Workplace - Multiple Choice
An HR manager is mentoring an employee who recently transferred into HR from marketing. Which resource will the manager recommend that the new mentee research to gain an understanding of how some specific laws & regulations are enforced? A) Agency guidelines B) Executive orders C) The Constitution D) Statutes
A) Agency guidelines Agency guidelines interpret how laws & regulations will be enforced. Executive orders are from the president; they tell a governmental unit how it will act or interact with members of its community. The Constitution is the highest law in the country & the foundation on which all U.S. law have been built. Statutes refer to actions passed by legislative bodies.
Which is 1 key purpose of the preliminary assessment stage of the diversity & inclusion strategic process? A) Assessing current needs in order to set corresponding priorities, goals, & objectives B) Measuring against industry standards to determine necessary strategic opportunities & commitments C) Determining which diversity quotas have not been met in order to set objectives D) Identifying departments that have impeded diversity & inclusion efforts in order to define resources
A) Assessing current needs in order to set corresponding priorities, goals, & objectives A successful strategy must start with a detailed assessment of the organization's current state. The purpose is twofold: (1) to identify current needs in order to set corresponding priorities, goals, & objectives & (2) to provide benchmarks against which the success or failure of subsequent diversity & inclusion strategies can be measured.
How does HR contribute to diverse locations in a multidomestic strategy? A) By coordinating subsidiary activities to ensure that culture & policies are consistent with those of the home country B) By developing global HR policies with input from subsidiaries on local needs & practices C) By training employees in the identity of the organization while preparing them for assignments D) By ensuring that new employees are socialized into the organization's culture
A) By coordinating subsidiary activities to ensure that culture & policies are consistent with those of the home country Local culture & values are accommodated in a multidomestic strategy; still, there remains a need to coordinate them with the overall organizational culture.
A multinational company is assessing its corporate social responsibility (CSR) goals & expectations for the coming year. How can HR best help with this initiative? A) By gathering information from stakeholder focus groups B) By setting priorities C) By setting the objectives D) By gaining executive commitment
A) By gathering information from stakeholder focus groups In the assessment stage of the CSR strategic process, stakeholders are consulted to help the organization see how its efforts are viewed.
Which defines the basis for the application of common law? A) Court decisions B) Statutes C) The Constitution D) Executive orders
A) Court decisions Common law is based on court decisions rather than statutory law & is recognized on the federal level & in all states except Louisiana (which follows the Napoleonic Code). Executive orders are from the president; they tell a governmental unit how it will act or interact with members of its community. The Constitution is the highest law in the country & the foundation on which all U.S. laws have been built. Statutes refer to actions passed by legislative bodies.
Which phenomenon is occurring when many of a global organization's minority employees are avoiding other members of their minority group, adjusting their attire, matching grooming & mannerisms to the majority, & refraining from advocating for their minority group? A) Covering B) Integrating C) Assimilating D) Bracketing
A) Covering Covering occurs when an organization recruits a diverse workforce but promotes assimilation rather than inclusion. It affects workers' behavior along 4 dimensions—appearance, affiliation, advocacy, & association.
A global firm is planning to take a polycentric approach to its philanthropic programs. Which is the most likely outcome of taking this approach? A) Donations will be more aligned to local community needs. B) There will be more favoritism & less control in selecting recipients. C) Donations will be diminished by dispersing them to all countries of operation. D) The costs in managing the program will be higher & the satisfaction lower.
A) Donations will be more aligned to local community needs. If the organization takes a polycentric approach, it allows its local operations managers more control over the programs in their countries. This is most likely to generate closer alignment between giving & local community needs, since local managers are more likely to have a better sense of community needs & reliable nonprofit partners. There is no reason to assume less control & higher costs as long as policies are clear & monitoring occurs. Donations will not decrease, but the pattern of distribution will probably change.
What is the first step of the ISO risk management process? A) Establish the risk context. B) Create communication channels. C) Identify & analyze risks. D) Prioritize risks.
A) Establish the risk context. The 1st step is to understand the nature of risk in the organization's business & the organization's relationship with risk. Communication is ongoing throughout the risk management process.
Which key area must be included in a multinational company's social audit? A) Human rights B) Company values C) Interpersonal relations D) Philanthropic alliances
A) Human rights Social audit areas of examination include ethics, staffing, environment, human rights, community, society, and compliance.
How does an understanding of global forces benefit HR practices in a traditional organization? A) Hyperconnectivity has changed the way employees access information in the workplace. B) Global warming & climate change affect how organizations interact with stakeholders. C) Generational differences in the workforce are inherent to only local business. D) The microblog social platform Twitter & its expansion are important globally.
A) Hyperconnectivity has changed the way employees access information in the workplace. Hyperconnectivity affects every business, whether traditional or global. Employees have access to instant information on phones, computers, & other mobile devices.
Which reflects a fundamental difference between Family & Medical Leave Act (FMLA) leave granted to care for a non-military-related family member & military caregiver leave? A) Individual leave duration during a single 12-month period B) Whether or not in loco parentis applies to the caregiver C) Reinstatement rights upon return to work D) Ability to take back-to-back leaves during a single 12-month period
A) Individual leave duration during a single 12-month period A non-military-related family member's leave entitles an eligible employee to no more than 12 workweeks of caregiving leave in any given FMLA leave year. A covered family member's military-related leave entitles an eligible employee to as many as 26 workweeks of FMLA leave for caregiving purposes in a single 12-month period.
An organization has introduced its 1st sustainable product line, which uses less energy than competitive products & is produced with 70% recycled materials. With this product introduction, what phase of the sustainability maturity curve is the organization entering? A) Integration B) Values-based C) Transformation D) Compliance
A) Integration The organization is entering the integration phase, in which sustainable practices are integrated into the organization's business practices. Organizations in this phase have redesigned their products or services (to include sustainability benefits) or their processes & procedures (to make the business itself more sustainable).
An organization has committed to sustainable business practices, focusing on reducing energy use, waste, & pollution. What community action would be a logical extension of this value? A) Lobbying for better bus service to the organization's facility B) Networking with local government officials C) Joining a local business chamber for a year D) Creating aesthetically pleasing landscapes on the organization's property
A) Lobbying for better bus service to the organization's facility The most logical extension of the organization's focus is to seek ways to increase use of public transportation by employees & visitors, perhaps by increasing service.
An employee's child is 23, married, & living across town. She works part-time & attends school part-time. According to the amendment to COBRA in the Patient Protection & Affordable Care Act (PPACA), which provision applies under the organization's group health plan if she gets pregnant? A) PPACA requires group health plans to provide coverage for her. B) Her coverage depends on which school she attends & her grade point average. C) She is not covered, cuz she is a student. D) Since she is married, she cannot remain on her parent's policy.
