Complete the mcq:
1. Which of the following is NOT true about Health Insurance Portability and Accountability Act (HIPAA)?
It protects the security and privacy of health information.
It applies to federal, state, and private employers with 50 or more employees who have been with the employer full time for one year or longer.
It exempts pre-existing health conditions.
It grants employees the right to retain their health insurance plans after changing employers or losing their job.
2. __________ refers to a test that matches applicants to jobs based on a combination of their top five strengths.
Personality Traits finder
Skills finder
Talents finder
The Gallup Strengths finder
3. Which of the following is NOT true about independent contractors?
Independent contractors use their own tools.
Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers' compensation costs.
Independent contractors do not have to pay income taxes.
Independent contractors design their own schedules.
4. Which of the following is the difference between training and education?
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.
5. The Equal Employment Opportunity Commission uses a __________ to evaluate whether an employers' hiring practices are discriminatory.
workforce utilization review
realistic job preview
contract compliance program
applicant utilization instrument
6. Which of the following regulates the distinction between exempt and non-exempt employees?
The Fair Labor Standards Act (FLSA)
The Equal Employment Opportunity Commission (EEOC)
The Civil Rights Act
The National Labor Relations Act (NLRA)
7. __________ refers to the extent to which the job's demands are compatible with the capabilities of the incumbent and the job meets the needs and preferences of the incumbent.
Person-vocation fit
Person-job fit
The psychological contract
Person-organization fit
8. __________ is a method of employee development that helps an employee to develop his or her skills by interacting with a more experienced coworker or supervisor.
Instructing
Mentoring
Training
Coaching
9. 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.
Training needs assessment
Training evaluation
Performance appraisal
Job analysis
10. What framework for determining the proper use of selection procedures, including test procedures, has been used by courts in deciding cases related to unfair employment practices?
Uniform Guidelines on Employee Selection Procedures
Federal Employment Best Practices
Core Evaluation and Selection Inventories
Federal Employee Selection Best Practice Framework
11. Which of the following types of training will be the least beneficial for employees who do not possess good computer skills or self-motivation?
Self-paced
Employee initiated
Face-to-face
Mandatory
12. Which of the following are issues an organization must keep in mind when developing a recruitment strategy?
Centralized or decentralized recruitment, technological considerations, and the labor market.
Recruiting alliances, compensation and benefits, and recruiters.
Technological considerations, the labor market, and compensation.
Recruiters, the labor market, and centralized or decentralized recruitment.
13.13. __________ is a form of online training that is available to the public free of charge.
Facilitated training
Informal training
Off-site training
Open-source training
14. Which of the following reflects the correct order of the training process?
Design, development, delivery, evaluation, needs assessment
Needs assessment, design, development, delivery, evaluation
Design, development, needs assessment, delivery, evaluation
Needs assessment, evaluation, design, development, delivery
15. What are the two main types of employment testing?
Achievement and technology
Aptitude and achievement
Aptitude and comprehension
Achievement and knowledge and skills
16. 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:
concurrent validity.
construct validity.
face validity.
content-related validity.
17. Which of the following is NOT a major reason that selection is crucial to an organization?
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.
18. __________ refers to leveraging linkages between human resource practices and organizational objectives for the purpose of gaining a competitive advantage.
Personnel administration
Skills management
Strategic human resource management
Human resource practices
19. Which of the following is true about filing a claim with the Equal Employment Opportunity Commission?
Claims are filed by employers who wish to legally dismiss employees.
Claims can be brought by present and past employees as well as by job applicants.
EEOC claims can be very costly for the employee.
The employee bears a large burden of proof in documenting the work environment was indeed discriminatory.
20. Which of the following is NOT an example of HR-related processes that can be automated and managed using human resources information systems?
Payroll and assessment
Performance and training planning
Measurement and assessment
Termination
21. Considering the changes impacting many different industries, some companies are forced or eager to operate at a global level. Please discuss some implications and challenges globalization presents to HR professionals within a particular industry of your choice. Provide industry-specific examples portraying your understanding of global challenges HR teams may face within that particular arena.
22. As a small business employer, explain how nontraditional (e.g. flex time, telecommuting) work schedules might make it easier for you to recruit employees.
23. The University of Michigan and the Society for Human Resource Management (SHRM) identify a critical set of competencies that enable HR professionals to carry out their duties successfully: Strategic contribution, HR mastery, HR technology, HR personal credibility, and business mastery (Chapter 1). Discuss 2-3 additional competencies that are needed for an HR professional in today's dynamic organizational environment.
