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Human Resources Final Examination

1. Human resources management refers to the practices and policies you need to carry out the people or personnel aspects of your management job. List five or the ten practices and policies (10 Points) Recruitment (Training & development) Compensation Leave of absence Attendance (Performance) Ethical Conduct (Sexual harassment) 2. List the five stages of the Instructional Design for the training process. 5 Points) [ADDIE]: Analysis Design Development Implementation Evaluation 3. List and explain the four benefits that are required by law. (20 Points)

COBRA Extended Health Insurance—Stands for Consolidated Omnibus Reconciliation Act. A Federal law mandated for employers with 20 or more employees that voluntarily offer group health insurance benefits. The employees and their qualifying family members receive these health benefits for an extended period of time after the employee is laid off or receives reduced hours. However, the COBRA benefits only occur if the event is considered to be a qualifying event. Family and Medical Leave—Is known as the Federal Family Medical Leave Act (FMLA).

Employers are required to allow employees 12 weeks of unpaid sick leave. The employer is also required to allow up to a 12 month period of unpaid Leave of Absence to attend to themselves or their

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family members during sickness. Under both circumstances, the employee retains his or her job and benefits. Unemployment Benefits—When employees have the right to file insurance claims for state unemployment benefits after they have been laid off, fired, or given a reduced work schedule. Even government employees have the right to unemployment benefits under these circumstances.

Workers’ Compensation Benefits—If United States employee is injured or becomes ill, he or she is eligible for state-mandated workers’ compensation benefits. The benefits vary by state. Yet, the basics include payment of related medical expenses, job training/retraining, and income-tax free partial wage replacement for those who become disabled as a result of the injury or illness. The injury or illness must have been a result of the job. 4. The performance appraisal process contains three steps, list and explain each step. (10 Points)

Pre-Hire—Consists of Definition of Work (Job Description) and Recruitment & Selection. New Employee—Consists of Competence Assessment, Orientation, and Initial Evaluation (Probationary period). Current Employee—Performance Planning and Performance Review (Pay raise, Promotion, Bonus, etc. ). 5. There are four things to keep in mind when conducting the performance appraisal interview. List and explain. (10 Points) Purpose—Include getting feedback, setting key Goals, and encouraging. Preparation—Don’t want to be surprised during appraisal.

Promote growth and development to Ongoing Learning. Conducting the Interview—Find/Set Competencies that are core to job description, applies to all employees, and allow room for new knowledge to be acquired. Post-Interview Assessment—Review the information obtained. Make sure you and the employee are on the same page. 6. Several kinds of errors and biases commonly influence performance measurements. List two types of rating errors managers usually make unintentionally. (5 Points) The Halo Effect—Rating one factor that affects all other factors.

To resolve this problem, managers should rate factors individually. Rating the Job—Assigning higher performance ratings to employees who have high job positions. To resolve this issue, managers should rate the employee’s performance and not the job they are employed in. Define the following terms. (5 Points) Minimum Wage—Fair Labor Standards Act (FLSA) where the United States government establishes a minimum hourly wage that employers are required to pay to their employees. Currently, its $5. 85 per hour and on July 24, 2008, the minimum wage increases to $6. 55 per hour.

Exempt Employee—Employees exempt from certain wage and hour laws. Non-Exempt Employee—If the employee receives hourly wages, they are not exempt from wage and hour laws. This means they must work overtime if required to do so. Merit Pay—Performance rated pay; an incentive plan for employees who do exceptional work. HMO—Health Maintenance Organization. Employers with over 25 employees are required to offer HMO options. It is an agreement doctors, and hospitals that follow strict care guidelines. A health care organization created in an effort to lower health care costs.

PPO—Preferred Provider Organization. A group of doctors or hospitals providing medical service to a specific group or association at discounted rates. PPO members pay for services as they are rendered versus prepaying for health care. Cafeteria Style Plan—Employee benefits plan offered in the United States under Internal Revenue Code, Section 125. It enables employees to choose different types of benefits. Both employees and employers save money. Employees save $0. 25 to $0. 50 in taxes for every dollar contributed.

The employers save in FICA (Federal Insurance Contributions Act (FICA) tax, FUTA (Federal Unemployment Tax Act, and Workers’ Compensation premiums. Vesting Rights—ERISA (Employee Retirement Income Security Act of 1974). Where employees have the right to receive their pension plans, Employee Stock Ownership Plan, and profit-sharing plan even if they no longer work for the employer. However, this right applies only if the employee has reached a specific amount of time worked on the job before leaving it. There is a requirement of full vesting in five years or 20% of vesting per year beginning with the third year.

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