A) PPACA requires group health plans to provide coverage for her. Although some states restrict dependent eligibility by criteria such as marital or student status, PPACA does not. PPACA requires coverage of employees' adult children until age 26.
When challenged to prove the worth of risk management to an organization's leaders, which benefit should an HR professional describe? A) Risk management leads to more-efficient use of organizational resources. B) Risk management is considered a best practice among today's businesses. C) Risk management requires few resources but can produce significant profit. D) The process of identifying risks increases employee engagement.
A) Risk management leads to more-efficient use of organizational resources. 1 of the major benefits of risk management is that it can reduce losses & leverage investments wisely against greater gains. Although the effect on employee engagement & the employer brand is important, a financial argument is probably more compelling to leaders. Effective risk management could represent a significant investment.
A call center is located in a region with a history of weak, infrequent earthquakes. How can the facility manager help manage this risk for business continuity? A) Secure temporary workspace & equipment for call center employees. B) Propose outfitting all employees with home office equipment. C) Subscribe to an earthquake early warning system. D) Risk management is not the facility manager's responsibility.
A) Secure temporary workspace & equipment for call center employees. The facility manager can research & secure temporary workspace & equipment where the call center business can continue. While outfitting all employees with home office equipment is an option, this probably represents a departure from current strategy. An early warning system cannot affect business continuity without a related plan. Everyone can contribute to risk management, including the facility manager.
Which is a key task in the implementation stage in CSR strategy? A) Set priorities & objectives. B) Define the extent & nature of HR's leadership role. C) Measure & evaluate initial results. D) Establish a guiding sustainability department.
A) Set priorities & objectives. The key tasks at this stage are to set strategy & priorities & objectives (including how intermediate tactical steps will lead to long-term objectives) & to implement the action plan.
How does an understanding of Perlmutter's orientations provide HR with a blueprint for developing effective global staffing strategies? A) Staffing strategies need to include an understanding of the relationship between headquarters & subsidiaries. B) Push & pull factors at play in each orientation define what type of staffing strategy should be employed. C) An understanding is necessary in developing offshoring & outsourcing options, which are part of the strategy. D) The different orientations define the degree of organizational decentralization & do not affect business strategies.
A) Staffing strategies need to include an understanding of the relationship between headquarters & subsidiaries. Staffing strategies change, depending on the link between headquarters & subsidiaries.
How has the changing shape of globalization affected the type of international assignments HR manages? A) Talent can be assigned in more flexible ways. B) International assignees experience increased isolation. C) Long-term assignments have increased the need for expatriates. D) Assignment types have become predominantly strategic.
A) Talent can be assigned in more flexible ways. The use of traditional expatriates (assigned from home country to host country for long assignments) has been replaced by an array of assignment types that meet different types of situations, from commuters to employees assigned to specific shorter-term projects.
HR faces many challenges in a transnational organizational structure. What is a major concern that should be anticipated? A) Technology & processes needed to promote the exchange of information in the organization B) Weakening of successful brands that were developed in the headquarters country C) Difficulty in positioning products & services in markets outside the headquarters country D) Resentment in host countries when headquarters policies & practices are imposed on them
A) Technology & processes needed to promote the exchange of information in the organization An organization pursuing a transnational strategy & structure aims to maintain a strong global identity but respond to local influences. This strategy requires an excellent communication infrastructure & processes that promote communication & collaboration between headquarters & local operations. This type of strategy does not seek to impose headquarters "wisdom" & practices or products & services on local operations. It allows products to be developed & marketed according to local needs.
Which provision describes a key outcome of the ADA Amendments Act (ADAAA)? A) The ADAAA makes it easier for individuals to demonstrate that they meet the definition of "disability." B) Eyeglasses & contact lenses can be considered in the determination of whether a person is disabled. C) Chronic impairments with symptoms or effects that are episodic (rather than present all the time) cannot be considered disabilities. D) HR must adhere to a list of impairments that would "consistently," "sometimes," or "usually not" be considered disabilities.
A) The ADAAA makes it easier for individuals to demonstrate that they meet the definition of "disability." The ADAAA expands the definition of "disability" & enables more individuals to be covered by the ADA. While there are some impairments that will virtually always constitute a disability, there are 9 rules of construction to guide the analysis of what other impairments are disabilities. Eyeglasses & contact lenses are not considered in the determination of disability. Chronic impairments that are episodic (such as epilepsy, asthma, or major depressive or bipolar disorder) can be considered disabilities.
Which is an example of the moral hazard at work in an organization? A) Sales representatives are compensated on several factors, such as sales & customer satisfaction. B) A CEO tells operations to take shortcuts that increase revenue but reduce quality for customers. C) A department leader does not take steps to ensure that workers are using personal protective equipment. D) A senior manager repeatedly promotes individuals based on their personal relationships with staff.
B) A CEO tells operations to take shortcuts that increase revenue but reduce quality for customers. Moral hazard exists when someone takes risks cuz he/she will not be affected by losses or damages that occur as a result. The CEO risks a declining quality level, knowing that, in the short term at least, the cost will be borne by customers. The company itself will bear the long-term costs through loss of customers.
An organization has identified multiple goals for its risk management program. How does it go about sifting through the risks to prioritize those that will get attention & resources immediately? A) A risk prioritization matrix called the PAPA model (prepare, act, park, adapt) can be used. B) A risk scorecard can identify the higher threats & priorities; these can be ranked by their scores. C) A risk matrix can identify the impact & probability of a threat or event occurring. D) The executive in charge may have a list of priorities & personal inclinations for what should be prioritized.
B) A risk scorecard can identify the higher threats & priorities; these can be ranked by their scores. The risk scorecard can provide a 1st-pass list of risk threats which then allows the executives to discuss & prioritize or reprioritize as needed.
Who or what is responsible for the proposal, adoption, & enforcement of regulations? A) President B) Administrative agencies C) United States Supreme Court D) Congress
B) Administrative agencies Administrative agencies are responsible for proposing, adopting, & enforcing regulations. Congress creates statutes & laws. The president can issue executive orders. The Supreme Court interprets the law when lawsuits are brought before it.
Which risk factor is being sought by an HR director at a retail store chain who meets with senior leadership to discuss the amount of uncertainty the organization is willing to accept regarding wage & hour practices? A) Expectancy B) Appetite C) Capacity D) Position
B) Appetite Risk appetite is the amount of uncertainty an organization is willing to accept to attain its goals.
How can HR develop sustainability sweet spots? A) By looking for ways to tie HR initiatives to the organization's overall vision, mission, & values B) By evaluating the economic, social, & environmental effects of HR practices & policies C) By identifying & eliminating business practices that contribute to the organization's carbon footprint D) By shifting the burden of sustainability reporting & compliance to other organizational functions
B) By evaluating the economic, social, & environmental effects of HR practices & policies To be sustainable, the practices of an organization have to be analyzed in terms of their social, environmental, & economic effects. By evaluating HR practices & policies through such a lens, HR can develop sustainability sweet spots.
