HR Midterm
When the demand for labor exceeds the available supply of it, the condition is called a ______.
labor shortage
Differing conduct toward individuals, where the differences are clearly based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed as A. sexual discrimination. B. affirmative action. C. disparate treatment. D. reasonable accommodation. E. reverse discrimination.
disparate treatment
A software company is putting together a new team to work on the marketing strategies for its expansion project. In the context of using the "Big Five" personality traits for effective team building, which employees would be good additions to a team that encourages a strong and harmonious culture and is most likely to give the best results? A. Kandy is very organized; Alia is very cooperative. B. Laurence is not achievement-oriented; Conley is laid-back. C. Both Nelson and Darrell are domineering. D. Both Rashid and Leanne are aggressive and unforgiving. E. Rita is emotionally unstable; Tully is constantly depressed.
A.
An HR manager observes that the number of employees quitting their jobs has been steadily increasing over the last six months. On closer inspection, he finds that a majority of the employees who quit were unhappy with the pay structures. The manager assesses the significance of each job to the organization, giving each job a dollar value. This helps him set up fair pay structures and retain valuable employees. What most likely relates to the task undertaken by this manager? A. job evaluation B. career planning C. job training D. performance appraisal E. selection
A.
Reliability answers the important question of A. whether you are measuring something accurately. B. whether you are measuring something that matters. C. how you are measuring correlation coefficients. D. how many errors something can achieve while still being considered useful. E. intelligence in employees.
A.
A high school has three open positions for teachers. The school's HR personnel review résumés to identify the candidates who meet the school's minimum requirements. Next, potential candidates are invited for interviews. After this, interviewers discuss the results with HR personnel and select a short list of candidates, who then appear before a panel of teachers and HR personnel for the final interview. The new teachers are selected from among these finalists. Which term describes this school's method of selection? A. compensatory model B. multiple-hurdle model C. leadership model D. behavior description model E. nondirective model
B.
Managers are most likely to support training if A. there are no other solutions available for them to try. B. it is not overly expensive. C. it will solve a significant problem. D. they do not have to participate in it. E. it will result in minor improvements.
C.
Organization analysis looks at training needs in light of the A. readiness of employees for training. B. employee's strategy toward achieving organizational goals. C. management's support for training activities. D. monetary incentives the management has promised its employees. E. severance package deal for a particular batch of employees.
C.
Titanium Inc. is a software company in which the software developers and programmers interact directly with customers. The team asks the customers for their requirements, develops a sample, and sends it to them for feedback. The team continues production based on the feedback given by their clients. The firm spends less time on negotiating contracts and documenting processes. This scenario implies that Titanium Inc. is using which approach? A. just-in-time B. total quality management C. agile D. downsizing E. outsourcing
C.
Which action during the selection process would be illegal under the equal employment opportunity laws? A. asking candidates whether they are able to perform the essential functions of a job B. asking all candidates whether they have ever worked under a different name C. asking candidates how close they are to retirement age D. asking all candidates which schools they have attended E. asking candidates whether they will need any reasonable accommodation to complete the selection process
C.
Which method of recruiting does not charge for its services and may include a partnership with nonprofit groups to meet the needs of the community? A. direct applicants B. help-wanted advertising C. public employment agencies D. executive search firms E. colleges and universities
C.
Which situation may involve disparate impact? A. Cain is not permitted to train on a new manufacturing machine because he has not yet completed his company's mandatory workplace safety training course. B. Mai's coworker, Randi, is up for a promotion. Both were hired at the same time for the same entry-level accounting positions, and both have the same level of education. However, Randi consistently seeks to take on additional responsibilities, while Mai barely turns her own work in on time. C. Carly wants to be part of her local police force. Both men and women are encouraged to apply, but Carly discovers the force has a minimum height requirement of 5'8''. She is 5'6''. D. Gerry is reviewing applications for an open position at his company. One step in the hiring process requires him to investigate conviction records for all of the job applicants. E. Helen, an HR employee at a university, is putting together a job listing for an open faculty position. Her listing specifies that interested applicants must have a doctoral degree.
