“Name:

Fall 2014 Final Foundations of Human Resources

This is OPEN BOOK, OPEN notes and covers all lectures,
and handouts. Please complete this and
return in class by Wednesday, December 10,
2014

Points: True/False (15 questions – 1 point each) multiple
choice (10 questions
2 points each), Matching (10 questions, 1 point each)
1 essay questions (5 points) Total
50 points

Section 1
TRUE/FALSE Mark T for True and F
for False

1. Quid pro quo sexual harassment
occurs when unwelcome sexual conduct has the purpose or effect of unreasonably
interfering with job performance or creating an intimidating, hostile, or
offensive working environment.
ANSWER:

2. The Consolidated Omnibus Budget
Reconciliation Act requires all employers to provide health care coverage to
employees and their dependents for at least 18 months following termination,
death, or divorce of the employee.
ANSWER:

3. Employers are increasingly tailoring
their benefits programs to be family-friendly, because employees increasingly
desire more work-life balance.
ANSWER:

4. The main reason for having an HR
Department is to comply with Federal and State Laws.
ANSWER:

5.
One of the roles of HR managers is to act as employee
advocates despite their positions as managers.
ANSWER:

6.
Coaching sets expectations, teaches and holds employees accountable.
ANSWER:

7.
Social networking sites (ie Twitter, Facebook, Snap Chat Pinterest,
LinkedIn, etc.) and the concept of social networking are some of the latest
issues that HR professionals need to address in the workplace.
ANSWER:

8.
George is discharged for reporting safety violations to OSHA. George was
discharged illegally under the public policy exception to employment-at-will.
ANSWER:
9.
Workers compensation insurance is considered a cost of doing business.
ANSWER:

10.
When a firm maintains its headquarters in the United States, for example, and
operates divisions in foreign nations, the organization does not necessarily
need to consider the differences in national culture, as the firm should
maintain a unified organizational culture in order to maximize its profits and
efficiency.
ANSWER:

11.
It is critical for an HR professional to
understand the business (i.e., products, services, customers, etc.) of his or
her organization.
12.
A Human Resource Information System
(HRIS) provides current and accurate data for control and decision-making by
managers.
ANSWER:

13.
There are more than fifty protected classes groups of people who are
protected from discrimination and harassment in California
ANSWER:

14. To accommodate the individual needs of
employees, it would be desirable for employers to implement a cafeteria
benefits plan.
ANSWER:

15.
Based on Patrick Lencionis model, two requirements for success are a SMART and
HEALTHY organization.
ANSWER:

Section 2
Multiple Choice

16. An HRIS extends information technology beyond storing and
retrieving information to:
A. overseeing production
planning.
B.
providing
current and accurate data for purposes of control and decision making.
C.
providing
managers easy access to personnel records.
D. serving as an intranet
communication system.
ANSWER:

17. In
the systems model of training which of the following is not one of the 4 phases
when planning a training course?
A. Needs Assessment
B. Design
C. Strategy
D. Evaluation
ANSWER:

18.Which of the following are
a function of OSHA?

Workplace
inspections
Citations
and penalties
On-site
consultations
All
of the above

ANSWER:

19.
Which of the following is NOT one of FEHAs protected classes ?
A. Color
B. Marital Status
C. Age (21 and over)
D. Gender Identity

20.
Family friendly work options include all of the following except:
A. Onsite
Daycare.
B. Flex
Scheduled
C. Giving
employees mobile devices (ie Blackberry, etc.)
D. Job
Sharing.
ANSWER:

21. According to Patrick Lencionis 5
Dysfunctions of a Team, which of the following is NOT one of the 5 dysfunctions
among teams?
A.
Avoidance of Confrontation
B.
Lack of Commitment
C.
Absence of Trust
D.
Fear of Conflict

ANSWER:

22.Which is a NOT a trend in HRIS Systems?
A.
Paperless
B.
Sarbanes-Oxley
C.
Learning Management Systems
(self-service)
D.
Report Writing
ANSWER:

23.Of the
following, the one that would not be considered a chief objective of
most benefits programs is:
A.
reducing turnover.
B.
improving employee satisfaction.
C. avoiding legal requirements for employee
health and safety.
D. attracting and motivating employees.
ANSWER:

24. Although AIDS is a
disability under several legislative acts:
A. it is now believed that it
can be spread through casual contact
B. employees may express
strong resentment about working with someone with AIDS
C. employers are not required
to retain AIDS victims when co-workers object
D. managers have no resources
available to them for assistance or information
ANSWER:

25. Company-sponsored
nutrition, weight control, and smoking cessation programs are often organized
under larger plans known as:
A.
Fitness
programs.
B.
Employee
assistance programs.
C.
Health
service programs.
D.
Wellness
programs.
ANSWER:

Section 3
Matching (31-40)
Match the appropriate word with its description:

a) Orientation f) Organizational Development
b) Affirmative Action g) Indirect Compensation
c) Disparate Treatment h)
Quid Pro Quo
d) Disparate Impact i)
Direct Compensation
e) Fair Labor Standards Act j) Sexual Harassment

1.Major
provisions of act cover hours of work, minimum wage, child labor, and equal
pay.
2.the extent to which employers make an
effort through their personnel practices to attract, retain, and upgrade
members of protected classes or persons with disabilities.

3. Unintentional but illegal
discrimination based on the disproportionate negative effect on members of a
protected group.

4. term used for the organizationally sponsored, formalized
activities associated with an employees socialization into the organization.

5. Employee benefits that are legally
required and discretionary programs

6. cash received as in wages and salary and/or contingent
upon performance.

7.
thecausal
relationship between sexual advances and specific personnel action.

8. defined as an effort
planned organizational wide and managed from the top to increase organization
effectiveness and health through planned interventions in the organizations
processes using behavioral science knowledge.

9.defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of a sexual
nature explicitly or implicitly as a condition of employment, or submission or
rejection of such affect employment decisions, or interferes with performing
work.

10.
The
intention to discriminate in treatment of a group of persons based on race,
religion, national origin, or sex.

Essay
Question

What
is the impact of technology on the employees within the workforce? How must companies and HR Departments adjust
their programs, policies and procedures to meet these technological changes?

