Human Resource Management homework help

1. __________ 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. (Points : 0.45)

Instructing Mentoring Training Coaching


Question 2. 2. __________ justice will be perceived to be low if an organization bases incentives and pay and on a set of criteria that is specific and clearly communicated but then uses a performance appraisal system that is too subjective. (Points : 0.45)

Organizational Procedural Interactional Informational



Question 3. 3. 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 4. 4. Which of the following is NOT an example of HR-related processes that can be automated and managed using human resources information systems? (Points : 0.45)

Payroll and assessment Performance and training planning Measurement and assessment Termination




Question 5. 5. 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

6. 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 7. 7. 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? (Points : 0.45)

Uniform Guidelines on Employee Selection Procedures Federal Employment Best Practices Core Evaluation and Selection Inventories Federal Employee Selection Best Practice Framework



Question 8. 8. How does training create value for an organization? (Points : 0.45)

By investing in the employees who comprise its intellectual capital By quickly weeding out employees who do not successfully complete the training program By reducing the need for costly employee development programs By allowing immediate supervisors to focus on their own duties, rather than teaching subordinates



Question 9. 9. The illegal practice of hiring less qualified employees because they belong to a group that is underrepresented is often called: (Points : 0.45)

affirmative action. reverse discrimination. disaffirmative action. hiring quota.



Question 10. 10. What is a difference between a college degree and a professional certificate? (Points : 0.45)

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 11. 11. __________ refers to the degree to which an organization is able to meet its goals and objectives. (Points : 0.45)

Organizational efficiency Organizational productivity Organizational management Organizational effectiveness



Question 12. 12. 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? (Points : 0.45)

Reaction Behavior Learning Results



Question 13. 13. __________ 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 14. 14. Which of the following is true about filing a claim with the Equal Employment Opportunity Commission? (Points : 0.45)

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.



Question 15. 15. __________ 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 16. 16. What type of pay does a commission-based compensation for sales jobs represent? (Points : 0.45)

Competency-based pay Piece-rate pay Skill-based pay Independent contractors pay



Question 17. 17. 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 18. 18. Which of the following is an example of the “glass ceiling”? (Points : 0.45)

A businesswoman is never promoted to upper management, despite being as qualified as the male coworkers who are promoted. Because her career was traditionally performed by women, a teacher makes less money than her friends who are also professionals and have similar levels of education. Jobs on family farms are exempt from child labor laws, even though they are considered by many to be among the most dangerous jobs. Federal minimum wages do not cover the true costs of living in their city, so a church group is lobbying for the adoption of a living wage.



Question 19. 19. __________ give(s) employees opportunities to learn how to deal with different economic, social, and political systems and cultures, along with opportunities to develop their leadership and managerial skills. (Points : 0.45)

Non-technical training Job rotation Leadership development International assignments



Question 20. 20. Which of the following is NOT one of the factors to be considered by organizations before venturing into global recruiting? (Points : 0.45)

Organizational structure Cultural differences Brand recognition Variations in HR laws, practices and compensation systems



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 (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)





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