Practice Flashcards
List each of the external business environments
- Technological Developments
- Industry changes
- Labor Pool
- Legal and Regulatory Activity
- Economic Environment
Chapter 2:
The role of HR within an organization is to
A. Ensure all administrative tasks are completed on time
B. Work with logistics to process payroll
C. Serve as business partners
D. Schedule holiday partners at the end of the year.
C. Serve as business partners
Chapter 2:
___________ encompasses all of the activities necessary to produce the goods and services of the business
A. Operations function
B. Capacity
C. Production Layout
D. All of the above
A. Operations Function
Chapter 2:
The process by which businesses create the product or service they offer to customers
A. Operations function
B. Capacity
C. Production
D. Production Layout
C. Production
Chapter 2:
Includes determining how much of a product or service is able to be produced with the available materials, labor and equipment (known as inputs) as well as what changes inputs required
A. Operations function
B. Capacity
C. Production Layout
D. All of the above
B. Capacity
Chapter 2:
The way in which goods or services will be produced
Ex: design of an assembly line or the process to be used in providing a service
A. Operations function
B. Capacity
C. Production Layout
D. All of the above
C. Production Layout
Chapter 2:
___________ makes sure the products or services are available at the time to peak customer demand.
Scheduling
Chapter 2:
_____________ QA ensures that the product or service meets acceptable standards.
Quality Management
Chapter 2:
____________ is the balancing of 2 conflicts: Cost of maintaining large inventory and need to satisfy customers
Just in time (JIT)
Inventory Management
Chapter 2:
Technology
A. Improves product quality and amounts that are produced
B. Evaluates best places to locate production facilities
Cost of labor; distribution system; and government regulations
A. Improves product quality and amounts that are produced
Chapter 2:
Facility location
A. Improves product quality and amounts that are produced
B. Evaluates best places to locate production facilities
Cost of labor; distribution system; and government regulations
C. Is the balancing of 2 conflicts: Cost of maintaining large inventory and need to satisfy customers
Just in time (JIT)
B. Evaluates best places to locate production facilities
Cost of labor; distribution system; and government regulations
Chapter 2:
Cost control
Set by the organization at the lowest possible cost
Cost Control
The process of identifying risks and taking steps to minimize them is referred to as:
a. ) Liability management
b. ) Risk management
c. ) Qualitative analysis
d. ) Risk assessment
b.) Risk management identifies areas of possible legal exposure for the organization and reduces those risks with preventive actions.
Liability management occurs after a liability is incurred, while risk management seeks to prevent liability.
Qualitative analysis covers several subjective tools for analysis.
A risk assessment is used to determine how likely it is that an identified risk will actually occur.
What is the most effective method of performance evaluation?
a. ) A field process
b. ) A continuous feedback process
c. ) A forced ranking process
d. ) A behaviorally anchored rating scale process
b.) A continuous feedback review process is most effective because it provides immediate feedback to employees, enabling them to correct performance issues before they become major problems.
In a field review, reviews are conducted by someone other than the direct supervisor.
Forced ranking is an evaluation method in which all employees are listed in order of their value to the work group.
The BARS process identifies the most important job requirements and creates statements that describe varying levels of performance.
What questions should be answered when selecting an HRIS system?
- Who: will have access to the information stored -
- What: information will be converted
- How: will the HRIS be accessed
- whether the HRIS will be integrated with payroll or other systems and what kinds of reports will be produced
What year was Sarbanes-Oxley Act established and what does it details
2002
- improve quality and transparency in financial reporting.
- to increase corporate responsibility and the usefulness of corporate financial disclosure
- to establish and maintain an adequate internal control and procedures for financial reporting.
Role of Ad hoc arbitrator
an ad-hoc arbitrator is a person selected to hear a single case between two parties in conflict. (single case)
Which of the following is a productivity type of statistical HR measurement?
a. ) Turnover and retention
b. ) Cost per hire
c. ) Revenue per employee
d. ) Job satisfaction
c. ) There are three types of statistical HR measurements:
- productivity measures, such as revenue per employee and OSHA incident rates.
- employee measures, such as turnover/retention and job satisfaction
- activities measure, such as cost per hire and ration of total employees to HR staff
An HR audit is designated to help management:
a. ) Improve employee morale
b. ) Analyze HR policies, programs and procedures against applicable legal requirements.
c. ) Improve HR effectiveness
d. ) All of the above.
d.) An HR audit is an organized process designed to identify key aspects of HR in the organization such as employee morale, HR policies, programs and procedures, and HR effectiveness.