C.
Bao, a production manager, works with a human resource consultant to design a new work flow for the production unit. Together they define the necessary inputs. These include raw materials, information, human resources, and A. skills. B. outputs. C. work processes. D. equipment. E. activity.
D
Violet wants to apply for a job vacancy. She calls the recruiter who advertised this vacancy to learn more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Violet. Which term refers to the job information given by the recruiter? A. vacancy analysis B. substantive job criticism C. pragmatic job survey D. realistic job preview E. role examination
D.
An entrepreneur wants to hire a human resource professional who can help her make decisions about who will or will not be allowed to join her organization. In advertising for this professional, what term should she use to describe the process she wants help with? A. predictive validation B. job analysis C. concurrent validation D. trend analysis E. personnel selection
E.
Information that measures the degree to which two sets of numbers are related are known as A. aligned statistics. B. important integers. C. reliable ratings. D. natural numbers. E. correlation coefficients.
E.
Managing cultural diversity involves A. forming different pay structures for various groups. B. creating separate career tracks for employees with families. C. avoiding the use of affirmative action policies. D. reducing cultural diversity through selective hiring. E. encouraging career development for women and minorities.
E.
What is necessary for the success of employee empowerment? A. The jobs must be designed in such a manner that the managers have complete control over business processes. B. Employees must be properly trained to exert their wider authority and use information resources such as the Internet. C. Pay and other rewards should reflect employees' loyalty to the organization and not their authority. D. Employers should provide feedback only when employees resign and are about to leave the organization. E. Employers should create jobs that minimize the need for the employees to come up with innovative ideas and solutions.
Employees must be properly trained to exert their wider authority and use information resources such as the Internet.
What are the four principles followed by ethical, successful companies?
Ethical, successful companies act according to four principles. - First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of their company. Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another person's interests count as much as their own.
T or F: Competency models are used to ensure that talent management aligns with the organization's strategy
True
What is a basic difference between job specifications and job descriptions? A. Job specifications define tasks, and job descriptions define responsibilities. B. Job specifications list observable actions, and job descriptions describe general qualities. C. Job specifications look at a job's activities, and job descriptions look at the qualities needed to do the job. D. Job descriptions define tasks, and job specifications define responsibilities. E. Job descriptions look at a job's activities, and job specifications look at the qualities needed to do the job.
Job descriptions look at a job's activities, and job specifications look at the qualities needed to do the job.
T or F: The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions.
true
What is an HR dashboard? A. a messaging system used by HR managers to communicate with employees B. a display of how the company is performing on specific HR metrics C. a tool used to measure the profitability and growth rate of the organization D. a computer system used to acquire and distribute information about work schedules and job duties E. a system used to store, analyze, and process the information regarding the levels of demand and inventory
a display of how the company is performing on specific HR metrics
The process of getting detailed information about jobs is referred to as A. a job rotation. B. supply chain management. C. a job analysis. D. policy creation. E. a job orientation.
a job analysis
According to the Job Characteristics Model, __________ reflects the degree to which a job allows an individual to make decisions about the way the work is carried out.
autonomy
Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability are referred to as __________ tests.
cognitive ability
A company hires Bradley as a supervisor in the company. It has an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and Bradley is based on the A. promote-from-within policy. B. lead-the-market strategy. C. employment-at-will policy. D. nepotistic agreement. E. benevolent agreement.
employment at will policy
The best stage to prepare for evaluating a training program is after the program has been implemented.
false
CareerBuilder and Monster are examples of which type of recruiting source? A. direct applicants B. help-wanted advertising C. public employment agencies D. executive search firms E. colleges and universities
help-wanted advertising
Behavior modeling is especially useful for improving
interpersonal skills
The most important source of recruits for entry-level professional and managerial vacancies is A. on-campus interviewing. B. public employment agencies. C. advertisements in newspapers and magazines. D. private employment agencies. E. employee referrals.
