Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
20 Cards in this Set
- Front
- Back
|
In a strategic vendor relationship, what is the most important characteristic? |
A strategic vendor relationship is a long-term relationship in which the vendor and the customer share information and some level of integration of processes is allowed (e.g., ability to view inventory levels online). Lowest possible price is not as important as other features, such as capabilities, quality, and reliability. RFPs and service level agreements (tying compensation to fulfillment of certain requirements) can be used in any outsourcing scenario, not just strategic outsourcing. |
|
|
HR has been asked to target and identify how to improve employee performance. This will necessitate examining current organizational competencies against those needed in the future and reconciling the differences. What process would help HR to make these determinations? |
Workforce analysis would allow HR to mine employee data, evaluate the internal environment, and help to identify the steps necessary to improve employee performance. |
|
|
A organizational culture that is contribution-oriented reduces the employee's ability to |
Contribution-oriented cultures typically provide benefit programs that are linked to organizational performance, which may vary year to year. Contribution-oriented cultures are less likely to provide a benefit such as a defined benefit pension plan that is guaranteed no matter how the organization performs financially. |
|
|
An HR professional is revising the company's performance appraisal system for its retail sales clerks. Each sales manager conducts appraisals of 15 salespeople. Which performance appraisal process will be BEST? |
RATIONALE The graphic scale method allows supervisors to rank employees on key tasks using a scale of 1 to 5 and provides room for comments. It is simple to use and clear to employees. For more information, refer to Module 3, Responsibility 6, Section 8. |
|
|
New hires are asked to learn routine tasks that do not require insight or judgment. In this situation, the learning curve would MOST likely show a |
Decreasing returns occur when the amount of learning or skill level increases rapidly at first and then the rate of improvement slows. Learning to perform most routine tasks (for example, learning to type) follows this type of curve. This is the most common type of learning curve and may account for how many routine things are learned. For more information, refer to Module 3, Responsibility 3, Section 4. |
|
|
An organization uses information provided by experts to predict future industry trends. The form of judgmental forecasting where experts take turns presenting their assumptions and refining a composite but never meet is calle |
ATIONALE The Delphi technique is the only technique in which members work as a group without ever meeting. Managerial estimates and trend analysis are generally completed by individuals and presented to management. The nominal group technique requires face-to-face meetings. For more information, refer to Module 2, Responsibility 6, Section |
|
|
Which of the following could be clawed back as part of the Dodd-Frank Wall Street Reform and Consumer Protection Act? |
RATIONALE Clawback provisions allow a publicly traded company to take back previous executive incentive-based compensation in specific circumstances. For more information, refer to Module 4, Responsibility 8, Section 1 |
|
|
The ADA does not require an employer to provide a reasonable accommodation for an employee with an occupational injury who does not have a disability as defined by the ADA. ADA defines disability as (1) a person who has a physical or mental impairment that substantially limits one or more major life activities, (2) a person with a record of a physical or mental impairment that substantially limits one or more major life activities, and (3) a person who is regarded as having a physical or mental impairment that substantially limits one or more major life activities. For more information, refer to Module 6, Responsibility 4, Section 3. |
An electrician trips on a wire at a job site and sprains an ankle. It will be one week before he can return to the construction site. The doctor specifies light duty. Will the electrician be protected under ADA? |
|
|
company has identified high-potential employees and needs a performance appraisal system that identifies strengths and weaknesses and prepares them for future leadership roles. Which of the following systems will BEST meet this need? Ranking system MBO system Narrative system Competency-based system |
RATIONALE The performance plan used in a competency-based system includes the performance goals for the review period as well as the complete set of competencies for the employee's job. Competency feedback usually becomes part of an action plan to address performance gaps and provide developmental opportunities beyond the employee's current job. For more information, refer to Module 3, Responsibility 6, Section 8 |
|
|
A supervisor asks HR to terminate an employee for repeated tardiness and provides copies of two written warnings given to the employee. An HR manager reviews the warning letters and terminates the employee, citing tardiness. The employee claims the accusations are false and files a discrimination complaint, providing evidence from coworkers of harassment by the supervisor. Which of the following is true? HR was not involved in the discrimination, so the organization is not liable. The HR manager has created legal liability for the organization. HR based the termination on available evidence and cannot be held liable. The discrimination claim does not invalidate the termination. Next question |
RATIONALE The Supreme Court decision Staub v. Proctor ruled that HR managers are at fault if they accept lower-level supervisory reports at face value and terminate without a thorough investigation of charges. For more information, refer to Module 5, Responsibility 7, Section 6 |