Examples of workplace ethics issues
Ethics are considered a standard of conduct and moral judgment defined by the processes that occur and the consequences of these processes.
- workplace privacy
- conflicts of interest
- whistle-blowing
The correlation coefficient is a statistical measurement that is useful for:
a. ) Determining whether one variable affects another
b. ) Compensating for data that may be our of date
c. ) Determining which variables are outside acceptable ranges
d. ) Describing standards of quality
a.) The correlation coefficient is useful in determining whether two factors are connected.
Analysis is based on collection of 2 numbers and plotted on graph for comparison
Correct hypothesis = negative correlation coefficient
ex. whether an increase in resignations is related to a change in location of the workside.
Federal legislation does not specifically prohibit disparate treatment of caregivers, but claims of disparate treatment for employees caring for elders, children, or disabled family members increased 450 percent between 1990 and 2005. On what basis are these claims filed?
a. ) Title VII
b. ) Americans with Disabilities Act
c. ) Family Medical Leave Act
d. ) All of the above
d.) According to guidance published by the EEOC, caregivers are not a protected class, but there are circumstances in whcih disparate treatment becomes unlawful based on stereotyping prohibited by Title VII, association with disabled individuals prohibited by the ADA, or violations of FMLA caregiving requirements.
A statement of cash flows is a financial report that tell you :
a. ) The financial condition of the business at a specific point in time
b. ) Where the money used to operate the business came from
c. ) The financial results of operations over a period of time
d. ) How much money is owed to the company by its customers.
b.) A statement of cash flows provides information about the money that flowed through the business. It identifies whether the cash was received from customers, loans, or other sources; how much cash was spent to operate the business; and how much was reinvested in the business.
A balance sheet describes the financial condition of the business at a specific point in time.
The income, or profit and loss statement, tell you the financial results of operations over a period of time.
An accounts receivable ledger describes how much money is owed to the company by each customer.
One purpose of a diversity initiative is to:
a. ) Increase workplace creativity
b. ) Increase the effectiveness of the workforce
c. ) Increase the organization’s ability to attract customers
d. ) all of the above
b.) The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce.
when is PEST used?
PEST analysis is
• used to scan the political, economic, social, and technological conditions in the external environment to determine what impact those conditions will have on the success of the organization.
What does acronym P.E.S.T stand for?
Political, Economical, Social, Technological
The concept that recognizes businesses are social organizations as well as economic systems and productivity is related to employee job performance is known as:
a. ) Human resource management
b. ) Strategic management
c. ) Human relations
d. ) Human resources development
c. The concept of human relations was first introduced in the 1920s and challenged previous assumption that people work only for economic reasons and could be motivated to increase productivity simply by increasing monetary incentives.
Human resource management is the business function responsible for activities related to attracting and retaining employees, including work force planning, training and development, compensation, employee and labor relations, and safety and security.
Strategic management is the process by which organizations look for competitive advantages, create value for customers, and execute plans to achieve goals.
Human resources development is the functional are of human resources focused on upgrading and maintaining employee skills and developing employees for additional responsibilities.
Which of the following alternatives staffing methods would be most appropriate for a company with ongoing yet sporadic needs for a specific job to be done?
a. ) Intern programs
b. ) On-call worker
c. ) Seasonal worker
d. ) Temp worker
b.) An on-call worker is the best solution for situation in which the employer needs the same job to be done on a sporadic basis. This allows the employer to rely on the same persons to do the job, reducing training requirements.
An intern program would not be appropriate because it is a short-term training solution.
Seasonal workers are generally required only at specifics times of the year.
Temp workers provided by agencies may not be available when needed because they may be on other assignments.
According to the Copyright Act of 1976, which of the following is most likely to be considered a fair use of copyright material
a. ) Distributing 10 copies of a chapter in a book to a study group
b. ) Copying a book for 10 staff members of a nonprofit organization
c. ) Distributing 30 copies of a paragraph in a book to a study group
d. ) None of the above
c. ) Four factors are considered in determining whether the use of published material is a fair use:
- the purpose of the use
- the nature of the work being copied
- how much of the work is copied
- and what economic efect copying the material will have on the market value of the work
Which of the following organizational structures is characterized by networks instead of traditional hierarchies?
a. ) Seamless organization
b. ) Geographic organization
c. ) Flat organization
d. ) Matrix organization
a.) A seamless organization replaces traditional hierarchies with networks designed to enhance communication and creativity. These networks are made possible by advanced technology that allows employees t connect from anywhere in the world.
