of employees'
skills and the identification and retention of top performers. - ANSWEROperational
risk
compensation, benefits, turnover, overtime, and time-to-hire and indirectly through
errors, accidents, delays, and lost production. - ANSWERFinancial risk
legal ramifications, particularly in the areas of diversity, health and safety, union
relations, whistleblowers, and harassment. Because the acquisition, retention, and
performance of talent have the potential to affect company earnings, organizations
must identify and manage these risks through effective HRM. - ANSWERCompliance
risk
· HRM contributes to this by posting job ads that give a true sense of what the
company values and by ensuring that it hires employees with a good person-
organization fit.
· HRM can also reward behaviors that the company values and punish those that are
inconsistent with the culture.
· HRM can train employees on the values of the organization. - ANSWERWhat are 3
specific ways HR can support the organization should it choose to shift its culture?
· HRM supports managers through goals and processes that promote employee
participation, commitment, and identification with the organization.
· HRM can assist managers with hiring the right talent at the right time and
considering whom to let go of during layoffs. - ANSWERExplain 2 situations/reasons
that managers across various departments might seek out HR's guidance?
HRM can support corporate ethics through the effective hiring of ethical people and
the training of employees to recognize and handle both ethical and unethical
situations - ANSWERHow can HR support and reinforce ethical behavior in the
workplace?
company valuing honesty that quickly recalls products that might be defective or
dangerous. - ANSWERVirtue
Appropriateness of CEO salaries and bonuses that are hundreds of times larger than
the pay of the average employee - ANSWERFairness
· Developing practices that support knowledge transfer and rapid learning
· Developing strategies to retain top talent and release poor performers
· Monitoring the new culture to identify ways to strengthen it
, · Planning for continuous adjustment and learning throughout the process -
ANSWERWhat are a few of the most common change initiatives that HR manages?
· Culture mismatch is often blamed as a cause of the failure. During the due
diligence phase, the cultures of both organizations need to be evaluated to
determine their compatibility - ANSWERIn addition to a lack of planning, what other
factors can hinder the success of a merger or acquisition?
· Resistance to change is a real problem during change efforts. Therefore, adopting
positive behaviors along with aligning employee goals to the new organizational
goals is critical. - ANSWERExplain the connection between performance metrics,
employee behavior, and the organization's goals.
· because organizations typically have more power than do employees in the
employment relationship - ANSWERWhy do we have employment laws?
· means that everyone feels respected and listened to, and everyone contributes to
their fullest potential - ANSWERWhat is inclusion, and why should an organization
practice it?
· Does not discriminate wage on the basis of sex. - ANSWERWhat law has been
violated if an employer refuses to pay minimum wage or overtime?
identify any gaps between what exists and what is needed in the future in terms of
employee performance, competencies, and behaviors. - ANSWERNeeds
assessment
identify desired learning outcomes and guide the development of the training content
and delivery methods - ANSWERLearning objectives
training program developer, content, learning methods, materials, and setting need
to be identified, and any instructors need to be identified and trained -
ANSWERDesign
Systematically collecting the information necessary to make effective decisions
about adopting, improving, valuing, and continuing an instructional activity or set of
activities. - ANSWEREvaluation
Title VII of the Civil Rights Act of 1964 - ANSWERWhat is the key employment law
that prohibits discrimination in the workplace?
race, color, national origin, religion, or sex - ANSWERWhat are the 5 protected
classes under Title VII of the Civil Rights Act of 1964?
· is a characteristic that is essential to the successful performance of a relevant job
function, and the essence of the business operation would be undermined by
including or excluding members with a protected characteristic - ANSWERExplain
the meaning of a BFOQ and provide an example.
QUESTIONS & ANSWERS(RATED
A+)
the organizational function responsible for attracting, hiring, developing, rewarding,
and retaining talent - ANSWERWhat is human resource management (HRM)?
staffing, performance management, training and development, rewards and benefits,
health and safety, and employee-management relations - ANSWERList the 6 HRM
functional areas, and what each area is about in only 1 sentence.
the process of planning, acquiring, deploying, and retaining employees that enables
the organization to meet its talent needs - ANSWERWhat is Staffing?
It helps the organization execute its business strategy - ANSWERWhy is Staffing
important?
focused on developing employee capabilities through formal and informal activities,
career planning, organizational development, and legal compliance. -
ANSWERTraining and development
To align individual employees' goals and behaviors with organizational goals and
strategies - ANSWERWhat is the purpose of Performance Management?
