Exam 1 Study Guide

Identify the true statements about employment relationships that are marked by economic exchanges. (Check all that apply.)

A bond of loyalty and trust is absent, and enforcement mechanisms through formal agreements are common in such relationships. These relationships are usually easy for either party to exit without much economic harm. The exchanges between employers and employees are largely impersonal.

active diversity planning

An organization ensures that its policies and practices do not discriminate against protected classes, encourages underrepresented groups to apply for positions, frequently recruits from sources that are likely to be seen by underrepresented groups, and provides additional mentoring and training to encourage the advancement of underrepresented groups.

passive diversity planning

An organization reviews all practices and policies to ensure there is no discrimination on the basis of religion, race, national origin, age, gender, disability status, or other protected classes covered locally.

arbitration

Arbitration matches Choice, This method requires the employer and the employee to bring evidence before a third party who can issue a resolution that is legally binding. This method requires the employer and the employee to bring evidence before a third party who can issue a resolution that is legally binding.

In the context of the forms of employment relationship, classifying a worker as an independent contractor _____.

reduces employer reporting requirements under wage and hour laws

product/service market

Heightened sensitivity in interacting with the public and improved relationships with regulatory agencies and communities

Who among the following is considered as having a disability under the Americans With Disabilities Act (1990, 2008)?

Individuals with impairments that substantially limit a major life activity when compared with those who do not have similar conditions

The Civil Rights Act (1964, 1978, 1991)

It applies to private employers with 15 or more employees; employment agencies; labor unions; and federal, state, and local governments.

Which of the following is true of an organization's human resources strategy?

It attempts to align acquisition and management of the workforce with organization strategy.

The Age Discrimination in Employment Act

It covers private employers with 20 or more employees; employment agencies; labor unions; and federal, state, and local governments.

Staffing strategy

It directly deals with key decisions about the acquisition, deployment, and retention of the organization's workforces.

In the context of strategies employers can use to ensure inclusivity, which of the following are true of a multicultural view of the workplace? (Check all that apply.)

It encourages workers to value differences and to avoid applying any group characteristic to a single person. It involves acknowledging group differences.

Which of the following are true of the principle of employment-at-will? (Check all that apply.)

It gives employers in the United States much more freedom to terminate employment without due process compared to most other countries. Though the concept is very broad, several regulations restrict employer rights to terminate the employment relationship.

Internal hiring

It is emphasized by an organization that aims to cultivate a committed and stable workforce.

What are the advantages of internal staffing? (Check all that apply.)

It is less expensive than external staffing. Employees show positive reactions to promotion opportunities. Employees require less time to reach full productivity compared to those hired externally.

Which of the following are true of a pure acquisition staffing strategy?

It is most useful for an organization when there is no time to train and qualified internal candidates are unavailable. It involves hiring new employees who will be ready to work immediately and be at peak performance the moment they arrive.

Which of the following are true of constitutional law as a source of law that pertains to staffing? (Check all that apply.)

It is often referenced when deciding whether a statute is consistent with, or in violation of, the constitutional framework. It is often applied in the area of public employee rights, especially their due process rights.

In the context of the outcomes of the litigation process under Title VII of the Civil Rights Act, identify the remedies that a federal court may design in the absence of a consent decree. (Check all that apply.)

It may order the reinstatement or hiring of individuals. It may order the defendant to implement affirmative action plans and other equitable relief that the court considers appropriate. It may require the defendant to pay the plaintiff various forms of monetary relief.

Novo Designs acquires temporary employees from ManPower Solutions, a staffing firm. It uses a few ManPower Solutions' employees on a long-term basis. What should Novo Designs do to ensure that these permatemps will not be legally treated as its employees? (Check all that apply.)

It should avoid giving the permatemps an organizational e-mail account. It should treat the permatemps as truly separate from its regular employees.

legal and policy compliance

Minimized operational disturbances and reduced negative press

Which of the following is true of organizations' decisions regarding whether to have a long-term or a short-term focus on staffing needs?

Organizations tend to focus on short-term staffing needs when they are forced to choose between long-term and short-term needs.

Utilization statistics

Potential problem with recruiting practices is indicated by differences between the available workforce and those in the firm. Utilization statistics matches Choice, It involves a comparison of the percentage of employees in a job category with availability in the relevant population. It involves a comparison of the percentage of employees in a job category with availability in the relevant population.

Flow statistics

Potential problem with the firm's external selection practices is highlighted by differences in hiring rates. matches Choice, It is used to analyze the proportion of applicants hired among different groups. It is used to analyze the proportion of applicants hired among different groups.

Title VII of the Civil Rights Act of 1964 made it unlawful for an employer to discriminate against individuals with protected characteristics with respect to compensation, privileges, terms, or conditions of employment and to classify or segregate them in any way which would affect their status as employees or deprive them of employment opportunities. Which of the following were originally specified in the act as protected characteristics of individuals?

Race Color Religion National origin Sex

Which of the following is true of the employment relationship involving temporary employees?

Temporary employees are considered employees of the staffing firm rather than the client employer.

Which of the following agencies offers guidance and enforcement for federal laws related to race, color, national origin, sex, religion, age over 40, and disability?

The Equal Employment Opportunity Commission (EEOC)

Employer employee

The employment relationship can be short or long term

independent contractor

The employment relationship must be short term

internal dispute resolution

This method is often the first stage for many claims of employment discrimination.

The structure and provisions of _____ served as a source for the form of all subsequent employment discrimination law in the United States. Multiple choice question.

Title VII of the Civil Rights Act of 1964

Which of the following includes a comprehensive statement about unlawful employment practices?

Title VII of the Civil Rights Act of 1964

Identify the strategies employers can use to ensure inclusivity in the workplace. (Check all that apply.)

Training all parties to the staffing process on inclusive policies and procedures related to recruiting, test administration, interviewing, and so on Evaluating the nature of the work to make sure that all qualified individuals are given due consideration in the recruiting and selection process

Which of the following are true of the key concepts related to employment practices in the United States? (Check all that apply.)

