HCAD 710 Exam 2: Human Resource Management Concepts and Practices, Exams of Nursing

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HCAD 710 EXAM 2

Situation Task Action Result - Answer-STAR

1. employment/recruitment
2. compensation & benefits admin
3. employee relations (employee problems)
4. labor relations (unions) - Answer-typical HR functions
5. employee health/safety
6. training/development
7. security
8. child care
9. aware/recognition
10. EEO/AA - Answer-frequent HR functions

Equal Employment Opportunity - Answer-EEO Affirmative Action - Answer-AA

1. risk management
2. executive compensation admin
3. org development (succession planning)
4. EAP
5. outplacement
6. payroll - Answer-infrequent HR functions Employee Assistance Program - Answer-EAP Employee Assistance Program (EAP) - Answer-assist employees in addressing particular personal problems that can affect their work performance; referral program; helps control absenteeism, tardiness; commonly address alcohol/drug abuse, family/marital difficulties, legal/financial problems, compulsive gambling; initial office HR or employee health but outside entity that works on retainer to keep confidentiality outsourcing - Answer-practice of having services once performed by employees supplied by outside parties; brought on by reengineering
7. outplacement services
8. Employment Assistance Program (EAP)
9. pension plan admin
10. workers comp

5. disability programs admin
6. payroll
7. legal services - Answer-examples of outsourcing people-centered manager - Answer-work is irregular & varied with employees controlling processes; people are primary focus b/c they are producers (not machines); more intellectual processes production-centered manager - Answer-manufacturing with employee assigned workstations; pace is important; more manual processes authoritarian - Answer-leadership that is now more legalistic & humanistic job analysis - Answer-proceeds job description; basis of any employment decision; accurate information about all positions from sources job description - Answer-"position description;" organization efforts to be fair & equitable to all employees; 3 parts
8. identifying info
9. job summary
10. list principal duties - Answer-3 parts to job description exempt employees - Answer-status of position relative to FLSA; mean exempt from overtime payment; FLSA test of whether professional, administrative, executive, or "salaried" position nonexempt employees - Answer-paid by hour; fully covered by FLSA regulations

1. job id info
2. job summary
3. principal duties
4. job specification - Answer-parts to job position/description job id info - Answer-position title, department locations, last date verified, title of supervisor job summary - Answer-purpose, nature, extent of tasks performed; should relate to mission statement of department & global mission of organization principal duties - Answer-5-8 tasks/functions to describe position listed in order of decreasing frequency (takes most time or is most critical listed first); description of each activity with how accomplished & why necessary; written in complete/clear/brief sentences in present tense job specification - Answer-outlines minimum specific skills, effort, & responsibilities required; education requirements; level of responsibility expected; # people supervised, amount of funds managed, resources controlled
5. new employee orientation w/in department & organization
6. mentoring
7. on job & off-site training
8. cross-training - Answer-teaching methods management's role managerial delegation - Answer-teaching is integral part of __________________________ &

STAR (situation task action result) - Answer-interview method focuses on behaviors which likely to repeat

1. create urgency
2. form coalition of leaders/stakeholders
3. create vision for change
4. communicate vision
5. remove obstacles
6. create short-term wins
7. build on change
8. anchor change - Answer-Kotter 8 create urgency - Answer-examine market; government regulation; see change coming & prepare form coalition of leaders/stakeholders - Answer-people who can get job done; team building create vision for change - Answer-see where going & why important; "come with me" = authoritative communicate vision - Answer-newsletter, new behaviors; high-profile leadership best remove obstacles - Answer-negative people, lack technology; logistics, pre-planning phase create short-term wins - Answer-small awards/milestone points build on change - Answer-keep momentum going; build on what's working; change teams to transfer success

anchor change - Answer-what's good you keep