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| Section | Objectives |
|---|---|
| Workforce Planning and Talent Acquisition | |
| Employee Training and Development | |
| Performance Management | |
| Strategic Human Resource Management | |
| Compensation and Benefits | |
| Human Resource Metrics and Analytics | |
| Diversity, Equity, and Inclusion in the Workplace | |
| Employee Relations and Labor Law |
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NEW QUESTION # 73
Which type of benefit is typically more secure for unionized workers than for nonunionized workers?
Answer: C
Explanation:
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service.
These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.References:
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
* Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do?. Basic Books.
NEW QUESTION # 74
Within how many hours must an employer notify the Occupational Safety and Health Administration (OSHA) when a workplace fatality occurs or three or more employees are hospitalized?
Answer: A
Explanation:
According toHuman Resource Management, 16th Editionby Gary Dessler, employers are legally required to report serious workplace incidents to the Occupational Safety and Health Administration (OSHA) within a specified time frame. OSHA regulations mandate that an employer must notify OSHAwithin 8 hoursof a workplace fatality or whenthree or more employees are hospitalizedas a result of a work-related incident.
This reporting requirement is part of OSHA's broader mission to ensure safe and healthy working conditions by allowing the agency to investigate severe incidents promptly. Timely reporting enables OSHA to assess hazards, enforce safety standards, and prevent similar incidents in the future. Failure to comply with these reporting requirements can result in significant penalties and legal consequences for employers.
Dessler emphasizes that managers must be familiar with OSHA notification rules as part of their responsibility for employee safety and health. Immediate reporting reflects an organization's commitment to legal compliance and reinforces the importance of maintaining a safe workplace. Therefore, the correct answer is8 hours.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety and Health
NEW QUESTION # 75
What is the difference between sourcing and recruiting?
Answer: A
Explanation:
Sourcing and recruiting are two distinct but interrelated steps in the hiring process. Sourcing involves identifying and attracting potential candidates who have the skills and qualifications necessary to meet the organization's staffing needs. This process can include searching for candidates through various channels such as job boards, social media, networking events, and employee referrals. Once a pool of potential candidates is identified, the recruiting process begins. Recruiting involves engaging with these candidates, assessing their suitability for the role, and encouraging them to apply for the open positions. This includes activities such as conducting interviews, evaluating applications, and managing the offer process. By differentiating between sourcing and recruiting, organizations can streamline their hiring processes and ensure they attract and hire the best possible talent.References
* Phillips, J. M., & Gully, S. M. (2015). "Strategic Staffing." Pearson Education.
* SHRM. "Sourcing Candidates."
NEW QUESTION # 76
A manager gives an employee a verbal warning for being tardy. The employee arrives late to work one more time the following week.
What is the next step if the manager is using progressive discipline?
Answer: D
Explanation:
Progressive discipline is a structured and systematic approach used by managers to address employee misconduct or performance issues by applying increasingly severe penalties for repeated offenses. According toHuman Resource Management, 16th Editionby Gary Dessler, progressive discipline is designed to give employees clear notice of unacceptable behavior and a fair opportunity to correct it before more serious action is taken.
The typical sequence of progressive discipline begins with averbal warning, followed by awritten warning, thensuspension, and finallyterminationif the behavior continues. In this case, the employee has already received a verbal warning for tardiness. When the employee arrives late again the following week, the manager must move to the next formal step in the disciplinary process. That step is issuing awritten warning, which formally documents the problem, specifies expectations for improvement, and warns the employee of possible future consequences if the behavior persists.
Skipping directly to harsher penalties such as suspension, demotion, or termination would violate the principles of fairness and due process emphasized in effective human resource management. Progressive discipline ensures consistency, legal defensibility, and transparency, while reinforcing organizational standards. Thus, based on established HRM practices, the correct next step after a verbal warning is awritten warning.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Discipline and Employee Relations
NEW QUESTION # 77
What is a benefit of wellness programs for both employers and employees?
Answer: D
Explanation:
Wellness programs are organizational initiatives designed to promote employees' physical and mental well- being through activities such as fitness programs, stress management, health screenings, and lifestyle education. According toHuman Resource Management, 16th Editionby Gary Dessler, a key benefit of wellness programs for both employers and employees isimproved employee morale.
From the employee perspective, wellness programs demonstrate that the organization values their health and quality of life, which increases job satisfaction, motivation, and organizational commitment. Employees who feel supported are more engaged and experience lower stress levels. From the employer perspective, improved morale often leads to reduced absenteeism, lower turnover, and higher productivity.
Dessler notes that while wellness programs may also contribute to long-term cost savings related to healthcare and insurance, they do not eliminate the need for health insurance nor are they designed to build technical skills or directly influence promotions. Their primary shared benefit lies in fostering a healthier, more positive, and more engaged workforce.
Thus, the correct answer isimproving employee morale.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Health and Safety and Employee Benefits
NEW QUESTION # 78
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