100%の合格率を試そう！更新されたのはManaging-Human-Capital試験問題 [2024]
合格させるManaging-Human-Capital試験にはリアル問題解答
質問 # 19
What makes an organization a closed union shop?
- A. It considers only nonunion employees for promotions.
- B. It allows employees to choose whether they join a union.
- C. It has a policy against union membership for employees.
- D. It hires and employs current union members exclusively.
正解：D
解説：
A closed union shop is a type of union security agreement where an employer agrees to hire only individuals who are already members of a union. This means that all employees must be union members before they can be employed by the organization. This arrangement ensures that all workers are unionized, thereby enhancing the union's negotiating power and ensuring collective bargaining coverage for all employees. Closed shop agreements are less common today due to various legal restrictions in many jurisdictions.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Gould, W. B. (2019). A Primer on American Labor Law. Cambridge University Press.
質問 # 20
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?
- A. The manager having an unofficial one-on-one conversation with the employee
- B. The employee going on a lunch break with the manager
- C. The manager disclosing the discipline of the coworker to the employee
- D. The employee listening to what the manager shared
正解：C
解説：
* Confidentiality Breach: The manager discussing the disciplinary actions taken against another employee violates the principle of confidentiality. Disciplinary actions are private matters and should only be shared with those directly involved or authorized personnel.
* Professional Ethics: According to professional ethics, particularly in HR and management, sensitive information about employees should not be disclosed to others who do not have a legitimate need to know.
* Trust and Morale: Such disclosures can erode trust within the team and negatively impact morale, as employees might feel their privacy is not respected.
* Legal Implications: There could be potential legal implications if the disclosed information is used improperly or causes harm to the reputation of the disciplined employee.
References:
* Society for Human Resource Management (SHRM) Code of Ethical and Professional Standards
* HR Confidentiality Policies and Best Practices
質問 # 21
How can job design benefit an organization?
- A. By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency
- B. By creating positions that can push an employee to the highest level of output for the benefit of the organization
- C. By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents
- D. By creating positions that require consistent performance from employees, which increases the organization's output
正解：C
質問 # 22
What is an example of affirmative action in an organization?
- A. Establishing a workforce outreach program for protected groups underrepresented in the organization
- B. Including a statement in commercials that the organization has a diverse workforce
- C. Enacting a policy that race or gender may not be criteria for hiring decisions
- D. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds
正解：A
解説：
* 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
質問 # 23
Why is setting individual employee performance goals important to organizational success?
- A. It replaces the need for conducting job analyses.
- B. It standardizes performance expectations for employees across the organization.
- C. It gives employees input in the content of performance evaluations.
- D. It helps align individual employees' goals with the organization's mission.
正解：D
解説：
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
質問 # 24
Which term refers to guidelines that show how to perform a task in an organization?
- A. Procedures
- B. Codes
- C. Policies
- D. Rules
正解：A
解説：
Procedures are specific, step-by-step instructions that guide employees on how to perform tasks and activities within an organization. They ensure consistency, efficiency, and safety by providing detailed guidance on the correct way to complete work processes. Procedures help standardize operations, minimize errors, and ensure compliance with organizational policies and external regulations. They are crucial for training new employees, maintaining quality control, and facilitating continuous improvement.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice.
Kogan Page.
質問 # 25
Which tools are used for the employee-relations functions of human resource management (HRM)?
- A. Labor participation programs and employee surveys
- B. Benefits and rewards
- C. Performance goals and principles
- D. Training and development programs
正解：A
解説：
* Labor Participation Programs: These programs encourage employee involvement in organizational decision-making, promoting better labor relations and a more engaged workforce.
* Employee Surveys: These are tools used to gather feedback from employees about their job satisfaction, work environment, and overall experience within the company. The data collected helps HR identify areas of improvement and address any concerns.
* Purpose in HRM: Both tools are crucial for understanding employee perspectives, improving communication, and fostering a positive work environment, which are central to effective employee relations.
* Benefits: Improved employee relations can lead to higher job satisfaction, reduced turnover, and enhanced organizational performance.
References:
* Society for Human Resource Management (SHRM) resources on employee relations
* Human Resource Management textbooks and best practices
質問 # 26
Which scenario is an example of a procedure?
- A. A store manager requires all employees to clean their workstations at the end of each shift.
- B. A store manager trusts employees to clean their workstations.
- C. A store manager does not allow any employee to leave until their workstation is audited.