An organization is looking to become an employer of choice & achieve increased success in its current markets. To accomplish this, there has been a greater desire to incorporate a CSR strategy. How best should HR support this change? A) By managing philanthropic initiatives B) By redefining stakeholders C) By creating a code of conduct D) By achieving sustainability
B) By redefining stakeholders HRM must engage both internal & external stakeholders to identify ways in which the organization can contribute to the social & environmental vitality of those most affected by the company's actions.
An HR director is concerned that a newly implemented applicant selection program may inadvertently be noncompliant with equal opportunity laws. Which action should the HR director take? A) Ask organizational hiring managers if the program has reduced the # of minority candidates selected. B) Consult with the organization's attorney to ensure that the policy is compliant with all employment laws. C) Remove the program from use to ensure that there is no possibility of breaking the law. D) Allow the program to continue to be used and see if any applicants lodge complaints.
B) Consult with the organization's attorney to ensure that the policy is compliant with all employment laws. In order to reduce legal liability, the HR director should ask the organization's attorney to review the program & ensure that it doesn't violate any employment laws or regulations. Waiting to see if the organization is sued unnecessarily exposes the organization to legal risk. Removing the program from use shields the organization from legal risk but wastes the resources allocated to the implementation of the program. Applicant selection data may be important to determining if the program complies with employment laws but may still leave the organization exposed to legal risk.
How can HR proactively help ensure that other departments are operating in a legally acceptable manner? A) Record improper conduct from various employees throughout the organization & pursue disciplinary measures. B) Deliver interdepartmental training on legal compliance, making sure other departments understand legal requirements. C) Ensure that all HR members are watching the conduct of other departments and report infractions to the head of HR. D) Discuss potential sources of risk with an attorney & create a plan to respond to lawsuits.
B) Deliver interdepartmental training on legal compliance, making sure other departments understand legal requirements. By delivering interdepartmental training, HR can help ensure that employees in other departments are knowledgeable about their duties & responsibilities under the law, which will help other departments avoid legal transgressions. While discussing potential sources of risk & creating a response plan with an attorney are important actions HR can take, they don't necessarily help other departments learn about their legal responsibilities. Monitoring other departments & recording improper conduct by specific employees does not proactively prevent legal transgressions.
Which employee would be covered under the whistleblower protections in the Sarbanes-Oxley (SOX) Act? A) Employee who raises allegations of fraud to a Washington Post reporter B) Employee who raises allegations of fraud to the Securities & Exchange Commission C) Employee who discusses an allegation of fraud with a family friend D) Employee who raises allegations of fraud using Facebook and Twitter
B) Employee who raises allegations of fraud to the Securities & Exchange Commission SOX protects employees from retaliation when they raise allegations of fraud to either a federal agency or a member of the organization who has the authority to "investigate, discover, or terminate misconduct." Raising the allegations to the Securities & Exchange Commission would qualify employees for protection under the act, while using social media, a family friend, or going to the media would not qualify for whistleblower protections.
Which strategy for international assignees best helps to improve their overall experience and reduce their sense of isolation? A) Allowing assignees frequent returns to the host country to visit with family B) Ensuring that assignees are equipped with communication platforms & technologies C) Holding regular debrief meetings with assignees to discuss current events D) Providing postal mail & delivery services for assignees
B) Ensuring that assignees are equipped with communication platforms & technologies Traditional images of international assignees have changed, especially with regard to their sense of isolation, due to tools & equipment like the Internet, smartphones, tablets, Skype, social media, & related platforms.
An organization wants to expand its diversity & inclusion strategy to include its supply chain. Which action should HR recommend that the organization take to influence supply chain management & relations? A) Accepting only those vendors willing to fully adopt all provisions of the organization's diversity & inclusion policy B) Including diversity requirements in searches for vendors & suppliers & seeking out minority-owned vendors C) Aligning the diversity & inclusion strategy only with internal stakeholders, as external alignment is unnecessary D) Reviewing its roster of vendors & suppliers, replacing any not owned by minorities or women
B) Including diversity requirements in searches for vendors & suppliers & seeking out minority-owned vendors An integral part of any organization's diversity program is ensuring that it promotes diversity outside of the company in addition to internal efforts. Changes can include building diversity requirements into searches for vendors & suppliers & seeking out minority-owned vendors. The diversity & inclusion program should also ensure that the practices of all the organization's suppliers are consistent with (though not necessarily identical to) the organization's own diversity policies.
Which is the primary reason an HR manager should check with legal counsel for guidance & accuracy before concluding that a particular situation constitutes an unlawful conflict of interest? A) A 2nd opinion on a concern impacting an employee's reputation is prudent. B) Interpretation of a conflict of interest can vary significantly depending on jurisdiction. C) It may provide the decision maker with employment practices liability insurance coverage. D) The company's policy indicates that all legal matters need to be reviewed by legal counsel.
B) Interpretation of a conflict of interest can vary significantly depending on jurisdiction. Interpretation of law can & does vary depending on jurisdiction & other factors (such as geographic location, international customs, or social norms).
An organization wants to simultaneously cut costs & benefit society. Which action would best achieve this goal? A) Removing all landscaping from its facilities in an effort to reduce water consumption B) Investing in better supply chain management tools to drive efficiency in the way the organization transports goods C) Investing in an independent waste management program that sorts recyclable & compostable materials from waste generated D) Purchasing 100% renewable energy at an increased cost over energy produced from traditional sources
B) Investing in better supply chain management tools to drive efficiency in the way the organization transports goods The best action the organization could take to both cut costs & benefit society would be to invest in better supply chain management tools in a bid to more efficiently transport goods. This would both generate cost savings & reduce emissions associated with inefficient transportation of goods.
Which is the most significant impact of the triple bottom line? A) It enables governments to quantify sustainability efforts through measurement of relevant data. B) It serves as the foundation for measurement & reporting of sustainability performance. C) It provides a universally accepted definition of corporate citizenship for all organizations. D) It enables organizations that are less effective financially to still claim success.
B) It serves as the foundation for measurement & reporting of sustainability performance. The triple bottom line has become the foundation for measurement & public reporting of CSR or sustainability performance by multinational corporations. That in turn is significant cuz it allows fair & consistent comparisons & evaluations of corporate sustainability performance.
The HR & operations departments have teamed up to develop a safety action program. The program has standard operating procedures & safety-related posters. Which recommendation should the HR professional offer to help ensure that the program is sustainable? A) Following preparation guidelines for an OSHA inspection to guarantee preparedness B) Promoting safety quality assurance & continuous improvement C) Using process maps to assist the management team in monitoring safety processes D) Developing safety boards to provide updates on the program's success
B) Promoting safety quality assurance & continuous improvement Quality assurance & continuous improvement are helpful in sustaining effective strategies to deal with risks.
