Coursera - HRCI Human Resource Associate, Exams of Advanced Education

Coursera - HRCI Human Resource Associate

Typology: Exams

2023/2024

Available from 10/22/2024

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Coursera - HRCI Human Resource
Associate Professional Certificate -
Week 1 Latest Updated
5 Approaches to Job Design - ANSWER-1) Mechanistic
2) Motivational
3) Biological
4) Perceptual-Motor
5) Relational
Advantages of Remote Work - ANSWER-- Less commute times
- Environmental benefits
- Increased talent pool
- Increased productivity
- Health benefits
- Cost cutting
Age Discrimination in Employment Act - ANSWER-Illegal to discriminate against people
40 years of age or older, as well as those that require employees to retire before the
age of 70. Applies to government agencies, private employers with 20 or more workers
or a union with more than 25 members.
Americans with Disabilities Act (ADA) - ANSWER-Illegal to create job descriptions that
cannot be accommodated to individuals with disabilities.
Career Pathing - ANSWER-Forecasting Tools -
Helping employees map out their long term professional plans by identifying the career
steps they need to achieve their goals
Compressed Work - ANSWER-Typical 40 hour week compressed or split in different
ways (4/10 4 days with 10 hour shifts, 9/80 every other Friday off)
Consolidated Omnibus Budget Reconciliation Act (COBRA) - ANSWER-Requires
employers to provide the option for extended health insurance coverage when an
employee is terminated or resigns from their position
Criteria for independent contractors - ANSWER-- Provide their own equipment
- Have multiple clients
- Work independently
- Have all or most training
- Set their own hours
- Are not required to work on-site
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Coursera - HRCI Human Resource

Associate Professional Certificate -

Week 1 Latest Updated

5 Approaches to Job Design - ANSWER-1) Mechanistic

  1. Motivational
  2. Biological
  3. Perceptual-Motor
  4. Relational Advantages of Remote Work - ANSWER-- Less commute times
  • Environmental benefits
  • Increased talent pool
  • Increased productivity
  • Health benefits
  • Cost cutting Age Discrimination in Employment Act - ANSWER-Illegal to discriminate against people 40 years of age or older, as well as those that require employees to retire before the age of 70. Applies to government agencies, private employers with 20 or more workers or a union with more than 25 members. Americans with Disabilities Act (ADA) - ANSWER-Illegal to create job descriptions that cannot be accommodated to individuals with disabilities. Career Pathing - ANSWER-Forecasting Tools - Helping employees map out their long term professional plans by identifying the career steps they need to achieve their goals Compressed Work - ANSWER-Typical 40 hour week compressed or split in different ways (4/10 4 days with 10 hour shifts, 9/80 every other Friday off) Consolidated Omnibus Budget Reconciliation Act (COBRA) - ANSWER-Requires employers to provide the option for extended health insurance coverage when an employee is terminated or resigns from their position Criteria for independent contractors - ANSWER-- Provide their own equipment
  • Have multiple clients
  • Work independently
  • Have all or most training
  • Set their own hours
  • Are not required to work on-site

Delphi Technique - ANSWER-Methods to Forecast Workforce Needs: Forecasts future job needs by combining the input and expertise of many professionals who never meet, but come to a consensus over time. Differences for employers between employees and contractors - ANSWER-Employees:

  • Employer pay half of Social Security (FICA) tax
  • Employers must withhold taxes
  • Employers must pay overtime and on-call pay Contractors
  • Independent contractors pay all social security taxes
  • Employers are not required to withhold taxes
  • Employers do not need to pay overtime or on-call pay Disadvantages of Remote Work - ANSWER-- Limited social interaction
  • Distractions
  • Professional advancements Dual Career Ladder - ANSWER-Forecasting Tools - Identifying a career path that is rich in expertise and cross training. Employees master two traditionally disparate roles and then move on to the next phase Employee Retirement Income and Security Act (ERISA) - ANSWER-Allows employees to withdraw from their retirement plans and other roles associate with employee vesting Equal Employment Oppertunity - ANSWER-Protecting employees and potential employees against discriminatory behavior. Equal Pay Act of 1963 and Lilly Ledbetter Fair Pay Act of 2009 - ANSWER-Pay must be equal between women and men. Exempt Worker - ANSWER-Exempt from minimum wage and overtime provisions (Do not follow). Must earn more than $684 a week, salaried, and perform exempt duties as part of their job. Fair Claims Act - ANSWER-Protects whistleblowers who report unsafe work environments Fair Labor Standards Act (FLSA) - ANSWER-Overtime work must be specified and workers must be paid at least the legal minimum wage.

