i have a hr quiz thats due 11pm

       Skill-based        Task-based        Competency-based        Knowledge-based

       Facilitated        Optional        Union-initiated        Face-to-face

       Rewarding employees when they follow procedures for safe behavior        Designing and conducting workplace safety trainings        Distributing the safety policies and guidelines to all employees in a handbook        Regularly observing employees considered high-risk for safety violation and reporting any issues to their supervisors

       Centralized or decentralized recruitment, technological considerations, and the labor market.        Recruiting alliances, compensation and benefits, and recruiters.        Technological considerations, the labor market, and compensation.        Recruiters, the labor market, and centralized or decentralized recruitment.

       A career advancement        A lateral transfer        A promotion        A reorientation

       Best fit        Reserve-based view        Best practice        Resource-based view

       Corporate goals cannot be achieved without qualified employees.        Most applicants are overqualified based on their knowledge, skills, and abilities.        A good fit must be found between the employee's academic and technical knowledge, personality, and interpersonal skills in order to ensure success.        Careful selection helps avoid difficulties that cannot be rectified later on. 

       Uniform Guidelines on Employee Selection Procedures        Federal Employment Best Practices        Core Evaluation and Selection Inventories        Federal Employee Selection Best Practice Framework

       They do not take into account the greater diversity of today's workforce.        Studies show that employees who are given more choices tend to have less loyalty to their employers.        If a benefit is popular, not all employees may be able to select it and some will miss out.        If fewer employees choose a benefit, it is more expensive for those who do choose it.

       The availability of flextime and other work-life benefits.        The perceived value of the rewards package as a whole.        The monetary value of a specific benefit.        Benefits that are expensive to purchase individually, such as health insurance.

       affirmative action.        reverse discrimination.        disaffirmative action.        hiring quota.

       Unstructured interview        Reference interview        Situational interview        Panel interview

       Individual analysis        Competitor analysis        Job analysis or task analysis        Organizational analysis

       Alderfer’s ERG theory        Herzberg’s two-factor theory        Thorndike’s law of effect        McClelland’s acquired needs theory

       Instructing        Mentoring        Training        Coaching

       Corporate goals cannot be achieved without qualified employees.        Most applicants are overqualified based on their knowledge, skills, and abilities.        A good fit must be found between the employee's academic and technical knowledge, personality, and interpersonal skills in order to ensure success.        Careful selection helps avoid difficulties that cannot be rectified later on. 

       training development        training delivery        training design        training transfer

       It protects the security and privacy of health information.        It applies to federal, state, and private employers with 50 or more employees who have been with the employer full time for one year or longer.        It exempts pre-existing health conditions.        It grants employees the right to retain their health insurance plans after changing employers or losing their job.

       Reaction        Behavior        Learning        Results

       Competency-based pay        Piece-rate pay        Skill-based pay        Independent contractors pay

Question 21. 21. Josh Bersin states that, “US spending on corporate training grew by 15% last year (the highest growth rate in seven years) to over $70 Billion in the US and over $130 Billion worldwide” (2014, para.1). Select a particular industry and discuss the necessity and implications of such excessive training spending. What are some of the challenges HR teams are facing as a result of this particular spending growth? Reference: Bersin, J. (2014). Spending on Corporate Training Soars: Employee Capabilities Now A Priority. Forbes. Retrieved from http://www.forbes.com/sites/joshbersin/2014/02/04/the-recovery-arrives-corporate-training-spend-skyrockets/ (Points : 2)

Question 22. 22. Place yourself in the position of general manager of a service department. How might formally written job requirements help you to manage your work unit? (Points : 2)

Question 23. 23. While many organizations are sold on the idea that strategic HRM adds value, a much smaller percentage acts on that belief (see the “Eye on the Goal” feature in chapter 1 of the text for a more detailed discussion of this point). However, HR is sometimes to blame for the doubts and suspicions that organizational decision makers have about the contributions of human assets to the bottom line. Strategic HR planning is at the core of the much-needed changes and developments in the new HR paradigm. Address the following:

· Define the current predominant paradigm for HR.

· Discuss the strengths and weaknesses of the current paradigm. (At least 3 each)

· What is the new paradigm for HR?

· In what ways does this new paradigm help organizations realize a human-based competitive advantage? (Offer 2-3 ways. Be specific.)

· What are some practical steps for HR to transform itself and enhance its contributions to organizational success and effectiveness?

(Points : 2)