Hrm 300 t hrm300t hrm 300t education for service uopstudy.com

HRM/300T
Fundamentals of Human Resource
Management
The Latest Version A+ Study Guide
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HRM 300T Entire Course Link
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HRM 300T Wk 1 - Practice: Week 1 Practice Assignment
Complete the Wk 1 Practice Assignment in myEducator.
Many employees are taking a more active role in managing their own careers. However, what is
something the HR department must do rather than individual employees?
Assess their own needs and values
Design their own jobs
Ensure that career development plans align with organizational objectives
Determine their own performance standards and goals
In the changing world, what term is now being used to describe the traditional work environment?
Excitement
Flexibility
Openness
Worker alienation
HR was traditionally limited to attracting and hiring employees, but today, HR has many more
functions and competencies. Which of the following is not a new category of competencies for HR
in today’s organizations?
Strategic competencies
Communication competencies
Global competencies
Retention competencies

Although HR generalists and specialists should possess many of the same qualities, which of the
following is correct about the level of expertise they should have?
HR specialists need less expertise than HR generalists.
HR generalists and specialists should have the same level of expertise.
HR specialists must have a more in-depth level of expertise.
HR generalists need more in-depth expertise than specialists.
Top management has a great influence on the HR manager and the department. How does top
management influence the HR department the most?
By the managers top management hires
By the salaries they are willing to pay
By the roles they allow the department to play
By the employees top management hires
When working to improve the organization’s quality of work life, it is important to look at which
part of the organization?
The bonuses paid to the CEO
The physical health environment at work
The compensation packages offered by competitors throughout the world
The product materials in manufacturing
Ungraded / 2
Although employees are starting to take a more active role in managing their own careers, the HR
department still plays a significant role. What is that role?
The HR department makes the goals and the performance standards for employees.
The HR department decides the salaries.
The HR department will decide who is hired and laid off.
The HR department guides the process to make sure the employees’ plans line up with the
company’s objectives.
Ungraded / 2
Which of the following is true of HR’s responsibility for employee safety?
Health and safety concerns arise mainly from the physical work environment.
Occupational diseases are rare, so HR safety programs should focus mainly on preventing
workplace injury.
Neglecting safety procedures can result in substantial costs to an organization.
The responsibility rests solely on employees to maintain a safe work environment.
Employees and employers should work together to maintain a safe environment.
Which of the following roles of HR managers involves designing an intervention to better align an
organization with its goals, then implementing and evaluating the intervention?
Employee training and development
Organizational development and change
Employee-employer relations

Performance management
The area of organizational development (OD) is an HR function that assesses the need for
change, designs an intervention or process, helps management introduce the change, and then
evaluates the effectiveness of the change. Organizational development typically takes a long-
term approach to change and uses change to overcome problems and challenges within the firm,
as well as to capitalize on strategic opportunities.
Predicting the human resource needs of an organization is commonly known as ____________.
Organizational development
Forecasting and planning
Performance management
Recruitment and selection
Which of the following is an example of an employee benefit?
A yearly salary
Hourly wages
Sales commissions
Vacation time
Which of the following is a primary role of HR managers?
Forecasting financial needs
Preparing payroll for employees
Determining organizational strategy
Selecting and testing job applicants
Human resource managers are tasked with a number of important roles, and perform many
important functions, within the organization. These roles and functions include ensuring
compliance with local laws and regulations (the legal environment), engaging in human resource
planning (also known as forecasting and planning), recruiting qualified applicants for potential job
openings, selecting and testing those applicants that will best meet the strategic needs of the
organization, engaging in employee training and development, ensuring performance
management (including performance appraisals), managing organizational development and
change, managing the compensation process including employee benefits, maintaining employee
safety by creating a safe working environment, and managing the employee-employer
relationship (including working with unions).
Which of the following is considered an HR planning activity?
Complying with safety regulations
Evaluating an employee’s abilities
Budgeting
Redesigning jobs
Ungraded / 2
All of the following are competencies that HR professionals should look for in potential

international employees except _________.
Previous overseas experience
Cultural adaptability
Competitive wages
Technical skills
Which of the following are true of international compensation packages? (Select all that apply.)
They must be creative.
They must be similar to domestic compensation packages.
They must be diversified.
They must be the same for every international employee.
The economic climate is changing so quickly that HRM must be creative and diversified in
developing compensation packages. The balance sheet approach is commonly used to equalize
the purchasing power of employees regardless of the country of employment.
What is another way to refer to local nationals when discussing international HR?
Host-country nationals
Impatriates
Third-country nationals
Expatriates
Why are third-country nationals typically selected for hire in an international company?
Because they have specific and necessary technical or professional skills
Because they are mobile and can work in any country they are sent to
Because they come from the parent country, so they know how the company works
Because they come from the host country and so are easily hired
Which of the following features or constraints does not need to be considered when completing
the performance appraisals for managers of multinational corporations?
Local labor laws and import tariffs may distort outputs of the company.
Managers need to focus on global performance and the subsidiary simultaneously.
Comparing data for international subsidiaries may be difficult.
Developing a market in the foreign subsidiary is often quicker and easier to achieve.
When conducting appraisals of managers of multinational corporations, the following major
features (or constraints) should be considered:
Focusing on global performance and subsidiary or regional market performance of the unit must
be simultaneous.
Comparing data for subsidiaries may not be easy to achieve, since import tariffs, local labor laws,
and market conditions may distort the outputs.
Developing a market in the foreign subsidiary may be slower and more difficult to achieve,

depending on the supporting infrastructure of the parent company.
What is the term for an employee who works for an international company and is assigned back
to work in his or her home country?
Local national
Impatriate
Expatriate
Third-country national
Ungraded / 2
What is the most common reason that expatriates return early from international assignments?
Family difficulties
Technical difficulties
Skills difficulties
Work-related difficulties
HRM 300T Wk 1 - Apply: Week 1 Apply Assignment
Complete the Week 1 Apply Assignment in myEducator. You have 2 attempts to
complete this assignment.
The results of unethical behavior in a business can be catastrophic, both financially and in
reputation. Clearwater Electronics currently has a solid reputation as an ethical organization and
wants to maintain that reputation. Top management has tasked the HR department to reinforce
ethical behavior consistently throughout the company. Given that responsibility, why is it
especially important for the HR professionals themselves to behave ethically?
Because HR professionals in positions of authority are responsible for creating and sustaining a
positive work environment, it is important that they always behave ethically.
Because employees depend on HR to know about and enforce legal compliance, it is important
for the HR professionals to set a good example
Because employees depend on HR to process their compensation and benefits, it is important to
know that they can trust the HR professionals who process their payments.
Because HR professionals deal directly with employees, they are able to see when unethical
behaviors occur and address them.
Clearwater Electronics has an employee recruitment and retention goal of 90 percent. How does
HR planning best help the company meet or exceed its employee recruitment and retention goal?
HR planning helps the organization improve its plan to build an open and creative workplace.
HR planning helps the organization know how many employees the organization needs as well as
what type of employees to hire.
HR planning helps the company determine whether it needs an HR recruiter.
HR planning helps synchronize the company’s financial obligations with its desire to pay its
employees a competitive salary.
As the HR director of Clearwater Electronics, you know it is important for HR to be as close as
possible to where the people and problems are located. Which reason best explains why it is
important for HR to know the line managers and their needs?