Firms cannot legally use selection criteria that reduce the likelihood of hiring people with disabilities unless they are related to job performance. The law explicitly allows the use of merit systems and seniority as a basis for applying different terms and conditions to employees.

Which of the following are true of the social and legal interpretations of the Civil Rights Acts of 1964, 1978, and 1991? (Check all that apply.)

Gender-inclusive standards of business-appropriate dress and behavior can be valid grounds for hiring decisions. Strict rules forbidding employees from speaking a language other than English is considered illegal.

List the basic elements of human resource planning (HRP) in the correct sequence. (Place the first element at the top.)

1.) Determining future human resource requirements to meet strategic business requirements 2.) Determining future human resource availabilities 3.) Reconciling human resource requirements and availabilities 4.) Developing action plans to close and projected gaps

The Americans With Disabilities Act (ADA) covers employment agencies; labor unions; federal, state, and local governments; and private employers with at least _____. Multiple choice question.

15 employees

The Age Discrimination in Employment Act (ADEA) makes it unlawful to discriminate against those aged _____.

40 and older

In the context of affirmative action programs (AAPs) regulations for federal contractors, a common requirement of the Vietnam Era Veterans' Readjustment Assistance Act and the Rehabilitation Act for staffing is that the organizations should establish an annual hiring goal of _____ for veterans and _____ for qualified individuals with disabilities.

8%; 7%

Job Family

A grouping of jobs according to function

position

A grouping of similar types of tasks that constitutes the total work assignment of a single employee

Reach

A source can be seen by nearly anyone across many platforms.

Which of the following is true of the prevalent employment arrangements in the United States?

About 82% of the US workforce works full time while 18% works part time.

In the context of the workforce planning process, which of the following is generally a joint venture between HR staff and line managers as they gain trust for, and experience with, each other? Multiple choice question.

Action planning

In the context of the use of competency modeling by organizations, which of the following are among the Great Eight competencies? (Check all that apply.)

Adapting and Performing Leading and supporting Presenting and analyzing Creating and Organizing

Identify the responses of organizations to labor shortages. (Check all that apply.)

Alternative arrangements of work to retain older workers Recruitment of immigrants Increase in hours of operation Increases in pay and benefit packages

According to the employment regulations of the Americans with Disabilities Act (ADA), which of the following comprise types of evidence that a specific function is essential? (Check all that apply.)

Amount of time spent doing the job The consequences of not requiring an individual to perform a task A written job description made before advertising or interviewing job applicants The employer's judgmen

Which of the following are true of applicant reactions to various factors at different phases of the recruitment process? (Check all that apply.)

Applicants are most likely to be attracted to prestigious organizations that have a reputation for their good treatment of employees. Applicants are most likely to be drawn to jobs that present opportunities for challenges and development. Most applicants tend to be favorable to recruiters who exhibit competence and warmth.

Targeted message

Applicants who are not interested in the work attributes featured in the message may be dissuaded from applying. Advertising themes are designed to attract a specific set of potential employees. There is likely a better fit between specific applicant groups and the application message. It is the best for organizations that are looking for a specific type of applicant or for applicants with specific knowledge, skill, ability, and other characteristics.

Data corresponding to employment is collected and reported through the Department of Labor's ____

Bureau of Labor Statistics (BLS)

ability

Can be assessed by means of abstract tests

Knowledge

Can be assessed easily with factual questions

Skill

Can be assessed with experience or job simulations

Colleges and placement offices

Candidates are typically screened on the basis of their cognitive ability. Inexperienced workers

_____ is based on precedents for how lawsuits have been adjudicated across different layers of the legal system.

Case law

Other Characteristics

Challenging to assess because of subjectivity

Regression analysis

Collecting enough data to make good estimates requires judgment calls and can be time-consuming. It takes multiple factors into account simultaneously and makes more statistically precise estimates of future expectations compared to ratio and trend analyses

_____ is a type of job analysis that tries to identify and describe job requirements in the form of general KSAOs (knowledge, skill, ability, and other characteristics) required across a range of jobs.

Competency modeling

Which of the following supersedes all other sources of laws and regulations?

Constitutional law

Which of the following should be included in the formal written agreement between an organization and a staffing firm? (Check all that apply.)

Costs Specific services to be provided by the firm The process for terminating the firm--organization relationship

What is the final stage in the employment discrimination complaint adjudication process?

Court cases

disparate treatment

Discrimination occurs because of a clear difference in processes or standards for different groups

Which of the following should employers keep in mind when creating employee value propositions (EVPs)? (Check all that apply.)

EVPs should be affordable and attractive. EVPs should be made up of a good mix of rewards that are in sync with the employee's preferences

Columns

Each of these constitutes a potential task dimension.

Cells

Each of these indicates the assignment of a task statement to a task dimension.

Rows

Each of these represents a specific task statement.

Identify the true statements about a centralized approach to recruitment.

Efforts are not duplicated when this approach is used. It helps ensure compliance with relevant laws and regulations.

diversity in staffing

Employees of the organization are representative of the available workforce.

Which of the following is major concern related to the use of social media for finding job candidates?

Employers accessing the personal information of candidates

Identify a true statement about employer-employee relationships.

Employers are legally answerable for actions taken by employees in the scope of their employment duties.

According to the employment regulations of the Americans with Disabilities Act (ADA), a job function is not essential just because the performance of that job function can be distributed only among a limited number of employees available.

False

Changes in technology typically help organizations to decrease staffing resources devoted to retraining or replacing the current workforce.

False

Collecting job information through job analysis requires development and use of a uniformly best process rather than processes that are tailor-made to suit specific situations.

False

The only reasonable basis for a filing a claim of fraud and misrepresentation in recruitment is that the employer intentionally made false statements about the job and the organization.

