1. Why are training and development considered one of the eight critical practices in the process of

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)

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