Under OSHA, what right can employers exercise? A) Suing OSHA if they disagree with a citation and a proposed penalty B) Refusing the commencement of an OSHA inspection unless a search warrant is produced C) Applying for a temporary variance if meeting an OSHA standard would increase costs D) Disregarding OSHA standards if company standards exist prior to the standards' creation.
B) Refusing the commencement of an OSHA inspection unless a search warrant is produced Inspections are normally done without advance notice. An employer must submit to an inspection if there is a search warrant. In the absence of a warrant, an employer has the right to request 1 before an inspection begins.
Which of Perlmutter's orientations is demonstrated by a global organization in which talent staffing plans have employees work within regions & develop global perspectives where there is a strong business need? A) Geocentric B) Regiocentric C) Polycentric D) Ethnocentric
B) Regiocentric In a regiocentric orientation, operations are managed regionally. Communication is high within the region and less so between regions. However, staffing practices that promote global approaches are encouraged.
HR is responsible for an on-site day-care center. It uses a 3rd-party expert to assess safety & implements recommended changes to the facility & its hiring & training practices. Which critical step in risk management is missing from this process? A) Obtaining insurance to effectively transfer risk B) Regular checking of site & monitoring of practices C) Identifying & calculating threats & vulnerabilities D) Designing & monitoring a prevention program
B) Regular checking of site & monitoring of practices Once risk management programs have been implemented, it is critical to evaluate the effectiveness of these measures or controls.
A nonprofit wants to partner with community-based organizations to distribute emergency aid quickly. Which source of risk is most likely for this enterprise? A) Increased costs to the organization B) Reliability & integrity of partners C) Donor perceptions of the enterprise D) Adequate supplies for operations
B) Reliability & integrity of partners The most likely source of risk is the ability of the local partners to fulfill the task reliably & honestly. Lessening this risk calls for careful screening & selection of partners. Costs would probably decrease, & donations & supplies would probably not be affected by a change in distribution practices.
The VP of HR for a national company with locations in 10 states is finding that the current preemployment drug screening policy for zero tolerance on cannabis use is adversely affecting talent acquisition in key markets. Which approach would be best in this situation? A) Maintain the zero tolerance cannabis policy & outsource recruitment in states where cannabis is legal to an agency. B) Remove cannabis from the pre-screening in states with legal cannabis use & focus on material impairment at work. C) Retain cannabis in the pre-screening; however, relax the zero tolerance policy in states where cannabis is legal. D) Change job postings & advertisements to warn applicants about the company's zero tolerance cannabis policy.
B) Remove cannabis from the pre-screening in states with legal cannabis use & focus on material impairment at work. Although the use of cannabis remains illegal under the federal Controlled Substances Act, employers doing business in states where cannabis has been legalized & who are experiencing an adverse impact in their ability to secure top talent can increase their opportunity to secure top talent by removing the zero tolerance cannabis restriction & focusing their policy on zero tolerance for employees being "actively under the influence" of drugs or alcohol in the workplace.
Which action best ensures compliance under the Equal Pay Act? A) Reducing some salaries to meet compliance requirements B) Reviewing salaries for factors other than gender C) Increasing the average salary of females D) Conducting a salary survey of the labor market
B) Reviewing salaries for factors other than gender Under the Equal Pay Act, gender cannot be a factor when determining salaries. Therefore, organizations must base salaries on factors other than gender, such as the location of the job site, working conditions, type & level of necessary skills, amount of effort expended, or degree of responsibility required by the job. The Equal Pay Act requires only that workers performing equal work be paid at the same pay rate, not that workers receive the same total amount of pay.
Which action violates the protected class status of a pregnant employee under Title VII as amended by the Pregnancy Discrimination Act? A) Limiting the amounts payable by the insurance provider to the same extent as for other conditions B) Singling out pregnancy-related conditions for special procedures to determine a person's ability to work C) Allowing pregnant females to work in their current positions as long as they are able to perform their jobs D) Treating pregnant females the same as any other temporarily disabled employee as it relates to leave requests
B) Singling out pregnancy-related conditions for special procedures to determine a person's ability to work Women who are pregnant or are affected by pregnancy-related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. An employer may not single out pregnancy-related conditions for special procedures to determine an employee's ability to work.
A company is forced to change the status of some full-time employees to part-time following poor annual performance. The company intends to change the status of the affected employees back to full-time as soon as sales allow. One affected employee is away from work at the time of the reclassification due to a temporary disability. How does COBRA coverage apply to the employee? A) The employee is able to continue benefits for up to 18 months. B) The employee is able to continue benefits for up to 29 months. C) The employee is able to continue benefits for up to 36 months. D) The employee is not eligible to continue benefits after reclassification.
B) The employee is able to continue benefits for up to 29 months. Regardless of the company's plans to change the status of the employees back to full-time, any employee who sees a reduction of hours that makes him or her no longer eligible for employer-sponsored health care is eligible for COBRA continuation coverage. A typical employee would be able to continue coverage for up to 18 months. However, because this employee is disabled at the time of the reduction in hours, the employee is eligible for up to 29 months of continuation of benefits through COBRA.
What is true of the differences in generational impacts on globalization? A) Younger generations of workers are more likely to see the world as discrete islands of politics, culture, & economics. B) Younger generations of workers may embrace globalization more readily than older generations. C) Older generations' use of early technology such as computers & fax machines made them the 1st "digital-native" generation. D) Older generations of employees are more globally savvy than younger generations.
B) Younger generations of workers may embrace globalization more readily than older generations. Younger generations, which were raised in a more highly globalized environment, tend to embrace globalization more readily than older generations, which may be less globally savvy & may still perceive the world as discrete islands of us-versus-them politics, culture, and economics.
Increased global competition has forced an organization's leadership team to analyze & manage unanticipated risks. The team is using a risk scorecard to help assess a variety of risks. How should the various risks be weighted? A) According to immediate financial gain B) According to public relations impact C) According to strategic importance D) According to ISO 31000 principles
C) According to strategic importance The risks should be weighted according to strategic importance. If strategy is abandoned in response to immediate concerns, the organization could lose focus & direction. ISO principles do not specify how to weight risks.
Which characteristic is most important in an effective risk management system? A) Development by a respected 3rd-party vendor B) Level of enforcement by line managers C) Alignment with organizational goals D) Approval by a company's insurance provider
C) Alignment with organizational goals The most effective risk management system is linked to the company's organizational goals. This ensures that the most important assets & resources of the company are protected.