False

Task dimensions

Groups of similar types of tasks

Plan-based HRP

HRP occurs as an essential part of an organization's strategic planning process The time frame will be less than three years for operational planning and between three and five years for strategic planning.

Which of the following is true of the time frame of human resource planning (HRP)?

Higher-level plans typically focus on the long-term.

Staffing levels

Increased diversity of required employee qualifications and improved employee retention

Identify a true statement about succession planning.

It aims to ensure that candidates for promotion will have general competencies and the specific KSAOs required for success across their careers.

What are the advantages of using a flexible workforce? (Check all that apply.)

It allows the organization to quickly adjust staffing levels in response to changing technological or consumer demand conditions. It relieves the organization of many tax and employment law obligations that come with retaining a core workforce.

The Immigration Reform and Control Act

It applies to employers with four or more employees.

Which of the following are true of machine learning as a generic method for collecting job requirements information? (Check all that apply.)

It can demonstrate how groups of tasks and qualifications linked to each other across jobs. It has multiple sources including interviews, task questionnaires,prior information, observation, and online databases. It requires expert judgment in the early stages of the process to make sure that results are meaningful.

Which of the following is true of word of mouth as a method for communicating with potential applicants? Multiple choice question.

It cannot be directly controlled by organizations.

Identify a true statement about the use of a core workforce by an organization.

It deprives the organization of new administrative and technical knowledge that could be brought in by using flexible workers.

Identify a true statement about competency modeling as a type of job analysis.

It emphasizes how executives see work roles are instrumental in the development of organizational strategy.

Which of the following are true of the advantages of using a core workforce by an organization? (Check all that apply.)

It enables the organization to depend on its workforce and build strategic plans based on the workforce. It helps foster a sense of shared purpose and commitment toward the organization's mission. It reduces the pressure to continually restaff by building and retaining a highly qualified workforce.

Which of the following are the advantages of external staffing? (Check all that apply.)

It enables the organization to draw from a larger number of women and minorities than possible through internal staffing. It helps the organization hire employees with new qualifications.

Identify the true statements about a recruitment guide. (Check all that apply.)

It ensures the recruitment plan is followed consistently and that it adheres to organization policy and relevant laws and regulations. It clarifies expectations for both the recruiter and the requesting department regarding the aim of the process, costs, and accountability.

Which of the following are true of succession planning? (

It expands on replacement planning and ties directly into leadership development. It requires effective training and development and performance appraisal systems. It involves building a process that considers both positions and people.

Ratio analysis

It fails to directly account for any changes in technology or skill sets that might change the forecasts based on historical data. It uses data from previous sales figures or other operational data to predict expected head count.

Prior information

It focuses on how jobs were performed previously rather than how they will be performed in the future. Training manuals, performance appraisals, and current job descriptions Inexpensive and readily available

Which of the following is true of replacement planning?

It focuses on identifying employees who will be considered for promotion and thoroughly evaluating their current capabilities and deficiencies.

Which of the following is true of plan-based human resource planning (plan-based HRP)?

It helps combine the entire organization's strategic planning process with HR implications.

Identify the true statements about targeted recruitment. (Check all that apply.)

It helps find applicants with specific characteristics relevant to person/organization or person/job fit. It lets the organization prepare a specific message that appeals to the specific audience.

What are the advantages of using social media for recruitment? (Check all that apply.)

It helps recruit passive job candidates. It helps increase employer brand recognition.

Which of the following is true of the job rewards analysis?

It involves developing a list of potential positive outcomes for a job and surveying job incumbents and leaders.

Job rewards

It involves gathering information from employees on outcomes and preferences of jobs and combine with preferences identified in the labor market as a whole. Offering guidance for how to develop retention strategies and recruiting materials

Job requirements

It involves gathering information on activities performed on the job and using this information to evaluate KSAOs needed for each job. Establishing specific KSAOs for selection and documenting the necessary conditions of a task for legal purposes

Competency

It involves gathering information on company strategy and using this information to determine behavioral capabilities and KSAOs needed across the organization. Establishing broad KSAOs for selection and linking organizational strategy with planning process

Which of the following is true of a targeted recruitment approach?

It involves identifying labor market segments where qualified candidates are likely to be.

Identify a true statement about replacement planning.

It involves the development of training and development plans to improve the fit between requirements and capabilities.

Which of the following is true of a recruitment guide?

It is a formal document that describes the process to be followed to attract applicants to a job.

Which of the following is true of competency modeling?

It is aligned closely with the strategic perspective on HR management.

What are disadvantages of external staffing? (Check all that apply.)

It is most likely to cause negative reaction among internal applicants. It is expensive to search for likely candidates outside the organization.

Which of the following are true of direct contact as a method of communicating with potential job applicants? (Check all that apply.)

It is much more personal compared to other methods of recruitment. It often permits potential applicants to ask personally relevant questions and thus increases the richness of the medium.

External Hiring

It is necessary when an organization grows rapidly

observation

It is not suitable for jobs that are largely mental in character. HR professionals or trained job analysts watch incumbents do the job No reliance on intermediary source of information

Identify the disadvantages of internal staffing. (Check all that apply.)

It limits recruitment to a small labor market. The organization is unlikely to bring in new qualifications.

Identify the true statements about open recruitment. (Check all that apply.)

It makes sure that a diverse set of applicants are offered a fair shot at being considered for a position. It is useful when a large number of applications must be considered.

Trend analysis

It makes the implicit assumption that the pattern of staffing needs in the past will be predictive of the future but fails to take in to account any external factors. It is useful when organizations have data mostly on historical staffing levels with less detailed information on specific predictors.

Human resources strategy

It may flow from the organization strategy and may also contribute directly to the formulation of the organization's strategy.

Which of the following are true of scenario planning as an HR forecasting technique? (Check all that apply.)