on-campus interviewing
what are the steps in a work flow analysis?
output, activity, raw inputs, equipment, and Human Resources
A car manufacturing company wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources meet and interview the candidates on a variety of topics. This is an example of a(n) __________ interview.
panel
When an individual is promised a positive outcome for submission to sexual advances, or threatened with a negative outcome for failure to submit to sexual activities, this is referred to as A. adverse impact. B. disparate impact. C. reverse discrimination. D. undue hardship. E. quid pro quo harassment.
quid pro quo harassment
When an organization undertakes a complete review of its critical work processes to make them more efficient in an effort to deliver higher A. quality, it is engaging inoutsourcing. B. offshoring. C. reengineering. D. greenfield venturing. E. codetermining.
reengineering
Jake applied for a job at Texco Inc. because his friend Chad, who is a manager there, told him to do so. In this scenario, Jake is a(n) A. direct applicant. B. natural applicant. C. neutral applicant. D. referral. E. executive search professional.
referral
The __________ of a type of measurement indicates how free that measurement is from random error.
reliability
T or F: Someone who thrives in a highly structured environment might not be motivated by autonomy and would be a better fit for jobs with more supervision.
true
The use of technology by HR departments in business organizations has resulted in A. organizations becoming more restrictive about information pertaining to workplace policies. B. the elimination of the self-service approach toward information dissemination. C. the elimination of face-to-face meetings and training sessions. D. the empowerment of employees to get the information or services they need. E. HR employees having greater responsibilities for record keeping.
the empowerment of employees to get the information or services they need.
T or F: Job design is the process of defining how work will be performed and what tasks will be required in a given job.
true
A reliable measurement provides consistent results.
true
If a company wanted to be sure that an applicant would be able to acquire the skills necessary to do a job, it could give them an aptitude test.
true
T or F: During a slow economy, skilled knowledge workers generally have many job opportunities
true
The Age Discrimination in Employment Act protects only those workers who are over the age of
40
Donatello's Pizza is known for its quick service. To make a pizza, employees must prepare the dough and add the sauce and toppings. Cooking happens next, followed by packaging. In this scenario, the employees of Donatello's Pizza are engaged in A. work processes. B. task identities. C. group dynamics. D. job analyses. E. ergonomic activities.
A
In the context of today's organizations, which statement is true of employees? A. Employees are not easily replaced parts of a system; they are the source of a company's success or failure. B. There are many substitutes for good employees. C. Employees with high levels of the required skills and knowledge can be easily imitated. D. Employees within an organization seldom perform critical functions. E. Employees do not have the right to refuse to do what violates their moral beliefs.
A
Which action by employers can result in reverse discrimination? A. affirmative action B. reasonable accommodation C. disparate treatment D. retaliation E. disparate impact
A
Which statement about KSAOs is true? A. KSAOs are characteristics of people and are not directly observable. B. KSAOs and TDRs are the same thing. C. In developing job specifications, considering all elements of KSAOs is unimportant. D. The term stands for knowledge, skill, adaptability, and other characteristics. E. KSAOs detail the tasks, duties, and responsibilities of a job.
A
Needs assessment is best described as A. the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary. B. a combination of employee characteristics and positive work environment that permit training. C. a process that evaluates the monetary needs of employees that will motivate them to undertake a training program. D. an application that automates the administration and delivery of a company's training program. E. the process to determine employees' characteristics to ensure their readiness for training.
A.
Review of résumés is most valid when the content of the résumés is evaluated A. in terms of the elements of a job description. B. compared to other applicants' qualifications. C. in terms of the incumbent's competencies. D. compared to industrial benchmarks. E. compared to other employees in an organization.
A.
Selection methods should accurately predict how well individuals perform, and they should A. produce information that actually benefits the organization. B. not cost the company a great deal of money. C. all be applicable to many different roles in many different locations. D. only be applicable to the company where they are being used. E. only be used on current employees with leadership aspirations.