An industry can be made safer if what occurs after a major incident? A) The board & the executives are involved in the incident review & after-action debrief. B) Shareholders & other interested parties are involved in the incident review. C) An after-action debrief takes place, allowing the industry to learning from any mistakes. D) An investigation take place, because this will lead employees to believe that actual improvements will occur.
C) An after-action debrief takes place, allowing the industry to learning from any mistakes. The debrief may result in recommendations for improvement in a particular area of risk. Cases for change must be made persuasively & with convincing arguments & data.
What competencies & skills can an HR manager help instill in the organization's employees in order to be proactive with a risk management initiative? A) Being courageous, open-minded, & willing to take creative chances B) Staying well-informed & being trained in policies & procedures C) Being preventive & predictive & confidently taking preemptive actions D) Being curious & friendly & exercising critical thinking skills
C) Being preventive & predictive & confidently taking preemptive actions If employees are preventive, predictive, & able to take preemptive actions, it is likely that risks can be reasonably controlled.
Which action would best assist HR in mitigating the risk of litigation? A) Offer incentives to offset complaints. B) Terminate complainers who may become whistleblowers. C) Consult with the company attorney & prepare for complaints. D) Obtain employment practices liability insurance (EPLI).
C) Consult with the company attorney & prepare for complaints. HR can best mitigate the risk of litigation by consulting with employment lawyers & preparing appropriate processes that address potential complaints in such a way as to ensure a prompt, consistent & legally safe response. EPLI protects against the risk of heavy financial losses & is not a preventative measure.
A traditional risk grid/matrix identifies the probability and impact of a threat, including low, medium, & high risk categories. Which factor would provide a more accurate view of the risk if added to the discussion? A) Severity of impact on the organization if the threat were to occur B) Likelihood of the threat to the organization if the event occurred C) Degree to which the organization is currently protected against the threat D) # of employees & families who would be impacted by the threat
C) Degree to which the organization is currently protected against the threat While it is not on the matrix, the degree to which the organization is currently protected against the threat gives a more balanced assessment & view of the actual risk.
How can HR help an organization ensure that its health & safety management program succeeds? A) Penalize or discipline employees for not participating in the health & safety program. B) Add employees' health & safety records to their annual performance appraisal. C) Develop a reward & recognition plan to encourage employee participation. D) Require that all employees participating in the program have a medical exam.
C) Develop a reward & recognition plan to encourage employee participation. In order for a health & safety management program to succeed, it must be proactive in nature & be built upon positive employee involvement. Only a reward & recognition plan meets those criteria. The other 3 options are punitive in nature.
Which of the following is an exception to attorney-client privilege? A) Discussing the facts surrounding a lawsuit over potential age discrimination B) Discussing how to respond to allegations of sexual harassment against the CEO C) Discussing how to fraudulently reduce an organization's tax liability D) Discussing the circumstances that led to an EEOC complaint from a former employee
C) Discussing how to fraudulently reduce an organization's tax liability Discussions for the purpose of committing a crime or civil tort (including fraud) are generally not covered under attorney-client privilege. However, discussing facts & circumstances that led to legal actions & how to best respond to allegations that may include a legal risk would typically be covered.
What action should HR take to approach global assignments from a strategic-systematic perspective? A) Develop cross-cultural fluency in personnel designated for global assignments. B) Reinforce national identity & organizational culture in decision making. C) Disseminate information, technology, & values uniformly throughout the global organization. D) Build a staffing plan adaptable to immediate & short-term staffing needs.
C) Disseminate information, technology, & values uniformly throughout the global organization. 1 of the most important tasks is to ensure that communication & knowledge sharing are universal throughout the organization.
What best demonstrates cultural relativism? A) There is no dominant culture in a multinational enterprise. B) Cultures of a region must be reflected in the code of ethics for global enterprises. C) Ethics is determined by local culture, laws, & practices. D) There are universal norms.
C) Ethics is determined by local culture, laws, & practices. Cultural relativism holds that ethical systems do exist but that norms are influenced by local culture, laws, & practices.
Which of the following is true regarding using a third-party administrator for COBRA claims? A) It is illegal to use third-party administrators for COBRA claims; they must be handled directly by the employer. B) The Department of Labor recommends that employers use third-party administrators in order to ensure proper compliance. C) Even when using a third-party administrator for COBRA claims, the employer retains legal responsibility for compliance. D) When using a third-party administrator for COBRA claims, the administrator assumes legal responsibility for compliance.
C) Even when using a third-party administrator for COBRA claims, the employer retains legal responsibility for compliance. The employer is legally responsible for complying with COBRA, regardless of whether they use a 3rd-party administrator for claims. When using a 3rd-party administrator, employers should vigilantly monitor reports & documentation provided by the vendor to ensure legal compliance.
In the four-layer model of diversity, what layer consists of the results of life experiences and choices? A) Personality B) Organizational dimensions C) External dimensions D) Internal dimensions
C) External dimensions External dimensions are the result of life experiences & choices. They include geographic location, income, personal habits, recreational habits, religion, education, work experiences, appearance, marital status, & parental status.
What best demonstrates ethical universalism? A) Firms are required to follow a code of ethics. B) Ethical behaviors may vary across cultures & countries. C) Fundamental principles apply in all cultures. D) A well-developed ethical code should be applied to all countries.
C) Fundamental principles apply in all cultures. Ethical universalism proposes that there are fundamental ethical principles that apply across all cultures; in other words, they are universally relevant.
An organization recently acquired a Swiss firm. The CEO wants to immediately start aligning processes & systems between the 2 countries. He assigns the head of IT to the Switzerland office for the next 6 months. Why will the CEO's actions potentially jeopardize the success of the assignment? A) He did not inform the Swiss leadership team prior to sending the head of IT to Switzerland. B) He did not put the assignment to a stakeholder vote. C) He did not consider all the dimensions of the assignment. D) He did not prepare an international assignee contract.
C) He did not consider all the dimensions of the assignment. A survey of CEOs & HR senior managers found that 42% of global assignments are deemed a failure. This CEO's behavior exemplifies part of the problem. Rather than taking a strategic-systematic approach, this CEO takes a short-term, quick-fix approach. In doing so, he may disrupt the operation of domestic IT & perhaps send someone who is not the best qualified person for the job.
For some of its operations, a multinational corporation has been hiring skilled workers who have left their countries cuz of civil unrest & natural catastrophes. In some cases as many as a 100 new employees may have emigrated from the same or neighboring towns. How might the head of HR respond to this situation? A) Require that all employees be fluent in the language of the headquarters country. B) Restrict the # of employees from the same cultures who can be assigned to a work unit. C) Offer cultural training for both managers & their new employees. D) Request additional budget to conduct retraining for the new employees.
