HR Planning and Objectives
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Questions and Answers

What is the role of HR planning in organizations?

HR planning helps organizations understand future employee needs.

What are the different types of employee compensation?

  • Salary and Hourly
  • Direct and Indirect (correct)
  • Bonuses and Perquisites
  • Benefits and Training

    • What are the four implicit HR objectives?

  • Improve communication, Foster innovation, Enhance leadership, Build a strong organizational culture
  • Improve productivity, Improve quality of work, Ensure legal compliance, Ensure ethical behavior (correct)
  • Expand market share, Develop new products, Diversify operations, Enhance technology
  • Increase revenue, Reduce costs, Enhance customer satisfaction, Improve employee morale

    • What is HR's contribution to productivity?

    <p>HR managers contribute to productivity through work, organization and design.</p> Signup and view all the answers

    Define Moral Philosophy

    <p>principles, rules, and values people use in deciding what is right or wrong</p> Signup and view all the answers

    How to create a culture of ethical behavior?

    <p>Providing ethical training, Promoting whistleblower protection, Creating a code of conduct, Implementing a conflict of interest policy (A), Positive work environment, Hiring ethical individuals, Providing ethical training, Labeling and modeling ethical behavior, Establishing ethics, Open door policy (C), Promoting transparency and accountability, Encouraging open communication, Building trust and respect, Establishing clear ethical guidelines (D)</p> Signup and view all the answers

    What are six major trends influencing the work environment?

    <p>Technological advancements, Globalization, Workforce demographics, Sustainability, Diversity and inclusion, Economic fluctuations (A), Increased automation, Rise of the gig economy, Remote work, Digital transformation, Employee expectations, Skills gap (B), Growth of social media, Increased regulation, Data privacy concerns, Cybersecurity threats, Talent acquisition challenges, Employee engagement (C), Increase competition, Cost and benefits of HR utilization, Productivity changes, Pace and complexity of changes, Workplace dysfunction systems, Society trends (D)</p> Signup and view all the answers

    Define culture

    <p>a system of shared beliefs and values guiding behavior</p> Signup and view all the answers

    What shapes organizational culture?

    <p>Top management values shape organizational culture and strategy.</p> Signup and view all the answers

    What business and industry knowledge for HR professionals is needed?

    <p>Strategic planning, Financial statements, Sales, marketing, production techniques, Data processing, MIS knowledge (D)</p> Signup and view all the answers

    Define HR generalist

    <p>Provide guidance, support management, and service as a source of help and information on human resource matters.</p> Signup and view all the answers

    What is the purpose of SWOT analysis?

    <p>Assess the firms internal abilities and vulnerabilities to the external environment</p> Signup and view all the answers

    What is the expectation of the HR department regarding change?

    <p>Become agents for change, facilitate organizational change, maintain organizational flexibility, and adaptability</p> Signup and view all the answers

    What is the difference between tactical work and strategic work?

    <p>Tactical work is daily tasks and strategic work focuses on future improvements and innovations</p> Signup and view all the answers

    What is an internal factor referring to a firm's equipment and knowledge?

    <p>Technology</p> Signup and view all the answers

    Into what two categories are ethical theories divided?

    <p>Consequentialist and deontological (B)</p> Signup and view all the answers

    What is the focus of Deontological theory?

    <p>Uses rules to distinguish right from wrong. Requires disregarding the possible consequences of our actions when determining what is right and what is wrong.</p> Signup and view all the answers

    What is the focus of consequentialist theory?

    <p>judges whether or not something is right by what its consequences are</p> Signup and view all the answers

    What is the first step in an HR change initiative?

    <p>Securing top management support</p> Signup and view all the answers

    Explain the concept of employee engagement.

    <p>Refers to the emotional commitment and employee has to the organization and its goals.</p> Signup and view all the answers

    What is the role of HR in fostering diversity and inclusion?

    <p>HR plays a crucial role in creating and maintaining a diverse and inclusive workplace by implementing policies and practices that promote equality and respect.</p> Signup and view all the answers

    Define performance management

    <p>Process of creating a work environment, which people can perform to the best of their abilities to meet the company goals.</p> Signup and view all the answers

    What is the significance of succession planning in HR?

    <p>It is essential for HR to ensure a smooth transition of key roles within the organization, minimizing disruptions, and maintaining continuity.</p> Signup and view all the answers

    Define the term workforce development

    <p>Focuses on enhancing the skills, knowledge, abilities of employees to align with the organizations, current and future.</p> Signup and view all the answers

    Define Employment-at-will (EAW)

    <p>An employer may terminate an employee anytime. Employment at well, also allows the employer to leave a job at any time, and for any reason, without facing adversely legal consequences.</p> Signup and view all the answers

    What are the consequences to employees of employment at-will?

    <p>Being financially insecure &amp; vulnerable.</p> Signup and view all the answers

    What are the three exceptions to employment at will?

    <p>Public policy exception, Implied contract exception, Covenant of good faith exception (D)</p> Signup and view all the answers

    What is an implied contract?

