WGU C232: Introduction to Human Resources Assessment

WGU C232: Introduction to Human Resources Assessment

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Pre-Assessment: Introduction to Hu...

51 terms SeCea13Preview Test Prep - WGU - Principles of Man...105 terms C_BondePreview C232 Intro to HR - Pre-Assessment 51 terms mwell51Preview C232 In 80 terms dee What the 1 of six competencies of a solid HR professional?

• Provide transformational leadership
• Which hr resource function helps the organization

understand the number and type of employees the organization will need in the future?

• Recruiting
• Planning
• Appraising
• Compensating

Planning

• What are two societal trends that are influencing the

world of work?

• Decreasing world trade
• Changes in communication technology
• Lower college graduation rates
• Increased competition

Increased competition Changes in communication technology

• Which factor represents an organization's value

system?

• Corporate culture
• Company reputation
• Core competencies
• Brand awareness

Corporate culture

• Which activity does the strategic hr manager need to

be engaged in since orgs survive on adaptation?

• Managing succession by creating contingency plans

for key employees within the organization

• Taking on fewer roles to maintain a focused approach

to organizational productivity improvements

• Maintaining priority on the requisition of services from

the management and employees without external considerations

• Focusing on acquiring human resources skills while

leaving marketing and production techniques to those managers Managing succession by creating contingency plans for key employees

• Which hr resource provides a broad range of support

to the overall org?

• Coordinator
• Specialist
• Generalist
• Supervisor

Generalist

• A human resources department is working on

increasing diversity within the organization.Which strategic role for a human resources department is being demonstrated?

• Champion for change
• Initiator of outsourcing
• Agent for legal compliance
• Administrator of policy

Champion for change

• How should HR encourage high ethical standard of

conduct in the workplace?

• By ensuring compliance with all legal regulations
• By holding monthly training sessions on integrity
• By maintaining equitable pay levels and alignment
• By influencing others to make moral choices

By influencing others to make moral choices

• A technology company is reviewing the potentially

questionable behavior of tour employees and is trying to determine it an ethical violation has occurred. The behavior of the tour employees consisted of the

following:

a. Individual 1: Sold trade secrets to a competitor

b. Individual 2: Requested that the company pay for

continuing education

c. Individual 3: Recommended hiring a sibling based on

the sibling's work experience

d. Individual 4: Applied for other jobs while still

employed with the company Which individual committed an ethical violation?

Individual 1: Sold trade secrets to competitor

• What is an exception to the doctrine of employment at

will?

• Mandatory waiting period
• Termination for cause
• Implied contract
• Probationary period

Implied contract

• What is recognized by courts in several states as an

implied contract that can be legally binding?

• Employee handbook
• Union agreement
• Public policy documents
• Formal pact

Employee handbook

• What was the Goal of Title VII of Civil Rights Act of

1964?

• To give employers more flexibility in dealing with

employees and their employment

• To create a legal structure that deals with contractual

issues between employers and employees

• To allow employees greater ability to move between

employers and job positions

• To make it illegal to discriminate against individuals

based on their protected classes Illegal to discriminate against individuals based on their protected classes

• What is the function of the Equal Employment

Opportunity Commission (EEOC)?

• Providing guidance to employers on classifying

employees

• Enforcing federal antidiscrimination statutes
• Creating guidelines for developing affirmative action

programs

• Conducting mediation when union contracts have

expired Enforcing federal anti-discrimination statuses

• What is the outcome of effective diversity

management within organizations?

• Fewer communication challenges
• Better sense of inclusion
• Fewer conflicts
• Better defined organizational goals

Better sense of inclusion

• What is a benefit to promoting an organization's

efforts to increase diversity on the company website?

• It draws attention to diversity commitment.
• It provides equal opportunity to diverse employees.
• It defines corporate culture with diversity strategies.
• It meets the legal obligation to advertise diversity.

Draws attention to diversity commitment

• A woman turned down for a higher-paying position

because the manager believes men perform the duties better than women is what kind of discrimination?

• Gender identity discrimination
• Gender discrimination
• Women's equal rights discrimination
• Sexual harassment discrimination

Gender discrimination

• The plaintiff in a case, a black firefighter, brings action

against the fire department. He is alleging that each time he is transferred from one fire station to another, he must take his bed with him. The fire chief reports that no white firefighter would want to sleep in the same bed as a black firefighter - Which type of discrimination under Title Vll should the plaintiff tile?

• National origin
• Color
• Intentional
• Race (9/2018 Answer)
• Unintentional

Race

• What was the purpose of the Executive Order 10925

that established affirmative action?

• To mandate that managers of federally funded projects

work to eliminate bias in employment practices.

• To strengthen sanctions related to discrimination under

the Americans with Disabilities Act of 1990

• To provide employees with protection from age

discrimination in the workplace

• To require businesses with 50 or more employees to

avoid segregation Mandate that managers of federally funded projects work to eliminate bias in employment practices