Question 1

Basic Functions of the management process

Accepted Answer

1. Planning
2. Organizing
3. Leading
4. Staffing
5. Controlling

Question 2

a person who is responsible for accomplishing an organization’s goals by managing the efforts of the organization’s people; accomplishing by planning, organizing, staffing, leading and controlling

Accepted Answer

Manager

Question 3

to establish goals and standards and to develop rules and procedures

Accepted Answer

Planning

Question 4

Delegating authority to subordinates and establishing channels of communication

Accepted Answer

Organizing

Question 5

requires managers to set standards such as sales quotas, quality, standards or production levels

Accepted Answer

Controlling

Question 6

Determines what type of people you should hire, recruiting prospective employees, selecting employees etc.

Accepted Answer

Staffing

Question 7

requires a manager to get others to get the job done, maintaining morale and motivating subordinates

Accepted Answer

Leading

Question 8

a process of acquiring, training, appraising, and compensating employees, and attending to their labor relations

Accepted Answer

Human Resource Management

Question 9

Human Resource Management’s Personnel-related activities

Accepted Answer

1. Managing compensation
2. Orienting new employees
3. Appraising employee performance
4. Developing employee commitment

Question 10

The right to make decisions, to direct the work of others, and to give orders

Accepted Answer

Authority

Question 11

a manager’s right to issue orders to other managers; superior-subordinate relationship;

Accepted Answer

Line Authority

Question 12

manager’s right to advise other managers or employees; advisory relationship

Accepted Answer

Staff Authority

Question 13

maintains contacts within the community and perhaps travels extensively to search for qualified job applicants

Accepted Answer

Recruiter

Question 14

directing the activities to their subordinates; within the HR dept

Accepted Answer

Line Functions

Question 15

assisting and advising line managers; they are also human resource managers; outside of the HR department

Accepted Answer

Staff functions

Question 16

advises management on all aspects of union-management relations

Accepted Answer

Labor relations specialist

Question 17

HR Management Specialties

Accepted Answer

1. Recruiter
2. EEO coordinator
3. Job analyst
4. Compensation manager
5. Training specialist
6. Labor relation specialist

Question 18

Develops compensation plans and handles the employee benefits program

Accepted Answer

Compensation Manager

Question 19

collects and examines information about jobs to prepare job descriptions

Accepted Answer

Job Analyst

Question 20

focuses on using centralized call centers and outside vendors

Accepted Answer

Shared HR Groups

Question 21

assigned directly to a department within an organization to provide localized human resource management assistance as needed

Accepted Answer

Embedded HR Groups

Question 22

assist top management in top-level issues such as developing the personnel aspects of the company’s long-term strategic plan

Accepted Answer

Corporate HR Groups

Question 23

refers to the knowledge, skills, and abilities of a firm’s workers

Accepted Answer

Human Capital

Question 24

Where freelancers and independent contractors work when they can, on what they want to work on, and when the company needs them

Accepted Answer

On-Demand workers

Question 25

workers with multiple jobs; who are temporary or part-time workers

Accepted Answer

Nontraditional worker

Question 26

the recent trend where in some occupations, unemployment rates are low, while in others unemployment rates are still very high and recruiters can’t find candidates, while in others there’s a wealth of candidates

Accepted Answer

Unbalanced Labor Force

Question 27

exporting jobs to lower-cost locations abroad

Accepted Answer

Offshoring

Question 28

Evidence-based human resource management

Accepted Answer

1. Scientific rigor
2. Existing data
3. Research studies
4. Critical evaluation
5. Critically evaluated research/case studies
6. Analytics

Question 29

involves formulating and executing human resource policies and practices that produce the employee

Accepted Answer

Strategic human resource management

Question 30

involves more and more human resource management tasks being redistributed from a central HR department

Accepted Answer

Distributed HR

Question 31

ensuring that the human resource management function is delivering its service effectively

Accepted Answer

HR department lever

Question 32

the HR manager putting into place the policies and practices that produce the employee competencies and skills

Accepted Answer

Strategic results lever

Question 33

being psychologically involved in, connected to, and committed to getting one’s job done

Accepted Answer

Employee engagement

Question 34

the standards someone uses to decide what his or her conduct should be

Accepted Answer

Ethics

Question 35

the competency that relates to the ability to effectively exchange information with stakeholders

Accepted Answer

Communication

Question	Answer
Basic Functions of the management process	1. Planning 2. Organizing 3. Leading 4. Staffing 5. Controlling
a person who is responsible for accomplishing an organization’s goals by managing the efforts of the organization’s people; accomplishing by planning, organizing, staffing, leading and controlling	Manager
to establish goals and standards and to develop rules and procedures	Planning
Delegating authority to subordinates and establishing channels of communication	Organizing
requires managers to set standards such as sales quotas, quality, standards or production levels	Controlling
Determines what type of people you should hire, recruiting prospective employees, selecting employees etc.	Staffing
requires a manager to get others to get the job done, maintaining morale and motivating subordinates	Leading
a process of acquiring, training, appraising, and compensating employees, and attending to their labor relations	Human Resource Management
Human Resource Management’s Personnel-related activities	1. Managing compensation 2. Orienting new employees 3. Appraising employee performance 4. Developing employee commitment
The right to make decisions, to direct the work of others, and to give orders	Authority
a manager’s right to issue orders to other managers; superior-subordinate relationship;	Line Authority
manager’s right to advise other managers or employees; advisory relationship	Staff Authority
maintains contacts within the community and perhaps travels extensively to search for qualified job applicants	Recruiter
directing the activities to their subordinates; within the HR dept	Line Functions
assisting and advising line managers; they are also human resource managers; outside of the HR department	Staff functions
advises management on all aspects of union-management relations	Labor relations specialist
HR Management Specialties	1. Recruiter 2. EEO coordinator 3. Job analyst 4. Compensation manager 5. Training specialist 6. Labor relation specialist
Develops compensation plans and handles the employee benefits program	Compensation Manager
collects and examines information about jobs to prepare job descriptions	Job Analyst
focuses on using centralized call centers and outside vendors	Shared HR Groups
assigned directly to a department within an organization to provide localized human resource management assistance as needed	Embedded HR Groups
assist top management in top-level issues such as developing the personnel aspects of the company’s long-term strategic plan	Corporate HR Groups
refers to the knowledge, skills, and abilities of a firm’s workers	Human Capital
Where freelancers and independent contractors work when they can, on what they want to work on, and when the company needs them	On-Demand workers
workers with multiple jobs; who are temporary or part-time workers	Nontraditional worker
the recent trend where in some occupations, unemployment rates are low, while in others unemployment rates are still very high and recruiters can’t find candidates, while in others there’s a wealth of candidates	Unbalanced Labor Force
exporting jobs to lower-cost locations abroad	Offshoring
Evidence-based human resource management	1. Scientific rigor 2. Existing data 3. Research studies 4. Critical evaluation 5. Critically evaluated research/case studies 6. Analytics
involves formulating and executing human resource policies and practices that produce the employee	Strategic human resource management
involves more and more human resource management tasks being redistributed from a central HR department	Distributed HR
ensuring that the human resource management function is delivering its service effectively	HR department lever
the HR manager putting into place the policies and practices that produce the employee competencies and skills	Strategic results lever
being psychologically involved in, connected to, and committed to getting one’s job done	Employee engagement
the standards someone uses to decide what his or her conduct should be	Ethics
the competency that relates to the ability to effectively exchange information with stakeholders	Communication

"Know" box contains:
Time elapsed:
Retries:

(CHRA) Intro to HRM