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적중율좋은Managing-Human-Capital높은통과율인기덤프문제인증자료

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최신 Courses and Certificates Managing-Human-Capital 무료샘플문제 (Q41-Q46):

질문 # 41
What is an example of a situational interview question?

• A. "How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?"
• B. "What have you done to successfully turn a difficult customer into a satisfied and loyal customer?"
• C. "Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?"
• D. "How would you handle a scenario in which you are asked to do something that goes against company policy?"

정답：D

설명：
Situational interview questions are designed to assess how candidates would handle hypothetical scenarios related to the job. The question "How would you handle a scenario in which you are asked to do something that goes against company policy?" requires the candidate to demonstrate their problem-solving abilities, ethical judgment, and adherence to organizational rules. This type of question helps employers gauge a candidate's potential behavior and decision-making skills in challenging situations.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Campion, M. A., Palmer, D. K., & Campion, J. E. (1997).A review of structure in the selection interview.
Personnel Psychology.

 

질문 # 42
Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?

• A. Age
• B. Seniority
• C. Education
• D. Experience

정답：B

설명：
Unions traditionally emphasize fairness, objectivity, and equal treatment when negotiating employment conditions. According toHuman Resource Management, 16th Editionby Gary Dessler,seniorityis the factor unions most strongly prefer when determining criteria for promotions, layoffs, recalls, and job security.
Seniority systems are favored because they are objective, easy to verify, and limit managerial discretion, which unions often view as a potential source of favoritism or discrimination. By basing decisions on length of service, unions help ensure predictability and transparency in employment decisions, protecting long-term members from arbitrary treatment.
Dessler notes that while employers may prefer performance- or skill-based systems to reward high performers, unions typically resist these approaches unless they are clearly defined and consistently applied.
Education and experience may be considered in some agreements, but seniority remains the dominant standard in unionized settings. Age, while correlated with seniority, is not used directly due to legal and ethical concerns.
Therefore, the correct answer isseniority.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Labor Relations and Collective Bargaining

 

질문 # 43
What is an example of affirmative action in an organization?

• A. Enacting a policy that race or gender may not be criteria for hiring decisions
• B. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds
• C. Establishing a workforce outreach program for protected groups underrepresented in the organization
• D. Including a statement in commercials that the organization has a diverse workforce

정답：C

설명：
* Definition of Affirmative Action: Affirmative action involves proactive efforts to improve employment or educational opportunities for underrepresented groups.
* Outreach Programs: Establishing outreach programs specifically targeted at protected groups is a clear example of affirmative action, as it aims to address and reduce disparities in workforce representation.
* Legal and Ethical Mandates: Such programs are often required by law for certain employers, especially federal contractors, and demonstrate a commitment to diversity and inclusion.
* Impact on Workforce Diversity: These initiatives can lead to a more diverse and inclusive workplace, which can enhance organizational culture and performance.
References:
* Title VII of the Civil Rights Act of 1964
* Executive Order 11246, which requires affirmative action programs for federal contractors

 

질문 # 44
A manager gives an employee a verbal warning for being tardy. The employee arrives late to work one more time the following week.
What is the next step if the manager is using progressive discipline?

• A. Termination
• B. Suspension
• C. Written warning
• D. Demotion

정답：C

설명：
Progressive discipline is a structured and systematic approach used by managers to address employee misconduct or performance issues by applying increasingly severe penalties for repeated offenses. According toHuman Resource Management, 16th Editionby Gary Dessler, progressive discipline is designed to give employees clear notice of unacceptable behavior and a fair opportunity to correct it before more serious action is taken.
The typical sequence of progressive discipline begins with averbal warning, followed by awritten warning, thensuspension, and finallyterminationif the behavior continues. In this case, the employee has already received a verbal warning for tardiness. When the employee arrives late again the following week, the manager must move to the next formal step in the disciplinary process. That step is issuing awritten warning, which formally documents the problem, specifies expectations for improvement, and warns the employee of possible future consequences if the behavior persists.
Skipping directly to harsher penalties such as suspension, demotion, or termination would violate the principles of fairness and due process emphasized in effective human resource management. Progressive discipline ensures consistency, legal defensibility, and transparency, while reinforcing organizational standards. Thus, based on established HRM practices, the correct next step after a verbal warning is awritten warning.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Discipline and Employee Relations

 

질문 # 45
Why is setting individual employee performance goals important to organizational success?

• A. It standardizes performance expectations for employees across the organization.
• B. It replaces the need for conducting job analyses.
• C. It gives employees input in the content of performance evaluations.
• D. It helps align individual employees' goals with the organization's mission.

정답：D

설명：
Setting individual employee performance goals is essential for organizational success because it ensures that employees' efforts are directed towards the broader objectives of the organization. This alignment fosters a cohesive and motivated workforce working towards common goals, which enhances overall productivity and effectiveness. When employees understand how their personal goals contribute to the organization's mission, they are more likely to be engaged and committed to their work.
References
* Managing Human Capital Textbook
* "Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics" by Gary Cokins
* SHRM (Society for Human Resource Management) guidelines on performance management

 

질문 # 46
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