    <p>A legally enforceable agreement that arises from conduct, from assumed intentions, from some relationship between the employer and employee there's no contract between the two parties</p> Signup and view all the answers

    What are the various ways implied contracts are created?

    <p>Oral, Actions of employer, Handbooks, Procedures (B)</p> Signup and view all the answers

    What are the benefits of a diverse workforce?

    <p>A diverse workforce leads to creativity and innovation.</p> Signup and view all the answers

    Define diversity

    <p>The differences between people</p> Signup and view all the answers

    Define inclusion

    <p>The extent to which each person in the organization feels welcomed, respected, supported, and valued as a team member</p> Signup and view all the answers

    What is the Civil Rights Act?

    <p>Legislation prohibiting discrimination based on race, color, religion, sex, or national origin.</p> Signup and view all the answers

    What is the purpose of the Age Discrimination in Employment Act?

    <p>To protect workers over 40 against discrimination</p> Signup and view all the answers

    Define the term, religious discrimination

    <p>Treating a person unfavorably because of his or her religious beliefs.</p> Signup and view all the answers

    How does the EEOC define "race"?

    <p>local geographic or global human population—a distinct group—that is evident by genetically transmitted characteristics.</p> Signup and view all the answers

    Define national origin employment discrimination

    <p>When an employer makes an adverse employment decision against an individual because the individual of his or her ancestors are either 1) from a certain country place, 2) belongs to or identifies with, a national, cultural, or epic group, or 3) associates with a person</p> Signup and view all the answers

    What was the purpose of affirmative action?

    <p>To mandate that managers of a federally funded projects, take affirmative action to them by unemployment practices</p> Signup and view all the answers

    What protected categories are covered under affirmative action?

    <p>Race, color, religion, sex, national origin, age (40 or older), disability, veteran status (A), Race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, genetic information (B), Women, African Americans, Asians, Pacific Islanders, American Indian/Alaska Native, disabled persons, and veterans (D)</p> Signup and view all the answers

    Who must have an affirmative action plan?

    <p>Companies awarded government contracts.</p> Signup and view all the answers

    What are the three basic elements of an affirmative action plan?

    <p>Reasonable self-analysis, reasonable rational for taking affirmative action, reasonable affirmative action (A)</p> Signup and view all the answers

    Title VII is a part of which equal opportunity law?

    <p>Civil Rights Act of 1964</p> Signup and view all the answers

    Which president signed into law the Civil Rights Act of 1964?

    <p>President Johnson</p> Signup and view all the answers

    What are the two most common forecasting techniques used to project the organization's need for human resources?

    <p>Statistical and judgmental (A)</p> Signup and view all the answers

    What are the four phases in the HR planning process?

    <p>Phase1: developing data Phase2: establishing HR objectives and policies Phase3: HR programming Phase4: HRP control evaluation (A)</p> Signup and view all the answers

    What are the six statistical demand forecasting methods?

    <p>Simple linear regression Multiple linear regression Productivity ratios Human resource ratios Time series analysis Stochastic analysis (A)</p> Signup and view all the answers

    What are the three judgmental demand forecasting methods?

    <p>Managerial estimate Delphi technique Nominal grouping (C)</p> Signup and view all the answers

    When should time series analysis be used to forecast demand?

    <p>When past data is used to forecast demand</p> Signup and view all the answers

    What are the two judgmental techniques with supply methods?

    <p>Succession planning Replacement planning (A)</p> Signup and view all the answers

    You have a process for identifying and developing internal people with the potential to fill key business leadership positions. Which supply method is being described?

    <p>Succession planning key words: long-term, developmental and flexible</p> Signup and view all the answers

    When should linear regression analysis be used to forecast demand?

    <p>When there is only one variable being used to determine.</p> Signup and view all the answers

    Study Notes

    HR Planning and Objectives

    • HR planning helps organizations understand future employee needs.
    • Employee compensation includes direct (salary, bonuses) and indirect (benefits, training).
    • Implicit HR objectives: improve productivity, quality of work, ensure legal compliance, and ethical behavior.

    HR's Contribution to Productivity

    • HR managers contribute to productivity through work, organizational, and design.

    Moral Philosophy

    • Moral philosophy involves principles, rules, and values used to distinguish right from wrong.

    Ethical Behavior Culture

    • To build an ethical culture: positive work environment, ethical hiring, training, modeling, clear ethics, and open communication.
    • Key trends impacting work environments: increased competition, HR cost/benefit analysis, productivity fluctuations, change pace, workplace dysfunction systems, and societal trends.

    Organizational Culture

    • Culture is a system of shared beliefs and values influencing behavior.
    • Top management values shape organizational culture and strategy.

    HR Knowledge and Specialization

    • HR professionals need business and industry knowledge (strategic planning, financial statements, sales/marketing/production, data processing/MIS).
    • HR generalists provide guidance and support for HR matters.
    • HR specialists focus on specific HR functions.

    SWOT Analysis

    • SWOT analysis assesses a firm's internal strengths/weaknesses and external opportunities/threats.

