HRM 300T Education for Service--tutorialrank.com

1. HRM 300T Entire Course For more course tutorials visit www.tutorialrank.com HRM 300T Week 1 Apply HR Structure and Role Test (100% Correct) HRM 300T Week 1 Discussion Learn Human Resource Management HRM 300T Week 1 Practice Knowledge Check (100% Correct) HRM 300T Week 2 Apply Legal and Ethical Issues in HR Management Matching Test (100% Correct) HRM 300T Week 2 Discussion Sexual Harassment Policy HRM 300T Week 2 Practice Knowledge Check (100% Correct) HRM 300T Week 3 Discussion Employee Selection

2. HRM 300T Week 3 Practice Knowledge Check (100% Correct) HRM 300T Week 3 Team Apply Human Resource Management Recruitment and Hiring Presentation HRM 300T Week 4 Apply Training and Development Test (100% Correct) HRM 300T Week 4 Discussion ADDIE HRM 300T Week 4 Practice Knowledge Check (100% Correct) HRM 300T Week 5 Apply Final Exam (100% Correct) HRM 300T Week 5 Discussion Compensation and Benefits HRM 300T Week 5 Practice Knowledge Check (100% Correct) ============================================== HRM 300T Week 1 Apply HR Structure and Role Test (100% Correct)

3. For more course tutorials visit www.tutorialrank.com Choose the single best answer for each of the questions in the Week 1 HR Structure and its Role Test. Note: The question answers are randomized. You have only one attempt available to complete assignments. Scenario:You are a human resource director at a growing new service- providing tech company called Consolidation Tech Plus (CTP), Inc. The company has grown large enough to have a full-time human resource department. Currently, the company is staffed with approximately 175 employees. The company has projected it will grow to 350 employees in the next two years. You have been asked to set up the new HR department and provide a Strategic Human Resource Staffing Plan. While establishing this new HR department, it is imperative to understand changes and trends in the work environment, and establish how HR will play such a critical role in the new growing organization. As the new HR Director, you are tasked with explaining to company management and new human resources personnel how using good human resources techniques can vastly benefit the organization. CTP’s recruitment goals are to hire the most talented applicants from across the country and world. You have also been advised by a SHRM (Society of

4. Human Resource Management) consultant to recruit candidates with an MBA for your top-level positions. You first new hire was Tara Robles as your Senior HR Manager. About 23% of CTP employees will be freelancers and consultants. CTP will utilize non-traditional employees for certain positions as they continue to grow. 1. Question 1 What are the challenges (trends) Consolidation Tech Plus (CTP), Inc. should be aware of in the environment of human resource management that require HR to play a more central role in this growing organization? 2. Question 2 Currently CTP does not have a diverse workforce. How is the workforce likely to become more diverse? 3. Question 3 If CTP is going to have an effective human resource department then the company must understand that human resources is best defined as the process of ________. 4. Question 4

5. Using best practices as utilized in most organizations and by most professionals, CTP human resource managers should be categorized as ________, who assist and advise ________ in areas like recruiting, hiring, and compensation. 5. Question 5 Which of the following best explains why a human resource management department in CTP is important to not only the company but all managers? 6. Question 6 Personnel mistakes to be avoided by the CTP human resource department while managing should include all of the following EXCEPT ________. 7. Question 7 CTP, as does most modern employers, will expect HR managers in the company to do all of the following EXCEPT ________.

6. 8. Question 8 By 2024, U.S.-based service-providing industries like CTP are expected to account for ________ of wage and salary jobs overall. 9. Question 9 Companies like CTP that rely on freelancers, consultants, and other such non-traditional employees need special HR _____________ and __________ to deal with them. 10. Question 10 Tara Robles earned an MBA degree and is now your Senior HR manager for the department. In which of the following tasks does Tara's advanced degree benefit her the most? ============================================== HRM 300T Week 1 Discussion Learn Human Resource Management For more course tutorials visit

7. www.tutorialrank.com Review the functions of human resource management. Determine which function is the most important function to an organization's overall success. Post your response in the discussion area. ============================================== HRM 300T Week 1 Practice Knowledge Check (100% Correct) For more course tutorials visit www.tutorialrank.com Fundamentals of Human Resource Management, 5e (Dessler) Ch. 1, "Managing Human Resources Today"

