HRM and Employee Relations Overview
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Questions and Answers

What is the primary purpose of employee orientation or onboarding?

  • To provide new employees with a comprehensive training program.
  • To evaluate new employees' previous work experiences.
  • To assign new employees to specific tasks immediately.
  • To ensure new employees feel welcomed and understand the organization. (correct)

Which of the following is NOT one of the four goals of employee onboarding?

  • Making the employee feel part of the team.
  • Helping the new employee understand the company's culture.
  • Providing basic information for effective functioning.
  • Introducing new employees to their future career paths. (correct)

What should begin ideally before an employee's first day?

  • The performance evaluation procedure.
  • The formal training program.
  • The onboarding process. (correct)
  • An introduction to the department's tasks.

What are hygiene factors in the workplace?

<p>External factors related to working conditions and salary (D)</p> Signup and view all the answers

How can extrinsic rewards impact intrinsic motivation according to Deci's findings?

<p>They can detract from intrinsic motivation. (B)</p> Signup and view all the answers

During the orientation process, which role primarily explains basic working hours and benefits?

<p>The human resource specialist. (D)</p> Signup and view all the answers

Which component of Vroom's Expectancy Theory refers to the perceived value of a reward?

<p>Valence (C)</p> Signup and view all the answers

How long should the onboarding program last?

<p>The duration depends on the information covered. (D)</p> Signup and view all the answers

What role should supervisors play during the orientation process?

<p>They should help integrate the new employee into the workplace and team. (A)</p> Signup and view all the answers

What is the primary purpose of behavior modification as defined by Skinner?

<p>To change behavior using contingent rewards or punishments (D)</p> Signup and view all the answers

What is a key aspect to ensure new employees are comfortable on their first day?

<p>Arranging for colleagues to take them to lunch. (C)</p> Signup and view all the answers

What percentage of total compensation do employee benefits account for?

<p>31% (D)</p> Signup and view all the answers

What is the primary focus of the training process described?

<p>To provide basic skills needed to perform jobs. (B)</p> Signup and view all the answers

Which of the following is NOT classified as a type of employee benefit?

<p>Salary increases (D)</p> Signup and view all the answers

What does severance pay typically refer to?

<p>A one-time payment upon employee termination (D)</p> Signup and view all the answers

What is the purpose of job rotation in On-the-Job Training (OJT)?

<p>To provide management trainees with varied job experiences at planned intervals (C)</p> Signup and view all the answers

Which benefit provides employees pay for time not worked due to illness?

<p>Sick leave (C)</p> Signup and view all the answers

Which of the following techniques combines classroom instruction and hands-on experience?

<p>Apprenticeship Training (D)</p> Signup and view all the answers

What is a benchmark job used for in a pay plan?

<p>To serve as a reference point for establishing pay scales (C)</p> Signup and view all the answers

Which is NOT a compensable factor in job evaluation?

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

What training method involves a systematic presentation of questions or facts with immediate feedback?

<p>Programmed Learning (C)</p> Signup and view all the answers

Which job evaluation method involves grouping jobs based on a set of rules for each category?

<p>Job Classification (A)</p> Signup and view all the answers

In the ranking method of job evaluation, what is the first step?

<p>Obtain job information (C)</p> Signup and view all the answers

Which training method allows trainees to learn on actual or simulated equipment but not in their regular working environment?

<p>Vestibule Training (B)</p> Signup and view all the answers

What distinguishes grades from classes in job classification systems?

<p>Grades represent dissimilar jobs, while classes contain similar ones (C)</p> Signup and view all the answers

Which of the following is NOT a step in the On-the-Job Training (OJT) process?

<p>Conduct a job interview (A)</p> Signup and view all the answers

Which step is crucial when preparing for a job evaluation?

<p>Identifying the need for evaluation (D)</p> Signup and view all the answers

Which technology provides support and training faster and more cost-effectively than traditional methods?

<p>Electronic Performance Support Systems (C)</p> Signup and view all the answers

Which training technique emphasizes modeling, role-playing, and social reinforcement?

<p>Behavior Modeling (A)</p> Signup and view all the answers

In the factor comparison method, what is being ranked?

<p>Each job's associated compensable factors (A)</p> Signup and view all the answers

What is the ultimate goal of a market-competitive pay plan?

<p>To maintain equitable pay within the organization and compared to competitors (C)</p> Signup and view all the answers

What does direction sharing primarily involve?

<p>Translating company goals into departmental, team, and individual goals (C)</p> Signup and view all the answers

What is the main purpose of ongoing performance monitoring?

<p>To continuously measure progress toward performance goals (B)</p> Signup and view all the answers

Which of the following best describes career management?