Because line managers are the ones responsible for interviewing and hiring potential employees,
it is best that HR collaborate on recruiting efforts to ensure the right people are hired.
Because line managers are responsible for the health and safety of their employees, it is
necessary for HR to provide training to prevent accidents.
Because line managers are on the front line, HR needs to ensure they and their employees are
protected from legal ramifications should something go wrong.
Because line managers are responsible for their employees, it is necessary for HR to empower
them to implement HR initiatives and make sure they are successfully carried out.
Clearwater Electronics wants to strategically attract new talent to the organization to support
future growth. Why is it important for the HR director to work with top management to improve the
firm’s recruiting system?
Because the HR director is responsible for the firm’s talent management, it is important to work
with top management to ensure the recruiting strategy meets the firm’s overall needs and attracts
top talent.
with top management to ensure the recruiting is legally compliant.
with top management to make sure that those recruited will fit into the company culture.
with top management to make sure employees are satisfied with their pay and that the firm has
enough financial resources to attract top talent.
Caitlyn has worked in HR for Clearwater Electronics for more than 20 years. She has found that
many employees are now more concerned with working in an environment where they can grow
personally than with their level of compensation. How can Caitlyn and the HR department best
provide opportunities for their employees to grow?
HR can provide training and development activities to help employees improve.
HR can provide a healthy and safe workplace environment.
HR can provide a creative and open workplace.
HR can continually monitor and measure employees’ satisfaction to ensure their employees are
happy.
You are the HR director for Clearwater Electronics and have been invited to the organization’s
yearly strategic goal-setting meeting. You started with the company six months ago, so this is the
first time you have been invited to attend. Why do you think it important you attend this meeting,
and how do you think HR can best contribute to the organization?
It is important to attend to maintain HR records and comply with regulations.
It is important to attend to better understand the organization’s strategic position in the market
and align human resources with that strategy.
It is important to attend so you can share the information you gather with your staff and other
managers to ensure that everyone is updated and kept in the loop.
It is important to attend to ensure that nothing discriminatory is discussed and to provide on HR
issues such as hiring, firing, and workplace violations.
Clearwater Electronics has installed several new machines that will improve line productivity. The
training and development specialist at Clearwater Electronics is working with the line managers
who are responsible for the new machines to develop a training program for line workers. Why is
a training program needed in this situation, and how can it best help the employees?

Because none of the employees know how to run the new machines, the training program will
give the line managers the opportunity to observe the employees and determine which ones are
best suited for advancement.
Because the employees lack the technical skills needed to run the new machines, the training
program will help them improve their knowledge and skills and thus improve their performance.
Because the employees lack the technical skills needed to run the new machines, the training
program will help them comply with OSHA regulations.
Because none of the employees know how to run the new machines, the training program will
allow line managers to observe which employees perform best.
Clearwater Electronics is having a hard time matching its demand for staffing needs. The COO
has asked the HR director to develop a forecast to project temporary labor versus full-time
employees. Why is this type of analysis helpful for human resource planning (HRP)?
Because HR planning provides a company with easy-to-use reports and tools, the HR director
can prioritize workforce initiatives.
Because HR planning helps a company control unplanned talent costs, the HR director can focus
on issues that limit employee productivity.
Because HR planning allows recruiters to identify good job candidates, the HR director can
continuously be looking for top talent to fill open positions.
Because HR planning allows the company to understand employee demand and match it to the
supply, the HR director will be able to assess more accurately how positions can be filled,
whether internally or externally.
The HR recruiting specialist and line managers at Clearwater Electronics work closely together
when hiring new employees. The line managers are ultimately responsible for the final selection
of a new employee, but the HR recruiting specialist serves an important role by providing
information about potential employees and arranging for interviews. Why is this service helpful to
the line managers?
The recruiting specialist can help the line managers from rushing the hire because there is an
immediate need to fill positions.
The recruiting specialist can help the line managers from relying too much on the interview, a
common recruiting pitfall.
The recruiting specialist can help the line managers from interviewing applicants who are not
qualified for the positions.
The recruiting specialist can help the line managers from expecting too much, too soon from new
employees.
An employee on one of Clearwater Electronics’ production lines violated safety protocols by
disabling a machine’s safety guard. The line manager wrote up the employee and submitted the
violation to HR. Why is it important for managers and HR to work together to promote a safety-
first culture?
It is necessary for them to work together because neglecting safety issues can cost the company
substantially when workplace injuries occur.
It is necessary for them to work together because ignoring safety issues shows a lack of respect
for employees as well as the company.
It is necessary for them to work together to make sure OSHA guidelines are clearly stated in
many places on the production line.
It is necessary for them to work together to make sure employees pay attention and understand
safety training offered by HR.

A line manager at Clearwater Electronics has just hired a female employee who is pregnant. Her
baby is due at the same time production peaks, which is extremely inconvenient for the line
manager, who is responsible for production numbers. The line manager did not know the
employee was pregnant when he hired her. He has now hinted to the employee that her
pregnancy will make it harder for her to do her job in the hope that with enough hints, the
employee will decide to quit or transfer to another position. Clearwater Electronics has a strong
policy to prevent and address employment discrimination. Why should the HR director become
involved in this situation instead of leaving it up to the line manager to handle?
The HR director is responsible for ensuring the company maintains a culture of kindness and
respect for all.
The HR director is legally responsible to enforce all antidiscrimination laws.
The HR director will be reprimanded if the employee files a complaint against the company.
The HR director is responsible for protecting the company against complaints brought by
disgruntled employees.
The HR department at Clearwater Electronics has been asked to develop a job description for a
new managerial position in Dubai. Clearwater’s policy states that subsidiary managers should be
employees from the parent company. What benefits does the company hope to realize from this
ethnocentric approach?
The ethnocentric approach will allow the manager to better represent the company subsidiary to
the parent company.
An employee from the parent company will have a strong working knowledge of company policies
and procedures, work ethic, and productivity, and can ensure that company guidelines are
followed.
Ethnocentric staffing offers the opportunity for the manager to learn from and transfer foreign
values to the company.
An employee from the parent company will cost the company less than it would cost to hire and
train a local national from Dubai.
The HR director at Clearwater Electronics has been asked to work on the company’s
globalization process. Management has specifically asked that all managers in the company
subsidiaries come from the corporate office, and the HR director is developing a job description
template with a list of competencies needed for these managers to be successful. In addition, she
is developing a survey to assess family interest and needs. What is the best reason for the family
survey to be included in any future job posting where a manager might take their family abroad?
Many incidents where expatriates return home early are due to family-related problems, and it is
best to ensure that family needs and expectations are managed appropriately prior to relocation.
The family survey will help the company manage any family health issues prior to relocation.
A family assessment will allow the company to arrange for language and cultural instruction for all
the family prior to relocation.
It is costly to relocate a family abroad, so it is necessary to assess needs, such as schooling, in
order to manage costs effectively.
The HR director at Clearwater Electronics has had negative from employees about perceived
inequalities in compensation among its company subsidiaries. While the HR director believes
compensation is already consistent and fair, a review of the compensation and benefits packages
will be conducted and shared with the employees. Which of the following statements gives the
best reason for conducting and sharing the compensation assessment?