C) Offer cultural training for both managers & their new employees. The head of HR must consider the needs & effects of this new workforce. Managers will be more effective if they understand their employees' cultures, & employees will feel more engaged & committed to the employer if they understand the host country's culture. If restrictions on the # of foreign employees in a unit leads to the workers' increased sense of isolation, this will not be effective. There is no reason to assume that retraining is needed; the workers are described as skilled. Requiring headquarters' language fluency is impractical & probably will not increase worker productivity.
Management decides that training supervisors to identify & prevent bullying is not necessary, & they do not fund a program budget. Which aspect of risk management does this illustrate? A) Poor governance & leadership B) Risk avoidance management strategy C) Organization's risk tolerance D) Precedence of global standardization
C) Organization's risk tolerance Management has decided that it is willing to accept the risk that bullying will occur & possible organizational costs. This is an example of an organization's risk tolerance, the amount of unmanaged risk that management is willing to accept.
An organization has entered the market as a new player & has decided to be a pay leader. With limited time to prepare, this may prove to be risky if the market demand for the company's services doesn't reach expectations. What may have led to the company's decision to choose this pay approach? A) The company plans to structure benefits to supplement pay & encourage longevity. B) The company will be viewed as the employer of choice in the market. C) Paying a premium to attract high-quality employees optimizes the risk & eliminates uncertainty. D) The company is starting workers at 1 of a few tiers of pay rates.
C) Paying a premium to attract high-quality employees optimizes the risk & eliminates uncertainty. The organization has positioned itself knowing the risk & what it is willing to assume. It has decided to be a pay leader to help attract quality applicants & maintain its reputational risk.
Why should a firm require its supply chain to mirror its code of conduct? A) Cultural imperialism is a deciding factor in business. B) It is a contractual requirement for an organization's vendors. C) Producing better products supports the growth of business. D) Public image is critical to the suppliers & vendors.
C) Producing better products supports the growth of business. When all in the supply chain have the same code of ethics, the result is better products & services.
What type of product would provide an example of reverse innovation? A) More expensive version of an existing product targeted for emerging economies B) Copycat product created via reverse engineering by a competing organization C) Product made by or for an emerging economy that is then sold in developed economies D) "New" product that is actually a much older version of an existing product
C) Product made by or for an emerging economy that is then sold in developed economies Reverse innovation refers to products created for or by emerging economy markets that are then imported to developed economy markets.
An HR vice president is adding goals to the corporate social responsibility strategy. Which leadership activity best supports this endeavor? A) Recycling plastic goods B) Volunteering 2 hours a week C) Serving on a board of directors D) Collecting donations from employees
C) Serving on a board of directors By serving on a board of directors, they are looked upon as being a leader in the local community. Volunteering, donating, & recycling are activities all people can be part of.
An organization must have a culture with certain elements in order to be able to compile a risk analysis that is accurate & reliable. Which factors best describe this culture? A) The organization has intelligent employees who can appropriately analyze issues & are strong writers. B) Responsibilities & accountabilities are known & adopted by all key employees. C) The employees are honest & courageous in sharing & are willing to discuss the organization's shortcomings. D) Integrity & ethical conduct are demonstrated by employees in all operational areas.
C) The employees are honest & courageous in sharing & are willing to discuss the organization's shortcomings. It's important that feedback is honest & employees are comfortable being open with sharing information about risk management concerns. In this way, changes may be made in the spirit of continuous improvement.
What could provide insight into the challenge of retaining women managers in an organization? A) Labor market data on the supply of women with specific skills B) Survey and focus group data about employee engagement C) Turnover statistics for men & women in various business units D) Existing job openings & customer surveys
C) Turnover statistics for men & women in various business units Workforce data, including turnover statistics for various categories of employees, can constitute the core of an organizational assessment prior to developing & launching a diversity & inclusion initiative.
A company has a contest in which the work unit with the lowest accident rate each month is awarded a pizza lunch & 2 hours off with pay. What is a possible effect of this program? A) Improved teamwork & collaboration among work units B) Increase in reported accidents C) Under-reporting of workplace injuries D) Improved employee understanding of safety requirements
C) Under-reporting of workplace injuries Incentives based on injury reports can be problematic, cuz they can lead to under-reporting of workplace injuries by employees intent on achieving the incentive. The program would not increase understanding of safety requirements, & it might actually harm collaboration & teamwork, such as the sharing of safety tips & experiences, by emphasizing competition.
Under the Equal Employment Opportunity Commission's Uniform Guidelines on Employee Selection Procedures, adverse impact occurs when the selection rate for a protected class is less than what % of that for the group with the highest selection rate? A) 20 B) 40 C) 60 D) 80
D) 80 Under the guidelines, adverse impact occurs when the selection rate for a protected class is less than 80% of the rate for the class with highest selection rate. This is commonly known as the 80% or 4/5th rule.
Which activity is used when evaluating the effectiveness of risk management policies & processes? A) Emergency drills B) Risk assessments C) Disaster simulations D) After-action debriefs
D) After-action debriefs After-action debriefs examine the effectiveness of a risk response strategy & can be an educational opportunity for everyone attending. There is a good argument to be made that debriefs should occur whenever a risk management plan has been invoked.
Certain bona fide executives are partially exempt from the protections of which act? A) Americans with Disabilities Act B) Title VII C) Rehabilitation Act D) Age Discrimination in Employment Act
D) Age Discrimination in Employment Act Age discrimination is permissible under the Age Discrimination in Employment Act (ADEA) if age is a bona fide occupational qualification for reasons that are reasonably necessary to the normal operation of the enterprise. Other exceptions to the ADEA's nondiscrimination requirements may occur when the employer is adhering to a genuine seniority or benefit plan or is disciplining or firing a person for good cause or when the employee is a top executive or policy maker.
As part of its brand, an employer espouses a commitment to green energy. How does a focus on sustainability support the employment brand's credibility? A) By placing a focus on awareness regardless of the bottom-line effect B) By presenting an appearance of commitment to overshadow other activities C) By encouraging employees on ways to save the company money D) By educating employees on ways to reduce their carbon footprint
D) By educating employees on ways to reduce their carbon footprint Sustainability practices will have the greatest impact on credibility cuz the action supports the intention. Such practices can include sustainable purchasing guidelines, efficient energy use, eliminating toxins in manufacturing, the ability of products to be disassembled & recycled, & the use of communication technologies that help to reduce the carbon footprint.
How can HR best help an organization create value in corporate social responsibility? A) By ensuring that business operations are generating results B) By conducting a compliance audit on HR-related material C) By benchmarking against other local organizations D) By gathering input from external stakeholders
D) By gathering input from external stakeholders By talking with external stakeholders, the organization can see how the organization's communities & customers view current CSR performance & help in determining where the organization should focus its efforts.