The Occupational Safety and Health Act of 1970 grants employees the right to do all of the following except:
a. ) be advised of potential safety hazards
b. ) Speak privately to an OSHA inspector during an inspection
c. ) Observe the employer when measuring and monitoring workplace hazards
d. ) View detailed reports of all workplace accidents.
d.) While the the employees have the right to review accident reports, they do not have the right to the information that would identify the employees involved in the accident.
A standard employment practice that seems to be fair yet results in discrimination against a protected class is a description of:
a. ) Disparate treatment
b. ) Disparate impact
c. ) Adverse impact
d. ) Unfair treatment
b.) Disparate impact occurs when an employment practice that seems to be fair unintentionally discriminates against members of a protected class.
Disparate treatment occurs when a protected group is treated differently than other applicants or employees.
An adverse impact is any negative result of a change to any terms or conditions of employment.
Unfair treatment can refer to any perceived difference in how employees are treated.
Which of the following points is important to effective lobbying, that is attempting to influence or persuade an elected official to pass, defeat or modify a piece of legislation?
a. ) Learning how the legislative and political process works
b. ) Beginning by using persuasion to convince the elected official to accept your position
c. ) Making big financial contribution
d. ) Letting the elected official choose a solution rather than present a proposed solution.
a.) To be effective, most experts agree that it is best to first do your homework, that is, learn how the legislative and political process works. In this way, you can participate effectively in the process.
Persuasive skills are useful in presenting your point of view.
Big financial contributions are often used by lobbyist to ensure elected representatives will listen to their points of view.
Lobbyists prefer to present a proposed solution to elected officials.
Which of the following is required by the Economic Growth and Tax Relief Reconciliation Act of 2001?
a. ) Requires pension plans to account for employees contributions separately from employer contributions.
b. ) Allows employers to contribute a percentage of company earnings to retirement plans each year
c. ) Allows employees older than 50 to make catch-up contributions to retirement accounts
d. ) Requires employer pension contributions to be funded on a quarterly basis.
c.) EGTRRA (Economic Growth and Tax Relief Reconciliation Act of 2001) made changes to pension contribution limits and allows employees older than 50 to make catch-up contributions.
Measuring staffing needs against sales volume could be done most effectively by using which of the following techniques?
a. ) A multiple Linear regression
b. ) A ratio
c. ) A simulated model
d. ) A simple linear regression
d.) A simple linear regression measures one variable against another.
Multiple linear regression measures more than one variable against others.
A ratio compares one number to another.
A simulation model uses a computer program to predict the possible outcomes of different business scenerios.
A process for reducing the impact of bias during performance reviews by using multiple raters is known as:
a. ) Interrater reliability
b. ) An MBO review
c. ) A rating scale
d. ) Paired comparison
a.) Interrater reliability seeks to reduce bias y having multiple reviewers rate an individual’s performance and averaging the ratings.
Management by objectives establishes goals at the beginning of a review period and rates how well the goals were achieved.
A rating scale is one method of performance appraisal.
The paired comparison method compares all employees in a group to each other.
The Vietnam Era Veterans Readjustment Assistance Act (VEVRA) requires that:
a. ) All contractors list all job openings with state employment agencies
b. ) All employers list all job openings with state employment agencies
c. ) State employment agencies give preference to Vietnam veterans for senior-level management position referrals
d. ) State employment agencies give preference to Vietnam veterans for positions lasting three days or longer.
d.) VEVRA applies to government contractors and requires that all job openings be listed with state employment agencies except those that will be filled from within, are for senior level management positions, or will last less than three days.
What is the most effective method to utilize when an employer wants to obtain insight into employee goals and job satisfaction and provide career counseling to those in the work group?
a. ) An employee survey
b. ) A skip-level interview
c. ) An employee focus group
d. ) A brown bag lunch
b.) A skip level interview provides an opportunity for a manager’s manager to obtain the insight into the goals and satisfaction of employees in the work group.
An employee survey is best used to gather information about various issues that can be collected and summarized.
A focus group can be utilized to involve employees in the decision making process.
A brown-bag lunch is an effective way for senior managers to meet with small groups of employees to answer questions about the company goals and mission and to obtain feedback about operations.