8. Question 1 The basic functions of management include all of the following EXCEPT ________. Question 2 A manager is best described as a person who is responsible for ________. Question 3 Which of the following represents the five functions of planning, organizing, staffing, leading, and controlling? Question 4 Which basic function of management includes developing rules and procedures? Question 5

9. What specific activities listed below are part of the planning function? Question 6 Which function of the management process includes delegating authority to subordinates and establishing channels of communication? Question 7 All of the following are activities performed within the staffing function of the management process EXCEPT ________. Question 8 In the management process, which activity is part of the staffing function? Question 9 _______ is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns.

10. Question 10 Human resource management is best defined as the process of ________. A: acquiring, training, appraising, and compensating employees Question 11 In most organizations, human resource managers are categorized as ________, who assist and advise ________ in areas like recruiting, hiring, and compensation. Question 12 Which of the following best explains why HR management is important to all managers? Investing in human capital enables managers to achieve positive results for the firm.

11. Correct Question 13 All of the following are examples of human resource specialties EXCEPT ________. Question 14 Which of the following human resource management specialties would most likely require extensive travel? Question 15 Personnel management involves recruiting prospective employees, setting performance standards, and monitoring production levels. Question 16 Setting standards such as sales quotas, quality standards, or production levels is part of the leading function of human resource management.

12. Question 17 In most large firms, human resource managers assist line managers with hiring, training, evaluating, rewarding, counseling, promoting, and hiring employees. Question 18 Firms of all sizes are required under employment laws to have at least one full-time human resource manager on staff. Question 19 Corporate HR teams focus on assisting top management in big picture issues such as developing the personnel aspects of a firm's long-term strategic plan. Question 20 Human resource management is the sole responsibility of human resource managers, so line managers and staff managers rely heavily on HR specialists to hire the best employees. ==============================================

13. HRM 300T Week 2 Apply Legal and Ethical Issues in HR Management Matching Test (100% Correct) For more course tutorials visit www.tutorialrank.com Week 2 - Apply: Legal and Ethical Issues in HR Management Matching Test Scenario: You have been hired as the Senior Director of Labor and Employee Relations for Consolidation Tech Plus (CTP), Inc. You have hired a strong team of HR Specialists and Generalists for your unit. During your initial assessment of the unit you determined there was a lack of knowledge and understanding of certain fundamental employment laws and statutes. After several meetings to cover the laws and statutes and their appropriate workplace application you have created an exercise that will eventually be converted to a reference sheet for your team to become more familiar with employment law history, and to use for future reference. Question 1

14. Part 1: Description and Requirement of Law Match the law/statute to the description and requirement of the law using information from the weekly readings and additional research if necessary. Title VII of 1964 Civil Rights Act This Act requires employers to offer equal employment opportunity to applicants and employees regardless of color, religion, race, gender, national origin, marital status, or any other status. Equal Employment Opportunity Act This Act is an amended version of the Civil Rights Act of 1964. This act protects persons from discrimination of any type within the work place. Equal Pay Act of 1963 This Act prohibits companies to discriminate against any persons with wages. More so, the company must pay all employees who perform on the same level the same amount regardless of any status such as gender.

15. Age Discrimination Act of 1967 This Act protects persons over the age of 40. Companies cannot terminate or force an employee to perform “light” duty because of his or her age. However, companies can set age restrictions for certain jobs because of job requirements. Americans with Disabilities Act of 1990 & ADA Amendments Act of 2008 This Act protects persons from discrimination based on disability. This act was added to the Rehabilitation Act to protect persons in the private sector, and to protect persons from employment denial based on their disability. Civil Rights Act of 1991 This Act protects persons the same as the 1964 Act against discrimination regardless of color, religion, race, gender, national origin, marital status, or any other status, and allows the person to sue the company for monetary damages if he or she is discriminated against due to any of these factors. Family and Medical Leave Act (FMLA) of 1993

16. This act protects persons from termination due to pregnancy, adoption, serious health condition of the employee or family, or military leave. The employee is entitled to 12 weeks of unpaid leave in a 12-month period. Uniformed Service Employment and Reemployment Rights Act (1994) Under this Act, employers are generally required, among other things, to reinstate employees returning from military leave to positions comparable to those they had before leaving. Pregnancy Discrimination Act of 1978 This Act prohibits using pregnancy, childbirth, and related medical conditions for discrimination in hiring, promotion, discharge, or any other term or condition of employment.