It is important that employees believe their opinions matter.
It is important that employees perceive they are being treated equitably.
It is important that employees see that something is being done because of their .
It is important that employees see that their contribution is valued.
Clearwater Electronics just hired a new warehouse manager in India. He has several employees
who report to him. The HR director will be training the warehouse manager to conduct quarterly
performance appraisals and has sent him the performance appraisal form she uses for her own
direct reports as a template. However, she has asked him to modify it to better assess the needs
of the Indian subsidiary. Why is it important that the warehouse manager make the modifications?
It is important for the performance appraisal to be consistent among the company subsidiaries.
Therefore, the warehouse manager can contact managers in other countries to see what their
performance appraisals contain.
It is important for the performance appraisal to assess performance independent of culture.
It is important for the performance appraisal to recognize conflicts that arise in the subsidiary
because of cultural differences.
It is important for the performance appraisal to assess competence and contribution to the
company, but it is also important for it to be sensitive to Indian norms and values.
Criteria for evaluating HR planning need to balance forecasted versus actual data. Which of the
following is a criterion that could be used to evaluate HR planning?
Actual staffing levels vs. established staffing requirements
Productivity levels vs. hiring rates
Budgeted rates vs. desired rates
Programs implemented vs. program costs
What is the third stage in HR planning?
Establishing HR objectives and policies
Gathering and forecasting supply and demand
HR programming
Human resource planning, control, and evaluation
There are six purposes of human resource planning. Which of the following is not one of those
purposes?
Provide a tool for evaluating different HR policies.
Provide a better basis for planning that makes optimal use of workers’ strengths.
Improve the overall business planning process.
Provide more opportunities for women and majority groups in future growth.
Which of the following types of HR policies would detract from an organization’s overall goals if
the organization wants to adopt an entrepreneurial strategy?

Policies that focus on highly repetitive behavior
Policies that focus on incomplete integration
Policies that focus on risk taking
Policies that focus on high employee participation
Organizational leaders are now acknowledging many things about HR. Which of the following
have corporate executives concluded about HR?
The quantity of the workforce is responsible for organizational performance.
Unqualified human resources are as serious a production bottleneck as scarcity of capital.
HR investments are important to company planning, but not as important as equipment or
materials.
HR planning is great for improving the workforce, but it does not help with overall expenses.
Values related to work are changing, which means that HR planning activities also need to
change. Which of the following is something that the majority of today’s workers are not valuing
more?
Work that gives them freedom
Work that does not change
Work that supports them in making decisions that help the organization
Work that provides a challenge
Ensuring the right people are in the right jobs at the right time to meet the needs of an
organization is usually the responsibility of an ____________.
HR planner
HR compensation and benefits specialist
HR generalist
HR employee-employer relations specialist
Which of the following is a disadvantage of an internal job posting?
Lengthened process of filling vacancies
Greater openness in the organization
Staff awareness regarding salary grades, job description, and general promotion and transfer
procedures
Opportunity for advancement of all employees
Which of the following is an external recruitment method?
Employee referral programs
Transfers
Job postings in the organization
Company websites
Which of the following is not one of the purposes of recruitment?
Reduce the probability of job applicants leaving shortly after being hired
Determine the present and future needs of the organization
Increase the pool of qualified applicants without regard to the costs

Increase the success rate of the selection process
The two major components of job-matching systems are _________.
Job interviews and background checks
Job descriptions and job specifications
Job profiles and candidate profiles
Job analysis and job posting
Which of the following is the main purpose of HR planning when it comes to recruiting programs?
To determine the organization’s goals and future products and services
To make the recruitment process cost-effective
To determine what types of jobs the organization needs to fill
To specify what needs to be done at all levels of the organization
Which of the following is a disadvantage of using the employee referral program as an internal
resource for hiring?
Employees are likely to refer employees they think would be a good fit.
The current employee will give a realistic job preview, which could also entail the negative parts
of the job.
It lowers the cost of recruiting even though the applicants come from outside the organization.
Cliques and nepotism may develop.
Demonstrating that a relationship exists between a selection procedure and a psychological trait
or measure is the definition of which measure of validity?
Content validity
Face validity
Empirical validity
Construct validity
Effective orientation and socialization of employees enhances the effectiveness of an
organization’s selection decisions by doing what?
Increasing turnover
Creating a negative work environment
Letting the new employee find out for themselves the values and norms of the organization
Providing the individual with the information they need to fit into the organization
What is reliability?
How much a predictor relates to a criterion
The consistency or stability of a selection instrument
A judgment of the relevance of a predictor as an indicator of performance
How accurately a measure assesses an attribute
Which of the following are parameters that must be considered when applying the selection
process? (Select all that apply.)
Job applicant
Environmental context

Organizational context
Job context
Which of the following defines actual criteria?
A measure of a set of variables that verify a successful person
A set of ideal, unmeasurable factors that constitute a successful person
A type of evidence that is gathered to verify a successful person
A set of measurable factors that constitute a successful person
What does an effective selection process not do for an organization?
Help hire and place applicants in the best interest of the organization and individual
Contribute to the organization’s bottom-line goals
Maximize the potential for litigation with people who claim to be rejected on a discriminatory basis
Ensure that the organization’s financial investment in employees pays off
Which of the following is not a role that line managers play in the selection and orientation
process?
Evaluating employee performance
Gathering information about a potential employee
Helping identify staffing needs
Assisting with the job analysis
Why is HRP one of the fastest growing and most important areas of human resource
management?
It is not one of the fastest growing areas of human resource management, but it is important.
It helps the company be more visible to prospective employees and customers.
It makes the company look good because it has a plan.
It helps the company achieve its goals.
Which of the following is true of human resource planning?
Because HRM involves managing human capital needs within an organization, when
implementing HR planning, the organization only needs to focus on internal factors.
HR planning is often assessed in terms of how well the tools it uses and the activities it takes part
in are linked to corporate goals.
Human resource planning focuses on training employees to adopt new policies and programs
rather than restructuring the company.
Data collection is important only as a means of control for HR plans and programs.
What is typically the second phase of human resource planning?
Controlling and evaluating HRM plans and programs

Establishing HR objectives and policies
Designing and implementing plans and action programs
Gathering, analyzing, and forecasting data
Which of the following is a strategy to forecast supply but not demand?
Simple linear regression
Time series analysis
Managerial estimates
Replacement planning
Why is it important to know what an organization’s learning curve is when forecasting demand?
It tells the company how much employee turnover will occur.
It helps the company get a more accurate idea of how many employees will be needed in the
future.
It helps the company see how far it has come in the last five years.
It tells the organization exactly how many people will be needed in the next year.
What can help an organization decrease the need for initial employee training?
Recruitment of people who are not yet ready to perform the job
Recruitment of underqualified job applicants
A shortage of skill in the labor market
A large pool of qualified job applicants
What can a company do to make sure it is using the best recruiting method?
Pick the recruitment method that works for other organizations.
Promise really nice incentives.
Choose a method that looks good and stick with it.
Evaluate the effectiveness of its recruitment efforts.
Which of the following is an external source of recruiting?
Transfers
Former employees
Employment center applicants
Demotions
Two tangible products of job analysis are __________.
Job description and job posting
Job description and performance appraisal
Job description and job specifications
Organization chart and job posting
Which of the following is the purpose of strategic business planning?
To determine what types of job the organization needs to fill

To specify what needs to be done at all levels of the organization
To determine how much the organization is willing to pay for recruitment services
To determine the organization’s goals and future products and services
What is a reference point in the selection process?
The set of behaviors that represent a successful jobholder
An easily located point in the organization
An indicator that orients an applicant to an open position
A basis for evaluation and a standard for assessment
Which of the following is true of selecting and testing applicants?
Making appropriate selection decisions with respect to employment equity may prevent lawsuits
and aid in securing the best-qualified job applicants for the organization.
The selection process begins even before an organization has created a group of applicants.
Job performance is completely determined by the employee, and the employee should be held
accountable for any shortcomings.
It is during the testing process that employees learn the values and behaviors they need to
assume an organizational role.
Which of the following actions would decrease the validity of a reference check?
Ask for the supervisor’s opinions about the applicant.
Request a reference from the applicant’s immediate supervisor.
Obtain written permission from the applicant.
Ask about the applicant’s KSAs.
Which of the following uses the correlation coefficient as a measure of validity?
Content validity
Construct validity
Face validity
Empirical validity
What is test-retest reliability?
The extent to which test scores are consistent even when there is variation in the method used
The extent to which different items on the instrument measure the same thing
The measuring of a test at two points in time and comparison of the results
The extent to which a selection instrument has homogenous content
Which of the following is not an element in an organization’s affirmative action plan?

