HREAP Theories

• What is not a basic functions of the management process in the human resources department

  Outsourcing
• They are responsible for accomplishing an organization's goal by managing the efforts of the organization's people

  Manager
• A function of the management process that requires a manager to establish goals and standards, and to develop rules and procedures

  Planning
• Consuela, a manager, delegates the authority for a project to Lee, her subordinate. Consuela is most likely involved in which function of the management process?

  Organizing
• When managers use metrics to assess performance and then develop strategies for corrective action, what management process are they performing?

  Controlling
• An activity in the management process associated with the leading function

  Motivating subordinates
• This is not a personnel activity associated with human resource management

  Developing customer relationships
• This is not a line manager's responsibility in the human resources department


  Marketing new products and services
• Yuki works at a position in his organization where he maintains contacts with the local community and travels to search for qualified job applicants. Yuki's position is best described as

  Recruiter
• What do human resources managers exert within and outside of the human resources department

  Line authority and staff authority
• Wilmer works in the HR department and is in charge of developing the plans for how people are paid and the employee benefits program is run. Wilmer is most likely holding what position in the department

  Compensation manager
• An HR Generalist at Wilson Manufacturing has been assigned to the sales department to provide HR management assistance as needed. What kind of structure does the HR services at Wilson Manufacturing provide?


  Embedded HR teams
• What structure or organization of the human resource function involves dedicated HR members that assist top management in issues such as developing the personnel aspects of the company's long-term strategic plan?

  Corporate HR teams
• What term refers to the knowledge, skills, and ability of a firm's worker?

  Human capital
• What is the term for workforces like those at the company Uber, 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
• The recent trend where in some occupations (such as high tech) unemployment rates are low, while in others, unemployment rates are still very high and recruiters in many companies can't find candidates, while in others there's a wealth of candidates. This is called

  Unbalanced labor force
• What recent trends in technology affects the human resource management?

  The use of gaming features to enhance training and performance appraisal
• Which type of evidence do evidence-based human resource management not rely on?

  Qualitative opinions
• True or false, in a small organization, line managers frequently handle all personnel duties without the assistance of a human resource staff

  True
• 2 distinct functions carried out by human resource managers

  Line and staff function
• Performance appraisal


  The process of evaluating an employee's current and/or past performance relative to his or her performance standards
• Terms related to performance appraisal

  • Employee selection
  • Performance appraisal
  • Employee orientation
  • Organizational development
• Purpose of performance appraisal feedback

  To motivate employees to remove any performance deficiencies
• Reasons for performance appraisal

  • Correcting any work-related deficiencies
  • Creating an organizational strategy map
  • Determining appropriate salary and bonuses
  • Making decisions about promotions
• Responsible for performance appraisal

  Employee's direct supervisor
• First step of performance appraisal

  Assessing the employee's performance
• Employee self-ratings in performance appraisal

  Ratings are higher than when provided by supervisors
• Upward feedback

  The process of allowing subordinates to rate their supervisor's performance anonymously
• 360-degree feedback

  A performance appraisal based on surveys from peers, supervisors, subordinates, and customers
• Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well
• The HR department monitors the performance appraisal system, but it is typically not involved in rating employees
• In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans
• Techniques for appraising employee performance

  • Alternation ranking
  • Graphic rating scale
  • Forced distribution
  • Constant sum rating scale
• Forced distribution


  A performance appraisal tool where a supervisor assigns a predetermined percentage of employees to different performance categories
• Alternation ranking


  Ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked
• Management by objectives requires a manager to set specific measurable, organizationally relevant goals with each employee and then periodically discuss the employee's progress toward these goals