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HRM 471 Test 2

The document consists of a series of questions related to alternative dispute resolution, unfair labor practices, and the impact of technology on HR functions. It covers various topics including the roles of ombudspersons, peer review, and the implications of using artificial intelligence in organizations. Additionally, it addresses the challenges of implementing technology in HR and the importance of effective organizational policies regarding social media and employee management.

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asegnig82
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29 views4 pages

HRM 471 Test 2

The document consists of a series of questions related to alternative dispute resolution, unfair labor practices, and the impact of technology on HR functions. It covers various topics including the roles of ombudspersons, peer review, and the implications of using artificial intelligence in organizations. Additionally, it addresses the challenges of implementing technology in HR and the importance of effective organizational policies regarding social media and employee management.

Uploaded by

asegnig82
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Test 2

Organization (cont.)

1. Which alternative dispute resolution (ADR) option allows an organization to determine who
will resolve disputes?

a. Ombudsperson
b. Chosen officer
c. Peer review
d. Single designated officer

2. What is an unfair labor practice?

a. Violation of international organizations’ statements of worker rights


b. Employer practice in conflict with local business and cultural practices
c. Violation of a labor law by an employer or a union
d. Action by an employer or employee in violation of a contract provision

3. A union has been accused of an unfair labor practice (ULP). What body has the authority to
listen to the ULP charge?

a. Labor board
b. Labor council
c. Labor union
d. Labor association

4. What is a distinguishing characteristic of peer review dispute resolution programs?

a. Employee’s ability to select panel members


b. Use of third-party negotiators
c. Use of trained employee panels
d. Power to change organizational policies

5. How should an HR professional best work with other leaders to achieve an employee-friendly,
non-unionized workplace?

a. Analyze the leaders’ span of control to ensure an appropriate ratio.


b. Ensure that two-way feedback mechanisms are encouraged.
c. Create an open-door policy to allow for airing grievances.
d. Encourage frequent promotions of high-potential employees.
6. Which is an advantage of using a chosen officer in alternative dispute resolution (ADR)?

a. Empowering employees
b. Reducing expenses
c. Providing quicker results
d. Ensuring an objective perspective

7. Which would constitute an unfair labor practice (ULP)?

a. The union distributes buttons for employees to wear to work.


b. A supervisor refuses to give a union member preferential treatment.
c. The union fines a member for criticizing union actions.
d. Management issues a statement expressing its dislike for unions.

8. A new division manager wants to terminate a new employee for borrowing work equipment
for personal use, an act specifically prohibited in the employee handbook. This has happened
before, but, in that case, the employee was not terminated. Which action should HR recommend
the manager take?

a. Not proceeding with the termination because it may not be defensible


b. Proceeding with the termination due to the violation of policy
c. Changing the policy, as it is within the manager’s control
d. Telling the employee to not use tools for personal use

9. How can HR help prevent its organization from committing an unfair labor practice?

a. By engaging in a union avoidance strategy


b. By preventing the organization from firing workers involved in wildcat strikes
c. By providing guidance on selective enforcement of contract provisions
d. By training management on allowed speech

10. Which method is initially used to resolve disputes regarding interpretation of a clause in a
current union contract?

a. Mediation
b. Grievance procedures
c. Collective bargaining
d. Fact finding
11. What demonstrates the use of artificial intelligence in an organization?

a. Contractors hired for machine learning programming responsibilities


b. Machine learning chatbot that answers benefit questions and gets smarter as it collects
more information
c. Sophisticated real-time dashboard that provides comprehensive metrics
d. Employee engagement survey with unique statistics for each department

12. A fitness organization requires its employees to wear technology that tracks wellness bio-
data. What challenges to this technology are likely to emerge?

a. Carpal tunnel syndrome


b. Biohacking and DNA privacy
c. OSHA violations
d. High cost

13. How has technology affected the HR function?

a. HR’s role in the organization will become less important.


b. Consumer-like applications will allow manager self-service.
c. HR processes will all be outsourced to third parties.
d. Workforce numbers will shrink, allowing HR staff to shrink.

14. How has the cloud repositioned HR software?

a. As a product to be managed
b. As a service to be consumed
c. As a service to be licensed
d. As a product to be licensed

15. Which will be one of the most interesting applications of artificial intelligence (AI) in HR?

a. Eliminating error-prone data transfer tasks


b. Providing more valuable observations about online job candidates
c. Allowing HR professionals to work remotely
d. Running a standard online interview with job candidates

16. Which is the most effective organizational policy on the use of social media?
a. Require all new employees to provide information on their social media accounts.
b. Clarify prohibitions for social media behavior in the handbook or code of conduct.
c. Ban the use of personal electronics while on company property.
d. Employ a member of the HR team to review employee social media accounts.

17. Which is a computer application distribution model in which a third-party provider makes the
application available to contracted customers over the Internet?

a. Software as a service (SaaS)


b. Cloud computing
c. Groupware
d. E-procurement

18. Which best describes the impact of manager self-service technologies on internal HR?

a. Increasing the potential for discrimination claims


b. Eliminating time-consuming duties for HR managers
c. Diminishing the value of internal HR professionals
d. Requiring more monitoring to ensure compliance

19. An economic comparison of options for a new applicant tracking system shows that the cost
of the system best suited to meet the organization’s long-term goals exceeds the amount
management has budgeted. What should the HR manager present to management to support the
purchase of the more expensive system?

a. SWOT (strengths, weaknesses, opportunities, threats) analysis


b. Marketing plan
c. Business case
d. HR forecasting

20. An organization is entering the decline phase of its growth, and leaders are uncertain about
its future. Still, all departments must continue to fulfill their tasks, now with a steadily decreasing
head count. HR would like to purchase new technology that would support required productivity
levels without new hiring. Would a software as a service (SaaS) technology meet this
organization’s needs?

a. Yes, because the service can be scaled to the organization’s changing needs.
b. No, it will decrease the organization’s flexibility and ability to shift to other solutions.
c. Yes, it will be compatible with the organization’s current technology.
d. No, it will require too much support from the overburdened IT function.

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