A.
Seo-Yun, a new human resource manager, proposes using automated systems for screening résumés of applicants. Seo-Yun believes that automated systems are better than humans at picking the right profiles. Which statement weakens Seo-Yun's claim? A. Automated systems might reject qualified people who didn't use the same keywords as the job description. B. Automated systems reduce the pace of the selection process by a large margin. C. Automated systems prevent candidates from knowing the status of their applications. D. Automated systems do not help in matching résumés to the keywords in job requirements. E. Automated systems refrain from replying to the candidates when their profiles are rejected.
A.
What is true of companies that use a "lead-the-market" pay strategy? A. They pay more than the current market wages for a job. B. They have a recruiting disadvantage. C. They recruit fewer employees than needed and depend on overtime. D. They provide relatively better working conditions to employees compared to competitors. e. They usually have low pay, coupled with overtime and flex-time.
A.
Which statement about content validity is true? A. It is usually measured on the basis of expert judgment. B. It indicates how free a measurement is from random errors. C. It is most suitable for tests that measure abstract qualities. D. A test that scores high on content validity tends to score low on generalizability. E. It is useful for tests that measure intelligence and leadership quality.
A.
Barney, an employee with the U.S. Postal Service, was deployed to Iraq to serve in the U.S. Army for two years. After the completion of his military duties, he resumed work at the post office. He was reemployed with an increase in pay. Which law protected Barney by requiring that his employer reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during the time of his deployment? A. Vocational Rehabilitation Act B. Uniformed Services Employment and Reemployment Rights Act (USERRA) C. Americans with Disabilities Act (ADA) D. Age Discrimination in Employment Act (ADEA) E. Occupational Safety and Health Act
B
Which process involves analyzing the tasks necessary for the production of a product or service? A. ergonomics B. work flow design C. utilization analysis D. industrial engineering E. break-even analysis
B
A CEO determines that the company needs to eliminate a labor surplus to avoid financial difficulties. To deal with this problem, the CEO chooses a strategy that gives fast results. However, the amount of suffering caused to employees is high. The CEO is most likely using the __________ strategy to reduce the labor surplus. A. early retirement B. downsizing C. natural attrition D. retraining E. hiring freeze
B.
A firm that produces manufacturing equipment for various industries experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by the company. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to A. ensure that sales representatives do not feel undervalued. B. identify what the sales representatives will need to learn. C. identify senior product engineers to train the sales representatives. D. chart the methods that should be used to train the sales representatives. E. announce the objectives of the training program.
B.
A(n) __________ is a training method in which participants learn concepts and then apply them by simulating the behaviors involved and analyzing the activity, connecting it with real-life situations. A. apprenticeship B. experiential program C. internship D. case study E. audiovisual training program
B.
At Softcomp, a company that deals in software products, employees regularly complain about the lack of clarity regarding the tasks they are required to perform. Often there are two employees working on overlapping tasks, while some tasks are not designated to any employee. Though employees are satisfied with the pay and work culture, this aspect of their work environment has led to a lot of conflict in the workplace. From the information provided, this complaint of the employees can be closely linked to which HR function? A. compliance with laws B. analysis and design of work C. compensation and benefits D. maintenance of employee relations E. recruitment and selection
B.
Bishop Corp. is eliminating most of its desktop computer repair centers in Minnesota. Meanwhile, the demand for mobile device repair—a service it provides in Florida and New Jersey—is growing rapidly. Betsy, the HR manager at the company's headquarters must plan to avoid a labor surplus in Minnesota in a fast and effective way. She wishes to do so with the least possible employee suffering in terms of layoffs and salary. Which strategy would best help her accomplish her goal? A. pay reductions B. transfers C. demotions D. early retirement E. hiring freeze
B.
