Please respond to the following questions:
1. What is the definition of "Human Resource Management (HRM)?"
2. What is a code of ethics? Why is it important for an organization to have a code of ethics?
3. What are the four (4) main steps within the staffing function? Remember, "Staffing involves the entire hiring process from posting a job to negotiating a salary package." Please identify each step in BOLD font.
4. Compensation includes anything the employee receives for his or her work. What are eight (8) types of employee compensation? Please identify each type in BOLD font.
5. What are the four (4) reasons ninety percent (i.e., 90%) of employees leave a company? Please identify each reason in BOLD font.
6. What are two (2) ethical perils (liabilities) of job announcements? Please identify each peril in BOLD font.
7. What are the two (2) factors that usually weigh heavily in deciding which questions should and should not be asked during an applicant’s interview?
8. What are the three (3) considerations a Human Resource Management (HRM) professional should address during an employee’s review for promotion within an organization? What do you believe is the most important consideration an HRM professional should contemplate during the employment promotion process?
9. What does “at-will employment” refer to?
10. What does “just cause firing” refer to?
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1. The definition of "Human Resource Management (HRM)" refers to the strategic approach of managing an organization's workforce, including recruitment, selection, training, and development, performance appraisal, compensation, and employee relations.
2. A code of ethics is a set of guidelines and principles that define acceptable behavior and conduct within an organization. It is important for an organization to have a code of ethics to provide a framework for ethical decision-making, promote integrity and professionalism, and ensure compliance with legal and ethical standards.
3. The four main steps within the staffing function are:
- Job Analysis: Identifying the specific requirements and responsibilities of a job.
- Recruitment: Attracting potential candidates through various methods.
- Selection: Assessing and choosing the most suitable candidate for the job.
- Hiring: Finalizing the employment agreement and onboarding the selected candidate.
4. The eight types of employee compensation include:
- Salary: Fixed monetary payment for the job.
- Bonuses: Additional payments based on performance or achievement.
- Benefits: Non-monetary compensation, such as health insurance and retirement plans.
- Commission: A percentage of sales or revenue earned.
- Stock Options: Providing employees the opportunity to buy company stock.
- Paid Time Off: Vacation, sick leave, and other leave benefits.
- Non-Cash Incentives: Rewards like gift cards or merchandise.
- Profit-Sharing: Sharing company profits with employees.
5. The four reasons ninety percent of employees leave a company are:
- Lack of growth opportunities
- Poor management or leadership
- Inadequate compensation or benefits
- Disengagement or dissatisfaction with their role or work environment
6. Two ethical perils (liabilities) of job announcements are:
- Discrimination: Job announcements should not contain any discriminatory language or criteria that can lead to bias in hiring.
- Misrepresentation: Job announcements should accurately describe the requirements, responsibilities, and qualifications to avoid misleading potential applicants.
7. The two factors that usually weigh heavily in deciding which questions should and should not be asked during an applicant's interview are:
- Job-Relatedness: The questions should be directly related to the requirements and qualifications of the job.
- Legal Compliance: Questions should adhere to anti-discrimination and equal opportunity laws to avoid any potential legal issues.
8. The three considerations a Human Resource Management (HRM) professional should address during an employee's review for promotion within an organization are:
- Performance: Evaluating the employee's past performance and contribution to the organization.
- Skills and Qualifications: Assessing the employee's competencies and abilities that align with the requirements of the higher-level position.
- Potential for Growth: Determining the employee's potential and willingness to take on additional responsibilities and challenges.
The most important consideration an HRM professional should contemplate during the employment promotion process is the employee's performance. While skills and potential are crucial, past performance is a strong indicator of future success and ensures that the promotion is based on merit.
9. "At-will employment" refers to the employment relationship where the employer or employee can terminate the employment at any time, for any reason, or no reason at all, without being required to provide a notice or cause for termination.
10. "Just cause firing" refers to termination of employment based on valid reasons or justifiable cause, such as employee misconduct, poor performance, or violation of company policies. It typically involves providing a notice and conducting an investigation before making the decision.
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