How is HR involved in social sustainability in relation to the triple bottom line? A) By ensuring that all departments have a recycling program in place B) By creating a policy stating that employees may rent only electric cars for business trips C) By serving on a committee to discuss how the organization can increase business flexibility D) By working with leadership to ensure that bribery & corruption are not taking place
D) By working with leadership to ensure that bribery & corruption are not taking place Bribery & corruption are social sustainability measures. Recycling & transportation are part of environmental sustainability, & business flexibility deals with economic sustainability.
As part of its strategic corporate social responsibility (CSR) assessment, the CSR initiative team has reviewed all organization systems & procedures, interviewed all upper management personnel, & surveyed all employees as to current attitudes, concerns, & goals. Which item will complete the assessment phase? A) Creating the strategic infrastructure B) Outlining the strategic implentation plan C) Developing a sustainability scorecard D) Consulting with external stakeholders
D) Consulting with external stakeholders The assessment phase of the CSR strategic process involves reviewing all organization systems & procedures; interviewing all upper management personnel; surveying all employees as to current attitudes, concerns, & goals; & consulting with external stakeholders.
An employee who chooses to dress more conservatively at work due to pressure to fit in with his peers & as a result is not sharing his true style is demonstrating what type of "diversity without inclusion" phenomenon? A) Bias-based exclusion B) Affiliation rejection C) Majority blacklash D) Covering
D) Covering Covering is when an organization recruits a diverse workforce but either consciously or unconsciously promotes assimilation rather than inclusion. This would force people to reject their regular appearance & try to blend in.
An HR VP is worried about the organization's risk of being found noncompliant with employment laws & regulations. What should the HR VP suggest that the organization do? A) Attempt to shield incriminating material from discovery. B) Purchase general business liability insurance. C) Purchase employment practices liability insurance. D) Direct HR to perform an HR compliance audit.
D) Direct HR to perform an HR compliance audit. Conducting an HR compliance audit is a way to identify areas that may be currently noncompliant with employment laws & regulations & is the best preventative step listed. Neither employment practices liability insurance nor general business liability insurance will prevent the organization from being found noncompliant with any laws or regulations. Discovery is a step in the process of a lawsuit; it must be handled in cooperation with the organization's counsel to ensure legal compliance & prevent the organization from being assessed punitive damages.
Which situation violates the Employee Retirement Income Security Act's standards for pension funds? A) An employer's plan excludes employees under age 21, regardless of how long they have worked for the organization. B) Employees are allowed to transfer their accrued pension funds to another employer's plan. C) Employees become fully vested after a defined period of service. D) Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan.
D) Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan. Employees must be allowed to participate if they are at least 21 years old & have completed 12 months of service. An organization cannot set the age for participation at more than 21 or the service requirement at more than 12 months.
Which provision is part of the Civil Rights Act of 1991? A) Punitive damages against government agencies are allowed. B) Jury trials are not allowed. C) Employees are not allowed to collect punitive damages. D) Employees can collect punitive or compensatory damages.
D) Employees can collect punitive or compensatory damages. The Civil Rights Act of 1991 allows jury trials in cases where the plaintiff seeks compensatory or punitive damages but does not allow punitive damages against government agencies.
How would a bank teller who works 38 hours per week and is paid $28,000 per year be classified under the Fair Labor Standards Act (FLSA)? A) Independent contractor B) Nonexempt employee C) Exempt administrative employee D) Exempt professional
D) Exempt professional Employees like this 1 would be considered exempt cuz they are paid more than the minimum salary requirement of $23,660 per year or $455 per week. Nonexempt employees are covered by FLSA minimum wage and overtime pay requirements.
Which laws must be considered when administering return-to-work programs? A) OSHA & ADA B) ADA & ADEA C) FLSA & FMLA D) FMLA & ADA
D) FMLA & ADA An employee may be covered under the FMLA or the ADA, depending on the situation. These laws must be considered when making decisions affecting ill or injured employees.
According to OSHA, which action would most likely result in an employer citation? A) Failure to provide CPR training for supervisors B) Recording all hospital visits due to work injuries C) Absence of a worker from wellness training D) Failure to provide training mandated by OSHA standards
D) Failure to provide training mandated by OSHA standards Providing training mandated under specific OSHA standards is a key responsibility as part of the employer's efforts to keep employees informed, healthy, & safe.
Many of the diversity & inclusion challenges that HR must help resolve are specific to the needs of particular diversity dimensions. 1 of the policy tools available to HR is flextime. Which diversity dimensions are most likely to involve issues that flextime can help address? A) Organizational function B) Nationality, ethnicity C) Personality, work style D) Family status, religion
D) Family status, religion Work/life balance issues, especially critical for parents of young children or for older workers caring for their parents, can be addressed with flextime schedules. Flextime adjustments for religious holidays &/or daily prayer can help balance work & religious obligations.
What key characteristic of an effective risk management program is identified in ISO 31000? A) Is not subject to ongoing change & revision B) Represents significant investment of organizational resources C) Is developed by objective 3rd-party experts D) Fits the organization's risk & control environment
D) Fits the organization's risk & control environment An effective risk management program fits the organization's own risk & control environment. It cannot be a standard or "boilerplate" program but must manage the organization's unique risks with realistic & appropriate controls.
Which OSHA standard is known as the Employee Right-to-Know Law? A) Occupational Noise Exposure B) Personal Protective Equipment C) Control of Hazardous Energy D) Hazard Communication
D) Hazard Communication The Hazard Communication standard, also known as the Employee Right-to-Know Law, requires that employees be informed of hazardous substances in the workplace through labeling, training, & written hazard communication programs.
An organization's college recruitment effort has been unsuccessful in attracting minority candidates. Which step should HR consider? A) Implementation of a bonus for current employees if they make referrals B) Changing the job requirements for new hires C) Portraying more minorities in marketing materials D) Increased college recruiting at urban universities
D) Increased college recruiting at urban universities Most urban universities are more diverse than those in rural & suburban areas & are likely to be good sources for qualified minority applicants.
Assuming that an organization's diversity & inclusion strategic initiative proves successful, which might prompt a major revision of tactics & strategy? A) Closing of a subsidiary B) Imminent shareholders' meeting C) Anniversary of the initiative's launch D) Initiative's own success
D) Initiative's own success As with any core strategy, both tactics & overall strategic goals must be continually reexamined & adjusted. In particular, as a global organization expands into new territories, new diversity opportunities will inevitably arise. The initiative's own success will change the kinds of strategies for future initiatives. The focus on diversity strategies will shift over time.
A small marketing company with a single location is looking to enhance organizational success while creating shared value. Where should it focus efforts in order to be most successful in that pursuit? A) Creating marketing materials supporting employees' philanthropic passions B) Creating advertising only for companies with a strong social responsibility code C) Examining whether the marketing products it produces are beneficial to society at large D) Investing in the local cluster to strengthen local businesses & infrastructure
D) Investing in the local cluster to strengthen local businesses & infrastructure The best way for an organization, especially a small one, to enhance success while creating shared value is to invest in the local cluster. By improving local infrastructure and associated organizations, shared value can be created, benefitting both the company and the community.
