Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service. What aspect of the contractor control aspect is best described as how the business pays the worker?
How the organization pays the worker is defined as a financial control for the individual. This affects the decision and determination that the person may be an employee and not a contractor.
Answer option A is incorrect. Behavioral control defines who does the work, who controls the work, who directs the work, and how each action is done.
Answer option C is incorrect. The type of relationship should be defined in the written contract, assuming one exists, between the person and the organization.
Answer option B is incorrect. There is not a control aspect called 'contractual relationship' as provided by the IRS so this choice is not valid.
Your organization is likely to be purchased by a competitor. The Management has asked you, in confidence, to complete environmental scanning to determine the effects of the purchase on your organization's culture, customers, and employees. What is environmental scanning?
Environmental scanning requires the HR Professional to review the opportunities and threats that a condition can have on an organization. In this instance the environmental scan is to consider the effects of the organization's sale on employee's, culture, and customers.
Answer option C is incorrect. This is not a good definition of environmental scanning because the number of factors to be considered or the cultural achievability of a change are not required.
Answer option D is incorrect. The change need not come from an external source - it could be an internal policy, shift in leadership, or other internal catalyst.
Answer option B is incorrect. This isn't a valid definition of environmental scanning as this answer doesn't consider opportunities or threats that can affect the macro and micro elements in the organization.
An organization is considering services it can successfully provide to its customers. One of the services, however, is deemed to be difficult to offer with a high degree of certainty of success. The organization has decided not to offer the service because of the risk in offering the service, and failing. What risk response is used in this scenario?
This is an example of the avoidance risk response. Avoidance are preventive actions, workarounds, and decisions to avoid a negative risk event.
Answer option A is incorrect. Transference is a risk response that transfers the risk to a third party - usually for a fee.
Answer option D is incorrect. Mitigation is a risk response to reduce the probability and/or impact of a negative risk event.
Answer option B is incorrect. Sharing is a risk response that shares a positive risk event with another party.
Sally is an HR Professional for an organization and she's working with Holly another HR Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned with the efficiency of the new policy. What is the difference between effectiveness and efficiency?
HR Professionals want to be both effective and efficient, but there is a difference. Efficiency is doing things right. Effectiveness is doing the right things.
Answer option A is incorrect. Efficiency and effectiveness are not synonymous.
Answer option C is incorrect. Efficiency is the correct action to complete a task or policy. Effectiveness is doing the correct task or policy for the organization.
Answer option D is incorrect. Just knowing what to do is not enough. You must know what to do, do the right things, and do these things correctly.
Mark is a HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan?
Compliance reviews are not part of an Affirmative Action Plan. The components of an Affirmative Action Plan are designation of responsibility, organizational display or workforce analysis, job group analysis, availability analysis, utilization analysis, placement goals, action-oriented programs, identification of problem areas, and internal audits and reporting system.
Answer options D, B, and A are incorrect. Designation of responsibility, job group analysis, and placement goals are part of an Affirmative Action Plan.
