1. Why are training and development considered one of theeight critical practices in the process of strategic human resource management?(Points : 0.45)Because noother strategic HRM processes can take place until employees are trained to dothem.Because anorganization achieves its objectives and goals through its people.Because theyare good for an organization’s image as part of corporate socialresponsibility.Because peoplewho are drawn to human resource management as a career tend to be interested inteaching and training others.
Question 2.2. The Equal Employment Opportunity Commissionuses a __________ to evaluate whether an employers’ hiring practices arediscriminatory. (Points : 0.45)workforceutilization reviewrealistic jobpreviewcontractcompliance programapplicantutilization instrument
Question 3.3. If the test questions in a selection procedureare directly related to the required skills and qualifications for a job, theprocedure can be said to have: (Points : 0.45)concurrentvalidity.constructvalidity.face validity.content-relatedvalidity.
Question 4.4. Which of the following is NOT required ofemployers under the Americans with Disabilities Act? (Points : 0.45)Employers mustprovide any and all accommodations that will ensure the employee can fulfillthe essential functions of the position.Employers mustprovide reasonable accommodations to allow people with disabilities to applyfor, perform, and access benefits of the position.Employers maybe required to transfer an employee with a disability to a vacant position ifhe or she cannot be accommodated in the current position.Employers mustnot penalize job applicants or employees for asserting their ADA rights.
Question 5.5. Which of the following is true about Employeestock ownership plans (ESOP)? (Points : 0.45)Employees’shares of an organization’s stock is a cash reward.Employees cansell their stock on the open market if the organization is privately owned.Employees cansell their stock to the organization when they leave.It givesemployees the right to vote as shareholders.
Question 6.6. Which process has the goal of identifyingapplicants who fit the organizational culture and possess the most influentialqualities required by the job? (Points : 0.45)HR planningRecruitmentJob analysisSelection
Question 7.7. __________ refers to a test that matchesapplicants to jobs based on a combination of their top five strengths. (Points: 0.45)PersonalityTraits finderSkills finderTalents finderThe GallupStrengths finder
Question 8.8. __________ is a structured program in whichcarefully designed sequence of short-term job rotations and transfers is usedto groom a high-potential trainee formanagement. (Points : 0.45)A managementtraining programAninternational assignmentLeadershipdevelopmentCareerdevelopment
Question 9.9. Which of the following is NOT used todetermine whether a job function is one that an individual with a disability isrequired to perform, with or without accommodation? (Points : 0.45)Whether it isan essential function or a marginal function.How significantthe task is, compared to other functions.How frequentlythe task is performed.Whether it isa Bona Fide Occupational Qualification.
Question 10.10. __________ refers to leveraging linkagesbetween human resource practices and organizational objectives for the purposeof gaining a competitive advantage. (Points : 0.45)PersonneladministrationSkillsmanagementStrategichuman resource managementHuman resourcepractices
Question 11.11. Which of the following is NOT a major reasonthat selection is crucial to an organization? (Points : 0.45)Corporategoals cannot be achieved without qualified employees.Mostapplicants are overqualified based on their knowledge, skills, and abilities.A good fitmust be found between the employee’s academic and technical knowledge,personality, and interpersonal skills in order to ensure success.Carefulselection helps avoid difficulties that cannot be rectified later on.
Question 12.12. Which of the following is the differencebetween training and education? (Points : 0.45)Trainingoccurs on the job, while education is a more formal process that usually takesplace offsite.Training isshorter and usually provided in the form of computerized lessons or day-longseminars. Education occurs over the period of weeks or months and often in theform of weekly classes.Training is provided mainly to employees whohave received poor evaluations in an area, while education is available toanyone who wants to learn a new skill.Trainingemphasizes current job requirements, while education focuses on requirements forpositions an employee may hold in the future.
Question 13.13. What type of development is reflected whenself-managed teams designate a leader for each project assigned to the team,who will then return to being a member of the team when the project is over?(Points : 0.45)MentoringTemporarytransfersProfessionaldevelopmentInternationalassignments
Question 14.14. The __________ stage of the training processinvolves assessment through evaluating performance at the individual andorganizational levels, and identifying any gaps between the required and thecurrent competencies that might hinder the organization’s progress. (Points :0.45)Training needsassessmentTrainingevaluationPerformanceappraisalJob analysis
Question 15.15. Which of the following is NOT a common typeof training? (Points : 0.45)FacilitatedOptional
Union-initiatedFace-to-face
Question 16.16. __________ job analysis mostly focuses onthe responsibilities and duties that a job includes. (Points : 0.45)Skill-basedTask-basedCompetency-based
Knowledge-based
Question 17.17. Based on Pfeffer’s work, which of thefollowing is one of the seven practices that are most effective for gainingcompetitive advantage? (Points : 0.45)Companyperformance-based paySkill-basedpay
Knowledge-based payJob-based pay
Question 18.18. __________ is a form of online training thatis available to the public free of charge.(Points : 0.45)FacilitatedtrainingInformaltrainingOff-sitetrainingOpen-sourcetraining
Question 19.19. Which of the following does NOT apply toflextime, job sharing, and telecommuting? (Points : 0.45)They aremandatory.They areflexible work arrangements.They arevoluntary benefits.They canfacilitate work-life balance.
Question 20.20. Which of the following is NOT one of theaspects on which the selection criteria should be based? (Points : 0.45)HR planningresultsJob analysisresultsJob designresultsCompensationand benefits
Question 21.21. Josh Bersin states that, “US spending oncorporate training grew by 15% last year (the highest growth rate in sevenyears) to over $70 Billion in the US and over $130 Billion worldwide†(2014,para.1). Select a particular industry and discuss the necessity andimplications of such excessive training spending. What are some of thechallenges HR teams are facing as a result of this particular spending growth?
Reference:
Bersin, J. (2014). Spending on Corporate Training Soars:Employee Capabilities Now A Priority. Forbes. Retrieved fromhttp://www.forbes.com/sites/joshbersin/2014/02/04/the-recovery-arrives-corporate-training-spend-skyrockets/(Points : 2)
Question 22.22. Mr. Jagger is the manager for Quick ExpressLtd. This small company provides courier service to local businesses in theEast Metro. The company is experiencing a 30% increase in their customerbase. Mr. Jagger is faced with thechallenge of hiring more employees to accommodate this large increase ingrowth. He is a fairly new manager and has concerns about his limited knowledgeof recruitment methods and staffing practices.
What steps should Mr. Jagger take to make sure he hires theright people for the company? (Points : 2)
Question 23.23. While many organizations are sold on theidea that strategic HRM adds value, a much smaller percentage acts on thatbelief (see the “Eye on the Goal†feature in chapter 1 of the text for a moredetailed discussion of this point). However, HR is sometimes to blame for thedoubts and suspicions that organizational decision makers have about thecontributions of human assets to the bottom line. Strategic HR planning is atthe core of the much-needed changes and developments in the new HR paradigm.
Address the following:• Definethe current predominant paradigm for HR.• Discussthe strengths and weaknesses of the current paradigm. (At least 3 each)• What isthe new paradigm for HR?• In whatways does this new paradigm help organizations realize a human-basedcompetitive advantage? (Offer 2-3 ways. Be specific.)• What aresome practical steps for HR to transform itself and enhance its contributionsto organizational success and effectiveness?(Points : 2)
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