<p>A process enabling employees to understand and develop their career skills (D)</p> Signup and view all the answers

What role does recognition and rewards play in employee performance?

<p>They provide incentives to maintain goal-directed performance (A)</p> Signup and view all the answers

Which statement correctly describes psychological contracts?

<p>They represent the unwritten agreements between employers and employees (B)</p> Signup and view all the answers

What is a key responsibility of employees in career management?

<p>To assess personal interests, skills, and values (D)</p> Signup and view all the answers

What does ongoing feedback in performance management typically involve?

<p>Offering continuous feedback through face-to-face and computerized methods (A)</p> Signup and view all the answers

What is a significant aspect of career planning?

<p>Establishing action plans based on personal characteristics (D)</p> Signup and view all the answers

What is the primary goal of the supervisor's narrative assessment?

<p>To help the employee understand performance strengths and areas for improvement. (B)</p> Signup and view all the answers

Which step is NOT part of developing Behaviorally Anchored Rating Scales (BARS)?

<p>Assign numerical values to each employee. (A)</p> Signup and view all the answers

What is the role of critical incidents in the BARS method?

<p>To serve as specific examples of performance for different dimensions. (D)</p> Signup and view all the answers

During the development of BARS, why are incidents reallocated?

<p>To ensure incidents are placed in the correct performance dimension group. (C)</p> Signup and view all the answers

What does the Management by Objectives (MBO) approach primarily emphasize?

<p>Setting specific, measurable goals collaboratively between managers and employees. (B)</p> Signup and view all the answers

Which of the following best describes the first step in the MBO process?

<p>Establish a company-wide plan and set organizational goals. (C)</p> Signup and view all the answers

How should departmental goals be established according to the MBO approach?

<p>By department heads collaboratively setting goals with their supervisors. (B)</p> Signup and view all the answers

In the performance appraisal process, who is responsible for discussing departmental goals with their subordinates?

<p>Department heads and their managers. (D)</p> Signup and view all the answers

Flashcards

Employee Orientation/Onboarding

A procedure to give new employees basic information about the company, including policies, benefits, and work expectations.

Purposes of Employee Orientation

To welcome new hires, provide necessary info, introduce the company culture, and begin socialization.

Onboarding Process

A process that ideally begins before the first day with a welcome note and schedule. It involves introductions to colleagues, department specifics, and addressing concerns.

Supervisor's Role in Orientation

Supervisors continue orientation by explaining department functions, introductions, workplace knowledge, and easing initial anxieties.

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Training Process

Educating employees—both new and existing—on skills needed for their job duties.

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Orientation First Day

Day one for orientation involves establishing initial contact with coworkers and introduction to basic information.

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HR Specialist's role

Explaining basic workplace matters like working hours and benefits, during the initial stages of orientation.

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New Hire Concerns

Addressing any issues a new employee might have, following the initial period of onboarding. This includes helping the employee integrate into the team and workplace.

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Job Rotation

A training method where employees move between different jobs at regular intervals.

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Apprenticeship Training

A structured training combining classroom and on-the-job learning for skills development.

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Informal Learning

Job learning that happens on or off the job, through interactions and experiences, rather than structured courses.

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Job Instruction Training (JIT)

A training method that breaks down jobs into steps, with key points to guide employees.

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Programmed Learning

A systematic training method using questions, responses, and immediate feedback to teach skills.

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Behavior Modeling

A training technique that involves modeling, role-playing, feedback, and praise of desired skills.

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Vestibule Training

Training on actual or simulated equipment, but off the main work area.

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EPSS (Electronic Performance Support Systems)

Computerized tools and displays for automated training, documentation, and support.

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Direction Sharing

Communicating company goals to employees and translating them into departmental, team, and individual goals.

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Goal Alignment

A method for employees to see the connection between their goals and those of their department and company.

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Performance Monitoring

Using computerized systems to track team and employee progress toward meeting goals.

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Ongoing Feedback

Providing continuous feedback, both in person and electronically, on progress toward goals.

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Career Management

The process that helps employees understand and develop their skills and interests to be more effective in their careers.

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Career Planning

A deliberate process to identify skills, interests, and motivations and create action plans to reach career goals.

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Psychological Contract

An unwritten agreement between employers and employees regarding expectations and responsibilities.

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Career

The sequence of jobs and positions a person holds during their working life.

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Supervisor's Narrative Assessment

A method for evaluating employee performance based on a written description of strengths and weaknesses, guiding improvement.

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BARS (Behaviorally Anchored Rating Scales)

Performance appraisal method combining narrative examples with quantified ratings. Anchors ratings with specific examples of good and poor performance.