17. Question 2 Part 2: Workplace Application Match the law/statute to the workplace application using information from the weekly readings and additional research if necessary. Title VII of 1964 Civil Rights Act Bob, manager of a local hardware store, has two employees up for promotion to assistant manager: John and Joan. He chooses John because he thinks a male would do a better job and not have as many issues, never taking a look at the relevant qualifications of either one. Equal Employment Opportunity Act

18. Griggs v. Duke Power: In this case, a suit was brought against the Duke Power Company on behalf of Willie Griggs, an applicant for a job as a coal handler. The company required its coal handlers to be high school graduates. Griggs claimed that this requirement was illegally discriminatory because it wasn’t related to success on the job and because it resulted in more blacks than whites being rejected for these jobs. Equal Pay Act of 1963 Jane was recently promoted to bank manager after five years of service, but was upset that she didn't get a raise or a bonus, especially since Tom who was bank manager before her made more than she did. When she was bypassed for a raise and a bonus again, she went to her boss and eventually human resources to raise her concerns that they were violating the law.

19. Age Discrimination Act of 1967 A local car parts supplier fired 64-year-old Dan for allegedly stealing pencils. Later it was revealed that a senior manager had told Dan’s manager to “take a closer look at the older people” and “write them up and get rid of them.” Americans with Disabilities Act of 1990 & ADA Amendments Act of 2008 A student is enrolling in the university in his town and during the process declares that he has issues seeing properly. Knowing this information the university must provide him reasonable accommodations throughout his time at the university.

20. Civil Rights Act of 1991 Pollard v. E. I. du Pont de Nemours & Company: Sharon Pollard sued her former employer, E. I. du Pont de Nemours and Company (DuPont), alleging that she had been subjected to a hostile work environment based on her sex. The Federal District Court found that Pollard was subjected to co-worker sexual harassment of which her supervisors were aware, and awarded her $300,000 in compensatory damages. Family and Medical Leave Act (FMLA) of 1993 Randy works at the local recycling plant, but after his 10th anniversary with the company, he is diagnosed with a serious health condition that prevents him from performing duties essential to his job. He meets with his human resource representative to discuss taking some unpaid time off.

21. Uniformed Service Employment and Reemployment Rights Act Ronda takes leave from her job in accounts payable for the city of Rockton to serve on a peace keeping mission with the Army. After three months she reports back to work and meets with her manager in the accounting department. Pregnancy Discrimination Act of 1978 Mary worked at a very popular local seafood restaurant. The restaurant let Mary, who learned she was expecting her first child, go after six months. During her employment Mary’s manager made her announce her bathroom breaks to coworkers, and told her she couldn’t leave early for doctors’ appointments. ==============================================

22. HRM 300T Week 2 Discussion Sexual Harassment Policy For more course tutorials visit www.tutorialrank.com Respond to the following in a minimum of 175 words: Assume you are the human resources (HR) manager at ABC Publishing. The company has recently received several complaints of sexual harassment. The HR department has decided to create a sexual harassment policy. Discuss what key elements the policy should include. Explain how the policy should be implemented and enforced. ==============================================

23. HRM 300T Week 2 Practice Knowledge Check (100% Correct) For more course tutorials visit www.tutorialrank.com Quiz Content Choose the single best answer for each of the questions in the Week 2 Knowledge Check (100% Correct). Note: The question answers are randomized. You have unlimited attempts available to complete knowledge Check (100% Correct)s

24. Fundamentals of Human Resource Management, 5e (Dessler) Ch. 2, "Managing Equal Opportunity and Diversity" Week 2 - Practice: Knowledge Check (100% Correct) Question 1 According to the Equal Pay Act of 1963, an employer may pay workers differently for all of the following reasons EXCEPT for ________.