A lockout occurs when:
a. ) The employee shuts down operations by refusing to work
b. ) The employer refuses to allow the union to unionize the workplace
c. ) The employer shuts down the operations to keep employees from working
d. ) The employees patrol the entrance to the business
c.) A lockout is an action taken by the employer to stop employees form working.
A strike occurs when employees refuse to work
An employer that refuses to allow the union to conduct an organizing campaign is committing an unfair labor practice.
Picketing occurs when employees patrol the entrance to the business
What provides the framework for collecting information about factors that are relevant to the planning process?
a. ) A SWOT analysis
b. ) A PEST analysis
c. ) n environmental scan
d. ) An internal assessment
c.) An environmental scan is used to gather the information used to forecast future business conditions.
SWOT and PEST analyses are tools used during an environmental scan.
An internal assessment is another tool used during strategic planning
Which of the following activities is not a responsibility of the operations function of a business?
a. ) Designing the product.
b. ) Scheduling production runs to coincide with customer demand.
c. ) Ensuring that products or services meet quality standards.
d. ) Determining what new products will be produced.
d.) Marketing is responsible for determining what new products will be produced based on market research designed to find out what products customers are willing to purchase.
Which of the following statements is true of a hostile work environment.
a. ) when single incident of unwanted touching occurs, a hostile work environment has been created
b. ) A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
c. ) Only a supervisor can create a hostile work environment.
d. ) A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
b.) A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment.
A single incident of unwanted touching unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the course.
A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers.
In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and anti-harassment policy does not necessarily protect an employer from hostile work environment claims.
A high-involvement organization is an example of what type of OD intervention?
a. ) Human process
b. ) Human resource management
c. ) Techno-structural
d. ) Strategic
c.) Techno-structural interventions address issues of how work gets done in an organization. A high-involvement organization is one in which employees at all levels are involved in making decisions about how work is accomplished.
Human process interventions are designed to build competencies at the individual level of the organization.
HRM interventions focus on HR processes and programs such as selection procedures or performance management that address individual employee needs.
Strategic interventions are used to execute changes to an organization’s vision, mission, or values.
What is a target benefit plan?
a. ) Uses actuarial formulas to calculate individual pension contribution amounts
b. ) Requires an actual deferral percentage test to be performed each year.
c. ) Provides a means for employees to become owners of the company.
d. ) uses a fixed percentage of employee earnings to defer compensation.
a.) A target benefit plan is a hybrid plan that has similarities to defined benefit pension plans and money purchase plans. These plans use actuarial formulas to calculate individual pension contribution amounts.
Deferral percentage tests are required each year for 401(k) plans.
An ESOP provides a means for employees to become owners of the company.
A money purchase plan defers a fixed percentage of employee earnings.
“Thanks for such a great presentation! You will always have a job with us.” This is an example of:
a. ) The duty of good faith and fair dealing
b. ) An express contract
c. ) An implied contract
d. ) Fraudulent misrepresentation
b.) An express contract can be oral or written and states what the parties to the contract agree to do.
The duty of good faith ad fair dealing is a common law doctrine that parties to an oral or written contract have an obligation to act in a fair and honest manner to facilitate achievement of the contract goals.
An implied contract can be created by conduct and does not have to be stated explicitly. Fraudulent misrepresentation occurs when an employer makes false statement to entice a candidate to join the company.
Health and wellness programs are beneficial for employers because they:
a. ) Increase productivity, reduce medical costs, and attract top-quality job candidates
b. ) Provide nutrition counseling, exercise programs, and health education programs
c. ) Require employees to lose weight, stop smoking, and avoid substance abuse
d. ) Provide on-site opportunities for physical fitness
a.) Employers look for benefits programs that add value to the bottom line. Health and wellness programs do this by increasing productivity and reducing costs. These programs are attractive to job candidates and enhance recruiting efforts.
Samantha is hiring an outside sales rep for a new sales territory. Part of the selection process included an assessment test that measures successful sales characteristics. Samantha scored particularly high on the test. During the interview, Christopher, the hiring manager, had some concerns about how well Samantha would fit into the company culture, but when he learned how high she scored on the test, he immediately decided to hire her. What bias could be at work in the situation?
a. ) Halo effect
b. ) Knowladge-og-predictor effect
c. ) Cultural noise effect
d. ) Stereotyping effect
b.) The knowledge-of-predeictor effect occurs when an interviewer is aware that a candidate has scored particularly high or low on an assessment test and allows this to affect the hiring decision.
