Functions of Human Resource Management (D351)
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Free Functions of Human Resource Management (D351) Questions
What is a Pension Benefit Guarantee Corporation (PBGC)?
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A corporation designed to create employee pension programs
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An entity which manages employee pensions
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A corporation which distributes employee pensions
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A governmental corporation established within the Department of Labor whose purpose is to insure retirement funds from failure
Explanation
Correct Answer
D. A governmental corporation established within the Department of Labor whose purpose is to insure retirement funds from failure
Explanation
The Pension Benefit Guarantee Corporation (PBGC) is a federal agency established under the Employee Retirement Income Security Act (ERISA). Its role is to protect the retirement incomes of employees in private-sector defined benefit pension plans. If a pension plan fails or the employer sponsoring the plan is unable to meet its obligations, the PBGC steps in to pay benefits up to certain limits.
Why other options are wrong
A: A corporation designed to create employee pension programs: The PBGC does not create pension programs; it insures existing plans.
B: An entity which manages employee pensions: The PBGC does not manage pension plans; it insures and guarantees benefits in case of failure.
C: A corporation which distributes employee pensions: While the PBGC can distribute benefits when a plan fails, this is not its primary purpose. Its main role is to insure pension plans from failure.
What term refers to the fit between a person's abilities and the demands of the job?
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Person-group fit
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Person-vocation fit
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Person-job fit
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Person-organization fit
Explanation
Correct Answer
C. Person-job fit
Explanation
Person-job fit refers to the alignment between an individual's skills, abilities, and qualifications with the specific demands, tasks, and responsibilities of a job. This concept ensures that the employee can effectively perform the duties required by the position.
Why other options are wrong
A. Person-group fit: This refers to the compatibility between an individual and their team or workgroup, focusing on interpersonal dynamics rather than job demands.
B. Person-vocation fit: This relates to the alignment between an individual’s interests, values, and skills with a particular profession or career, not a specific job.
D. Person-organization fit: This refers to the alignment between an individual’s values, beliefs, and personality with the overall culture and values of the organization, not the specific role.
What is the role of HRIS in recruitment?
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HRIS evaluates employee performance within the organization.
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HRIS sets job requirements for open positions.
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HRIS conducts interviews with potential candidates.
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HRIS helps streamline and automate the recruitment process by storing, tracking, and managing candidate information.
Explanation
Correct Answer
D. HRIS helps streamline and automate the recruitment process by storing, tracking, and managing candidate information.
Explanation
HRIS (Human Resources Information System) plays a vital role in recruitment by centralizing and automating processes. It ensures that candidate information is easily accessible, enabling recruiters to manage and track recruitment activities effectively.
Why other options are wrong
A: HRIS evaluates employee performance within the organization: This refers to performance management, not recruitment.
B: HRIS sets job requirements for open positions: Job requirements are typically determined by hiring managers or HR professionals, not by HRIS.
C: HRIS conducts interviews with potential candidates: Conducting interviews involves human interaction and is not a function of HRIS.
It is important for the human resources/talent management function:
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To help managers learn what are the functional areas of human resources.
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To help managers understand that much of good human resources is "common sense".
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To train managers so they know when to contact their human resources personnel.
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To help managers learn and improve methods for hiring employees, assessing training needs, making pay decisions and meeting the organization's objectives through improved performance.
Explanation
Correct Answer
D. To help managers learn and improve methods for hiring employees, assessing training needs, making pay decisions, and meeting the organization's objectives through improved performance.
Explanation
HR and talent management functions are crucial for guiding managers in effective practices for hiring, training, performance management, and aligning organizational goals. This helps the organization operate efficiently and effectively.
Why other options are wrong
A. To help managers learn what are the functional areas of human resources: While this is part of HR's role, the broader focus should be on improving practical methods, not just learning functional areas.
B. To help managers understand that much of good human resources is "common sense": HR goes beyond "common sense" and involves evidence-based practices and strategies.
C. To train managers so they know when to contact their human resources personnel: While important, the primary role is to improve managerial skills in managing people, rather than just knowing when to contact HR.
A company can be liable for harassment even if it had no way of knowing about it if
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It occurred at work.
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An employee actually was harassed.
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An employee committed harassment.
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It was committed by a supervisor.
Explanation
Correct Answer
D. It was committed by a supervisor.
Explanation
Under Title VII of the Civil Rights Act, an employer can be held liable for harassment committed by a supervisor, even if they were unaware of the harassment, due to the supervisor's authority over the employee and the potential for a hostile work environment.
Why other options are wrong
A. It occurred at work: While harassment at work is grounds for potential liability, this alone doesn't guarantee the employer's responsibility if there was no supervisor involvement or knowledge.
B. An employee actually was harassed: Simply because harassment occurred does not automatically make the company liable unless certain conditions are met, such as supervisor involvement or negligence in preventing harassment.
C. An employee committed the harassment: The employer can be liable if it failed to address the situation, but if the harassment was committed by a peer without supervisor involvement or knowledge, the liability may depend on the company's response.
Which legislation makes it unlawful to refuse to recruit or hire an individual based on the individual's race, color, national origin, religion, or sex?