25. Question 2 Title VII of the 1964 Civil Rights Act specifically prohibits discrimination based on all of the following characteristics EXCEPT ________. Question 3 The EEOC was initially established to investigate complaints about ________.

26. Question 4 The Vocational Rehabilitation Act requires that employers ________. Question 5 According to the Age Discrimination in Employment Act of 1967, it is unlawful to ________. Question 6

27. According to the Americans with Disabilities Act, which of the following is considered a disability? Question 7 According to the ADA, firms must employ all disabled individuals who apply for positions and provide them with job training when necessary. Fundamentals of Human Resource Management, 5e (Dessler) Ch. 12, "Maintaining Positive Employee Relations" Question 8

28. A firm's ethics code outlines its mission, vision, appraisal system, and hiring policies. Question 9 The principles of conduct governing an individual or a group are referred to as ________. Question 10 Which of the following leads to the majority of ethical compromises in the workplace?

29. Question 11 According to research, most adults base their work-related ethical decisions on ________. Question 12 Based on research into ethical behavior in the workplace, which of the following is a TRUE statement?

30. Question 13 According to ethics surveys, which of the following is the underlying factor behind most ethical lapses in the workplace? Fundamentals of Human Resource Management, 5e (Dessler) Ch. 13, "Labor Relations and Collective Bargaining" Question 14 Right-to-work laws inhibit union formation by ________.

31. Question 15 In which human resource activity does a typical labor agreement NOT give the union a role? Question 16 Factors that cause workers to unionize include all EXCEPT________. Question 17

32. Employees join unions in response to ________. Correct (C) desires for mandatory ... Question 18 The National Labor Relations Board was primarily established for the purpose of ________. Correct (D) investigating unfair ...

33. Question 19 Which law sought to protect union members from possible wrongdoing on the part of their unions? Correct (D) Landrum-Griffin Act Question 20

34. The Landrum-Griffin Act encouraged union activity by guaranteeing each employee the right to bargain collectively without interference, restraint, or coercion. Correct The statement is false ============================================== HRM 300T Week 3 Discussion Employee Selection For more course tutorials visit www.tutorialrank.com Respond to the following in a minimum of 175 words: Employee selection methods introduced in Ch. 6 of Fundamentals of Human Development include applications, employment tests, interviews, background investigations, and medical or physical examinations. Select the method that you feel is most useful, and discuss the reliability and validity of the method you select. Discuss what the strengths and weaknesses of the selected method are. ==============================================

35. HRM 300T Week 3 Practice Knowledge Check (100% Correct) For more course tutorials visit www.tutorialrank.com HRM 300 Week 3 Practice Knowledge Check (100% Correct) Question 1 Linking HR policies and practices with strategic goals in order to improve business performance is known as ______________. Question 2

36. Which of the following is NOT part of strategic human resource management? Question 3 In order to generate the desired workforce skills, competencies, and behaviors that a firm needs to achieve its strategic goals, human resource management must first develop ________.

37. Question 4 Which term refers to the employee skills and behaviors that a firm needs to achieve its strategic goals? Question 5 Human resource strategies are the ________ used to produce the desired workforce skills, competencies, and behaviors needed to support a firm's strategic goals.

38. Fundamentals of Human Resource Management, 5e (Dessler) Ch. 4, "Job Analysis and Talent Management" Question 6 Which of the following terms refers to the goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees throughout an organization? Question 7

39. What is the first step of the talent management process? Question 8 A manager with a talent manager perspective will most likely agree with which of the following statements? Question 9

40. What should be the primary purpose of the talent management process? Question 10 Job analysis is most important because managers use it to ________. Fundamentals of Human Resource Management, 5e (Dessler)

41. Ch. 5, "Personnel Planning and Recruiting" Question 11 ________ is the process of deciding what positions the firm will have to fill and how to fill them. Question 12

42. What is the purpose of recruiting? Question 13 Steve, an HR manager for IBM, must decide what positions the firm should fill in the next 6 months, which means Steve is currently working on ________. Question 14