It promotes more holistic views of a problem involving a wide range of factors. It incorporates judgmental techniques to plan for uncertainty. It enables human resource planning to prepare for the unexpected.

committee or task force

It requires significant investment of staff time. Managers, HR representatives, managers, and incumbents meet to discuss job descriptions Enhances the final product's acceptance

task questionaires

It requires that the job incumbent has the ability to complete the form accurately. Managers, job incumbents, and HR professionals complete a standardized form with questions about the job Standardized method across a variety of jobs

Which of the following is true of a job requirement analysis?

It seeks to be objective, and has a very well-developed body of techniques to support its implementation.

Which of the following are true of outsourcing? (Check all that apply.)

It usually involves normal procedural or transactional work that is easily replicated. It is based on the expectation that the chosen external source will deliver a completely finished product to the organization.

interview

Its quality depends on the knowledge and ability of the job incumbent and skill of the HR professionals and managers involved in the process HR professionals discuss requirements of the job with managers and job incumbents takes into account the job incumbent's knowledge of the position

Identify a true statement about the positive aspects of intrinsic job rewards.

Job tasks involving intrinsic rewards are the best predictors of engagement at work.

Job categories

Jobs that are similar to one another

In the context of court cases related to equal employment opportunity and affirmative action, identify the recommendations for job requirements analysis that organizations should conform to for the purposes of legal defensibility. (Check all that apply.)

Knowledge, skills, and abilities should be clearly stated, especially if a content validation model is followed. Tasks, activities, and duties should be included in the analysis. Data regarding n the job should be collected from a variety of sources by well-informed job analysts.

bottom-up approach

Lower-level managers make initial estimates for their unit based on what they have been told or assume are the organizational and business plans.

Which of the following could organizations do to avoid legal issues related to access and usage when using electronic recruitment technology? (Check all that apply.)

Make sure that recruitment messages on social media sites represent welcoming openness toward applicant diversity. Supplement online recruitment with other widely used recruitment sources. Ensure that application systems are made accessible to everyone.

_____ is the quantitative technique that is specifically related to the forecasting process for internal availabilities and the movement among jobs that models historical patterns of job stability and movement among employees.

Markov analysis

Social service agencies

Most applicants in the available pool are those who are unable to find jobs through other sources. Potentially higher training costs

Which of the following is true of case law that pertains to staffing? (Check all that apply.)

Much of the law regarding the employment relationship and the rights of employees and employers comes from case law. Almost all the guidance related to specific employment practices and standards of evidence comes from case law.

In the context of using organizational websites for recruitment, what are some of the factors web designers should keep in mind when designing an organizational website? (Check all that apply.)

Offer information about company culture and ensure that all necessary information is conveyed clearly. Make links easy to access and give online application forms. Ensure that position information on the website is current.

Staffing agencies

Organizations are allowed to try out candidates as temps before hiring. Reduced costs of screening candidates

Which of the following is true of open recruitment?

Organizations put in very little effort to segment the market into applicants with the most desirable KSAOs.

Which of the following is true of concerns that influence organizations' decision regarding whether to acquire people with specific knowledge, skills, abilities, and other characteristics (KSAOs) or more general ones?

Organizations that expect rapid changes in job content are likely to focus on KSAOs such as ability to learn, adaptability, and communication skills.

Branded message

Overly positive messages may lead to employee dissatisfaction after hire. An appealing description that emphasizes unique features of the organization is developed based on marketing principles. It is most suitable for higher-value jobs and tight labor markets. Applicants develop a positive view of the organization.

Which of the following is true of a decentralized approach to recruitment?

Placement is likely to happen more quickly when there are fewer people to recruit than in a centralized approach.

Identify the true statements about word of mouth as a method for communicating with potential applicants. (Check all that apply.) Multiple select question.

Potential applicants are likely to see the messages as more credible as they come from people who do not have a vested interest in selling the job. An organization can influence word of mouth by carefully building relationships with its employees.

concentration statistics

Potential problem with the firm's internal recruiting and promotion practices is highlighted by differences in representation of groups across levels of management. It is used to compare the percentages of demographic groups to check whether they are clustered in certain workforce categories.

long-term options

Recall of retired employees and outsourcing retirement incentives and permanent transfer out of role

In the context of job requirements analysis, which of the following are true of task dimensions?

Regardless of the specific grouping procedure used, there should be four to eight task dimensions. They are also known as "duties," "responsibilities," "accountability areas," and "performance dimensions."

In the context of affirmative action programs (AAPs) regulations for federal contractors, what are the common requirements for staffing veterans and individuals with disabilities under the Vietnam Era Veterans' Readjustment Assistance Act and the Rehabilitation Act.? (Check all that apply.) Multiple select question.

Reviewing all mental or physical job qualifications to make sure that they do not screen out veterans or individuals with disabilities Offering reasonable accommodation for mental and physical limitations

Which of the following are true of alternative work arrangements in the United States? (Check all that apply.)

Roughly half of those in alternative work arrangements are employees of contract or temporary help firms while the other half are self-employed. The use of alternative work arrangements is increasing in education and health services.

In the context analyzing the categories of KSAOs (knowledge, skill, ability, and other characteristics) as part of job requirements analysis, what are the commonly recognized general categories of abilities? (Check all that apply.)

Sensory abilities Physical abilities Cognitive abilities Psychomotor abilities

Employment websites

Specific keywords help limit applications to candidates with specific KSAOs. Good tracking data

Which of the following are true of statutory law that pertains to staffing? (Check all that apply

State laws are often patterned after federal law. Local laws and regulations often offer protections beyond those contained in the federal laws and regulations.

In the context of the use of competency modeling by organizations, identify the strategic competencies. (Check all that apply.)

Strategy creation Plan development and implementation Visioning Environmental awareness

Short-term options

Temporary hires and increased overtime work retraining and hiring freeze

Identify the federal law related to equal employment opportunity that outlaws the employment of unauthorized aliens and requires civil and criminal penalties for violations of the law.