- D. A store manager says that they like it when employees clean their workstations.
正解：A
解説：
A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome.
Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on procedures
質問 # 27
What are mandatory benefits?
- A. Benefits that are required by law to be provided to employees
- B. Benefits that are customarily provided to employees and are rarely denied
- C. Benefits that are in high demand and attract the most desirable candidates
- D. Benefits that are required by the employer to be provided to employees
正解：A
解説：
Mandatory benefits are those that employers are legally required to provide to employees. These benefits typically include social security, unemployment insurance, workers' compensation, and in some regions, health insurance. The purpose of mandatory benefits is to ensure a basic level of security and protection for all employees, safeguarding their financial and physical well-being.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on mandatory benefits
質問 # 28
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?
- A. Rehabilitation Act of 1973
- B. Equal Pay Act of 1963
- C. Fair Labor Standards Act of 1938
- D. National Labor Relations Act of 1935
正解：C
解説：
The Fair Labor Standards Act (FLSA) of 1938 establishes several key labor standards, including a national minimum wage, overtime pay eligibility, recordkeeping, and child labor regulations. The FLSA is administered by the Wage and Hour Division of the U.S. Department of Labor and ensures that workers receive fair compensation and that minors are protected in the workplace.
References:
* Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website
質問 # 29
How is understanding a trainee's learning style important to training effectiveness?
- A. It influences the location of the training.
- B. It improves training outcomes.
- C. It expands employee skill gaps.
- D. It increases the positive feedback given to the trainer.
正解：B
解説：
Understanding a trainee's learning style is crucial for the effectiveness of training because it allows the training to be tailored to the individual's preferred method of learning, thereby improving retention and application of the material. For instance, visual learners benefit from diagrams and videos, auditory learners from lectures and discussions, and kinesthetic learners from hands-on activities. By aligning training methods with learning styles, the overall training outcomes improve, leading to better performance and skill acquisition.
References
* Managing Human Capital Textbook
* "Training and Development for Dummies" by Elaine Biech
* SHRM (Society for Human Resource Management) guidelines on training effectiveness
質問 # 30
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?
- A. Fair Labor Standards Act of 1938
- B. Americans with Disabilities Act of 1990
- C. Family and Medical Leave Act of 1993
- D. Genetic Information Nondiscrimination Act of 2008
正解：D
解説：
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
質問 # 31
What are employees experiencing if they are motivated by finding fulfillment in their work?
- A. Intrinsic motivation
- B. Incentive motivation
- C. Extrinsic motivation
- D. External motivation
正解：A
解説：
When employees are motivated by finding fulfillment in their work, they are experiencing intrinsic motivation.
Intrinsic motivation comes from within the individual and is driven by personal satisfaction, the enjoyment of the task itself, and a sense of accomplishment. Unlike extrinsic motivation, which relies on external rewards such as money or recognition, intrinsic motivation is rooted in the inherent interest or pleasure in the activity.
References
* Managing Human Capital Textbook
* "Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink
* SHRM (Society for Human Resource Management) guidelines on employee motivation
質問 # 32
What is a primary focus of global leadership training?
- A. Union requirements
- B. Safe work behaviors
- C. A job's technical skills
- D. Cross-cultural collaboration
正解：D
解説：
A primary focus of global leadership training is cross-cultural collaboration. In a globalized business environment, leaders must be adept at working with diverse teams across different cultures. Training programs in this area aim to develop skills such as cultural awareness, communication, and adaptability. These skills enable leaders to effectively manage and collaborate with employees from various cultural backgrounds, fostering an inclusive and cohesive work environment that can enhance global business operations and performance.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Black, J. S., Morrison, A. J., & Gregersen, H. B. (1999). Global Explorers: The Next Generation of Leaders. Routledge.
質問 # 33
Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?
- A. Worker Adjustment and Retraining Notification Act
- B. Executive Order 11246
- C. Fair Labor Standards Act
- D. Civil Rights Act
正解：B
解説：
* Executive Order 11246: Signed by President Lyndon B. Johnson in 1965, this order requires federal contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.
* Affirmative Action Plans: Contractors must develop and implement affirmative action plans to promote diversity and eliminate discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin.
* Enforcement: The Office of Federal Contract Compliance Programs (OFCCP) enforces these requirements and conducts compliance evaluations to ensure adherence.
* Impact on Federal Contractors: This legislation has significantly impacted hiring practices and policies within organizations that do business with the federal government, promoting a more diverse and equitable workforce.