Name: Fall 2014 Final
Foundations of Human ResourcesThis is OPEN BOOK, OPEN notes and covers all lectures,
and handouts. Please complete this and
return in class by Wednesday, December 10,
2014Points: True/False (15 questions – 1 point each) multiple
choice (10 questions 2 points each), Matching (10 questions, 1 point each) 1 essay questions (5 points) Total
50 pointsSection 1
TRUE/FALSE Mark T for True and F
for False1. Quid pro quo sexual harassment
occurs when unwelcome sexual conduct has the purpose or effect of unreasonably
interfering with job performance or creating an intimidating, hostile, or
offensive working environment.ANSWER:
2. The Consolidated Omnibus Budget
Reconciliation Act requires all employers to provide health care coverage to
employees and their dependents for at least 18 months following termination,
death, or divorce of the employee.ANSWER: 3. Employers are increasingly tailoring
their benefits programs to be family-friendly, because employees increasingly
desire more work-life balance.ANSWER: 4. The main reason for having an HR
Department is to comply with Federal and State Laws.ANSWER:
5.
One of the roles of HR managers is to act as employee
advocates despite their positions as managers.ANSWER: 6.
Coaching sets expectations, teaches and holds employees accountable.ANSWER: 7.
Social networking sites (ie Twitter, Facebook, Snap Chat Pinterest,
LinkedIn, etc.) and the concept of social networking are some of the latest
issues that HR professionals need to address in the workplace.ANSWER: 8.
George is discharged for reporting safety violations to OSHA. George was
discharged illegally under the public policy exception to employment-at-will.ANSWER: 9.
Workers compensation insurance is considered a cost of doing business.ANSWER:
10.
When a firm maintains its headquarters in the United States, for example, and
operates divisions in foreign nations, the organization does not necessarily
need to consider the differences in national culture, as the firm should
maintain a unified organizational culture in order to maximize its profits and
efficiency.ANSWER: 11.
It is critical for an HR professional to
understand the business (i.e., products, services, customers, etc.) of his or
her organization.12.
A Human Resource Information System
(HRIS) provides current and accurate data for control and decision-making by
managers.ANSWER: 13.
There are more than fifty protected classes groups of people who are
protected from discrimination and harassment in CaliforniaANSWER:
14. To accommodate the individual needs of
employees, it would be desirable for employers to implement a cafeteria
benefits plan.ANSWER: 15.
Based on Patrick Lencionis model, two requirements for success are a SMART and
HEALTHY organization.ANSWER: Section 2
Multiple Choice16. An HRIS extends information technology beyond storing and
retrieving information to:A. overseeing production
planning.B.
providing
current and accurate data for purposes of control and decision making.C.
providing
managers easy access to personnel records.D. serving as an intranet
communication system.ANSWER:
17. In
the systems model of training which of the following is not one of the 4 phases
when planning a training course?A. Needs AssessmentB. DesignC. StrategyD. EvaluationANSWER:
18.Which of the following are
a function of OSHA?ANSWER:
19.
Which of the following is NOT one of FEHAs protected classes ?A. ColorB. Marital StatusC. Age (21 and over)D. Gender Identity20.
Family friendly work options include all of the following except:A. Onsite
Daycare.B. Flex
ScheduledC. Giving
employees mobile devices (ie Blackberry, etc.)D. Job
Sharing.ANSWER: 21. According to Patrick Lencionis 5
Dysfunctions of a Team, which of the following is NOT one of the 5 dysfunctions
among teams? A.
Avoidance of ConfrontationB.
Lack of CommitmentC.
Absence of TrustD.
Fear of ConflictANSWER: 22.Which is a NOT a trend in HRIS Systems?A.
PaperlessB.
Sarbanes-OxleyC.
Learning Management Systems
(self-service)D.
Report WritingANSWER:23.Of the
following, the one that would not be considered a chief objective of
most benefits programs is: A.
reducing turnover.B.
improving employee satisfaction.C. avoiding legal requirements for employee
health and safety.D. attracting and motivating employees.ANSWER:
24. Although AIDS is a
disability under several legislative acts:A. it is now believed that it
can be spread through casual contact B. employees may express
strong resentment about working with someone with AIDSC. employers are not required
to retain AIDS victims when co-workers objectD. managers have no resources
available to them for assistance or informationANSWER: 25. Company-sponsored
nutrition, weight control, and smoking cessation programs are often organized
under larger plans known as:A.
Fitness
programs.B.
Employee
assistance programs.C.
Health
service programs.D.
Wellness
programs.ANSWER: Section 3
Matching (31-40)Match the appropriate word with its description:a) Orientation f) Organizational Developmentb) Affirmative Action g) Indirect Compensationc) Disparate Treatment h)
Quid Pro Quod) Disparate Impact i)
Direct Compensatione) Fair Labor Standards Act j) Sexual Harassment 1.Major
provisions of act cover hours of work, minimum wage, child labor, and equal
pay. 2.the extent to which employers make an
effort through their personnel practices to attract, retain, and upgrade
members of protected classes or persons with disabilities. 3. Unintentional but illegal
discrimination based on the disproportionate negative effect on members of a
protected group.
4. term used for the organizationally sponsored, formalized
activities associated with an employees socialization into the organization. 5. Employee benefits that are legally
required and discretionary programs

6. cash received as in wages and salary and/or contingent
upon performance.7.
thecausal
relationship between sexual advances and specific personnel action.8. defined as an effort
planned organizational wide and managed from the top to increase organization
effectiveness and health through planned interventions in the organizations
processes using behavioral science knowledge. 9.defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of a sexual
nature explicitly or implicitly as a condition of employment, or submission or
rejection of such affect employment decisions, or interferes with performing
work. 10.
The
intention to discriminate in treatment of a group of persons based on race,
religion, national origin, or sex. Essay
QuestionWhat
is the impact of technology on the employees within the workforce? How must companies and HR Departments adjust
their programs, policies and procedures to meet these technological changes? “