Reasonable quotas
Reasonable self-analysis
Reasonable rationale for taking action
Reasonable action
Affirmative action is defined as _________.
Action taken by an employer to overcome discriminatory effects of past or current practices
A strategy to help promote recognition and respect for individual differences found within the
organization
Acknowledgement of the similarities and differences between individuals
The extent to which each person in an organization feels welcomed, respected, supported, and
valued as a team member
Cody, a black male employee, is performing below expectations in his job as manager. His
company __________.
Should ensure that Cody has a black supervisor to avoid Title VII liability
Should give Cody a positive performance evaluation in order to avoid a Title VII racial
discrimination claim
Will face Title VII liability if Cody gets a negative performance evaluation
May face Title VII liability if it gives Cody a positive performance evaluation and then later
terminates him for poor job performance
Modern employment at-will guarantees all of the following except _________.
That employers can fire employees except for discriminatory reasons
That employers can hire employees for any reason
That employees can quit their jobs at any time
That employers can fire their employees for any reason
Which of the following is legal under Title VII of the Civil Rights Act of 1964?
Not hiring an individual because they are not qualified
Discriminating with respect to privileges of employment based on religion
Segregating employees in a way that deprives them of employment opportunities
Refusing to hire an individual because of their race
When was the EEOC (which is the agency created by the Civil Rights Act of 1964) given authority
to enforce the laws of the Civil Rights Act of 1964?
1984
1964
1972
1961
Title VII protects individuals against employment discrimination on the basis of which
characteristics?
Race, color, national origin, sexual orientation, religion

Religion, sex, age, color, national origin
Religion, sex, race, color, national origin
Gender, race, color, national origin, religion
All of the following are advantages of on-the-job training except which one?
Equipment does not need to be moved to a separate location.
It facilitates learning transfer.
It minimizes distractions to other employees.
Separate areas for training are unnecessary.
What is usually the best way to implement a new program?
Implement it as a pilot program in a controlled environment to a select audience.
Train employees one at a time to ensure that the material is adequately learned.
Introduce it to all employees so that everyone is on the same page.
Teach the new program to the executives and let it trickle down to everyone else.
Which of the following is a disadvantage of job rotation?
It decreases the employee’s understanding of the firm’s strategic objectives.
It decreases creativity and innovation.
Employees are not exposed to a variety of jobs and situations.
Employees aren’t in a job for long and don’t get motivated to work seriously.
What role does HR planning play in employee training and development?
It formalizes the process of developing talent from within the organization to fill needed roles.
It performs an appraisal to reveal certain performance deficiencies.
It designs training programs to alleviate any deficiencies.
It helps identify training and development needs.
Performance deficiencies can be attributed to individual deficiencies as well as situational factors
that affect performance. Which of the following are situational factors that affect performance?
(Select all that apply.)
Employee knowledge
Technology
Number of years of experience
Quality of supervisor
For the most part, training and development help an organization, but there is a drawback. Which
of the following is a downside to training and development?
There is a downgrade in the organizational perception employees have of work.
Effective training can lead to decreased employee commitment.
Well-trained individuals can decide to move to better-paying jobs in other organizations.
Employee development leads to more turnover and absenteeism.
How do performance appraisals help a company comply with legal requirements?

They help establish the validity of employment decisions.
They outline expected performance for employees.
They audit management talent to evaluate the current supply of human resources.
They provide a format for dialogue between superiors and subordinates.
Which of the following is an evaluation decision made using performance appraisal information?
Counseling employees
Approving salary increases or decreases
Providing
Motivating employees to improve
Which of the following does not help ensure that the performance evaluation process is effective?
Making sure objective judgments are used
Letting subordinates review their appraisals
Using subjective criteria
Conducting evaluations on all employees
What is a central tendency bias error in the context of evaluating employee performance?
When managers rate subordinates higher than they should be rated in order to avoid conflict
When managers rate the majority of incumbents in the middle of the pack
When managers give unfavorable ratings regardless of the performance to impress others with
their strictness
When managers rate employees based on what has happened recently
For what reason are appraisals by supervisors effective?
Even without training, supervisors will give good .
Supervisors have reward and punishment power.
The supervisor is most familiar with the job of the subordinate.
The supervisor can alienate the employee if the employee does not perform well.
Which of the following situations causes errors to occur when attempting to conduct an accurate
performance evaluation?
When performance criteria are clearly stated
When performance criteria are unclear
When job duties are clearly stated
When there are incentives for accurate evaluations
Which of the following forms of performance evaluation is the most widely used?
Narrative essay
Forced distribution method
Straight rating
Conventional rating

Clearwater Electronics is revising its strategic HR plan and comparing employment needs to the
level of sales. The company has recently seen a 30 percent increase in sales, and the
salespeople say that they anticipate an increase soon of 70 percent. However, the HR director,
who oversees the HR planning process, does not believe the company will need to hire 70
percent more employees to meet the projected sales numbers. How can a simple linear
regression, as part of the HR planning process, help the HR director make a more accurate
determination of projected staffing needs?
A simple linear regression will help the HR director by correlating the relationship between past
staffing needs and sales to determine the number of employees to hire.
A simple linear regression will help the HR director by showing a positive linear relationship
between employment, sales, and production.
A simple linear regression will help the HR director by comparing all parameters of the
relationship between sales and other functions of the business.
A simple linear regression will help the HR director by looking at the cause-and-effect relationship
between sales and employees’ production.
Clearwater Electronics’ HR recruiters have been asked to participate in a portion of the HR
planning review. Their contribution will cover recruiting needs in relation to the factors that affect
recruiting and the changes they have seen in the workforce. Why is it a good idea for the HR plan
to consider changes recruiters have seen in the company’s workforce?
HR planning needs to rely on the expertise of the recruiters in order to determine what resources
to invest in the recruitment process.
HR planning needs to be aware of the opinions of the recruiters. If recruiters feel they are not
valued, they can quickly sabotage the hiring process, which will affect the whole company.
HR planning needs to consider changes in the external environment—such as fewer young
workers, different job skills, and advances in technology—and how these changes shape the
workforce.
HR planning needs to consider how recruiters affect the selection process and the applicant pool
to ensure that positions are filled with the best candidates.
Due to a strong economy, the demand for electronic circuits has recently increased by 30
percent. Clearwater Electronics’ current employee count does not have the ability to meet this
demand. In looking at the assembly process, it appears that the assembly group, the last group in
the assembly line, needs more employee resources to assemble the circuits. To remedy this
situation, the HR director begins to focus on both temporary hiring and full-time recruitment efforts
for the assembly department. In due time, the assembly department has the employee resources
it needs, but now the manufacturing operation that supplies the parts to the assembly department
does not have enough skilled workers to keep up. How can HR planning best help ensure the
organization’s staffing needs are being met?
HR planning allows a company to study the strengths of the organization and how it can attract
the workforce it needs.
HR planning allows the company to continually plan ahead to make sure the right people are in
the right positions while avoiding employee shortages or surpluses.
HR planning allows a company to look at the budget needed for recruiting and determine how to

