Name: Score:
199 Multiple choic e questions
Term
HR Expertise 's Organiz ation K nowledge Domain
Covers knowledge r elating to the organiz ation. It covers functional areas Structur e of the
HR Function , Organiz ational Effectiv eness and De velopment , Workforce Mana gement ,
Empl oyee and L abor Relations, and Technol ogy Mana gement
An amendment to the F air Labor Standar ds Act, this act requires equal pay for men and
women doing e qual work
HR practices and initia tives that allow the organiz ation to meet its talent needs and close
critic al gaps in compet encie s
2007 case in which the U .S. Supr eme Court ruled that claims of sex discrimina tion in p ay
under Title VII were not timel y because discrimina tion charges were not filed with the EEOC
within the r equired 180-da y time frame.1 of 199
Definition
Title VII of the Civil Rights Act of 1964 is a feder al law that prohibits empl oyers from discrimina ting
agains t empl oyees on the b asis of sex, race, color, national origin , and r eligion. It gener ally
applies to empl oyers with 15 or more empl oyees, incl uding feder al, state, and l ocal governments.
Why do strikes occur?
Wha t is a gig worker?
Wha t are ethic al practice's key concepts?
Wha t is Title VII?2 of 199 Term
Exchanging organiz ational informa tion ( definition )
Effectiv ely translates and communic ates messages among organiz ational levels or units
Shar es irrelevant personal informa tion ins tead of organiz ational messages
Distorts and misint erprets organiz ational messages leading to confu sion
Hide s organiz ational informa tion to create barrier s between unit s3 of 199
Term
Technical compet encies reflect ____ k nowledge pr ofessional s apply on the job while beha vioral
ones reflect ____ they apply that knowledge:
what
how
Conducting an after-action analysis and comp aring things to indu stry-specific s tandar ds
McK insey 7S
Initia ting -
Planning and De signing -
Launching -
Monit oring and Controlling -
Closing -4 of 199 Term
U.S Empl oyment Law and R egulations (definition ):
Amende d Title VII to prohibit empl oyment discrimina tion b ased on pr egnancy , childbirth ,
or related conditions. It is illegal to fire or refuse to hire or promot e a woman b /c she is
pregnant , force a leave on a woman who is pregnant and willing and able to perf orm job ,
and to stop accruing seniority for a woman b /c she is out on leave.
Applies to empl oyers with 15+ EE s.
1. Leader ship - leader ship & navigation, ethic al practice, DEI
2. Int erper sonal - relationship mana gement , communic ation, global mindset
3. Business - bu siness acumen , consultation, analytical aptitude
Knowledge and appl ication of all relevant laws and r egul ations in the U .S relating to
empl oyment ; these are provisions that set the p aramet ers and l imitations for each HR
functional area and for organiz ations overall
An individual 's beha vior is motiv ated by anticip ated results or conse quenc es, and the
intensity of their work is driven by the per ception that their effort will lead to the desired
outcome5 of 199 Term
Workforce Mana gement (definition ):
Amende d Title VII to prohibit empl oyment discrimina tion b ased on pr egnancy , childbirth ,
or related conditions. It is illegal to fire or refuse to hire or promot e a woman b /c she is
pregnant , force a leave on a woman who is pregnant and willing and able to perf orm job ,
and to stop accruing seniority for a woman b /c she is out on leave.
Applies to empl oyers with 15+ EE s.
