1. Right Answer: D
Explanation: Sensitive data can be protected by encrypting employee laptops, desktops, and network communications to ensure secure storage and sharing of confidential information.
2. Right Answer: B
Explanation: The best approach is to communicate clearly in the organization's handbook or code of conduct what is allowed and what is prohibited regarding the use of the organization's technology and behavior on social media toward the organization and fellow employees. Surveillance of employee social media accounts may be illegal in some areas. Rules of conduct should reflect the culture of the organization, so copying another organization's handbook may alienate employees. It is best to be up-front and consistent about what the organization wants rather than responding to situations as they arise.
3. Right Answer: B
Explanation: With the electronic retention of employee files and other employment-related records, electronic record keeping helps HR comply with legal requirements without having to provide physical storage space for paper records.
4. Right Answer: C
Explanation: While asking people to bring their own devices can lower costs and improve efficiency, effectiveness, and morale, it also raises a host of security concerns. Many security scenarios raise the risk for the unauthorized disclosure or destruction of business data. Fortunately, most of these concerns can be addressed through a well-crafted policy.
5. Right Answer: C
Explanation: HR's talent management strategy needs to be aligned to the organization's strategies and business partners' needs. While the other activities listed are important, they are tied more to HR's operational and administrative roles. Operational activities focus on the day-to-day needs of managing people (e.g., compensation and incentive systems), while administrative activities focus on transactions, such as implementing payroll or creating and updating employee records.
6. Right Answer: A
Explanation: HR professionals should be directly involved in the strategic planning process and can identify and help the organization manage the implications that strategic planning has for all employees. HR's unique cross-functional (and possibly global) perspective allows HR leaders to create value by consulting and advising on aligning workforce assets with strategy demands.
7. Right Answer: A
Explanation: The three major areas of HR's involvement in strategy are participating in creating the organizational strategy, aligning HR's functional strategy with the organizational strategy, and then supporting other functions as they work to fulfill their own strategic goals. HR must act as a business partner for all other functions
8. Right Answer: A
Explanation: Using technology to reduce transactional time is an example of HR's administrative role.
9. Right Answer: A
Explanation: HR professionals today balance three major roles: strategic, operational, and administrative. Increasingly, administrative roles are subordinated to focus on strategic roles that directly contribute to the bottom line
10. Right Answer: B
Explanation: HR must partner with other functions to ensure that the organization's human capital matches its needs. Through workforce planning and management, HR can play a vital role in helping other functions achieve their long- and short-term objectives.
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