References:
* Executive Order 11246, Office of Federal Contract Compliance Programs (OFCCP)
* U.S. Department of Labor, Affirmative Action Overview
質問 # 34
Which type of work culture utilizes hiring, retaining, developing, and motivating employees while making work assignments that are connected to data or outcomes?
- A. Innovative culture
- B. Performance culture
- C. Risk culture
- D. Compliance culture
正解：B
解説：
A performance culture is one that focuses on achieving specific results and aligning employee activities with the organization's strategic goals. In this type of culture, hiring, retaining, developing, and motivating employees are driven by data and outcomes. Performance metrics are used to make work assignments and evaluate employee contributions to ensure that the organizational objectives are met effectively and efficiently.
References:
* "High Performance Work Systems" by David A. Buchanan and Andrzej A. Huczynski, "Organizational Behavior"
* Society for Human Resource Management (SHRM) articles on performance culture
質問 # 35
Which characteristic of an employee demonstrates a strong person-organization fit?
- A. Is responsible for training coworkers
- B. Is highly qualified to perform the job
- C. Completes all projects accurately and on time
- D. Shows deep commitment to the organization
正解：D
解説：
Person-organization fit refers to the compatibility between an employee and the organization in terms of values, beliefs, and culture. An employee who demonstrates a strong person-organization fit shows deep commitment to the organization, aligning their personal values with the company's mission and culture. This commitment often leads to higher job satisfaction, better performance, and lower turnover rates.
References:
* "Organizational Behavior" by Stephen P. Robbins and Timothy A. Judge
* Articles on person-organization fit from the Society for Human Resource Management (SHRM)
質問 # 36
What is the definition of staffing?
- A. The process of hiring and terminating employees to enable an employer to meet its budgetary needs
- B. The process of planning, acquiring, deploying, and retaining employees to enable an employer to meet its talent needs
- C. The process of workforce planning that supports the exchange of talent every few months in order to keep the organization fresh
- D. The process of acquiring employees from wherever possible with the goal of remaining unbiased
正解：B
解説：
* Definition of Staffing: Staffing encompasses a series of activities aimed at ensuring the organization has the right people in the right jobs at the right time.
* Components:
* Planning: Assessing current and future staffing needs based on organizational goals.
* Acquiring: Recruiting and selecting candidates who fit the organizational culture and job requirements.
* Deploying: Placing employees in roles where they can be most effective.
* Retaining: Implementing strategies to keep talented employees engaged and committed to the organization.
* Importance: Effective staffing ensures that the organization has the human capital necessary to achieve its objectives and maintain a competitive edge.
References:
* Human Resource Management theories and practices
* Strategic Staffing models and frameworks
質問 # 37
Which scenario is an example of inclusion?
- A. A manager of a department works on a project independently.
- B. The majority of a department works well together, but opinions and requests are ignored by some.
- C. A manager picks 2 of 10 employees to work on a project.
- D. A department works together on a project, and ideas are freely shared.
正解：D
解説：
Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance.
The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced.References:
* Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group
& Organization Management.
* Dessler, G. (2020). Human Resource Management. Pearson.
質問 # 38
What is a benefit of internal recruiting?
- A. Reduced employee anxiety from improved workloads
- B. Increased new insights and ability to lead change efforts
- C. Increased staff diversity in management roles
- D. Enhanced engagement by promoting from within
正解：D
解説：
Internal recruiting involves filling job vacancies with current employees from within the organization. One significant benefit of this approach is that it enhances employee engagement and morale. When employees see that the organization values their growth and offers opportunities for advancement, they are more likely to be motivated, committed, and loyal. This practice also reduces the time and cost associated with onboarding and training new hires, as internal candidates are already familiar with the company's culture and processes.
References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
質問 # 39
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?
- A. A characteristic that is essential to the successful performance of a relevant job function
- B. A provision that makes retaliation against whistleblowers illegal
- C. A quota for workforce diversity in government agencies and large organizations
- D. An exemption from performing essential job functions for people with specific traits
正解：A
解説：
A bona fide occupational qualification (BFOQ) under Title VII of the Civil Rights Act of 1964 allows employers to hire employees based on characteristics typically prohibited under the act, such as religion, sex, or national origin, if these characteristics are reasonably necessary to the normal operation of a particular business. This means the characteristic must be essential to the performance of the job. For example, hiring a female actor for a female role is considered a BFOQ.
References:
* Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website
質問 # 40
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