Develops and delivers communic ations that are clear, per suasiv e, and appr opria te to the
topic and situa tion, to a variety of audienc es
HR practices and initia tives that allow the organiz ation to meet its talent needs and close
critic al gaps in compet encie s
- HR structur es that support global work: immigr ation and mobil ity special ists; geogr aphic
centers of excellence; global job classific ations; int erna tional business travel policies
- Immigr ation and mobil ity: laws; visa processes and r equirement s; spons orship expense s
- Best practices for interna tional assignment s: perf ormanc e expect ations and e valuations;
health and sa fety; compensa tion adjustment s; social ization; asse ssing empl oyee and family
readine ss; training on culture and r esources; langua ge training; e ducation travel grants;
rental subsidie s; transition pl ans; r epatriation
- Metho ds for moving work: offshoring; onshoring; ne arshoring; r emot e team6 of 199
Term
Data analysis (definition ):
Mana ges data entr y processes for a comp any
Analyzes data to evaluate HR initia tives and bu siness challenge s
Impl ement s data security protocols
Designs data collection forms for surveys7 of 199
199 Multiple choic e questions
Term
HR Expertise 's Organiz ation K nowledge Domain
Covers knowledge r elating to the organiz ation. It covers functional areas Structur e of the
HR Function , Organiz ational Effectiv eness and De velopment , Workforce Mana gement ,
Empl oyee and L abor Relations, and Technol ogy Mana gement
An amendment to the F air Labor Standar ds Act, this act requires equal pay for men and
women doing e qual work
HR practices and initia tives that allow the organiz ation to meet its talent needs and close
critic al gaps in compet encie s
2007 case in which the U .S. Supr eme Court ruled that claims of sex discrimina tion in p ay
under Title VII were not timel y because discrimina tion charges were not filed with the EEOC
within the r equired 180-da y time frame.1 of 199
Definition
Title VII of the Civil Rights Act of 1964 is a feder al law that prohibits empl oyers from discrimina ting
agains t empl oyees on the b asis of sex, race, color, national origin , and r eligion. It gener ally
applies to empl oyers with 15 or more empl oyees, incl uding feder al, state, and l ocal governments.
Why do strikes occur?
Wha t is a gig worker?
Wha t are ethic al practice's key concepts?
Wha t is Title VII?2 of 199 Term
Exchanging organiz ational informa tion ( definition )
Effectiv ely translates and communic ates messages among organiz ational levels or units
Shar es irrelevant personal informa tion ins tead of organiz ational messages
Distorts and misint erprets organiz ational messages leading to confu sion
Hide s organiz ational informa tion to create barrier s between unit s3 of 199
Term
Technical compet encies reflect ____ k nowledge pr ofessional s apply on the job while beha vioral
ones reflect ____ they apply that knowledge:
what
how
Conducting an after-action analysis and comp aring things to indu stry-specific s tandar ds
McK insey 7S
Initia ting -
Planning and De signing -
Launching -
Monit oring and Controlling -
Closing -4 of 199 Term
U.S Empl oyment Law and R egulations (definition ):
Amende d Title VII to prohibit empl oyment discrimina tion b ased on pr egnancy , childbirth ,
or related conditions. It is illegal to fire or refuse to hire or promot e a woman b /c she is
pregnant , force a leave on a woman who is pregnant and willing and able to perf orm job ,
and to stop accruing seniority for a woman b /c she is out on leave.
Applies to empl oyers with 15+ EE s.
1. Leader ship - leader ship & navigation, ethic al practice, DEI
2. Int erper sonal - relationship mana gement , communic ation, global mindset
3. Business - bu siness acumen , consultation, analytical aptitude
Knowledge and appl ication of all relevant laws and r egul ations in the U .S relating to
empl oyment ; these are provisions that set the p aramet ers and l imitations for each HR
functional area and for organiz ations overall
An individual 's beha vior is motiv ated by anticip ated results or conse quenc es, and the
intensity of their work is driven by the per ception that their effort will lead to the desired
outcome5 of 199 Term
Workforce Mana gement (definition ):
Amende d Title VII to prohibit empl oyment discrimina tion b ased on pr egnancy , childbirth ,
or related conditions. It is illegal to fire or refuse to hire or promot e a woman b /c she is
pregnant , force a leave on a woman who is pregnant and willing and able to perf orm job ,
and to stop accruing seniority for a woman b /c she is out on leave.
Applies to empl oyers with 15+ EE s.
Develops and delivers communic ations that are clear, per suasiv e, and appr opria te to the
topic and situa tion, to a variety of audienc es
HR practices and initia tives that allow the organiz ation to meet its talent needs and close
critic al gaps in compet encie s
- HR structur es that support global work: immigr ation and mobil ity special ists; geogr aphic
centers of excellence; global job classific ations; int erna tional business travel policies
- Immigr ation and mobil ity: laws; visa processes and r equirement s; spons orship expense s
- Best practices for interna tional assignment s: perf ormanc e expect ations and e valuations;
health and sa fety; compensa tion adjustment s; social ization; asse ssing empl oyee and family
readine ss; training on culture and r esources; langua ge training; e ducation travel grants;
rental subsidie s; transition pl ans; r epatriation
- Metho ds for moving work: offshoring; onshoring; ne arshoring; r emot e team6 of 199
Term
Data analysis (definition ):
Mana ges data entr y processes for a comp any
Analyzes data to evaluate HR initia tives and bu siness challenge s
Impl ement s data security protocols
Designs data collection forms for surveys7 of 199