Expressing interest in a position before the position is open to fill Job Design - Biological - ANSWER-Rooted in ergonomics, focus for physically demanding jobs Job Design - Mechanic - ANSWER-Classic industrial engineering concepts which focus on repetitive tasks and assembly. However may not lead to job enjoyment or satisfaction Job Design - Motivational - ANSWER-Allowing workers to feel a sense of control over their work and understanding the value/results of their work. Ideally increases worker satisfaction and involves extensive training and innovation for their passion Job Design - Perceptual Motor - ANSWER-Emphasizes on neurological aspects like memory and attention span. Can cause workers to feel like their work isn't meaningful Job Design - Relational - ANSWER-Evaluates a specific job stage or site, focuses on the position within a process and how it relates to the other workers Job Sharing - ANSWER-Two partners share one full time job. The shifts can be split evenly or 40/60. They're a partnership so if one leave the other either finds a new partner, resigns, or goes back to a full time job. National Labor Relations Board - ANSWER-Grievance about workplace safety must be reported to them and if the organization allows workers to unionize. Nominal Group Technique - ANSWER-Methods to Forecast Workforce Needs: Uses a panel of experts in a structured meeting to find a solution to a problem Non Exempt Worker - ANSWER-Most often paid by the hour and subject to overtime pay. They are non exempt (not included) from certain provisions of the FLSA. Occupational Safety and Health Administration (OSHA) - ANSWER-Workplace safety regulations to avoid dangerous work environments Offshoring - ANSWER-Offshoring is where a company establishes a foreign subsidiary and transitions from higher-paid American employees to lower-paid foreign employees. This practice is hotly debated among policymakers, economists, business people, and the general public. Outsourcing - ANSWER-Outsourcing is a common practice that relies on paying a third- party business to perform a specific function that does not align with the main company's ideals. This is used to take advantage of lower labor rates overseas, allowing companies to save money on labor-intensive work like customer service, technical support, and computer programming.

For example, a manufacturer might outsource security, food service, or payroll processing. They might do this to get better quality, lower costs, and freedom from having to manage something that is not its primary business. Phased Retirement - ANSWER-Progressive transition towards retirement. Pregnancy Discrimination Act (PDA) - ANSWER-Illegal to discriminate against pregnant individuals. Also must allow maternity leave and guarantee reinstation of the position when returning from leave. Probabilistic Models - ANSWER-Methods to Forecast Workforce Needs: Models that predict future conditions using computer simulations Procedures to Follow During Redesign - ANSWER-- Reconcile differences between job description and the actual performed work

  • Reassign duties, tasks, and responsibilities
  • Revise the applicable job description and revisit Ratio Analysis - ANSWER-Methods to Forecast Workforce Needs: Examines historical information about the workforce pertaining to a particular facet of the organization Replacement Charting - ANSWER-Forecasting Tools - Categorizing employees into 4 categories:
  1. Ready for promotion
  2. Potential for promotion
  3. Satisfactory for current position
  4. Replacement - No potential/possible replacement. Rights of Temporary Workers - ANSWER-Compensation (including overtime except for some seasonal employees), Health, Safety Social Security Act and the Medicare Act - ANSWER-Require that all employers must report and match payments for Social Security and Medicare Steps to job redesign of a position - ANSWER-Determine duties, tasks, responsibilities -

Job redesign -> Outputting quality workers and higher morale Succession Planning - ANSWER-Forecasting Tools - Identifying promising employees who have the potential to occupy managerial or executive roles in an organization

Determines the output or productivity the organization expects to achieve in the immediate future. Then, employment needs are calculated in reverse