Which is an underlying rationale for the four-layer model of diversity? A) It enables organizations to more easily comply with local diversity quotas. B) It assists organizations in determining each employee's identity group. C) It limits the range of diversity dimensions an organization must consider. D) It assists in understanding the range & complexity of diversity issues.
D) It assists in understanding the range & complexity of diversity issues. Gardenswartz & Rowe's model attempts to provide a thorough, inclusive definition of diversity. It offers a useful framework for understanding the range & complexity of diversity issues. Perhaps the greatest benefit of this model is that it underscores the fact that we are all multidimensional.
Which is the best 1st step a retailer should take to make sure that its products have been ethically produced? A) Make sure that suppliers comply with local labor laws. B) Publish a code of ethics that includes the behavior of suppliers. C) Develop community-based programs to improve living conditions for all. D) Know the provenance of every component of every product.
D) Know the provenance of every component of every product. The 1st step is to know exactly where every "ingredient" in the products it sells comes from, not just what happens at final assembly but in procurement & manufacture of raw ingredients or components. The firm can then assess whether conditions at every stage in the supply chain are truly ethical.
Which injury must be reported to the Occupational Safety and Health Administration (OHSA) and recorded on the OSHA form? A) Rash that is not work-related B) Minor laceration requiring first aid C) Employee's hearing test that changes slightly D) Loss of consciousness after falling off a workstation
D) Loss of consciousness after falling off a workstation All organizations with more than 10 employees, except for low-hazard businesses, must report all employee occupational injuries and illnesses that are beyond first aid. OSHA has specific criteria and forms for recording both work-related injuries and work-related illnesses.
An organization erroneously withholds deductions from several exempt employees' paychecks. Under the safe-harbor provision of the Fair Labor Standards Act, which action should the organization take? A) Create a written policy to prevent future improper pay deductions. B) Forfeit the overtime exception for the class of employees as a penalty. C) Reimburse employees for any improper deductions plus interest. D) Make a good-faith effort to comply in the future.
D) Make a good-faith effort to comply in the future. The safe-harbor provision prevents an employer from losing the overtime exemption for improper pay deductions, regardless of the reason, if the employer has "a clearly communicated" policy (not necessarily in writing) & makes a good-faith effort to comply in the future. While the organization must reimburse employees for any improper deductions, there is no requirement to pay any amount beyond the improperly deducted amount.
If a company wants to reinforce the importance of safety, which factors should it use as a link to the employees' annual bonuses? A) Actual # of accidents & timely return to work B) After-action debriefs & timeliness of updated plans C) Decrease in the # of reportable accidents D) Preventive safety steps reporting on potential risks or hazards
D) Preventive safety steps reporting on potential risks or hazards It is important that the rewards provided to employees reinforce the behaviors & values consistent with the company's need for safe behavior. After-action debriefs can be helpful for improving the quality of the program, but preventive safety steps reporting on potential risks or hazards is best for reinforcing the importance of safety.
How can an organization ensure a smooth repatriation of an employee after an international assignment? A) Offer immediate redeployment to an international assignment instead of requiring the employee to adjust to a home-country job. B) Provide a position in the organization that will allow the employee to readjust without the need for support services. C) Collect compensation, benefit, & tax data that is needed for home-country reports. D) Provide assurance that skills & experience attained during the assignment will be used as part of a new assignment.
D) Provide assurance that skills & experience attained during the assignment will be used as part of a new assignment. It is important that returning employees feel that their skills & global mindset contribute to the organization.
Which is the next step after a governmental agency drafts proposed changes in existing workplace safety requirements? A) The changes will go into effect when approved by the agency director. B) The changes will go into effect following internal legal review. C) A legislative committee will vote on the revised standards. D) Public comment on the changes will be sought.
D) Public comment on the changes will be sought. Proposed changes in regulations are published, & public comment is invited for a defined period of time. Public comment is essential to ensuring that regulations are practical & enforceable. HR professionals should stay abreast of these proposals & submit comments.
An organization's HR VP is concerned about the effect of a proposed statute on the organization. What should he do to express these concerns? A) Wait for the public comment period & submit a comment in his capacity as HR VP. B) Wait for the public comment period & submit a comment in his capacity as a private citizen. C) Ask the relevant agency for guidelines on how the law will be enforced. D) Reach out to the representatives who have been elected in the districts that the company is located in.
D) Reach out to the representatives who have been elected in the districts that the company is located in. A statute is passed by a legislature, & it does not feature a public comment period like regulations do. Since the statute has not been passed, administrative agencies would likely not be able to issue guidelines on the enforcement of the law. The best option is to discuss the impact of the proposed statute with the representative of the district that is home to the organization being affected, in an effort to get the representative to propose changes to the statute before it is passed into law.
Because change is constant & brings new risks, HR is reviewing the current context for risk management. Which assessment will provide information on changing internal & external risk elements? A) Risk survey B) Risk analysis C) PESTLE scan D) SWOT analysis
D) SWOT analysis A SWOT analysis will reveal internal & external sources of risk that have changed & require consideration for the risk management plan. The other assessments offer information too limited to provide a general sense of new risks that need management.
On what is a code of conduct based? A) Guidelines B) Instructions C) Compliance D) Values
D) Values A code of conduct should be a values-based ethical decision-making tool rather than a list of rules & regulations.
What is one of the 3 considerations for understanding global forces? A) Any given global force will have equal but opposite effects in emerging countries vs. developed countries. B) The effects of any given global force will be felt consistently & universally across the globe. C) The various PESTLE-type forces shaping globalization today are each isolated & can best be understood in terms of their unique individual effects. D) While the effects of a given global force are also global, their impact may be felt uniquely by different cultures, industries, & organizations.
D) While the effects of a given global force are also global, their impact may be felt uniquely by different cultures, industries, & organizations. The impact of a given global force will be felt differently by different cultures, industries, & organizations. For example, global warming will affect developing & developed countries differently, just as it will affect nonsustainable & sustainable industries differently.
What proactive step should an HR manager take to effectively & efficiently prepare her organization for continuity of operations? A) Request an increase in staff to hire an emergency preparedness coordinator. B) Seek budget funding to increase programs & communication & to address critical incidents. C) Ask other companies about their plans & contingency workforce staffing. D) Work with stakeholders to identify critical functions & acceptable operational levels.
D) Work with stakeholders to identify critical functions & acceptable operational levels. By working with stakeholders to identify the organization's critical functions & minimally acceptable level of operations, the HR manager can better prepare, practice, & prioritize responses for different emergency situations.