The halo effect occurs when the interviewer allows a single positive characteristic of the candidate to overshadow other considerations.
Cultural noise occurs when a candidate gives answers they think the interviewer wanted to hear.
Stereotyping occurs when the interviewer makes assumptions about a candidate based on generalizations about the group the candidate belongs to (for example, women).
Which of the following activities does not contribute to ergonomic injuries?
a. ) Awkward postures
b. ) Extended vibrations.
c. ) Falling down stairs
d. ) Contact stress
c.) Ergonomic injuries are caused by repeated stress to a part of the body. A fall down the stairs is single occurrence and therefore not an ergonomic injury.
An effective progressive disciplinary process begins with:
a. ) A written warning
b. ) A verbal warning
c. ) A suspension
d. ) Coaching and counseling
d.) An effective progressive discipline process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed.
A written warning is the second step of a formal disciplinary process.
A verbal warning is the first step.
Suspensions are usually the last step prior to termination.
An employee earning $22,500 per year supervises three employees and spends 35 hours per week on essential job duties that require discretion and independent judgement. Is this employee:
a. ) Exempt, based on the executive
b. ) Exempt, based on the administrative exemption test
c. ) Nonexempt, based on the salary basis requirement
d. ) Nonexempt
c.) Effective in 2004, employees must be paid a minimum $455 per week to be exempt from FLSA requirements. This employee earns only $432.69 per week. ($22,500 / 52 weeks = $432.69.)
Although d.) is also correct, the BEST answer is the one that explains why.
Total quality management focuses all employees on producing products that meet customer meeds This is done by:
a. ) Eliminating processes that waste time and materials
b. ) Developing a high level of expertise in all employees
c. ) Sharing information with all levels in the organization
d. ) Balancing the needs of all stakeholders in the organization
a.) The TQM concept reviews processes to eliminate waste, relies on teamwork, and involves all members of the organization in meeting customer needs.
Personal mastery, a high level of employer expertise, is one of the five disciplines of a learning organization.
Information sharing is one characteristic of a high-involvement organization
The ability to balance stakeholder needs is a requirement of a change agent.
Which of the following would be considered an extrinsic reward?
a. ) Challenging work on a new project
b. ) A 10 percent salary increase
c. ) A feeling of accomplishment after completing a tough assignment
d. ) Recognition by the CEO at a company meeting
d.) Extrinsic rewards are non-monetary rewards where self-esteem comes from others, such as formal recognition for a job well done.
Challenging work on a new project is an intrinsic reward.
Salary increases are monetary rewards.
A feeling of accomplishment after completing a tough assignment is another type of intrinsic reward.
Which of the following statements about substance abuse policies is NOT true:
a. ) Substance abuse policies identify who will be tested
b. ) Federal las requires all employees to implement substance abuse policies
c. ) An effective policy describes when tests will occur and what drugs will be tested
d. ) An effective policy describes what happens to employees who test positive
b.) The drug Free Workplace Act of 1988 requires only federal contractors and subcontractors to establish substance policies.
A fair and effective policy will describe which employees will be tested. whether it is all or specific job group.
The policy should describe when tests will be done (preemployment, randomly, upon reasonable suspicion, or according to a predetermined schedule)
What drugs are included in the process,
And the consequences for employees who test positive
To increase the chances for successful repatriation of employees, the process should include:
a. ) Development of a qualified pool of candidates for global assignments.
b. ) A formal repatriation program that includes career counseling.
c. ) Setting expectations for repatriation before employees begin global assignments.
d. ) All of the above.
d.) Organizations that are able to successfully repatriate employees after global assignments do so by carefully selecting candidates for those assignments, setting appropriate expectations before the assignment begins, and establishing a formal program to assist employees in reintegrating into the home office after a global assignment.
Richard, who works at the customer service counter in an auto supply store, told his manager that because of chronic back pain, it is difficult for him to stand for long periods and asked for an accommodation The manager isn’t sure, based on the essential job functions, how an accommodation can be provided. You advise the manager to begin the interactive process with the employee. What should the manager do to begin this process?
a. ) Ask Richard how his back was injured.
b. ) Provide a stool for Richard to use at the counter.
c. ) Ask Richard whether he has any suggestions for an accommodation.
d. ) Ask Richard to meet with HR to resolve the problem.
d. ) Ask Richard to meet with HR to resolve the problem.
c.) To assess the reasonableness of a requested accommodation, employers should ask employees to describe their limitations, how it affects their performance of essential job functions, and whether they have suggestions for an accommodation that would allow them to perform the functions.