43. A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs. Question 15 Which term refers to finding and/or attracting applicants for the employer's open positions? Fundamentals of Human Resource Management, 5e (Dessler)

44. Ch. 6, "Selecting Employees" Question 16 What is the primary goal of employee selection? Question 17 As a manager, what is the most important reason to select employees carefully? Question 18 Blue Bay Hotels is in the process of modifying the assessment methods the company uses to hire new employees. In the past, the hotel chain has been accused by minority organizations of violating EEO laws in its hiring practices, regarding adverse impact. Which of the following selection rate criteria should Blue Bay Hotels use to avoid adverse impact towards its minority employment candidates? Question 19

45. What is the first step in conducting an effective interview? Question 20 Which of the following is a procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries? ============================================== HRM 300T Week 3 Team Apply Human Resource Management Recruitment and Hiring Presentation For more course tutorials visit www.tutorialrank.com Scenario: You and your learning team members are lead HR Recruiters for Consolidation Tech Plus (CTP) Inc. Each member leads a team of two HR Generalists and three HR Recruiters. As a team, it is your job to create a presentation for all HR Recruiters and Generalists on your team, outlining the recruitment, selection, and hiring process. Create a 12- to 15-slide Microsoft® PowerPoint® presentation, including clear and specific presenter’s notes, in which your team trains new HR professionals on the established process and steps of HR forecasting,

46. recruiting, interviewing, selecting, and hiring of employees, and hiring process. In your presentation: • Outline the process and steps of HR forecasting, recruiting, interviewing, selecting, and hiring of employees. • Use visual aids and graphics to enhance your presentation. Cite three references on an APA style reference slide. Submit your assignment. ============================================== HRM 300T Week 4 Apply Training and Development Test (100% Correct) For more course tutorials visit www.tutorialrank.com Choose the single best answer for each of the questions in the Week 4 Training and Development Test. Note: The question answers are randomized. You have only one attempt available to complete assignments. Scenario:

47. You are the new Director of the Staff Training and Development Unit for Consolidation Tech Plus (CTP), Inc. You have received a memorandum from the Human Resource Director stating Customer Service Unit # 5 has not met the performance standards set forth during orientation. The Director has raised concerns about the orientation process and the new hire customer service training. Currently, you have HR Program Assistance conducting the new hire orientation. CTP has decided to transition to a more modern orientation. In addition to the performance issues, the unit has started receiving a high number of customer service complaints. You have been asked to manage the development and conducting of training, specifically for Customer Service Unit # 5 in order to address the issues raised in the memorandum. As you were conducting initial research into the customer service unit you learned that, John Hicks, vice president of sales at CTP, manages a sales team of 10 employees. Members of John's sales force vary in experience level. Four members of the sales team have worked at CTP for less than 1 year. The other six salespeople have been with CTP anywhere from 3 to 7 years. John recently received the annual sales report and noticed that sales have been dropping steadily over the last 6 months. John is considering the idea of requesting training for his sales team to boost sales. John has come to seek guidance regarding possible training. You have assigned Nathan, your top Corporate Trainer, the task of reviewing these training requests.

48. Question 1 Nathan wants to provide new employees with the basic background information required to perform their jobs satisfactorily. What is he going to provide them? Show other options Question 2 You and your training team are meeting to discuss the primary purposes of CTP’s employee orientation. Which of the following will NOT be included as one of the purposes? Show other options Question 3

49. You have been given the task of coaching Susan who is a new hire for a Customer Service Rep. II position. You have been given the task of coaching Susan. Which of the following are you most likely to do for Susan? Show other options Question 4 CTP has adopted a more modern style of orientation, which unlike traditional orientation programs, would include which of the following topics? Show other options Question 5

50. You have assigned Nathan, the top Corporate Trainer, the task of creating a training and development program for the CTP’s employees. He needs to identify the specific knowledge and skills the sales job requires and compare these with the prospective trainees' knowledge and skills. What is the first step that Nathan should take? Show other options Question 6 Nathan finds himself stuck at the implementation stage. Which of the following most likely occurs during the implementation stage of a training program? Hide other options Presenting the program to a small test audience