The Immigration Reform and Control Act (1986)

Identify the unit of the Department of Labor that is responsible for ensuring adherence to nondiscrimination laws and regulations for organizations that do business with the federal government.

The Office of Federal Contract Compliance Programs (OFCCP)

In the context of decisions pertaining to staffing quality, which of the following are true of decisions regarding the quality of the workforce?

The acceptable quality strategy means pursuit of a less high-powered workforce than the exceptional quality strategy. Pursuit of the exceptional quality strategy is prompted by the hope that the talent pool would deliver outstanding performance.

Which of the following are true of the affirmative action programs (AAPs) regulations enforced by the Office of Federal Contract Compliance Programs (OFCCP)? (Check all that apply.)

The annual placement goal of the organization, if any, should at least equal the availability percentage for minorities or women in a job group. The organization must develop an auditing system that periodically measures the effectiveness of the total AAP.

Realistic recruitment message

The best potential applicants are the most likely to self-select out. Both positive and negative characteristics of a job and organization are described. Applicants who remain are less likely to leave the organization after hire. It is most suitable when employee turnover is costly and for loose labor markets.

Identify the features of the employment relationship involving an independent contractor. (Check all that apply.)

The contractor has full legal responsibility for work activities. The contractor defines the location and hours of work. The contractor is responsible for his or her own safety and health.

inclusion in staffing

The culture, practices, and policies of the organization create a supportive and open environment for individuals from a variety of backgrounds and perspectives.

Which of the following is true of applicant reactions to diversity and inclusion in the recruitment process?

The depiction of workforce diversity in recruitment materials tend to attract women, minorities, and even majority group job seekers.

Which of the following characterize an employment relationship marked by social exchanges? (Check all that apply.)

The employer and the employee develop mutual obligation and a sense of commitment as they invest in each other through repeated interactions. The employer provides training and development opportunities that facilitate career progress of the employee.

According to the approaches used by the Internal Revenue Service and the Department of Labor, which of the following criteria should be met to classify a worker as an independent contractor? (Check all that apply.)

The employer and the worker do not have a permanent relationship. The worker controls meaningful aspects of the work.

Which of the following are true of an employer-employee relationship?

The employer decides and supervises methods and pace of work. The employer must pay the employee for the effort or time dedicated to work. The employer is liable for the misconduct of the employee on the job.

Identify the true statements about the provisions of the Immigration Reform and Control Act of 1986. (Check all that apply.)

The employer may apply for temporary visas for up to six years for foreign workers who have highly specialized qualifications. The law makes it illegal for employers to recruit or continue to employ unauthorized immigrants knowingly.

According to the Americans With Disabilities Act (1990, 2008), which of the following are true of the conditions for employing individuals with disabilities? (Check all that apply.)

The employer may not conduct medical exams of job applicants before making a job offer. Employers may require those they offer a job to take and pass the same job-relevant medical exam regardless of disability status.

Which of the following should a plaintiff demonstrate in a suit claiming fraud and misrepresentation in recruitment? (Check all that apply.)

The employer should have known, or knew, about the misrepresentation. The plaintiff depended on the information to take action or to make a decision. The plaintiff was injured because of trusting the employer's statements.

Which of the following is true of an employment relationship marked by social exchanges?

The exchanges between the employer and the employee are based on less concrete but powerful concepts of loyalty and commitment.

Which of the following should be the basis of decisions regarding the actual scope of job requirements analysis? (Check all that apply.)

The frequency with which changes occur in job requirements The time that has lapsed since the last job analysis The significance of the job to the organization's functioning The number of job applicants and incumbents

Credibility

The information transmitted is accurate, honest, and thorough.

Population-based HRP

The involves planning that focuses on a particular employee group matches Planning time frames vary depending on the time necessary for labor supply to become available.

Richness

The messages can be conveyed using a variety of methods.

According to the the Office of Federal Contract Compliance Programs (OFCCP), what are the criteria than a person must meet to be considered an Internet applicant? (Check all that apply.)

The person does not remove themself from further consideration or indicate lack of interest in the position at any point of the selection process. The person submits an expression of interest in employment through the Internet or related electronic data technologies. The person's expression of interest shows that the person holds the basic qualifications for the position. The employer considers the person for employment in a specific position

a charge of disparate impact

The plaintiff refuses to adopt a practice that causes outcomes that are less adverse.

machine learning

The process can be difficult to understand. Demonstrates how groups of tasks and qualifications are linked to one another across jobs

In the context of staffing ethics, which of the following should a staffing professional keep in mind during the staffing process?

The professional should adhere to the staffing procedures and policies of the organization. The professional should use research--based knowledge to shape effective staffing practice. The professional should primarily represent the organization's interests. The professional should have a knowledge of the laws and regulations governing staffing and should follow them.

Applicant-initiated recruitment

The quantity is dependent on how widely the organization's brand is known. Higher cost of training

a charge of disparate treatment

The reasons given by the defendant for the practice are a smoke screen for discrimination.

Centralized recruitment

The recruitment activities are coordinated by HR professionals in the corporate offices.

Decentralized recruitment

The recruitment activities are coordinated by individual business units or managers.

Identify the factors that an organization should consider when choosing a staffing firm. (Check all that apply.)

The recruitment methods used The selection techniques used to evaluate KSAOs The firm's record with previous clients

disparate impact

The seemingly neutral processes or standards result in different outcomes for different groups

Identify the requirements an individual should meet to be considered an unpaid intern or trainee. (Check all that apply.)

The training provided must not be different from that given in an educational setting. The intern and the employer must understand that the intern does not have a just claim to any pay for time spent. The training experience must be intended to benefit the trainee. The trainee does not take over another person's position and works under close supervision of the employer's staff.

In the context of labor supply, which of the following are true of the trends in the US labor force? (Check all that apply.)

The trend toward equal labor force participation for men and women is expected to continue. The labor force continues to become more diverse demographically.

