1. Why are training and development considered one of the eight critical practices in the process of strategic human resource management? (Points : 0.45)
Because no other strategic HRM processes can take place until employees are trained to do them.
Because an organization achieves its objectives and goals through its people.
Because they are good for an organization’s image as part of corporate social responsibility.
Because people who are drawn to human resource management as a career tend to be interested in teaching and training others.
Question 2.2. The Equal Employment Opportunity Commission uses a __________ to evaluate whether an employers’ hiring practices are discriminatory. (Points : 0.45)
workforce utilization review
realistic job preview
contract compliance program
applicant utilization instrument
Question 3.3. If the test questions in a selection procedure are directly related to the required skills and qualifications for a job, the procedure can be said to have: (Points : 0.45)
concurrent validity.
construct validity.
face validity.
content-related validity.
Question 4.4. Which of the following is NOT required of employers under the Americans with Disabilities Act? (Points : 0.45)
Employers must provide any and all accommodations that will ensure the employee can fulfill the essential functions of the position.
Employers must provide reasonable accommodations to allow people with disabilities to apply for, perform, and access benefits of the position.
Employers may be required to transfer an employee with a disability to a vacant position if he or she cannot be accommodated in the current position.
Employers must not penalize job applicants or employees for asserting their ADA rights.
Question 5.5. Which of the following is true about Employee stock ownership plans (ESOP)? (Points : 0.45)
Employees’ shares of an organization’s stock is a cash reward.
Employees can sell their stock on the open market if the organization is privately owned.
Employees can sell their stock to the organization when they leave.
It gives employees the right to vote as shareholders.
Question 6.6. Which process has the goal of identifying applicants who fit the organizational culture and possess the most influential qualities required by the job? (Points : 0.45)
HR planning
Recruitment
Job analysis
Selection
Question 7.7. __________ refers to a test that matches applicants to jobs based on a combination of their top five strengths. (Points : 0.45)
Personality Traits finder
Skills finder
Talents finder
The Gallup Strengths finder
Question 8.8. __________ is a structured program in which carefully designed sequence of short-term job rotations and transfers is used to groom a high-potential trainee for management. (Points : 0.45)
A management training program
An international assignment
Leadership development
Career development
Question 9.9. Which of the following is NOT used to determine whether a job function is one that an individual with a disability is required to perform, with or without accommodation? (Points : 0.45)
Whether it is an essential function or a marginal function.
How significant the task is, compared to other functions.
How frequently the task is performed.
Whether it is a Bona Fide Occupational Qualification.
Question 10.10. __________ refers to leveraging linkages between human resource practices and organizational objectives for the purpose of gaining a competitive advantage. (Points : 0.45)
Personnel administration
Skills management
Strategic human resource management
Human resource practices
Question 11.11. Which of the following is NOT a major reason that selection is crucial to an organization? (Points : 0.45)
Corporate goals cannot be achieved without qualified employees.
Most applicants are overqualified based on their knowledge, skills, and abilities.
A good fit must be found between the employee’s academic and technical knowledge, personality, and interpersonal skills in order to ensure success.
Careful selection helps avoid difficulties that cannot be rectified later on.
Question 12.12. Which of the following is the difference between training and education? (Points : 0.45)
Training occurs on the job, while education is a more formal process that usually takes place offsite.
Training is shorter and usually provided in the form of computerized lessons or day-long seminars. Education occurs over the period of weeks or months and often in the form of weekly classes.
Training is provided mainly to employees who have received poor evaluations in an area, while education is available to anyone who wants to learn a new skill.
Training emphasizes current job requirements, while education focuses on requirements for positions an employee may hold in the future.
Question 13.13. What type of development is reflected when self-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)
Mentoring
Temporary transfers
Professional development
International assignments
Question 14.14. The __________ stage of the training process involves assessment through evaluating performance at the individual and organizational levels, and identifying any gaps between the required and the current competencies that might hinder the organization’s progress. (Points : 0.45)
Training needs assessment
Training evaluation
Performance appraisal
Job analysis
Question 15.15. Which of the following is NOT a common type of training? (Points : 0.45)
Facilitated
Optional
Union-initiated
Face-to-face
Question 16.16. __________ job analysis mostly focuses on the responsibilities and duties that a job includes. (Points : 0.45)
Skill-based
Task-based
Competency-based
Knowledge-based
Question 17.17. Based on Pfeffer’s work, which of the following is one of the seven practices that are most effective for gaining competitive advantage? (Points : 0.45)
Company performance-based pay
Skill-based pay
Knowledge-based pay
Job-based pay
Question 18.18. __________ is a form of online training that is available to the public free of charge. (Points : 0.45)
Facilitated training
Informal training
Off-site training
Open-source training
Question 19.19. Which of the following does NOT apply to flextime, job sharing, and telecommuting? (Points : 0.45)
They are mandatory.
They are flexible work arrangements.
They are voluntary benefits.
They can facilitate work-life balance.
Question 20.20. Which of the following is NOT one of the aspects on which the selection criteria should be based? (Points : 0.45)
HR planning results
Job analysis results
Job design results
Compensation and benefits
Question 21. 21. Josh Bersin states that, “US spending on corporate training grew by 15% last year (the highest growth rate in seven years) to over $70 Billion in the US and over $130 Billion worldwide” (2014, para.1). Select a particular industry and discuss the necessity and implications of such excessive training spending. What are some of the challenges 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 from http://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 Express Ltd. This small company provides courier service to local businesses in the East Metro. The company is experiencing a 30% increase in their customer base. Mr. Jagger is faced with the challenge of hiring more employees to accommodate this large increase in growth. He is a fairly new manager and has concerns about his limited knowledge of recruitment methods and staffing practices.
What steps should Mr. Jagger take to make sure he hires the right people for the company? (Points : 2)
Question 23. 23. While many organizations are sold on the idea that strategic HRM adds value, a much smaller percentage acts on that belief (see the “Eye on the Goal” feature in chapter 1 of the text for a more detailed discussion of this point). However, HR is sometimes to blame for the doubts and suspicions that organizational decision makers have about the contributions of human assets to the bottom line. Strategic HR planning is at the core of the much-needed changes and developments in the new HR paradigm.
Address the following:
Define the current predominant paradigm for HR.
Discuss the strengths and weaknesses of the current paradigm. (At least 3 each)
What is the new paradigm for HR?
In what ways does this new paradigm help organizations realize a human-based competitive advantage? (Offer 2-3 ways. Be specific.)
What are some practical steps for HR to transform itself and enhance its contributions to organizational success and effectiveness?
(Points : 2)
