Complete the mcq:
Question 1. 1 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.
Question 2. 2. __________ 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.
A management training program
An international assignment
Leadership development
Career development
Question 3. 3. According to Kirkpatrick's model's training evaluation framework, which level of assessment is evident in the case of assessing a customer service representative for more efficient handling of phone calls and increased courtesy toward callers?
Reaction
Behavior
Learning
Results
Question 4. 4. Which of the following is NOT a data source for job analysis?
Observation
Interviews
U.S. Department of Defense
Computerized systems
Question 5. 5. __________ offer(s) employees a pool of benefit choices from which to select the combination that works for them, within certain limits.
A cafeteria plan
Work-life benefits
A cost-benefit approach
A defined-contribution plan
Question 6. 6. What is a difference between a college degree and a professional certificate?
A college degree is more general, while certificate programs are focused on a specific occupation.
Professional certification, unlike a college degree, is almost never a requirement for practice employment.
Degrees are offered by more specialized associations, whereas professional certificates are offered by more general educational institutions.
Only degrees can be earned at community colleges.
Question 7. 7. __________ focuses on structuring jobs to attract talent and enhance satisfaction, which in turn improves organizational efficiency and effectiveness, and therefore the job's success.
Job design
Job analysis
HR planning
Recruitment
Question 8. 8. Which of the following employment laws is the oldest?
The Equal Pay Act (EPA)
The Fair Labor Standards Act (FLSA)
The National Labor Relations Act (NLRA)
The Pregnancy Discrimination Act
Question 9. 9. 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.
Question 10. 10. 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?
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 11. 11. __________ 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
Question 12. 12. The __________ addresses issues related to the distinction between exempt and non-exempt employees based on the nature of their work.
Equal Pay Act
Fair Labor Standards Act
National Labor Relations Act
Civil Rights Act
Question 13. 13. Which motivation theory is applicable in a situation where an employee is motivated by the prospect of promotion because he/she can fulfill power and achievement needs?
Alderfer's ERG theory
Herzberg's two-factor theory
Thorndike's law of effect
McClelland's acquired needs theory
Question 14. 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
Question 15. 15. 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.
Question 16. 16. Which of the following does NOT represent a current sociocultural challenge to HR planning?
Rising number of dual career couples.
Changing nature of employee expectations.
Age distribution of the workforce.
Decrease in the percentage of women in the workplace.
Question 17. 17. 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
Question 18. 18. Which of the following is most likely to influence an employer's decision to allow flexible work schedules?
The employee's needs.
The employer's desire to retain workers.
The employer's perceived cost savings.
The Fair Labor Standards Act.
Question 19. 19. __________ 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
Question 20. 20. In the __________ stage of the training process, the content and resources that meet the goals and objectives set in the training's design stage are determined and addressed.
training development
training delivery
training design
training transfer
Question 21. 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.
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?
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?