    HR's Role in Change

    • HR should be agents of change, facilitating organizational flexibility and adaptability.

    Tactical vs. Strategic Work

    • Tactical work involves daily tasks; strategic work focuses on future improvements and innovations.

    Internal Factors

    • Technology is an internal factor related to a firm's equipment and knowledge.

    Ethical Theories

    • Ethical theories are categorized as consequentialist and deontological.
    • Deontological theory uses rules to define right and wrong, disregarding consequences.
    • Consequentialist theory judges actions based on their consequences.

    HR Change Initiative

    • Securing top management support is the first step in any HR change initiative.

    Employee Engagement

    • Employee engagement relates to emotional commitment to the organization and its goals.

    Diversity and Inclusion

    • HR fosters diversity and inclusion through policies and practices promoting respect and equality.

    Performance Management

    • Performance management creates an environment where employees can perform optimally to achieve company goals.

    Succession Planning

    • Succession planning ensures smooth transition in leadership roles, and maintaining continuity.

    Workforce Development

    • Workforce development enhances employee skills to meet organizational needs.

    Employment-at-Will (EAW)

    • Employment-at-will allows employers to terminate employees at any time, without cause. This also grants employees the ability leave without facing adverse consequences.

    EAW Exceptions

    • Exceptions to employment-at-will include public policy, implied contract, and implied covenant or good faith.

    Implied Contracts

    • Implied contracts arise from conduct or assumed intentions between employer and employee, rather than formal agreements.
    • Implied contracts can be created through oral statements, employer actions, handbooks, and procedures.

    Diverse Workforce Benefits

    • Diversity leads to creativity and innovation in the workplace.

    Diversity and Inclusion

    • Diversity represents the differences among people.
    • Inclusion is the extent to which each person feels valued, respected, welcomed, and supported.

    Equal Opportunity Laws

    • Civil Rights Act prohibits discrimination based on race, color, religion, sex, or national origin.
    • Age Discrimination in Employment Act protects workers over 40 from discrimination.
    • Religious discrimination involves unfavorable treatment based on religious beliefs.
    • National Origin employment discrimination occurs when an employer makes an adverse decision based on an individual's country of origin, cultural association, or group affiliation.

    Affirmative Action

    • Affirmative action mandates that managers of federally funded projects take steps to correct past employment practices for protected identities of employees or groups underrepresented in the labor market.
    • Protected categories in affirmative action include women, various ethnic groups, people with a disability, and veterans.
    • Companies with government contracts are required to have affirmative action plans.
    • Affirmative action plans consist of reasonable self-analysis, reasons for affirmative action, and reasonable affirmative action steps to promote diversity in recruitment and promotions

    HR Planning Methods

    • Forecasting methods include statistical (linear regression, multiple linear regression, time series) and judgmental (managerial estimate, Delphi, nominal grouping).
    • Time series analysis forecasts using past data; regression forecasts using variables.

    Human Resource Planning Phases

    • HR planning involves four phases: data development, setting HR objectives/policies, programming, and controlling/evaluating.

    HR Supply Methods

    • Succession planning identifies and develops internal leadership talent.
    • Replacement planning identifies and plans for immediate replacements for key positions.

    Attraction and Reduction Programs

    • Attraction programs aim to increase suitable applicants.
    • Reduction (redundancy) programs manage excess employees.

    Recruitment

    • Recruitment aims to gather qualified applicants, fulfilling legal and social responsibilities.

    Knowledge and Skills

    • Knowledge refers to theoretical understanding; skills represent proficiencies developed from experience.

    Employee Transfers and Promotions

    • Organizations often consider ability and potential rather than seniority for transfers, aiming to broaden employee skillsets.
    • Unions typically prioritize seniority for transfers.

    Training and Development

    • Training addresses existing skill deficiencies to improve current job performance.
    • Development prepares employees for future roles through skill advancement.
    • The ADDIE model is used to manage training projects. (Analyze, Design, Develop, Implement, Evaluate).

    Job Posting and Recruiting Sources

    • Job postings inform employees of open positions within the organization.
    • Common external recruitment sources include company websites and employment agencies.

    Selection Process

    • Selection determines the most qualified candidates from the applicant pool.
    • New employee orientation and socialization help reduce turnover and increase productivity.
    • Reliability and Validity in Selection Testing
    • Reliable selection instruments consistently measure what they are designed to measure.
    • Valid selection instruments accurately measure the KSAs necessary for job performance. This aspect of the process ensures the process doesn't discriminate against any protected identity.

    Interviewing

    • Interviews gather subjective information about a candidate's communication and interpersonal skills that may not be assessed using other methods.

    Application Forms

    • Application systems efficiently gather a vast amount of applicant biographical information at minimal cost.

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    Description

    This quiz covers key concepts in HR planning, including employee compensation, the role of HR in productivity, and the importance of ethical behavior in organizations. Understand how HR objectives can improve productivity and foster an ethical culture within the workplace.

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