spend it to recruit the people it needs.
HR planning allows a company to review open positions with line managers and write accurate
job descriptions.
Ashlyn works as an HR recruitment director for Clearwater Electronics, which is merging with
another company, Laramie Peak Electric. The companies anticipate there will be excess
employees as a result of the merger, creating a large pool of highly qualified individuals. With this
in mind, Ashlyn and her team should do which of the following as they work to fill positions in the
new organization?
The recruiting team should fill the positions with the most experienced and senior employees from
both companies.
The recruiting team should closely tie their recruiting to HR planning and selection.
The recruiting team should recruit employees from external sources in order to avoid any sign of
partiality toward employees of either company.
The recruiting team should fill the positions with employees who make the least in salary but still
have some experience.
Clearwater Electronics is implementing a new human resource information system (HRIS). Which
of the following statements best explains how the system will benefit recruiting?
Because the recruitment process involves a variety of recruiting methods, the HRIS system will
help recruiters determine which method brings in the right types of applicants.
Because the recruitment process requires a lot of data, the HRIS system can more easily
coordinate the data and then simulate organizational changes to ascertain future staffing needs.
Because the recruitment process gathers confidential information, it will be better for the data to
be stored in the HRIS system where it is more secure.
Because the recruitment process can be very costly, the HRIS system will help recruiters gather
data in a less expensive manner.
The HR department at Clearwater Electronics administers different tests to candidates for
managerial positions to identify people with the traits and skills managers need to be successful
leaders. The tests are meant to measure the leadership qualities of competence, work ethic, and
emotional intelligence. Which of the following statements best explains why is it important for
tests measuring these competencies to be valid?
A valid test will help the company choose candidates who will best fit into the company culture.
A valid test will help the company choose the candidate who is most likable and will get along
best with other employees.
A valid test will help the company predict which candidate will stay in the job the longest.
A valid test will help the company predict how well a candidate will perform based on his or her
test score.
Gavin, an assistant HR manager at Clearwater Electronics was assigned to develop a weighted
application blank (WAB) to replace the traditional application that has been used for decades
when hiring production employees. With the help of several line managers, Gavin has identified
job application questions that predict desired employee behaviors and outcomes and has
weighted the criteria based on importance. How will the company benefit from the use of this
selection tool?
A WAB will provide the company with information about production job candidates that was not
previously collected.

A WAB will help the company identify candidates who would be better suited for office work rather
than production work.
A WAB will allow the company to rapidly screen many candidates for specific production jobs and
determine which ones are likely to stay with the company.
A WAB will allow the company to quickly identify job candidates who have a propensity for
negative behaviors that could influence other production workers.
The IT department at Clearwater Electronics hired several new employees in new positions in the
past four months. The IT department has asked HR to help craft a performance appraisal that the
IT managers can use to demonstrate that the selection tools used for hiring predict performance
success. Which statement gives the best reason for why it is important that criteria on a
performance appraisal be related to the job?
Using job-related criteria on the performance appraisal gives the company data that
demonstrates the right people were placed in the right job.
Using job-related criteria on the performance appraisal allows the company to settle on the best
compensation package for employees.
Using job-related criteria on the performance appraisal demonstrates that the company is
concerned about the trajectory of its employees’ career paths.
Using job-related criteria on the performance appraisal allows the company to give recognition to
employees for the good work they are doing.
The maintenance department manager at Clearwater Electronics reported that one of his best
employees has told everyone he is gay. Three other employees, who have worked with this
individual for four years, contacted the manager and said they were now uncomfortable working
alongside this person and want him to be transferred or else they will request to be transferred.
The manager is supportive of his gay employee and does not want to transfer him. However, he
also feels he cannot lose three other employees. Clearwater has formal LGBTQ awareness
training in place as well as inclusive management training. How can the HR director best help the
manager and the company prevent discriminatory conduct in the maintenance department?
Tell the manager he will have to make a choice between the employees and offer to help him find
a replacement employee (or employees) as quickly as possible.
Bring in the three employees to review the LGBTQ policy with them and help them understand
that workplace harassment based on a colleague’s LGBTQ identity is unkind. Help them
understand they should treat him with kindness and respect.
Bring in the three employees and review the LGBTQ policy with them to ensure they understand
that workplace harassment based on a colleague's LGBTQ identity is unacceptable. Let them
know it is their choice to determine if they want to continue working at the company.
Tell the manager that you will provide LGBTQ training for his department and allow the
employees to express their concerns without fear of retaliation.
A recent internal review by the HR department at Clearwater Electronics revealed that the
accounting department failed to meet the company’s yearly targets for affirmative action and
equal opportunity hiring. HR looked at the recruiting methods used by the department and has
suggested they add recruiting through employment agencies to the hiring process. How can this
method help the accounting department increase diversity in its pool of applicants in the future
and reach its yearly targets?
Employment agencies can help the company identify barriers to entry for underrepresented
groups.
Employment agencies can find potential employees for the company at job fairs and universities.
Employment agencies can deliberately target underrepresented groups for the company.

Employment agencies can help the company understand the value employees from
underrepresented groups bring.
After an interview for a marketing position at Clearwater Electronics, one of the interviewers
expressed concern that the applicant, who was in a wheelchair, would not fit into the
department’s informal workplace health culture, which encourages playing basketball or pickleball
together during lunch as well as going for walks or runs. The candidate is as well qualified as the
other candidates and has more pertinent work experience. Should the interviewer’s concern be
considered in whether to hire this individual?
The concern should not be part of the consideration because choosing not to hire a candidate on
the basis of disability would violate antidiscrimination laws.
The concern should be part of the consideration because Title VII does not apply to private firms,
so the company can hire the candidate who fits best with company culture.
The concern should be part of the consideration for employment because fitting in at work is
important, although no accommodation would have to be made.
The concern should not be part of the consideration due to affirmative action laws that require
organizations to hire a certain percentage of workers who are disabled.
The HR department at Clearwater Electronics, in conjunction with the company’s safety and
health office, is developing a new safety training program that will be required for all production
personnel. A pilot program was tested on a group of employees from one of the lines, and the
trainers believed everything went well. After the training, line managers were asked to conduct
safety observations four times a shift to gauge training success via increased safety behaviors.
However, just a week after the training, one of the line managers reported that employees had left
several tools out overnight instead of putting them away properly, something that was specifically
covered in the training. The trainers reviewed the safety program and determined that an
additional evaluation element, a contract plan, would help the employees remember and practice
the safety techniques they learned in the training. Why would a contract plan be an effective way
to ensure increased compliance with the safety training?
With a contract plan, the participants determine what new skills and behaviors need to be applied
on the job, write a statement, and are held accountable to another person to demonstrate
compliance.
With a contract plan, the participants determine what they will do and prepare a document to
share with their line manager.
With a contract plan, the participants determine who on the line is responsible for safety and
report any safety violations to that person.
With a contract plan, the participants determine what constitutes safe behavior in their situation
and agree verbally to abide by that determination.
The director of the quality engineering department at Clearwater Electronics has been on the job
for three months. One of her responsibilities is to review and approve the performance appraisals
conducted by the department managers. The director does not agree with a performance
appraisal that Matt, a manager, just submitted for one of his team engineers, whom he rated
highly. The director has requested to see the performance appraisals Matt submitted previously
for this employee to understand why Matt’s evaluation is so high when she has not seen
performance that warrants the high rating. She discovered that a year ago, the employee’s son
died in a tragic accident. The employee missed only three days of work afterward. Matt, very
impressed by the employee’s devotion to the company, gave the employee high PA ratings even
though the work performed was not excellent and continues to give the employee high ratings.
Which statement below best explains the rating error the director found in Matt’s performance
appraisal of the engineer?