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BARS Development Step 1

Gather specific examples of effective and ineffective job performance (critical incidents).

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BARS Development Step 2

Group or cluster critical incidents into performance dimensions (e.g., salesmanship skills).

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BARS Development Step 3

Verify the groupings by having another team re-assign incidents.

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BARS Development Step 4

Rate the behavior effectiveness or ineffectiveness as it relates to the performance dimension.

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BARS Development Step 5

Select specific incidents as behavioral anchors for the performance dimension.

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Management by Objectives (MBO)

A company-wide goal-setting and appraisal program where managers and employees work together to establish specific, measurable, and relevant work objectives.

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Market-competitive pay plan

A pay plan that ensures fair pay both within the company and compared to other companies.

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Compensable Factors

Key elements of a job that determine its value, such as skills, effort, responsibility, and working conditions.

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Job Evaluation

A process that judges the relative worth of different jobs in a company.

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Benchmark Job

A job used as a standard to set pay levels for other jobs.

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Job Ranking Method

A job evaluation method that ranks jobs based on overall difficulty.

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Job Classification

Job evaluation method that categorizes jobs into groups based on specific criteria.

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Factor Comparison Method

Job evaluation method that ranks jobs based on specific factors, totaling points.

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Job Evaluation Methods

Different ways of systematically determining the value of jobs for pay purposes.

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Hygiene Factors

Job factors outside the work itself, like salary, benefits, and working conditions.

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Intrinsic Motivation

Motivation from enjoying the work itself.

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Extrinsic Motivation

Motivation from external rewards like pay or incentives

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Expectancy Theory

Employee motivation depends on effort, performance, rewards and value.

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Employee Benefits

Indirect payments for continuing employment, like health insurance or paid time off.

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Supplemental Pay

Benefits for time not worked, such as vacations, sick days, or unemployment.

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Unemployment Insurance

Provides benefits to employees unable to work due to unavoidable circumstances.

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Behavior Modification

Using rewards or consequences to change behavior in the workplace.

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Study Notes

HRM with Labor Relations

  • HRM involves establishing and maintaining positive employee-employer relationships.
  • Employee relations is typically managed by HR.
  • Positive employee relations encompass satisfactory productivity, motivation, morale, and discipline.
  • Fair treatment, fair procedures, and equitable outcomes are crucial for positive employee relations.
  • Bullying and victimization are significant issues to consider in the workplace.

Employee Relations Programs

  • Fair treatment programs promote respect and fairness.
  • Procedural justice and distributive justice are essential elements in fair treatment.
  • Bullying involves power imbalances, intent to harm, and repetition.
  • Effective communication programs can foster positive relations.
  • Employee feedback programs are important to improving relations

Handling Disputes and Grievances

  • A grievance process is a formal procedure for addressing concerns about terms and conditions of employment.
  • Common sources of grievances include absenteeism, insubordination, and violations of company rules.
  • Formal procedures for addressing disputes or grievances ensure fairness and transparency.

Collective Bargaining

  • Collective bargaining is a process where management and union representatives negotiate a labor agreement.
  • Good faith bargaining is required by law for negotiating wages, hours, and terms of employment.
  • Mandatory, voluntary, and illegal bargaining items are crucial considerations.
  • Collective bargaining involves preparation, negotiation, agreement, implementation, and renegotiation.
  • Costing the contract, building skills, and resolving impasses are essential aspects of collective bargaining.

Safety, Health, and Risk Management

  • Occupational Safety and Health Administration (OSHA) sets safety and health standards.
  • Occupational illnesses are caused by environmental factors.
  • Improving workplace safety ensures hazards are identified and eliminated.
  • Safety training and culture promote safe practices and behavior.
  • Record keeping and reporting maintain safety standards.

Compensation and Benefits

  • Pay-for-performance schemes link compensation to performance.
  • Various incentive programs can enhance employee motivation.
  • Equity in compensation considers external, internal, individual, and procedural factors.
  • Benefit programs include sick leave, severance pay, and insurance.
  • Job evaluation helps determine the value of various jobs.

Career Management and Retention

  • Career management assists employees in developing their careers.
  • Employee retention strategies promote employee loyalty and longevity.
  • Lewin's change process outlines the steps for organizational change with minimal resistance.

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HRM With Labor Relations Reviewer - PDF

Description

This quiz covers key concepts in Human Resource Management (HRM) focusing on labor relations and employee relations programs. It explores the importance of fair treatment, effective communication, and dispute resolution in maintaining positive employee-employer relationships. Test your knowledge on how to handle grievances and promote a respectful workplace.

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