|
|
An HR manager wants a definitive understanding of what an employer is required to do to comply with the HIPAA Privacy Rule. Where is the best place to go? Health Insurance Portability and Accountability Act Support staff for local congressional representative Code of Federal Regulations HR professional journals
|
RATIONALE All rules implementing federal laws are published in the Code of Federal Regulations (CFR), which will be the most definitive source of this information. The law itself does not include rules, and secondary sources are not necessarily correct. |
|
|
An international telecommunications organization is interested in enhancing its competitiveness through the acquisition of a competitor organization. HR is expected to play a key role in the acquisition process. Since mergers and acquisitions can develop very quickly, HR should be prepared by performing an investigation of the organization identified for acquisition to understand the risks involved. developing plans to address any unusual issues such as retention programs for key individuals. ensuring that the necessary HR knowledge and skills are already in place to manage the transition. preparing a communications plan designed to keep all of the shareholders informed throughout the acquisition process. |
RATIONALE While an understanding of the risks involved, planning how to address unusual issues, and keeping the shareholders informed through a good communications plan are all important in mergers and acquisitions, first the necessary HR knowledge and skills must be in place in order to carry out these responsibilities. For more information, refer to Module 1, Responsibility 20, Section 1 |
|
|
An organization has announced that no salary increases above 1.5% will be allowed and budgets should be set accordingly. What would be a likely impact on HR's budget? Reduced HR head count with consequent reductions in HR operating budget Decreased recruiting and hiring costs Increased budget for additional benefit programs Postponement of employee online self-service cente |
RATIONALE The organization will probably need to look at other ways to attract and retain employees, such as more creative, customized benefit programs. The salary cap will not necessarily affect hiring needs and HR staffing and operating costs. Nor will it directly affect capital expenditures, such as the self-service center, that may support the organization’s business strategy by, for example, increasing operational efficiency. For more information, refer to Module 1, Responsibility 14, Section 4. |
|
|
Project Management |
Project management requires the ability to define goals, organize schedules, meet deadlines, monitor budgets, and produce results |
|
|
Coordinated Bargaining |
RATIONALE Coordinated bargaining occurs when an employer bargains with several unions simultaneously but on a separate basis. In pattern bargaining, a union negotiates a contract with one employer and then uses this contract as a "pattern" for contracts with other employers. Distributive bargaining results in gains for only one side and is therefore highly contentious. In contrast, integrative bargaining negotiates multiple issues to satisfy mutual needs. For more information, refer to Module 5, Responsibility 11, Section 9 |
|
|
Mandatory Subjects |
RATIONALE Mandatory subjects are those required by law and the NLRB. Over the years, the NLRB has significantly expanded the list of mandatory subjects to include overtime, discharges, discipline, layoff, recall, seniority, promotion, transfer, safety, vacation, holidays, leave of absence, sick leave, some forms of union security, grievance, demotion, assignment, and contracting out work |
|
|
A union disciplines several of its members for violating union rules. The employees contend that the union rules do not apply to them because they did not voluntarily join the union and do not pay full union dues. Are the employees correct? Yes, a union may discipline only voluntary members. No, as members the employees are subject to the union's rules. Yes, if the employees live in a right-to-work state. No, the employees still benefit from membership in the bargaining unit.
|
RATIONALE Employees who are not voluntary union members pay a reduced "financial core fee" and are not subject to union discipline. Although the union owes them the duty of fair representation, they may be prohibited from internal union affairs such as participating in union elections or making strike decisions. For more information, refer to Module 5, Responsibility 1, Section 9. |
|
|
Common Law |
Based upon court decisions |
|
|
Collective bargaining in Public sector vs the private sector |
RATIONALE Collective bargaining in the public sector is different from that in the private sector in terms of permissive, prohibited, and mandatory issues, and these are based on state law. In some states, for example, the negotiation of wage rates is prohibited in the public sector. For more information, refer to Module 5, Responsibility 11, Section 9. |
|
|
At the end of a training class on conducting Internet-based research, a marketing research analyst is asked to outline a research plan for a new product. Which of the following levels of learning is the employee being asked to demonstrate? Analysis Comprehension Synthesis Knowledge |
The analyst is being asked to use the learning acquired in training to create, or synthesize, a solution to a specific challenge. A knowledge level exercise might ask the learner to name a resource mentioned in class, while a comprehension level exercise might ask the learner to explain why a particular resource was used in a scenario. An exercise based on analysis might ask the learner to identify research process steps in a scenario, perhaps identifying steps that have been skipped or performed in the wrong order. |