Goeff, a team leader at a business process outsourcing firm, tells the human resource department that a significant share of his employees are missing deadlines. The department conducts a needs assessment and tells Goeff that the employees' jobs require time management skills, so a training session on time management would be likely to improve performance. In this scenario, the department's recommendations would most likely be based on a(n) __________ analysis. A. institutional B. task C. person D. organization E. instructional
B.
Identify the similarity between the outsourcing and overtime strategies for avoiding a labor shortage. A. Both strategies yield slow results. B. Both strategies are easy to reverse. C. Both strategies are expensive to implement. D. Both strategies involve contracting with another organization to perform a broad set of services. E. Both strategies can be used for reducing labor surplus.
B.
Tetsu is a member of the human resource department at a fabric wholesale company. Setting a goal to enhance the firm's strategy, Tetsu works to attain it by understanding the current human resources. Through a series of surveys, interviews, and observations, she learns what talents the various departments of the company currently need, and attracts new human resources according to those requirements. What kind of HRM responsibility does this example illustrate? A. HRM's responsibility to handle administrative tasks B. HRM's responsibility to serve as a strategic partner C. HRM's responsibility to carry out transactions D. HRM's responsibility to develop effective systems E. HRM's responsibility to answer questions
B.
The manager of a car dealership finds it impossible to train his mechanics on the details of every potential repair problem because of the increasing complexity and variety of today's vehicles. Hence, he provides them with a training program that familiarizes them with the basics of engine, emission, and other types of repair. Additionally, in case of a particular problem, the training program allows the mechanics to seek expert advice through an online computer application. Which learning approach is being implemented by the manager? A. e-learning simulation B. electronic performance support system C. experiential behavior modeling program D. virtual reality-based simulation program e. Myers-Briggs simulation program
B.
Which statement about case studies is true? A. Case studies stimulate learning by actively involving participants and the competitive nature of business. B. Cases encourage trainees by giving them practice in acting on uncertain outcomes after evaluating a situation. C. Trainees play a passive role while being trained with case studies. D. Case studies do not encourage trainees to take risks. E. Training with case studies does not require any interaction among trainees.
B.
Parul, the human resource manager at Triant Inc., has a clear understanding of the firm's business. This enables her to understand the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Parul's responsibility of A. providing administrative services. B. preparing a job analysis. C. providing business partner services. D. creating a job design. E. maintaining positive employee relations.
C
What is one challenge HR might find when attempting to downsize? A. Defining employees who are "less valuable" is fluid and hard to determine. B. Downsizing companies tend to have a strong, interconnected hierarchy. C. The best workers may leave before the organization lays off anyone. D. Voluntary turnover programs are illegal. E. Decision making has become decentralized, leaving no department with the power to reduce the workforce.
C
Which statement about work flow analysis is true? A. Information cannot be considered to be an input because it is not tangible. B. All outputs must be strictly measured in terms of quantity. C. Outputs may be tangible or intangible products of the work processes. D. Quality standards are not a key criterion in the process of work flow analysis. E. Inputs and outputs are only the two stages required to represent a complete work flow cycle.
C
Which statement best describes evidence-based HR? A. It is the exclusive use of statistical models for planning, forecasting, and other related HR activities. B. It is establishing overlapping performance goals and desired outcomes during performance management. C. It is demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders. D. It is the process of ensuring that employees' activities and outputs match an organization's goals. E. It is the organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills.
C
A learning management system is best described as A. a team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization. B. the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary. C. a software application that automates the administration, development, and delivery of training programs. D. a process for determining the appropriateness of training by evaluating the characteristics of the organization. E. the process of determining individuals' needs and readiness for training.
C.
A telecommunications company wants to implement an on-the-job training program for the sales staff who are unaware of the technical aspects of the firm's products. The lack of technical knowledge among its sales staff is harming the company's prospects of securing lucrative contracts. Although the company's IT team is well versed in various technologies, it is not well suited to handle a training program. However, the best IT trainers in the industry cost more than the company can afford to spend on the training program. This scenario illustrates A. simulation. B. lack of motivation. C. situational constraints. D. psychological mindedness. E. experiential conflicts.
