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Erp -Human Capital Management Practice Questions

By:   •  January 16, 2015  •  Essay  •  1,243 Words (5 Pages)  •  1,791 Views

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Practice Questions Human Capital Management

1. Under Human Resources Management looking at operational systems for staffing, training & development, and compensation administration, a company is focusing attention on goals and direction.

A. True

*B. False

2. The confirmation letter confirming the receipt of an application can only be mailed to the person who completed an application?

A. True

*B. False

3. If it is clear that an applicant would be considered for employment in the company at a later time, an offer can be made that allows the application to be placed on hold?

*A. True

B. False

4. Human Resources is typically not responsible for the planning, administering, and managing of business events that can range from small training seminars to major conferences.

A. True

*B. False

5. A compensation matrix can be used with salary administration that contains salary range and performance level information?

*A. True

B. False

6. An information system for human resources does not require the following?

*A. Competitors information

B. Documentation of all personnel transactions

C. Managing of all relevant hu7man resource data.

D. Tracking of company personnel

E. All of the above

7. Which of the following is part of the organization data elements for employee group?

A. Active

B. Retiree

C. Consultant

*D. All of the above

8. Which area is travel management not integrated with?

A. Finance

B. Controlling

C. Payroll

*D. Sales

E. All of the above

9. A personnel area has the following functions?

*A. Authorization checks

B. Planned delivery

*C. Selection criteria for reporting

D. Goods receipt

*E. location / union

10. Travel management integrates with the following?

*A. Financial Accounting

*B. Payroll

C. Production Planning

D. Procurement

*E. Management Accounting

1. What areas does Human resource cover? (HCMPPT 14-16)

? Human resource organizational management (job description, ergonomics, work-place assessment, salary/wage structure)

? Personnel planning (labor market, requirements planning, recruitment planning, etc.)

? Recruitment (internal job advertisements, temporary staff, external job advertisements, selection procedures, employment contracts)

? Work-force planning and administration (introduction and training, labor and social legislation, reorganization due to internal transfer, terminations, dismissals, retirement)

? Personnel development (performance appraisals, employee-suggestion system, wage/salary policy)

? Personnel training and further education (training of new employees, employee training program)

? Social benefits (social facilities, leisure activities, employee protection)

? Integration of all organizations and human resources processes enables companies and organizations to carry out all the previous mentioned human resources management activities.

2. What are the Human resource business objects (documents)? (PPT7)

3. What is salary administration and how is it used? (PPT70-73)

? A compensation administration matrix can be developed based on salary range and performance level.

? The salary range is defined by the current salary level compared to similar employees in similar positions.

? The performance level is a rating system based on various appraisal information and qualitative criteria

? This matrix set low to high performance criteria against current salary level data, resulting in a simple selection of pre-determined dollar amounts

? Such a system ensures both a standard procedure for salary raises and a solid criterion for rewarding performance

4. What is time management and how is it used? (64-68)

? Establishing, recording, and evaluation

of employee work time

? Tracks actual work time

and exceptions

? Modern work scheduling strategies have changed the way companies view time management.

? Novel scheduling approaches such as

? Flexible hours

? Alternating 40 & 30 hour work weeks

? 3 & 4 day weekends

? Work incentive programs

? Pay over time after 35 instead of 40 hours

? The R/3 system defines and generates a company's work calendar taking in account general, regional, and local holidays.

? Individuals are assigned to work schedules that contain overtime rules and personnel alternatives.

? The system records exceptions to the work schedule such as absences (accruals for sick leave or vacation), overtime,etc

? The R/3 system evaluates and formats the received data, determine the compensation for overtime, and prepares the data for payroll processing.

? The schedule work hours are validated against actual hours reported.

? Labor cost-allocations functions computes cost from hours and post labor costs to projects, cost centers, and work orders.

? Variances between scheduled and reported hours are used in the labor cost allocation routine.

5. What is Business event management? (77-81)

Human resources typically is made responsible for the planning, administering, and managing of business events, ranging from small training seminars to major conferences.

The business event process scenarios covers:

a. Data processing & participant administration

b. Marketing

c. Billing

d. Business event planning

e. Personnel development

6. How is business event management used?

? Marketing functionality exist for large conferences and conventions that extend outside the company

? It supports mailing campaigns, customer profiling, budgeting, etc

? Customers can be targeted according to group criteria, such as sales, region, or branch

? Billing may be customized according to the following participant data:

? Cancellation deadlines

? Pricing scales

? Discounts

? Package deals

? Planning and administration is supported which maintains data on:

? Resources

? Instructors

? Time schedules


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