BUSI-Z 312 SAMPLE TEST 1 Indiana University,Purdue University Indianapolis

HR Operations

Sample test 1

1.       Lewin’s theories included that if people are active in decisions affecting them, they are more likely to adopt new ways. This is a fundamental principle upon which this approach is founded:

a.       OD

Organization development is a planned, organization-wide effort to increase an organization’s effectiveness and viability. At the core of OD is the concept of organization, defined as two or more people working together toward one or more shared goals. Lewin believed that the motivation to change was strongly related to action: If people are active in decisions affecting them, they are more likely to adopt new ways.

2.       Whistle blower protection policies do NOT normally include:

a.       Requirements that internal reporting processes must be followed prior to outside agency involvement

A whistleblower is a person who raises a concern about wrongdoing occurring in an organization or body of people. Whistleblowers frequently face reprisal, sometimes at the hands of the organization or group which they have accused. In cases where whistle blowing on a specified topic is protected by statute, U.S. courts have generally held that such whistleblowers are protected from retaliation. In passing the 2002 Sarbanes Oxley Act, the Senate Judiciary Committee found that whistleblower protections were dependent on the patchwork and vagaries of varying state statutes. Still, a wide variety of federal and state laws protect employees who call attention to violations, help with enforcement proceedings, or refuse to obey unlawful directions. Generally, whistleblowers have the legal right to go to outside agencies to report perceive wrongdoings such as lawyers, the media, law enforcement or watchdog agencies, or other local, state, or federal agencies.

3.       To avoid potential conflicts of interests, the HR professional should normally avoid all of the following situations EXCEPT:

a.       Use confidential information to gain an advantage for your employer

Human Resources professionals face business ethics choices and their consequences daily. Generally, HR professionals should not undertake any action that results in personal gain at the expense of the company’s goals. In this question, three of the answer options may result in personal gain for the HR practitioner while one option, using confidential information to gain an advantage for the employer, is an accepted practice of business and the HR professional has a duty to assist the employer

4.       Which of the following is the BEST description of the lawful rights employees have when believing an entity has committed a HIPAA violation

a.       File complaint with Department of Health & Human services

The DHHS Office of Civil Rights enforces the privacy standards of HIPAA. While HIPAA protects the health information of individuals, it does not create a private cause of action for those aggrieved. The Secretary of the Department of Health and Human Services has discretion in determining the amount of any penalty based on the nature and extent of the violation and the nature and extent of the harm resulting from the violation. The secretary is prohibited from imposing civil penalties, except in cases of willful neglect, if the violation is corrected within 30 days

5.       The HR manager conducts an opinion survey of all the members of an underperforming department. The members of the department are BEST represented by the statistical definition of a:

a.       Population

A sample is a subject chosen from a population for investigation. A random sample is one chosen by a method involving an unpredictable component. Cluster sampling involves selecting the sample units in groups. Since all members of the department were tested, the correct answer is the entire population was examined, not a sample.

6.       Which is NOT normally considered a step in HR forecasting

a.       Completing job evaluations on vital job classes

Forecasting a company’s future demand in human resources is a necessary procedure in light of organizational objectives and strategies. Completing job evaluations to determine the relative internal worth of a position is not generally a part of fo