C.
Danny has been newly appointed as the head of the HR team at Dorige Corp. In an attempt to establish a more efficient and reliable work flow, Danny has taken the responsibility of creating job descriptions and job specifications for the newly hired and current engineers within the organization. While doing so, Danny gathers information about the knowledge, skills, abilities, and other characteristics (KSAOs) required for an engineer to successfully perform the job. How will determining the KSAOs most benefit the organization? A. KSAOs will show engineers the work to be performed on the job. B. KSAOs will be a resource for writing job descriptions. C. KSAOs play a significant role in interviews and selection decisions. D. KSAOs will enable line managers to carry out job analysis. E. KSAOs should limit the number of factors listed in job specifications.
C.
Dominic, an HR manager, is expecting a labor surplus for the company in the month of November. This gives Dominic nearly eight months to deal with the problem. In order to reduce the labor surplus, Dominic decides to use a __________ strategy, which causes less suffering for employees. A. downsizing B. demotion C. hiring freeze D. pay reduction E. transfer
C.
Given the increasing use of computers to do routine tasks, which employee skill is most likely to be actively sought by U.S. employers today? A. physical strength B. mastery of a particular piece of machinery C. interpersonal skills D. ability to perform routine tasks E. ability to work with a variety of tools
C.
In most organizations, the first step in the personnel selection process is A. verifying the applicants' qualifications through reference and background checks. B. negotiating with the employee regarding salary and benefits. C. screening the applications to see which ones meet the basic requirements for the job. D. administering tests and reviewing work samples to rate the candidates' abilities. E. nviting candidates with the best abilities to the organization for one or more interviews.
C.
Jorge, the marketing manager for an automobile manufacturer, observes frequent conflicts between two of his subordinates, Taylor and Liu. He asks the human resource department to help, and the department's training manager investigates. She tells Jorge that the two subordinates lack interpersonal communication skills but would be likely to improve with proper training. This scenario suggests that the training manager has conducted a(n) __________ analysis. A. institutional B. market C. person D. organization E. instructional
C.
Tari is a human resource manager at a software company. She receives a call from an HR manager at another software company asking about Misha, a software engineer who used to work at the company and has applied for a job at the caller's company. Tari checks the company's records and sees that a co-worker had accused Misha of racial discrimination, but an investigation did not turn up any evidence to support the charge. Misha left the company two months later, saying she was no longer comfortable there. Tari is concerned about sharing the details of this situation with the caller. If telling the information to the caller leads to the other company not hiring Misha, what potentially unlawful behavior could Misha accuse the company of engaging in? A. misappropriation B. fraud C. misrepresentation D. defamation E. negligence
D
When GRN Manufacturing experienced a slowdown in sales, it laid off the two employees with the poorest attendance. One of the employees sued the company, saying it should have laid off the most recently hired workers. What defense would GRN Manufacturing most likely offer? A. The layoffs were not discriminatory. B. The company was forced to make the layoffs. C. There are no federal laws that apply to this situation. D. The layoffs were instances of employment at will. E. The age of the company's workforce has been rising.
D
A grocery store hired Thomas to maintain inventory records and Jaclyn to place orders for new inventory when stocks run low. To ensure that the warehouse can continue to function when either is on vacation, the company also trained Thomas to place orders and trained Jaclyn to maintain inventory records. Which training method does this situation illustrate? A. coordination training B. experiential training C. ehavior modeling D. cross-training E. action learning
D.
According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, which term refers to a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply? A. content analysis B. job comparison C. SWOT analysis D. utilization analysis E. applied behavior correlation
D.