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Minority Nondiscrimination Act of 1946
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Civil Rights Act of 1964
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Fair Labor Standards Act of 1938
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Genetic Information Nondiscrimination Act of 2008
Explanation
Correct answer:
B) Civil Rights Act of 1964
Explanation:
The Civil Rights Act of 1964 is the key legislation that prohibits discrimination in hiring based on race, color, national origin, religion, or sex, making it unlawful to refuse to recruit or hire individuals based on these characteristics.
Why the other options are wrong:
A) Minority Nondiscrimination Act of 1946: There is no such act called the "Minority Nondiscrimination Act of 1946."
C) Fair Labor Standards Act of 1938: This act deals with wage and hour laws, not discrimination in hiring practices.
D) Genetic Information Nondiscrimination Act of 2008: This act prohibits discrimination based on genetic information, not the categories mentioned in the question.
A multi-national business headquartered in the U.S. with offices in England, Germany, and Canada is seeking a legal expert to advise the company president and vice presidents on legal issues relating to the business. The legal expert will be responsible for providing legal counsel regarding business decisions in all countries of operation as well as defending the company when legal challenges arise. Which group of hiring criteria should be used for this position?
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Knowledge of business operations, engineering experience, and a high level of mathematical skills
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Demonstrated leadership, high cognitive ability, and prior experience in the retail industry
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Prior sales experience, knowledge of international laws, and a demonstrated fluency in multiple foreign languages
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Knowledge of international laws, high verbal communication abilities, and litigation experience
Explanation
Correct answer:
D) Knowledge of international laws, high verbal communication abilities, and litigation experience
Explanation:
This position requires a legal expert with knowledge of international laws, strong communication skills to advise senior leaders, and experience in litigation to defend the company in legal challenges. These criteria align with the responsibilities outlined for the position.
Why the other options are wrong:
A) Knowledge of business operations, engineering experience, and a high level of mathematical skills: These skills are not directly relevant to providing legal counsel or handling legal challenges across multiple countries.
B) Demonstrated leadership, high cognitive ability, and prior experience in the retail industry: While leadership and cognitive ability are valuable, retail industry experience is not crucial for this legal role, which requires specific legal expertise.
C) Prior sales experience, knowledge of international laws, and a demonstrated fluency in multiple foreign languages: Sales experience is not essential for a legal advisor position, although knowledge of international laws and languages could be helpful.
A(n) ____ management plan describes when and how people will be added to and removed from a project.
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exchange
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staffing
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human resource
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labor
Explanation
Correct answer:
B) staffing
Explanation for why this is correct:
A staffing management plan outlines the process of acquiring, utilizing, and releasing personnel during a project’s lifecycle. It ensures that the right people are available at the right time and specifies resource allocation, training needs, and role assignments.
Why the other options are wrong:
A) Exchange: There is no such thing as an "exchange management plan" in project management.
C) Human resource: While a human resource plan deals with overall workforce strategy, the staffing management plan specifically focuses on adding and removing team members.
D) Labor: A labor management plan would deal with broader workforce policies and regulations but does not specifically describe project staffing.
Which act guarantees equal opportunity for individuals with disabilities or those who are perceived as having disabilities?
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Fair Labor Standards Act of 1938
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Equal Pay Act of 1963
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National Labor Relations Act of 1935
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Americans with Disabilities Act of 1990
Explanation
Correct Answer
D. Americans with Disabilities Act of 1990
Explanation
The Americans with Disabilities Act (ADA) of 1990 ensures equal opportunities for individuals with disabilities in employment, public accommodations, transportation, and other areas. It prohibits discrimination against individuals who have disabilities or are perceived to have disabilities.
Why other options are wrong
A. Fair Labor Standards Act of 1938: This act establishes minimum wage, overtime pay, and child labor standards but does not address disability rights.
B. Equal Pay Act of 1963: This act focuses on eliminating wage disparity based on gender, not disability.
C. National Labor Relations Act of 1935: This act protects employees' rights to organize and bargain collectively but does not cover disabilities.
How does HR demonstrate its value and strengthen its relationships throughout the organization?
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By building stronger relationships with employees and boosting productivity and loyalty
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By being aware of other business functions' strategic objectives and plans
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By understanding the perspectives, challenges, and objectives of internal stakeholders
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By focusing on common core business functions and the way in which to help achieve their goals
Explanation
Correct Answer
C. By understanding the perspectives, challenges, and objectives of internal stakeholders
Explanation
HR demonstrates its value by taking a proactive approach to understanding the needs, goals, and challenges of various internal stakeholders (e.g., department heads, managers, and employees). This helps HR to align its strategies and services with the organization's broader objectives, ultimately fostering stronger relationships and contributing to organizational success.
Why other options are wrong
A. By building stronger relationships with employees and boosting productivity and loyalty: While HR's role in employee relationships and productivity is crucial, the broader value also involves understanding internal stakeholders and aligning strategies across the organization.
B. By being aware of other business functions' strategic objectives and plans: Awareness is important, but HR's value is more about actively engaging with stakeholders and tailoring its strategies based on their specific perspectives and challenges.
D. By focusing on common core business functions and the way in which to help achieve their goals: HR's value is not solely about focusing on core business functions but understanding and adapting to the unique needs and challenges within each area of the organization.
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