HR Operations, Employee Relations and Health, Safety, & Security Complete Test With 100% Correct Answers

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HR Operations, Employee Relations and Health, Safety, & Security Complete Test With 100% Correct Answers HR Operations Sample test 1 1. Lewin’s theories included that if people are active in dec... isions affecting them, they are more likely to adopt new ways. This is a fundamental principle upon which this approach is founded: a. OD Organization development is a planned, organization-wide effort to increase an organization’s effectiveness and viability. At the core of OD is the concept of organization, defined as two or more people working together toward one or more shared goals. Lewin believed that the motivation to change was strongly related to action: If people are active in decisions affecting them, they are more likely to adopt new ways. 2. Whistle blower protection policies do NOT normally include: a. Requirements that internal reporting processes must be followed prior to outside agency involvement A whistleblower is a person who raises a concern about wrongdoing occurring in an organization or body of people. Whistleblowers frequently face reprisal, sometimes at the hands of the organization or group which they have accused. In cases where whistle blowing on a specified topic is protected by statute, U.S. courts have generally held that such whistleblowers are protected from retaliation. In passing the 2002 Sarbanes Oxley Act, the Senate Judiciary Committee found that whistleblower protections were dependent on the patchwork and vagaries of varying state statutes. Still, a wide variety of federal and state laws protect employees who call attention to violations, help with enforcement proceedings, or refuse to obey unlawful directions. Generally, whistleblowers have the legal right to go to outside agencies to report perceive wrongdoings such as lawyers, the media, law enforcement or watchdog agencies, or other local, state, or federal agencies. 3. To avoid potential conflicts of interests, the HR professional should normally avoid all of the following situations EXCEPT: a. Use confidential information to gain an advantage for your employer Human Resources professionals face business ethics choices and their consequences daily. Generally, HR professionals should not undertake any action that results in personal gain at the expense of the company’s goals. In this question, three of the answer options may result in personal gain for the HR practitioner while one option, using confidential information to gain an advantage for the employer, is an accepted practice of business and the HR professional has a duty to assist the employer 4. Which of the following is the BEST description of the lawful rights employees have when believing an entity has committed a HIPAA violation a. File complaint with Department of Health & Human services The DHHS Office of Civil Rights enforces the privacy standards of HIPAA. While HIPAA protects the health information of individuals, it does not create a private cause ofaction for those aggrieved. The Secretary of the Department of Health and Human Services has discretion in determining the amount of any penalty based on the nature and extent of the violation and the nature and extent of the harm resulting from the violation. The secretary is prohibited from imposing civil penalties, except in cases of willful neglect, if the violation is corrected within 30 days 5. The HR manager conducts an opinion survey of all the members of an underperforming department. The members of the department are BEST represented by the statistical definition of a: a. Population A sample is a subject chosen from a population for investigation. A random sample is one chosen by a method involving an unpredictable component. Cluster sampling involves selecting the sample units in groups. Since all members of the department were tested, the correct answer is the entire population was examined, not a sample. 6. Which is NOT normally considered a step in HR forecasting a. Completing job evaluations on vital job classes Forecasting a company’s future demand in human resources is a necessary procedure in light of organizational objectives and strategies. Completing job evaluations to determine the relative internal worth of a position is not generally a part of forecasting and planning for the future. 7. This provides the BEST framework or context upon which the company’s strategies are formulated a. Mission Statement A mission statement is a formal, short, written statement of the purpose of an organization. The mission statement should guide the actions of the organization, spell out its overall goal, provide a sense of direction, and guide decision making. It provides the framework or context within which the company’s strategies are formulated. The mission statement defines the fundamental purpose of an organization or an enterprise, succinctly describing why it exists and what it does to achieve its Vision. 8. Under current federal law, the privacy rights of employees are protected in regards to: a. Personal health information New technologies make it possible for employers to monitor many aspects of their employees’ jobs, especially on telephones, computer terminals, through electronic and voice mail, and when employees are using the internet. Such monitoring is virtually unregulated. Therefore, unless company policy specifically states otherwise, employers may listen, watch and read most of the workers workplace communications. HIPAA does provide privacy rights in regards to protected health information. 9. Which word is the antithesis of the concept of strategic? a. ReactiveThe most important part of being strategic is being so well prepared that you are always on the proactive side of problem solving. Proactive is the word most associated with strategic, not reactive which is the opposite. 10. XYZ Corporation has been receiving customer complaints about slow phone response times when calling customer service. Management has noticed an increase in personal calls and distracted performance from the Reps. What is the BEST way to motivate them? a. Involve the Reps in addressing the issues Employee involvement, teams, and employee empowerment enable people to make decisions about their work. This employee involvement, teambuilding approach, and employee empowerment increases loyalty and fosters ownership. 11. In today’s modern performance management system, this quality is NOT considered strategically essential a. Easy to administrate While a modern and progressive performance management system must be tied to firm goals, be measurable and as factual as possible, and focus on developing and encouraging employee development, it is not always designed for ease of administration. The goal of the system is to ensure employees are focusing their work efforts in ways that contribute to achieving the agency’s mission. While the other answer options are strategically critical to the modern performance management, ease of administration is more of a tactical issue and not as vital. 12. Sabanes Oxley and the major stock exchanges require publicly traded organizations to have this a. Code of conduct A formal, written code of conduct is critical in order to transform ethical behavior into something more tangible for employees. Such a code is now a requirement for public companies, as mandated by the Sarbanes-Oxley Act and by the listing requirements of the major stock exchanges. SOX requires whistle blower protection but the stock exchanges do not. There is no requirement for either an ombudsman or shareholder input by SOX or the stock exchanges. 13. In terms of organizational structure, employees working in a functionally staffed organization will MOST likely a. Perform a specialized set of tasks Employees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a lack of communication between the functional groups within an organization, making the organization slow and inflexible. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable [Show More]

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