Matt’s ratings are subject to the halo effect because one measure of performance has positively
affected other measures.
Matt’s ratings are subject to the bias effect because he has allowed personal biases to influence
the rating.
Matt’s ratings are subject to favoritism because he has overlooked the flaws of employees whom
everyone likes.
Matt’s ratings are subject to the recency effect because he has rated only recent performance
instead of looking at the entire review period.
One of the forklift operators in the logistics department at Clearwater Electronics had an accident
that damaged property on one of the shipping docks. Clearwater has a policy that an employee
who causes harm to someone or damage to property or equipment must submit to a mandatory
drug test. The HR department always interviews the employee involved and is always notified of
the results of the drug test. In this case, the drug test came back negative, but in the interview the
employee admitted that she was not sleeping well because of stress stemming from problems
with her teenage daughter. The employee and her daughter were referred to a counselor in
Clearwater’s employee assistance program. How does the company benefit by aiding employees
who suffer from domestic or family challenges, stress-related illnesses, and other personal
issues?
The company benefits by identifying employees who are at risk for mental illnesses, safety
issues, and interpersonal problems.
The company benefits when employees, adversely affected on the job by personal issues,
resolve their problems and return to a higher level of productivity.
The company benefits by helping employees deal with managers who may not understand the
problems. HR can help explain the situation to the managers.
The company benefits because its healthcare costs may be reduced by preventive care.
The HR director at Clearwater Electronics has been tasked with leading a performance review of
all supervisors in the company. The board specifically wants the HR director to deliver a direct
comparison between supervisors across departments to determine whether company-wide goals
are being met. The HR director has elected to use a conventional rating method, which is the
most common form of performance evaluation. Why would this method be preferred over others?
The conventional rating method allows the rater to describe each employee’s strengths and
weaknesses and make suggestions for improvement.
The conventional rating method allows the rater to compare the performance of each employee
with that of others, one by one.
The conventional rating method allows the rater to rank all the employees from best to worst.
The conventional rating method allows the rater to compare employees in all departments on
traits and output indicators with quantitative results.
Bookmark question for later
Which of the following is not one of the four principal determinants of wages?
Establishment of pay structure

Individual wage determinations
Job evaluation
Individual teamwork determination
While there have been amendments to a particular law that have influenced and updated the law,
the basic premise hasn’t changed. This law is the primary law governing wages and salaries.
Which law is this?
Fair Labor Standards Act
Family and Medical Leave Act
Equal Pay Act
Civil Rights Act
Which of the following represents pay equity?
People get paid what they feel they deserve in relation to others.
Women and men are paid the same.
Individuals get paid the same amount as everyone else with the same title.
Everyone in the organization is paid the same.
What is the foundation for a solid compensation program?
Using merit pay plans
Good employees
Using basic wage pay
Job evaluation
Which of the following influences the pay system that an organization uses? (Select all that apply.)
Competitive activities
Union contracts
Building structure
Legislation
Which of the following is a type of direct compensation?
Benefits
Employee services
Performance-based pay
Trainings
Which conditions should not be present in order for group incentive systems to effectively
motivate performance?
There must be individual performance measures.
There must be group performance measures.
The group’s members must believe they can achieve the objectives.
The organizational culture must support group cooperation.
How are jobs grouped together in job families?
The jobs can be different types of jobs and can be different in value.
The jobs need to be similar type jobs and similar in value.
The jobs can be different types of jobs but need to be similar in value.
The jobs need to be similar type jobs and different in value.

When did benefits become much more popular?
After the Korean War
After World War II
After the Civil War
After World War I
When conducting assessments of the organization's indirect compensation, the assessment
should look at all of the following except ________.
What other organizations are doing
What benefits are the least expensive, regardless of employee preferences
What employees prefer to see the organization doing
What the organization is doing
Which of the following is not included in the Affordable Care Act?
Individuals are mandated to have a health insurance policy.
Minimum standards are set for health insurance policies.
Insurers may deny coverage to those with pre-existing conditions.
Medicaid eligibility is expanded.
There are a few things that employers can do to help indirect compensation have a better impact
on the gains of the company. Which of the following is not something that employers should do if
they want to achieve this goal?
Decrease communication about benefits packages so fewer employers use them and costs go
down.
Increase employee participation in designing benefit packages.
Have employees be more involved in the selection of benefit packages.
Increase communication about benefits packages so employees know which one suits them best.
Which of the following represents one of the primary topics of concern for employers regarding
employee benefits?
Providing appropriate amounts of vacation time
Determining wage rates
Deciding whether to provide voluntary benefits
Containing health care costs
Which of the following covers short-term absences because of sickness?
Health insurance
Life insurance
Short-term disability insurance
Long-term disability insurance
Which of the following is considered a physical health condition?
Stress
Sterility
Drug use
Apathy
Which of the following actions would be least effective for preventing workplace violence?

Audit the organization for telltale behaviors and potential for violence.
Provide any training that is popular.
Provide employment assistance programs (EAPs) to employees.
Assess the environment.
What is an indicator of proneness?
The degree to which the organization provides preventative health and safety programs
The degree to which a person contributes to an accident
The degree to which the organization ignores possible violent employees
The degree to which the organization contributes to an accident
HR departments are expected to develop human resources in a way that accomplishes which of
the following? (Select all that apply.)
Reducing error rates
Reducing absenteeism
Reducing morale
Reducing accidents
Which of the following responsibilities, rights, and consequences associated with OSHA are
employers but not employees subject to?
Reporting hazardous conditions to supervisors
Complying with employer safety standards
Being cited for violations of safety and health
Complying with employer rules about employee health
Which of the following is the definition of employee deviance?
A physical act of violence in the workplace
Any act performed by an employee that deviates by more than one standard deviation from the
statistical mean for the task
Any violent act in the workplace, including physical assaults and threats of assault
Voluntary behavior that violates the norms of an organization and may threaten the well-being of
the organization and/or its employees
HRM 300T Wk 4 Team - Apply: Compensation Plan Presentation
You and your learning team members are HR consultants for Systems and Solutions
HR Firm. You have been contracted by Premium Protect Plus Inc., an existing
security system company. Due to the high volume of business, Premium Protect
Plus Inc. is planning a massive expansion. This expansion will include new locations,
the development of new departments, and more human capital. Premium Protect
Plus Inc. is aware that this massive and rapid expansion will require the organization
to conduct a strong evaluation of their current compensation and benefits system.
Premium Protect Plus Inc. will need to develop a compensation and benefits plan,
which will support their desire to attract, retain, and develop human capital that can
support the vision and values of the organization.

