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Human capital management, or HCM, is the process of turning a workforce into an asset by using the appropriate personnel recruitment methods, training them, and optimizing their productivity to raise a company's overall output level. It mainly helps an organization's human capital provide value and boost its return on investment.
The monetary value of an expert's knowledge and abilities is referred to as their "human capital." Human capital comprises resources like education, readiness, awareness, aptitude, health, and other qualities that businesses value like loyalty and punctuality.
Attracting and hiring talent that supports the firm in achieving its objectives is one of the most crucial parts of human capital management. It gives the HR department the resources it needs to market the company as the best place to work for workers and expedite the hiring process.
It facilitates the simplification of all procedures related to hiring, training, and retaining employees. It includes payroll, benefits administration, time and attendance, candidate monitoring, onboarding, training management, and more.
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What is a job analysis?
A. AzA contract that includes sufficient flexibility so that workers are comfortable startingnew tasks as needed and proactively finding additional ways to contribute
B. A study that first identifies the required tasks and behaviors of a job and then evaluateswhat is required to perform each required task
C. A summary that outlines the main duties and responsibilities of a job
D. A step-by-step explanation of how to complete a specific task
Why is human resource planning an important human resource management activity?
A. It provides direction on how to budget the financial needs of an organization to ensurethe organization remains profitable.
B. It helps design a workplace for optimal efficiency and performance while also identifyingthe talent needed to execute a business strategy.orkspaces for
C. It provides guidance on how to form business goals that are in alignment with theorganization s vision.
D. It provides a means to get the most output from each employee through rewards andpunishments to drive greater profits.
What is an example of affirmative action in an organization?
A. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds
B. Establishing a workforce outreach program for protected groups underrepresented in the organization
C. Enacting a policy that race or gender may not be criteria for hiring decisions
D. Including a statement in commercials that the organization has a diverse workforce
What are mandatory benefits?
A. Benefits that are customarily provided to employees and are rarely denied
B. Benefits that are required by the employer to be provided to employees
C. Benefits that are required by law to be provided to employees
D. Benefits that are in high demand and attract the most desirable candidates
Which factor do unions prefer when negotiating with employers over criteria for jobopportunities, such as promotions and job security?
A. Seniority
B. Education
C. Experience
D. Age
Which type of work culture utilizes hiring, retaining, developing, and motivating employeeswhile making work assignments that are connected to data or outcomes?
A. Performance culture
B. Innovative culture
C. Risk culture
D. Compliance culture
What makes an organization a closed union shop?
A. It hires and employs current union members exclusively.
B. It allows employees to choose whether they join a union.
C. It considers only nonunion employees for promotions.
D. It has a policy against union membership for employees.
What is the primary purpose of progressive discipline?
A. To provide a method for managers to fairly administer performance evaluations that arefree from biases
B. To make employees aware of performance problems using the least severe actionnecessary to motivate change
C. To ensure that the maximum corrective action is administered to correct futureperformance issues
D. To ensure that legal regulations are followed when collecting performance-basedfeedback
Which tool may be used during the learning level of Kirkpatrick's training evaluation?
A. Simulation
B. Performance appraisal
C. Survey
D. Long-term observation
Which tool may be used during the learning level of Kirkpatrick's training evaluation?
A. Simulation
B. Performance appraisal
C. Survey
D. Long-term observation
A hiring manager researched a job applicant s social media history and discovered a postfrom the applicant about a family member being diagnosed with Parkinson disease. Thehiring manager decided not to hire the applicant based on this discovery.Which law did the hiring manager violate?
A. Americans with Disabilities Act of 1990
B. Genetic Information Nondiscrimination Act of 2008
C. Fair Labor Standards Act of 1938
D. Family and Medical Leave Act of 1993
Which tools are used for the employee-relations functions of human resource management(HRM)?
A. Performance goals and principles
B. Labor participation programs and employee surveys
C. Training and development programs
D. Benefits and rewards
Which legislation was established for federal contractors to take proactive steps inaffirmative action within their workforces?
A. Worker Adjustment and Retraining Notification Act
B. Fair Labor Standards Act
C. Civil Rights Act
D. Executive Order 11246
What guides the development of training content and delivery methods?
A. Evaluation methods
B. Company needs
C. Learning objectives
D. Training goals
What is a benefit to the employer of providing a healthy and safe work environment?
A. Increased health benefit options
B. Decreased absenteeism due to health-related issues
C. Increased availability of the employer's assistance program
D. Reduced need for policies and procedures
TESTED 28 October 2023
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