Jagger applies for the position of an emergency direct care worker at a hospital. In the last round of the selection process, he takes part in a testing procedure that simulates an emergency situation. He runs a half-mile on the treadmill, followed by a step test, a posture test, a squat test, and a weight-lifting test. His performance is timed and his heart rate is monitored throughout the tests. Which type of test is exemplified in this case? A. cognitive ability B. critical thinking C. psychometric D. physical ability E. achievement
D.
Big City Grocers, an international company, opens a store in a town predominantly populated by a particular racial group. While recruiting employees for the store, it uses a test in the selection process that favors that same racial group. When questioned about the selection procedure, the management reasons that the customers are more comfortable with employees of their own race. In the context of the legal standards of selection, what is an accurate statement? A. Big City Grocers' actions during the selection process do not violate the Civil Rights Act of 1991 or the equal employment opportunity law at all. B. Though Big City Grocers' selection process violates the Civil Rights Act of 1991, it's justifiable under the equal employment opportunity law. C. Big City Grocers' selection process is justifiable because the Age Discrimination in Employment Act of 1967 requires employers to make reasonable accommodation according to the demographics of a locality. D. Big City Grocers' actions during the selection process do not violate the Civil Rights Act of 1991, but they violate the equal employment opportunity law. E. Big City Grocers' actions during the selection process violate the Civil R
E.
What is a characteristic of effective training objectives? A. disclaimers to prevent exaggerated expectations B. consequences for not participating C. use of outside sources to prevent bias D. names of the trainers and trainees E. measurable performance standards
E.
When a consulting company finished a major contract, the owner realized that there wasn't enough work left for all the remaining workers. The company was negotiating contracts that could provide future work in a few months, but it needed to address its labor surplus in order to remain financially sound. What is the best strategy to deal with this labor surplus? A. an early retirement program B. natural attrition C. a hiring freeze D. downsizing E. work sharing
E.
who are typical stakeholders?
all parties who have an interest in the organization's success. typically, an organization's stakeholders include shareholders, the community, customers, and employees
If a company, as part of its job redesign program, plans to set up teams to manufacture products, which program might it offer to help employees learn the ins and outs of effective teamwork? A. development programs B. recruitment programs C. orientation programs D. selection programs E. performance management programs
development programs
Abercrombie & Fitch hired only employees that fit their brand image, "cool and good looking." Under equal employment opportunity laws, this is considered a justifiable selection method.
false
T or F: If an individual's behavior in the workplace creates an environment in which it is difficult for someone of a particular sex to work, it cannot be regarded as sexual harassment.
false
T or F: To ensure success with an outsourcing strategy, companies should offshore any work that is proprietary or requires tight security.
false
T or F: When Maria was promoted, she listed all the tasks, duties, and responsibilities in her job to help her manager hire her replacement. Maria was participating in work flow design.
false
What is most likely to contribute to errors in a job analysis? A. use of multiple analysis methods to obtain a detailed job analysis B. inputs from multiple sources such as incumbents and supervisors C. fixed and unchanging job descriptions for various jobs D. a combination of internal and external sources of information for job analysis E. the creation of comprehensive and detailed job descriptions
fixed and unchanging job descriptions for various jobs
The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else an organization communicates with employees is referred to as A. job posting. B. external hiring. C. employment referral. D. a workforce utilization review. E. direct sourcing.
job posting
The number and types of employees the company needs to meet its current and future strategic objectives is called _____. A. labor surplus B. labor supply C. labor shortage D. labor demand
labor demand
What is the most common reason why U.S. organizations hire employees in foreign countries? A. lack of technology in the United States. B. lack of demand for their products in the United States. C. poor quality of labor in the United States. D. governmental pressure E. low cost of labor in foreign countries
low cost of labor in foreign countries
The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals is referred to as A. orientation. B. selection. C. compensation. D. work analysis. E. performance management.
selection
T or F: High-performance work systems have been essential in making organizations strong enough to weather the storm of a recession and remain profitable when the economy begins to expand after the recession.
true
T or F: The Occupational Information Network uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1,000 broadly defined occupations.
true