Your consulting firm has been asked to develop a compensation and benefits plan
for the entire organization, with specific attention to the new departments and
positions. Your team must develop a human resource business plan addressing
compensation and benefits. You will present this plan to the CEO, CFO, public
relations & marketing director, human resource manager, corporate recruiters, and
some senior vice-presidents.
The new and expanded departments are:
 Call Centers
 Sales Team
 Customer Loyalty Department
 Security Monitoring Department
 Technology Center
Create a 12- to 15-slide presentation, including clear and specific presenter’s notes
and visual aids and graphics, in which your team presents the new compensations
and benefits plan for this new department to a group of senior vice-presidents, a
human resource director, human resource generalists, and human resource
recruiters.
Define compensation and outline different types of compensation.
Determine what type of compensation systems best fit with these types of positions.
Explain what is meant by employee benefits.
Outline how compensation and benefits fit together.
Describe how compensation and benefits can impact employee morale and
performance.
Cite any references to support your assignment.
Format your assignment according to APA guidelines.
Submit your assignment.
How an organization is going to reach its goals is considered its ___________.
Organizational development
Culture
Competitive strategy
Strategy

Which of the following factors is part of an organization’s internal environment?
The economy
Competitors
Corporate culture
International trade
Because many new workers entering the workforce today are more cynical and less patient with
respect to authority, they sometimes do not get along with older workers who traditionally have
accepted, and even expected, authority in the workplace. What is the HR function that will help
resolve this conflict?
Know how to retain employees
Know how to recruit employees
Know how to manage the skills of young workers
Know how to manage supervisors
Which of the following is not true of corporate strategy?
Strategy should help an organization achieve its long-term goals.
Corporate strategy should have as little effect as possible on the current organizational culture.
Corporate strategy should be developed in light of the internal and external environment of an
organization.
It determines how an organization is going to compete in the market.
What is a societal trend that affects HR and its functions?
Decreased competition
Decrease in the speed of external changes
Higher unemployment rate
Symptoms of dysfunction in the workplace
What does strategic fit mean?
How well the company fits its processes with its goals
How well the company fits its goals with its internal resources
How well the company fits its goals to the company culture
How well the company fits its internal capabilities with external opportunities
What is strategy?
Strategy is innovation within the firm.
Strategy describes environmental efforts of the firm.
Strategy refers to how an organization is going to compete.
Strategy is an explanation of past performance.
Which of the following acts was created to ban unfair union practices?
Taft-Hartley Act
National Labor Relations Board
Norris-LaGuardia Act
Wagner Act
Of these issues, which one has given rise to more difficult problems in negotiations and collective
bargaining than the others?

Issues over grievance handling
Issues over benefits
Issues over wages
Issues over working conditions
Which of the following led to the initial development of unions, historically speaking?
Downsizing in a global environment
Poor working conditions
The Norris-LaGuardia Act
The Taft-Hartley Act
What has been the norm in the traditional union-management relationship?
Unions are authoritative to the members and management.
Management is authoritative to the union.
Unions and management work together in a cooperative relationship.
Negotiation occurs between unions and management.
Collective bargaining includes all of the following except ________.
Interpreting the collective agreement
Enforcing only the wants of the employees
Resolving conflicts
Creating a collective agreement
What happens at the end of mediation?
A neutral third party assists the union and management negotiators in reaching a voluntary
agreement.
Management and the union are able to come to an agreement without outside help.
Labor lawyers for management and the union reach a bargaining agreement between
management and the union.
A neutral third party makes recommendations that are binding on the parties.
Which type of union lets employees decide whether or not they want to join the union, although
they are required to pay dues whether or not they join?
Open shop
Agency shop
Closed shop
Union shop
Under what condition can organizations be improved?
When the focus is from top to bottom
When the focus is on administration
When the focus is on blaming
When the focus is on learning
Which of the following is a static change in an organization?
Acquiring another firm
Changing paperwork to a different format
Getting rid of a production facility

Pivoting the company to focus on a new market
Which of the following statements is correct about different types of change in an organization?
Incremental changes are definite and occur almost instantly.
Quantum changes are small and quick.
Dynamic change evolves over time.
Static changes are small steps that occur over time.
All of the following are advantages organizations can experience when they go through significant
change except _________.
Change can allow the firm to compete in today’s global environment
Change can allow the firm to address specific challenges
Change can allow the firm to find what has prevented it from achieving strategic goals
Change can allow the firm to remain unaffected by the external environment
In which phase of the business life cycle would an organization be in if it was very top-heavy in
administration?
Recline
Death
Decline
Incline
Which of the following can best help an organization implement change?
Align change with strategic goals and external conditions.
Implement change first and then identify specific techniques.
Explain the change to managers and allow employees to notice the difference on their own.
Ensure that the changes are small and implement them one at a time.
Recent successes at Clearwater Electronics have created additional financial resources for the
company. As a result, management has decided to install a new incentive system for the entire
organization. Management has asked the director of HR to research and present an incentive
system that will best align employee motivation with firm productivity. Which of the following
options is most likely to create this alignment and why?
A short-term incentive program would allow employees to work on short-term company goals.
Upon achieving the goals, they would receive recognition and a short-term payout.
A casual reward system would allow employees to be recognized for outstanding performance
and receive a small token of appreciation from the company.
A long-term incentive program would allow employees to align their work with company goals and
focus on payouts that would require longer than one year to achieve.
A profit-sharing plan would allow all employees to align their work with company goals, contribute
through increased productivity, and then share in the increased profits.

The HR director at Clearwater Electronics has been asked to advise the board on a proposal to
implement a variable compensation plan for top executives in each department. The CFO wants
the HR director to explain how the plan will encourage productivity in top management positions.
Which statement best explains why a variable compensation plan would help increase
performance?
The incentives will encourage a healthy competition among the top executives.
The incentives will recognize employees who focus on well-chosen goals.
The incentives will allow for the interests of management to be aligned with the interests of
shareholders.
The incentives will only be paid if the company does well, so the managers will be motivated to
meet their goals.
The HR department has conducted a series of employee surveys and discovered that many
employees are unhappy with their current benefits packages. After a thorough analysis, HR
decides that expanding the benefits that are offered is the best option moving forward. However,
in order to increase benefits, the additional costs must be justified to the board of directors. Which
of the following is the best justification for the additional costs of offering better employee
benefits?
Better employee benefits help employees live healthier lives.
Better employee benefits help employees be satisfied with lower wages.
Better employee benefits help provide employees with peace of mind.
Better employee benefits help attract and retain excellent employees.
After a reported accident on the production line at Clearwater Electronics, an inspection was
conducted in accordance with Occupational Safety and Health Administration (OSHA) rules. The
compliance safety and health officer (CSHO) found a problem with the new automated robotic
arms that had been installed at the end of the assembly line. The CSHO issued a notice of unsafe
working conditions because the safety procedures and policies of the new machines were not
communicated, nor readily available, to employees. Which statement best describes why HR
professionals should be familiar with safety violations, even if they do not result in OSHA
citations?
HR professionals are the ones who submit year-end reports documenting safety incidents.
OSHA representatives who are conducting an inspection often ask HR about the company’s
safety regulations and violations.
Unsafe working conditions can result in great costs to the organization, and HR can work to
implement safety procedures to avoid this.
HR professionals are the ones who provide the specific training for what happens on the line.
An argument broke out between a manager and one of his employees; HR was asked to
investigate. After interviewing both the employee and the manager, the HR director overheard the
employee saying, “I wish this were the olden days. I’d take this argument out in the street and
solve it without anyone’s help.” Because Clearwater Electronics has a zero-tolerance policy for
workplace violence, with prominent signage in a number of visible locations in the plant, the
employee was immediately terminated. Why did this incident of workplace violence occur?
The incident happened due to a lack of legal authority to enforce workplace violence policies.
The incident came from the manager imposing an unsolvable problem on the employee.
The incident stemmed from ineffective problem-solving on the part of the employee.
The incident occurred due to ineffective monitoring of the workplace environment by HR.