Identify the true statements about the choice between in-house and external recruitment partners. (Check all that apply.)

The use of in-house recruiters makes employees believe that the firm has a more people-oriented culture than ones that use external recruiters. External recruiters can provide very rapid access to many interested candidates.

Executive search firms

Their fees can be more than half of an applicant's annual salary. Reduced staff time required

Identify the true statements about the demography of the American workforce.

There has been a dramatic increase in racial and ethnic diversity. The presence of openly lesbian, gay, bisexual, and transgender (LGBT+) employees in the workplace is increasing.

Which of the following is true of the trends in labor supply in the United States?

There is a downward trend in labor force participation rate.

In the context of the trends in labor demand in the United States, which of the following is true of employment projection through 2024?

There will be a strong demand for health care practitioners and health care support occupations.

intrinsic rewards

These are intangible factors that are more internal to the job itself and experienced by the employee as a result of actually doing the job and being a member of the organization.

extrinsic rewards

These are tangible factors given to job incumbents as a way to increase the attraction of the job

interviews

They are costly to schedule and conduct, data analysis is time-consuming and messy, and statistical summaries and data analysis are difficult.

Identify a true statement about statutes that pertain to staffing.

They are derived from written laws passed by legislative bodies at the federal, state, and local levels.

n the context of job requirements analysis, which of the following are true of task statements? (Check all that apply.)

They are descriptions of the major tasks an employee performs in a job that are written objectively. They serve as the building blocks for the rest of the job requirements analysis.

qualitative targets

They are expressed in terms of averages, such as average scores on ability tests or average education level for new hires.

In the context of organizational recruitment sources, which of the following is true of executive search firms?

They are high-contact, low-reach sources for job applicants.

Which of the following is true of using job incumbents as a source of information for job analyses?

They are intimately familiar with the KSAOs, job context, and tasks.

Organizations that prefer short-term employment relationships

They are most likely to favor explicit terms of employment, and sometimes employment contracts may cover starting and ending dates, rates of pay for outcomes, and grounds for the termination of the relationship before the expected duration.

Organizations that focus on internal employee development and promotion-from-within policie

They are most likely to reap greater rewards from a psychosocial relationship with employees.

Which of the following are true of staffing objectives? (Check all that apply.)

They are obtained from gaps identified between requirements and availabilities. They may need the creation of quantitative and qualitative targets.

Display advertisements

They are often found on websites or in professional publications as part of a targeted marketing strategy.

Banner advertisements

They are posted to news media sites, social media sites, occupation-specific websites, and so on that an organization believes will be visited by potential applicants.

quantitative targets

They are stated in full-time equivalents (FTE) form for each job category/level and tend to be very close in magnitude to the identified gaps.

Which of the following is true of organizational websites as communication media used in the recruitment process? Multiple choice question.

They are the most important medium through which organizations share information with potential applicants.

Classified advertisements

They are used most often for quickly soliciting résumé for low-level jobs at a low cost.

Which of the following are true of extrinsic job rewards? (Check all that apply.)

They are valuable as they can offset less pleasant aspects of jobs. They can act as a strong selling point to people outside the organization. They are are strongly related to applicant attraction, motivation, and retention.

Which of the following is true of advertisements as a type of communication media used for recruitment?

They can be used to reach a broad market segment.

surveys

They cannot disclose any information that the designer did not know about.

Which of the following are true of recruitment brochures as a type of communication media used in the recruitment process? (Check all that apply.)

They communicate information about the job, the organization, and its location. They use pictures and written narratives to illustrate various features of the job. They allow the organizations to target who gets a copy of the media.

Which of the following is true of women's presence in the American workforce?

They currently constitute half of the labor force.

In the context of analyzing the categories of KSAOs (knowledge, skill, ability, and other characteristics) as part of job requirements analysis, which of the following are true of skills? (Check all that apply.)

They depend on a person's practice and experience. Their requirements are inferred directly from knowledge of tasks or observation.

Identify the true statements about competency models. (Check all that apply.)

They enable the easy adaptation of jobs to a changing organizational context. They emphasize the significance of behavior to organizational strategy. They assess KSAOs that extend across multiple jobs. They aim to increase flexibility in job assignments and job design.

Identify a true statement about firms that outsource business functions.

They engage in outsourcing to acquire technical knowledge that they cannot replicate in-house.

Which of the following are true of external SMEs as a source of information for job analyses? (Check all that apply.)

They give a fresh, outside perspective since they are neither incumbent nor manager of the jobs analyzed. They are likely to have specialized training and experience in developing a thorough and rigorous job analysis system. They can help identify best practices in an occupation or a field.

In-house recruitment partners

They have a clear understanding of the organization's culture and can convey information to recruits more credibly.

Job incumbents

They have a difficult time relating immediate job tasks to strategic goals. They are the recipients of job rewards for the position and have direct knowledge of how rewards are perceived by others in the role

Supervisors

They have a mid-level perspective between overall goals of the organization and specific activities in jobs. They have control over offering job rewards and knowledge of how rewards relate to job performance.

Which of the following is true of employment relationships that are marked by economic exchanges?

They have a transactional orientation.

External recruitment partners

They have detailed knowledge of many potential candidates as they are constantly in touch with a wide variety of applicants.

Organizational leaders

They have expertise in organizational goals, strategies, and future needs. They have knowledge of organizational career paths and future rewards for continued development.

Which of the following are true of competencies? (Check all that apply.)

They help align requirements of all jobs with the mission and goals of the organization. They often contribute to success in multiple jobs.

Which of the following are true of employee referrals as a social recruitment source? (Check all that apply.)

They help decrease hiring time. They are considered one of the most commonly used methods of recruitment.

Which of the following are true of judgmental techniques for forecasting HR requirements? (Check all that apply.)

They illustrate human decision-making models used for HR forecasting. They use a decision maker who gathers and subjectively weighs the data and then turns it into forecasts of HR requirements.

