C232 HUMAN RESOURCE MANAGEMENT QUESTIONS
WITH ACCURATE ANSWERS
4 Implicit HR Objectives correct answer Improve productivity, quality of work life,
ensure legal compliance, foster ethical behavior
8 characteristics of a strong HR professional correct answer Knowledge of the
business and industry, greater understanding of economic phenomena, analytical
abilities, leadership and influence, propensity for action, engagement, political
awareness, customer focus
A SWOT analysis helps organizations assess their internal capabilities by reviewing
factors such as globalization, legal changes and the economy. correct answer f
Administrative actions correct answer appraisal information is used as input for
making several administrative decisions:
Salary increases or decreases
Demotions
Layoffs
Promotions/transfers
Terminations
affirmative action correct answer any action taken by an employer to overcome
discriminatory effects of past or current practices or policies that create barriers
to equal employment opportunity.
affirmative action correct answer When employers are urged to make up for
historical discrimination
,Alternative Ranking correct answer Put subordniate at the head of the list, worst
at bottom, then superior selects best and worst from list and so on. Can be used
efficiently by supervisor and subordinates.
Americans with Disabilities Act correct answer Prevents discrimination against
individuals with disabilities. Disability covered by law.
Among the areas within the organization that HR generalists must understand are
the following: Recruiting, Selection and Training & Development. correct answer t
An HR Specialist has deep knowledge in at least two areas of Human Resources
but not in all functional areas. correct answer f
Application blanks correct answer Biographical employment history.
attraction plan correct answer increase effectiveness of workforce by creating
culture of employees who feel valued.
Background Checks correct answer Criminal or civil, verifying education and tech
certifications
benefit of a diverse workforce correct answer can bring a variety of viewpoints
and perspectives to the organization
Benefits correct answer an indirect compensation method used to keep cost
down while helping the organization achieve is goals.
, Benefits correct answer salary, unique benefits
Cash plan correct answer paid out based on a broad financial measure of the
organization's profitability.
cash plan correct answer provide for payment of profit shares at regular intervals
(monthly/yearly)
Civil Rights Act correct answer Comprehensive civil rights legislation, signed into
law by President Lyndon B. Johnson, which prohibits employment discrimination
on the basis of race, color, religion, sex, or national origin.
Civil Rights Act correct answer Prohibits discrimination against race, color,
religion, national origin, sex
closely held beliefs correct answer Religious discrimination goes beyond
considering only employees' faith but also extends to protecting their
consequences to employees for EAW correct answer may leave them vulnerable
and financially insecure
Construct Validity correct answer Construct validity requires demonstrating that a
relationship exists between a selection procedure and a psychological trait or
measure (construct). In other words, when using construct validity, HR
professionals must identify important "constructs" from job behaviors and
activities and infer the correlation between them.
WITH ACCURATE ANSWERS
4 Implicit HR Objectives correct answer Improve productivity, quality of work life,
ensure legal compliance, foster ethical behavior
8 characteristics of a strong HR professional correct answer Knowledge of the
business and industry, greater understanding of economic phenomena, analytical
abilities, leadership and influence, propensity for action, engagement, political
awareness, customer focus
A SWOT analysis helps organizations assess their internal capabilities by reviewing
factors such as globalization, legal changes and the economy. correct answer f
Administrative actions correct answer appraisal information is used as input for
making several administrative decisions:
Salary increases or decreases
Demotions
Layoffs
Promotions/transfers
Terminations
affirmative action correct answer any action taken by an employer to overcome
discriminatory effects of past or current practices or policies that create barriers
to equal employment opportunity.
affirmative action correct answer When employers are urged to make up for
historical discrimination
,Alternative Ranking correct answer Put subordniate at the head of the list, worst
at bottom, then superior selects best and worst from list and so on. Can be used
efficiently by supervisor and subordinates.
Americans with Disabilities Act correct answer Prevents discrimination against
individuals with disabilities. Disability covered by law.
Among the areas within the organization that HR generalists must understand are
the following: Recruiting, Selection and Training & Development. correct answer t
An HR Specialist has deep knowledge in at least two areas of Human Resources
but not in all functional areas. correct answer f
Application blanks correct answer Biographical employment history.
attraction plan correct answer increase effectiveness of workforce by creating
culture of employees who feel valued.
Background Checks correct answer Criminal or civil, verifying education and tech
certifications
benefit of a diverse workforce correct answer can bring a variety of viewpoints
and perspectives to the organization
Benefits correct answer an indirect compensation method used to keep cost
down while helping the organization achieve is goals.
, Benefits correct answer salary, unique benefits
Cash plan correct answer paid out based on a broad financial measure of the
organization's profitability.
cash plan correct answer provide for payment of profit shares at regular intervals
(monthly/yearly)
Civil Rights Act correct answer Comprehensive civil rights legislation, signed into
law by President Lyndon B. Johnson, which prohibits employment discrimination
on the basis of race, color, religion, sex, or national origin.
Civil Rights Act correct answer Prohibits discrimination against race, color,
religion, national origin, sex
closely held beliefs correct answer Religious discrimination goes beyond
considering only employees' faith but also extends to protecting their
consequences to employees for EAW correct answer may leave them vulnerable
and financially insecure
Construct Validity correct answer Construct validity requires demonstrating that a
relationship exists between a selection procedure and a psychological trait or
measure (construct). In other words, when using construct validity, HR
professionals must identify important "constructs" from job behaviors and
activities and infer the correlation between them.