Appraising and evaluating past and current behaviors and performance, and
providing suggestions for improvement - ANSWERWhat does Performance
Management involve?
are both adequate and equitable that reward employees for their contributions to
organizational goal attainment are important to employee motivation, performance,
and retention - ANSWERRewards and benefits
range from wellness, fire and food safety, ergonomics, injury management, disaster
preparedness, industrial hygiene, and even bullying and workplace violence -
ANSWERHealth and safety
relations determines the employment rights of both employers and employees -
ANSWEREmployee management
· interest rate a company must pay to borrow money
· increase a company's value by as much as 30 percent - ANSWERIn addition to
managing risk, what are several other ways effective HRM systems influence
performance of an entire organization?
· Strategic human resource management aligns a company's values and goals with
the behaviors, values, and goals of employees and influences the strategies of each
,of the firm's human resource functions, including staffing, performance management,
training and development, and compensation
· human resource management system supporting the execution of the business
strategy, guided by the talent philosophy of the organization. - ANSWERExplain
HRM's role in executing an organization's business strategy.
the overall talent strategy, company culture, ethics, investments in people, and the
implementation of change initiatives. - ANSWERStrategic risk
the speed and the effectiveness of talent acquisition, development of employees'
skills and the identification and retention of top performers. - ANSWEROperational
risk
compensation, benefits, turnover, overtime, and time-to-hire and indirectly through
errors, accidents, delays, and lost production. - ANSWERFinancial risk
legal ramifications, particularly in the areas of diversity, health and safety, union
relations, whistleblowers, and harassment. Because the acquisition, retention, and
performance of talent have the potential to affect company earnings, organizations
must identify and manage these risks through effective HRM. - ANSWERCompliance
risk
· HRM contributes to this by posting job ads that give a true sense of what the
company values and by ensuring that it hires employees with a good person-
organization fit.
· HRM can also reward behaviors that the company values and punish those that are
inconsistent with the culture.
· HRM can train employees on the values of the organization. - ANSWERWhat are 3
specific ways HR can support the organization should it choose to shift its culture?
· HRM supports managers through goals and processes that promote employee
participation, commitment, and identification with the organization.
· HRM can assist managers with hiring the right talent at the right time and
considering whom to let go of during layoffs. - ANSWERExplain 2 situations/reasons
that managers across various departments might seek out HR's guidance?
HRM can support corporate ethics through the effective hiring of ethical people and
the training of employees to recognize and handle both ethical and unethical
situations - ANSWERHow can HR support and reinforce ethical behavior in the
workplace?
company valuing honesty that quickly recalls products that might be defective or
dangerous. - ANSWERVirtue
Appropriateness of CEO salaries and bonuses that are hundreds of times larger than
the pay of the average employee - ANSWERFairness
· Developing practices that support knowledge transfer and rapid learning
· Developing strategies to retain top talent and release poor performers
· Monitoring the new culture to identify ways to strengthen it
, · Planning for continuous adjustment and learning throughout the process -
ANSWERWhat are a few of the most common change initiatives that HR manages?
· Culture mismatch is often blamed as a cause of the failure. During the due
diligence phase, the cultures of both organizations need to be evaluated to
determine their compatibility - ANSWERIn addition to a lack of planning, what other
factors can hinder the success of a merger or acquisition?
· Resistance to change is a real problem during change efforts. Therefore, adopting
positive behaviors along with aligning employee goals to the new organizational
goals is critical. - ANSWERExplain the connection between performance metrics,
employee behavior, and the organization's goals.
· because organizations typically have more power than do employees in the
employment relationship - ANSWERWhy do we have employment laws?
· means that everyone feels respected and listened to, and everyone contributes to
their fullest potential - ANSWERWhat is inclusion, and why should an organization
practice it?
· Does not discriminate wage on the basis of sex. - ANSWERWhat law has been
violated if an employer refuses to pay minimum wage or overtime?
identify any gaps between what exists and what is needed in the future in terms of
employee performance, competencies, and behaviors. - ANSWERNeeds
assessment
identify desired learning outcomes and guide the development of the training content
and delivery methods - ANSWERLearning objectives
training program developer, content, learning methods, materials, and setting need
to be identified, and any instructors need to be identified and trained -
ANSWERDesign
Systematically collecting the information necessary to make effective decisions
about adopting, improving, valuing, and continuing an instructional activity or set of
activities. - ANSWEREvaluation
Title VII of the Civil Rights Act of 1964 - ANSWERWhat is the key employment law
that prohibits discrimination in the workplace?
race, color, national origin, religion, or sex - ANSWERWhat are the 5 protected
classes under Title VII of the Civil Rights Act of 1964?
· is a characteristic that is essential to the successful performance of a relevant job
function, and the essence of the business operation would be undermined by
including or excluding members with a protected characteristic - ANSWERExplain
the meaning of a BFOQ and provide an example.