Human resources professionals are likely to use third-party contracts when doing which of the following?
a. ) Conducting a job evaluation.
b. ) Hiring a temporary employee.
c. ) Writing the employee handbook.
d. ) Hiring a full time executive.
b.) In the third-party contract, some or all of the work is performed by an individual who is not a party to the contract. There are many examples of third-party contracts in business, perhaps the best known for HR professionals is an agreement with a temp agency in which the company agrees to pay the temp agency for services provided by an employee of the agency.
Which of the following is an example of direct compensation?
a. ) Variable compensation
b. ) Vacation pay
c. ) 401(k) matches
d. ) Employer Social Security contributions
a.) Direct compensation is composed of base pay (hourly wage or salary), variable compensation, and pay for performance.
Vacation pay, 401(k) matches, and employer Social Security contributions are examples of indirect pay.
For purposes of developing a security program, an HR manager must assess potential risks and costs related to loss and protection. Which factor must the manager first examine?
a. ) Severity of the loss to the organization.
b. ) Cost of the loss, including a permanent or temporary substitute
c. ) Degree of probability that the loss will occur
d. ) Availability and sot of insurance to cover the loss.
c.) The significance of various security issues depends partly on the size of the organization. However, regardless of size , the same considerations go into assessing vulnerabilities and the method for estimating the cost of potential losses. The justification of such a program requires that the potential losses will exceed the cost of the program.
Which of the following activities illustrates the administrative role assumed by an HR professional?
a. ) Filling out EEO reports
b. ) Implementing the grievance process form an employee threatened with termination
c. ) Evaluating the bottom-line contribution of HR programs
d. ) Conducting an interviewing seminar for line managers
a.)
The administrative role of HR focuses on dealing with compliance issues and record keeping. (often via human resource information systems (HRIS)
An organizational picket may lawfully take place when:
a. ) The union members are unhappy with their current union and ask a new union to represent them.
b. ) The union files a representation petition with the NLRB no later than 15 days after picketing starts.
c. ) There are less than 45 days left before the current collective bargaining agreement expires.
d. ) The union wants to attract employees so they will authorize the union to represent them.
d.) Organizational pickets may take place when no other union is currently representing employees at a company.
Arbitrators chosen by all parties to resolve any disputes arising between them in the future are known as:
a. ) tripartite arbitrators
b. ) compulsory arbitrators
c. ) ad hoc arbitrators
d. ) permanent arbitrators
d.) All parties agree that permanent arbitrators are fair, impartial, and able to resolve any issues that arise between them.
A tripartite panel consists of three arbitrators who hear the issues and reach a joint decision.
An ad hoc arbitrator is selected to hear a single case.
A correlation coefficient is an example of a type of:
a. ) Qualitative analysis
b. ) Quantitative analysis
c. ) Job evaluation
d. ) Learning matrix
b.) Qualitative analysis is a form of research that utilizes mathematical models such as correlation, correlation coefficient, and measures of central tendency to provide solutions to problems.
Which of the following activities illustrates the operations role played by an HR professional?
a. ) Ensuring currency or employee records
b. ) Conducting recruitment for new job openings
c. ) Forming contacts with key individuals outside the organization
d. ) Developing criteria for selecting supply chain partners
b.)
The operational role of HR involves those day-to-day tasks necessary to run an organization: recruiting for current job openings, resolving employee complaints, communicating with employees.
In addition, HR consults on specific issues and provides line managers with advice on how to manage performance and increase employees’ productivity and job satisfaction.
Which of the following examples illustrates the strategic role played by HR today?
a. ) Securing off-site backup and storage of employee transaction and records
b. ) Developing a system to track the number of people leaving the organization
c. ) Creating a training program for conducting safe and legal terminations
d. ) Working with senior and line managers to forecast workforce needs for the next five years.
d.)
in the 21st century, HR is a strategic partner with senior and line managers. The strategic role of HR requires a global, long-term, and forward-thinking focus.
The supply chain is an example of
a. ) flexible internal organization boundaries
b. ) a tendency to draw core competencies back into the organization
c. ) an extended organization
d. ) an organizational structural change required by lean manufacturing principles
c.) The extended organization is becoming more common today as supply chain partners create processes and information channels that allow their organizations to communicate and collaborate fluidly.
The business remain separate entities but may appear to outsiders as one entity. Extended organizations are commonly formed through the use of outsourcing
