PGA Level 3 Human Resources Management/Supervising and Delegating - Study Exam Questions With Complete Solutions
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Module
PGA Level 3
Institution
PGA Level 3
PGA Level 3 Human Resources Management/Supervising and Delegating - Study Exam Questions With Complete Solutions
A facility that establishes a strong employment model early on, visualizes and supports a positive culture, and finds employees who can commit to the facility's vision, mission, and b...
PGA Level 3 Human Resources
Management/Supervising and Delegating - Study Exam
Questions With Complete Solutions
A facility that establishes a strong employment model early on, visualizes and
supports a positive culture, and finds employees who can commit to the facility's
vision, mission, and business objectives is
positioning itself for long-term success.
Paying more for employees does not necessarily mean a loss to the facility
True
If union employees operate at the facility,
all HR policies must comply with contract requirements.
At most facilities, the head professional is a prime mover in the business
planning process, helps
set targets for growth and financial performance, and plays a large role in charting the
facility's future direction.
The business strategy can be strengthened by making sure it is integrated with
and reflected in
human resources policies so that they too become major tools in furthering strategic
goals.
Effectively pursuing and achieving the vision requires that the leadership be able
to
guide employees towards its realization.
A good leader uses his or her skills and capabilities to guide those whom he or
she is leading toward
achieving the facility's vision.
Leadership is the skill of working with and through other people to accomplish
, organizational goals.
Facilities leadership must be able to effectively unite the team around the
facility's vision, mission, and values.
True
By setting a good example, good leaders help employees internalize the ideas so
they can carry out their everyday tasks in a way that will
further the facility's goals.
If a person has to come to work at a specified time, place, on a regular basis, he
or she is an
employee not an independent contract.
Two primary ways in which to pay non-exempt professionals is
hourly wage, and time and a half pay for overtime.
fluctuating hours and a fixed salary.
Consolidation Omnibus Reconciliation Act (COBRA)
gives workers and their families who lose their health benefits the right to choose to
continue group benefits provided by their group health plan for limited periods of time
under certain circumstances.
immigration Reform and Control Act (IRCA)
requires employers to attest to employees' immigration status, and makes it illegal to
knowingly hire or recruit unauthorized immigrants.
Occupational Safety and Health Act (OSHA)
helping ensure the health and safety of employees in the workplace.
Equal Pay Act
Earning must be tied to a seniority system, merit system, quantity or quality of
production, or a differential other than gender.
Fair Labor Standards Act (FLSA)
minimum wage, overtime pay, record keeping, and youth employment standards.
The facility's staffing requirements are largely determined by the facility's
departments and business areas, which are in turn determined by the facility
type.
True
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