Human Resource Management Final Study Guide Answers
Keller Graduate School of Management
Study Guide for Final Exam 1. Give four examples of major Equal Employment Opportunity laws and/or regulations, including the name of the act, what it does, whom it covers and who enforces it. Name of Act | What is does | Whom it covers | Enforcement Agency | Title VII of the Civil Rights Act of 1964 | Forbids discrimination based on race, color, sex, national origin, or religion | * Employers with 15 or more employees working 20 or more weeks a year * Labor Unions * Employment agencies * State and local governments | EEOC | Americans with Disabilities Act (ADA) | Prohibits discrimination against individuals with disabilities | Employers with 15 or more employees | EEOC | Age Discrimination in Employment Act (ADEA) | Prohibits discrimination in employment against individuals 40 years of age and older | * Employers with 15 or more employees working 20 or more weeks per year * Labor Unions * Employment agencies * Federal government | EEOC | Pregnancy Discrimination Act | Prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions | Employer With more than 15 employees | EEOC |
2. How has the role of HRM changed in recent years? Discuss three trends that are changing the HRM function. Why have these roles changed?
The amount of time devoted to administrative tasks is decreasing, and HRM role as a strategic business partner is increasing. The advances in technology are taking over many of the administrative tasks, like managing employee records and allowing employees to get information and enroll in training, benefits and other programs. HR professionals need to prepare employees to work in foreign locations, because of globalization. In regards to sustainability, an aging workforce means that employers will increasingly face HRM issues such as retirement planning, and retraining older workers to avoid skill obsolescence. 3. Job analysis is important
Study Guide for Final Exam 1. Give four examples of major Equal Employment Opportunity laws and/or regulations, including the name of the act, what it does, whom it covers and who enforces it. Name of Act | What is does | Whom it covers | Enforcement Agency | Title VII of the Civil Rights Act of 1964 | Forbids discrimination based on race, color, sex, national origin, or religion | * Employers with 15 or more employees working 20 or more weeks a year * Labor Unions * Employment agencies * State and local governments | EEOC | Americans with Disabilities Act (ADA) | Prohibits discrimination against individuals with disabilities | Employers with 15 or more employees | EEOC | Age Discrimination in Employment Act (ADEA) | Prohibits discrimination in employment against individuals 40 years of age and older | * Employers with 15 or more employees working 20 or more weeks per year * Labor Unions * Employment agencies * Federal government | EEOC | Pregnancy Discrimination Act | Prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions | Employer With more than 15 employees | EEOC |
2. How has the role of HRM changed in recent years? Discuss three trends that are changing the HRM function. Why have these roles changed?
The amount of time devoted to administrative tasks is decreasing, and HRM role as a strategic business partner is increasing. The advances in technology are taking over many of the administrative tasks, like managing employee records and allowing employees to get information and enroll in training, benefits and other programs. HR professionals need to prepare employees to work in foreign locations, because of globalization. In regards to sustainability, an aging workforce means that employers will increasingly face HRM issues such as retirement planning, and retraining older workers to avoid skill obsolescence. 3. Job analysis is important