Clearwater Electronics was recently issued a safety violation that was reported to a newspaper,
resulting in an unfavorable article about the company. HR has been tasked by management to
review and revise safety procedures for the entire production line. After creating an updated set of
safety procedures, the chief operating officer (COO) of Clearwater Electronics is pressuring HR to
implement the new safety protocols before testing so the company can issue an updated press
release. Why should the safety procedures be thoroughly tested before allowing a press release?
The new procedures may need to be approved by top management to ensure they understand
and support it.
The new procedures may be inefficient and create additional harm without thorough testing.
The new procedures may need to be vetted by other departments before the press release.
The new procedures may be appreciated by employees but not easy to implement.
Due to a recent patent expiration, a new industry-wide computer chip design has been released.
As a result, the company that develops and produces the chip fastest will have a significant
increase in revenue and market share. The HR department at Clearwater Electronics responds
quickly to the patent expiration—a feature of the external environment—by hiring more innovative
employees who can help with the implementation of the chip. Which of the following statements
best describes the necessity for Clearwater Electronics to respond quickly to the external
environment?
Organizations that respond quickly to the external environment can often capture the best talent
available.
Organizations that respond quickly to the external environment can better comply with
government and legal regulations.
Organizations that respond quickly to the external environment are often on the cutting edge of
technology and know how to hire the new generation of workers.
Organizations that can respond quickly and efficiently to the external environment often have a
competitive edge over their competitors.
To better frame the HR strategic recommendations for the next year, the HR director of
Clearwater Electronics did some research on the company’s history. The company was started in
1978 as a small electrical engineering company. However, after a decade of struggling, the
company discovered an untapped niche market and began to produce electronic ceramics such
as substrates and integrated circuit packages. In 1989, after realizing how profitable these
products were, the company reincorporated itself as Clearwater Electronics and became one of
the premier leaders in the computer chip industry. Clearwater Electronics has come a long way
since its early days of emergent strategy. Today, the company uses a planning strategy to set
goals. Why is a planning strategy better for Clearwater’s business today?
A planning strategy analyzes the business and the market to set goals and objectives, with
constant attention to the direction the company is heading.
A planning strategy allows a company to set its goals and objectives without the need for change
or frequent review.
A planning strategy is better for large businesses, so it would not have worked in Clearwater’s
early days.
A planning strategy allows company departments to pursue different goals and objectives to
become stronger business partners.
Clearwater Electronics has purchased a mining company that supplies various rare-earth metals
such as lanthanum, neodymium, and samarium that are used in the firm’s advanced electronics

manufacturing. Why is vertical integration an ideal business growth strategy for Clearwater
Electronics?
Vertical integration will allow the company to be more competitive in the computer chip market.
Vertical integration will allow the company to supply materials to competitors at a higher price.
Vertical integration will allow the company to gain control over its value chain.
Vertical integration will allow the company to acquire more companies in the future if this
acquisition is successful.
Because most of Clearwater Electronics’ nonexempt employees belong to the union, the HR
department at Clearwater Electronics recently hired a labor relations specialist, a new position in
the company. Which statement gives the best reason for the company to have union expertise in
the HR department?
The company needs the expertise to navigate the many changes in union legislation.
The company needs to be prepared to deal with employee discipline and investigations brought
to the company.
The company needs to be better informed about union tactics.
The company needs the expertise to dissuade employees wishing to organize into a union.
The HR director at Clearwater Electronics is responsible for all negotiations with the company’s
union. Like other companies in the industry, most of the employee base at Clearwater is
unionized. A meeting has been scheduled to negotiate a proposed wage increase for nonexempt
employees at Clearwater, and the HR director anticipates the negotiation will be difficult. Why do
wage disputes cause conflict?
Conflict arises because people do not understand what the other side is going through.
Conflict arises because increased wages cost the company, and wage decreases cost the
employee.
Conflict arises because the employer does not understand what it means to be in the trenches
where true value is added to the company.
Conflict arises because the employees do not understand the employer’s need to reduce costs to
maintain a profitable company.
The union at Clearwater Electronics reported a major safety issue at the company and worked
with the HR director to draft a document to improve the safety of the production line and the
workers. Why is a good relationship with the union one of the most important for the HR director
to maintain?
The HR director is responsible for ensuring disputes are settled in an amicable fashion.
The HR director ensures people get along in the company, regardless of their union affiliation.
The HR director ensures the company is protected and employees are satisfied with their
compensation and working conditions.
The HR director is responsible for ensuring employees receive adequate safety protection.
A central part of Clearwater Electronics’ strategic plan is to design and implement a new
warehouse management system (WMS). This new system should improve many of the systems
and processes within the organization. As a result, most employees will experience a significant
amount of change. Why would the HR director be tasked to manage this change process?
The HR director has the responsibility to align the organization’s employees with its strategic
goals and make sure employees understand how the change affects them.

The HR director should be involved in every company project.
The HR director should be the primary contact for design and implementation processes due to
the significant amount of training HR professionals receive in HR planning.
The HR director can provide project management guidance to the warehouse crew.
Because of a recent downturn in the economy, the HR director of Clearwater Electronics would
like to implement several changes to help the firm navigate anticipated difficulties. The HR
director has prepared a needs analysis that explains the major benefits of implementing the
changes, how employees will be notified of the changes, and how employees’ concerns about the
changes will be addressed. Why is it important for the HR director to be concerned about how
employees will accept the changes?
The research done for the needs analysis will allow the HR director to analyze and help protect
the company from possible litigation.
Being proactive about perceived barriers to change will allow the HR director to be prepared to
respond to questions and concerns.
Knowing how employees will react will help inform the HR director which employees would be
likely candidates for layoffs should the need arise.
Understanding reactions to change will help the HR director show employees that they should be
grateful for their employment during an economic downturn.
Clearwater Electronics has a strong organizational culture that is demonstrated by high employee
engagement. HR has played a vital role in perpetuating that culture, starting with recruiting
applicants who share the company’s beliefs, understand the organizational strategy, and work
hard. However, knowing that the only constant is change, the HR department continually monitors
employees’ engagement and behaviors. Why is assessing employees’ views of the company
important in maintaining a strong company culture?
What employees think is often how the company is perceived from the outside as well.
Assessing what employees talk about helps identify potential problems, which can then be
addressed before they get serious.
Knowing what employees’ views are on a continual basis allows the company to identify those
who do not fit into the culture.
If employees are positive about what the company stands for, they will be more positive, more
productive, and more open to change.

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