Which of the following are true of the outcomes of social exchanges in an employment relationship?

They increase employee feelings of obligation to reciprocate the investments of the organization. Employees will do extra work beyond the explicitly listed requirements in the job description.

Identify the shortcomings of using job incumbents as a source of information for job analyses. (Check all that apply.)

They may not report certain tasks as part of their job so that those tasks are not incorporated into the formal job description. They may inflate the importance ratings of tasks with the intention of elevating their own importance. They may lack insights or knowledge necessary to understand how the job should be done at a higher level.

Identify the main problem with supervisors as a source of information for the job analysis process.

They may overstate the importance of their own role if they see the process as a key opportunity to gain resources and increase their status.

Radio, television, and streaming video advertisements

They offer opportunities to deliver an important message by combining music, voice, and visual elements.

Job fairs

They often attract people who have at least some knowledge of the industry.

In the context of the workforce planning process, what are the responsibilities of HR specialists? (Check all that apply.)

They propose the types of HRP that will be undertaken and when. They collect, manipulate, and present the necessary data to line management and lay out alternative action plans.

Identify the guidelines that make affirmative action programs (AAPs) acceptable. (Check all that

They should address the underutilization of women and/or minorities in the organization at present. They should seek to remedy specific and identifiable effects of past discrimination. They should include a grievance procedure and organizational enforcement mechanisms.

Which of the following suggestions should staffing professionals follow during the staffing process?

They should be aware of the organization's culture and climate for ethical behavior.

In the context of court cases related to equal employment opportunity and affirmative action, which of the following should organizations do when conducting job analysis for the purposes of legal defensibility?

They should ensure that job analysts describe the procedure used in detail.

Advertisements

They tend to be high in reach and medium in richness.

Organizational websites

They tend to be medium in interactivity and low in credibility.

Recruitment brochures

They tend to be medium in reach and high in richness.

Identify a true statement about other characteristics as a KSAO (knowledge, skill, ability, and other characteristics) category.

They tend to focus on whether an individual wants to do a task or how much effort the individual will expend.

Word of mouth and social media

They tend to have high richness, interactivity, and credibility.

In the context of the types of media used to communicate recruitment messages, how are advertisements and recruitment brochures similar?

They tend to have low interactivity and credibility.

Which of the following is true of using organizational leaders as a source of information for job analyses?

They tend to have the best perspective on work design for the organization as a whole.

External SMEs

They tend to lack strategic and cultural expertise. They tend to have knowledge of job rewards as perceived by individuals in other organizations.

Identify true statements about executive search firms as a source of recruitment. (Check all that apply.)

They tend to to operate on the basis of a retainer. They are often used for higher-level professional positions.

administrative judgements

This alternative resolution process involves a formal investigative process by external agencies such as the Department of Labor or the Equal Employment Opportunity Commission.

Which of the following are true of an employer-employee relationship?

This arrangement is the end result of the person/job matching process carried out by the organization. This is the most common form of employment relationship.

Which of the following are true of an employer-employee relationship? (Check all that apply

This arrangement is the end result of the person/job matching process carried out by the organization. This is the most common form of employment relationship.

mediation

This is a voluntary method involving a neutral third party who acts as a liaison between the employer and the employee and secures an agreement between them that settles the dispute.

Person/organization match

This is most likely to be a major concern in organizations with strong, mission-driven cultures

Person/job match

This is not feasible for organizations that deploy people to jobs that are fluid and poorly defined. This is not feasible for organizations that deploy people to jobs that are fluid and poorly defined

Project-base HRP

This refers to organizational responses to changes to specific activities Planning horizons differ depending on the nature of the activities involved.

Co-ops and internships

Though candidates have high levels of formal education, they are less likely to have much work experience. Higher performance and lower turnover

Identify the fundamental strategic HR reasons for doing competency modeling. (Check all that apply.)

To build awareness and understanding of the need for change in business To improve teamwork and coordination To improve skill levels in the workforce

_____ is the simplest HR forecasting approach as it uses data only on previous staffing levels over time to predict future needs.

Trend analysis

Markov Analysis is used in HR forecasting based on the assumption that staffing policies and procedures will not change and that past movement rates among employees will be repeated over a specific time interval.

True

True or false: In the context of the affirmative action programs (AAPs) regulations enforced by the Office of Federal Contract Compliance Programs (OFCCP), an organization display gives a profile of the workforce at the establishment, and it helps identify units in which women or minorities are underrepresented.

True

Violation of either general or specific terms of employment is related to increased burnout, lower job satisfaction and engagement, and lower job performance.

True

In the context of the most prominent sources of information for learning about job rewards within the organization, which of the following are true of the differences between surveys and interviews? (Check all that apply.)

Unlike interviews, surveys allow statistical summaries and analyses that aid in interpreting employee responses. Compared to interviews, surveys are easier to administer.

top-down approach

Upper management relies on its knowledge of organizational and business plans to predict what future head counts should be.

Which of the following media tend to have low reach, high richness and interactivity, and medium credibility? (Check all that apply.)

Videoconferencing Direct contact

Which of the following is true of the significance of fulfilling expectations in an employment relationship marked by economic exchanges?

Violations of the terms of employment are likely to lead to employee turnover.

In the context of job requirements analysis, which of the following are ideally indicated by a task statement? (Check all that apply.)

With what expected result does an employee do an activity What an employee does To what or whom an employee performs an activity

Identify the disadvantages of using a flexible workforce. (Check all that apply.) Multiple select question.

Workers tend to be significantly less committed to their employers and are less likely to engage in extra-role behaviors. The organization has limited flexibility in the amount of performance management and supervision it can conduct. The organization may end up with flexible workers who are poorly qualified.

