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| Section | Objectives |
|---|---|
| Topic 1: Employee Relations and Workplace Safety | - Workplace Management
|
| Topic 2: Training and Employee Development | - Employee Growth
|
| Topic 3: Legal and Regulatory Requirements | - Employment Laws
|
| Topic 4: Strategic Human Resource Management | - HRM and Organizational Strategy
|
| Topic 5: The Role of Human Resource Management in Business | - Organizational Culture
|
| Topic 6: Analyzing Work and Human Resource Planning | - Workforce Planning
|
| Topic 7: Performance Management and Compensation | - Performance Systems
|
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NEW QUESTION # 40
Which characteristic of an employee demonstrates a strong person-organization fit?
Answer: A
Explanation:
Person-organization fit refers to the compatibility between an employee and the organization in terms of values, beliefs, and culture. An employee who demonstrates a strong person-organization fit shows deep commitment to the organization, aligning their personal values with the company's mission and culture. This commitment often leads to higher job satisfaction, better performance, and lower turnover rates.
"Organizational Behavior" by Stephen P. Robbins and Timothy A. Judge
Articles on person-organization fit from the Society for Human Resource Management (SHRM)
NEW QUESTION # 41
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?
Answer: D
Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
NEW QUESTION # 42
Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?
Answer: C
Explanation:
In this scenario, the HR department acts as an internal consultant by providing expert advice and guidance to the manager on handling a specific employee issue-repeated tardiness. The HR department helps the manager understand the appropriate protocol, ensuring that the manager's actions are consistent with company policies and legal requirements. This consultative role supports managers in making informed decisions and effectively addressing workplace challenges.
"Human Resource Management" by Gary Dessler
Society for Human Resource Management (SHRM) resources on HR as an internal consultant
NEW QUESTION # 43
A recruiter requests that an applicant complete a document that requests information about the applicant s medical conditions and the medical conditions of their family members.
Which law did this recruiter violate?
Answer: D
Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant's medical conditions and those of their family members directly violates GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
NEW QUESTION # 44
Employees are allowed to have flexible work schedules.
Which form of compensation is represented in this example?
Answer: A
Explanation:
Compensation includes both financial and nonfinancial rewards that employees receive in exchange for their work. According toHuman Resource Management, 16th Editionby Gary Dessler,nonfinancial compensationrefers to rewards that do not involve direct monetary payments but enhance employees' quality of work life.
Flexible work schedules are a classic example of nonfinancial compensation. Dessler explains that flexibility improves work-life balance, reduces stress, and increases job satisfaction, making it a valuable reward even though it does not increase pay. Such arrangements can improve morale, engagement, and retention without increasing direct labor costs.
Direct and variable financial compensation involve wages, bonuses, or incentives, while indirect financial compensation includes benefits such as insurance or retirement plans. Since flexible scheduling affects how and when work is performed rather than how much employees are paid, it is classified asnonfinancial compensation.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Compensation and Benefits
NEW QUESTION # 45
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