1. Which of the following is NOT true about Health Insurance Portability and Accountability Act (HIPAA)?
It protects the security and privacy of health information.
It applies to federal, state, and private employers with 50 or more employees who have been with the employer full time for one year or longer.
It exempts pre-existing health conditions.
It grants employees the right to retain their health insurance plans after changing employers or losing their job.
2. __________ refers to a test that matches applicants to jobs based on a combination of their top five strengths.
Personality Traits finder
Skills finder
Talents finder
The Gallup Strengths finder
3. Which of the following is NOT true about independent contractors?
Independent contractors use their own tools.
Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers' compensation costs.
Independent contractors do not have to pay income taxes.
Independent contractors design their own schedules.
4. Which of the following is the difference between training and education?
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.
5. The Equal Employment Opportunity Commission uses a __________ to evaluate whether an employers' hiring practices are discriminatory.
workforce utilization review
realistic job preview
contract compliance program
applicant utilization instrument
6. Which of the following regulates the distinction between exempt and non-exempt employees?
The Fair Labor Standards Act (FLSA)
The Equal Employment Opportunity Commission (EEOC)
The Civil Rights Act
The National Labor Relations Act (NLRA)
7. __________ refers to the extent to which the job's demands are compatible with the capabilities of the incumbent and the job meets the needs and preferences of the incumbent.
Person-vocation fit
Person-job fit
The psychological contract
Person-organization fit
8. __________ is a method of employee development that helps an employee to develop his or her skills by interacting with a more experienced coworker or supervisor.
Instructing
Mentoring
Training
Coaching
9. 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.
Training needs assessment
Training evaluation
Performance appraisal
Job analysis
10. What framework for determining the proper use of selection procedures, including test procedures, has been used by courts in deciding cases related to unfair employment practices?
Uniform Guidelines on Employee Selection Procedures
Federal Employment Best Practices
Core Evaluation and Selection Inventories
Federal Employee Selection Best Practice Framework
11. Which of the following types of training will be the least beneficial for employees who do not possess good computer skills or self-motivation?
Self-paced
Employee initiated
Face-to-face
Mandatory
12. Which of the following are issues an organization must keep in mind when developing a recruitment strategy?
Centralized or decentralized recruitment, technological considerations, and the labor market.
Recruiting alliances, compensation and benefits, and recruiters.
Technological considerations, the labor market, and compensation.
Recruiters, the labor market, and centralized or decentralized recruitment.
13. __________ is a form of online training that is available to the public free of charge.
Facilitated training
Informal training
Off-site training
Open-source training
14. Which of the following reflects the correct order of the training process?
Design, development, delivery, evaluation, needs assessment
Needs assessment, design, development, delivery, evaluation
Design, development, needs assessment, delivery, evaluation
Needs assessment, evaluation, design, development, delivery
15. What are the two main types of employment testing?
Achievement and technology
Aptitude and achievement
Aptitude and comprehension
Achievement and knowledge and skills
16. 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:
concurrent validity.
construct validity.
face validity.
content-related validity.
17. Which of the following is NOT a major reason that selection is crucial to an organization?
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.
18. __________ refers to leveraging linkages between human resource practices and organizational objectives for the purpose of gaining a competitive advantage.
Personnel administration
Skills management
Strategic human resource management
Human resource practices
19. Which of the following is true about filing a claim with the Equal Employment Opportunity Commission?
Claims are filed by employers who wish to legally dismiss employees.
Claims can be brought by present and past employees as well as by job applicants.
EEOC claims can be very costly for the employee.
The employee bears a large burden of proof in documenting the work environment was indeed discriminatory.
20. Which of the following is NOT an example of HR-related processes that can be automated and managed using human resources information systems?
Payroll and assessment
Performance and training planning
Measurement and assessment
Termination
21. Considering the changes impacting many different industries, some companies are forced or eager to operate at a global level. Please discuss some implications and challenges globalization presents to HR professionals within a particular industry of your choice. Provide industry-specific examples portraying your understanding of global challenges HR teams may face within that particular arena.
22. As a small business employer, explain how nontraditional (e.g. flex time, telecommuting) work schedules might make it easier for you to recruit employees.
23. The University of Michigan and the Society for Human Resource Management (SHRM) identify a critical set of competencies that enable HR professionals to carry out their duties successfully: Strategic contribution, HR mastery, HR technology, HR personal credibility, and business mastery (Chapter 1). Discuss 2-3 additional competencies that are needed for an HR professional in today's dynamic organizational environment.