Which of the following is an underlying enduring trait of an individual that is useful for learning about and performing a range of tasks?

ability

A disadvantage of recruitment brochures is that they _____.

are perceived to be sales pitches made by recruiting organizations and have low credibility

To be acceptable, an affirmative action program should _____.

be eliminated after achieving affirmative action goals

In the context of the features of effective communication media, a highly interactive medium _____.

can be customized to each respondent's specific needs and give timely personal feedback to questions

An underlying characteristic of a person that contributes to role performance and organizational success is known as a(n) _____. Multiple choice question.

competency

A(n) BLANK BLANK is an organization's regular full-time and part-time employees.

core workforce

As a result of changes in technology, there is a(n) _____ in the economy as a whole

decrease in demand for manufacturing operators

Identify the most expensive and potentially the most powerful method for communicating with potential job applicants.

direct contac

The totality of job rewards, both intrinsic and extrinsic, makes up the _____.

employee value proposition

employee attitudes and behavior

enhanced employee engagement and perceptions of justice

According to the employment regulations of the Americans with Disabilities Act (ADA) BLANK BLANK re the fundamental job duties of the employment position the individual with a disability holds or desires.

essential functions

The job rewards analysis is used to _____.

evaluate the types of positive outcomes employees receive from doing a job

A shortcoming of using organizational leaders as a source of information for job analyses is that they _____.

have very little knowledge of the day-to-day tasks and specific job roles

As a social recruitment source, employee referrals _____. Multiple choice question.

help reduce cost per hire

As an HR forecasting technique, scenario planning _____.

helps develop estimates of full-time equivalents requirements for best-case, expected, and worst-case, demand levels

When faced with labor shortages, organizations tend to _____. Multiple choice question.

hire temporary employees

(HRP) is an ongoing process and set of activities undertaken to forecast an organization's labor demand and labor supply, to compare these projections to determine employment gaps, and to develop action plans for addressing these gaps.

human resource planning

A job requirement analysis attempts to _____.

identify and describe the KSAOs, specific tasks, and job context for a specific job

In the context of generating alternative staffing activities, employers can address employee shortage in the short term by _____ and in the long term by _____.

increasing employee productivity; retraining employees

In the context of generating alternative staffing activities, employers can address employee surpluses in the short term by _____ and in the long term by _____.

increasing leave availability; downsizing

In the context analyzing the categories of KSAOs (knowledge, skill, ability, and other characteristics) as part of job requirements analysis, an ability differs from a skill in that the ability _____. Multiple choice question.

is less likely to change over time

declaritive knowledge

it concerns facts

Procedural knowledge

it concerns processes

A grouping of positions with tasks that are similar is known as a(n) _____.

job

Unlike a flexible workforce, an organization's core workforce is _____. Multiple choice question.

key to the primary goods and services delivered by the organization

A body of conceptual, procedural, and factual information that can be directly applied to the performance of tasks is called _____.

knowledge

Unlike internal hiring, external hiring tends to _____.

lead to higher levels of innovation in the organization

Unlike the core workforce of an organization, a flexible workforce is BLANK

made up of peripheral workers who are used on an as-needed, just-in-time bases

Dionysus Inc., a US-based company, relocates its operations to India to benefit from the skilled workforce available in India. In this scenario, Dionysus Inc. is engaged in a practice called

offshoring

____ is a form of outsourcing in which products or services are offered by an external source outside the country where the organization's core operations take place.

offshoring

Which of the following involves a variety of factors that are important for deciding how individuals will act on a job?

other characteristics

Internal job changers are more likely than external hires to _____.

promote knowledge spread through the organization

To avoid legal issues related to access and usage when using electronic recruitment technology, organizations should _____.

restrict online recruitment and application to jobs that have strong computer-related KSAO requirements

In the context of the potential metrics related to individual recruitment sources, applicant-initiated recruitment and employment websites are similar in that they _____.

result in relatively high turnover

An observable competence for applying or working with or knowledge to perform a closely related set of tasks or a specific task is known as _____.

skill

Identify the key source of information for most job analyses.

supervisors

Job requirements analysis commences with the development of _____.

task statements

Identifiable work activities that are necessary and logical steps in the performance of the job are called _____.

tasks

In the context of the most prominent sources of information for learning about job rewards within the organization, interviews are different from surveys in that that they _____.

tend to be more personal

One of the requirements an individual should meet to be considered an unpaid intern or trainee is that _____.

the intern or the trainee does not have a just claim to a job at the end of training

A shortcoming of external SMEs as a source of information for job analyses is that _____.

they may lack detailed knowledge of the distinctive nature of jobs in organizations

Which of the following are the forces that spurred the offshoring and overseas outsourcing by US organizations?

Cheaper cost of production in host countries Lowered immigration and trading barriers Readily available talent in host countries

The provisions of the Age Discrimination in Employment Act (ADEA) have been interpreted to mean that it is unlawful to favor an older worker over a younger worker when both workers are aged 40 or older.

False

Which of the following are true of the evidentiary bases for discrimination claims? (Check all that apply.)

Disparate treatment claims involve allegations of intentional discrimination by the employer. Claims of disparate impact requires direct evidence that people are being adversely affected by a practice as a result of a protected characteristic.

In the context of the key concepts related to employment practices in the United States, which of the following is true of permitted employment practices?

Employers may use tests in staffing as long as such tests are not intended or used to discriminate against people with protected characteristics

Identify the true statements about trends in labor demand in the United States. (Check all that apply.)

Employers show interest in a broader set of skills that are not provided through specific educational degree programs. Data collected by the US Bureau of Labor Statistics suggest a continued increase in demand for people with college degrees or higher.

BLANK BLANK BLANK means that all interested individuals are treated in a similar manner, with no policies or procedures serving to give advantage to any demographic group

Equal employment opportunity

According to the Bureau of Labor Statistics economist Ian Wyatt, whereas labor force growth and population cannot be forecasted accurately, labor demand estimates are far more reliable.

False

Supervisors' e-mails or casual oral statements suggesting that an employee will be retained in the firm does not restrict the employer's right to terminate the employment relationship.

False