383- sg&tb notes/ q&a

The Age Discrimination in Employment Act protects individuals over the age of

40

Which of the following HR activities is MOST likely to be outsourced successfully? a. 401k administration b. risk management c. union contract negotiations d. performance management

401k administration

All of the following should be included as replacement costs when calculating the cost of turnover for middle-management jobs EXCEPT a. advertising expenses. b. college campus recruiting. c. reduced productivity. d. HR staff time.

college campus recruiting

The great advantage of structured selection interviews over unstructured interviews is their

consistency in evaluation of candidates

occurs when the candidate gives responses that are believed to be socially acceptable

cultural noise

Which of the following would be defined as retaliation under EEO laws? a. A hospital demotes a radiology technician who has complained about ethnic discrimination. b. An employer fires a supervisor who discriminates against a protected-class member. c. A dismissed employee files a false complaint of discrimination against his former employer with the EEOC. d. The EEOC targets an employer with a history of unlawful discrimination.

A hospital demotes a radiology technician who has complained about ethnic discrimination.

When the Human Resources function creates a unique capability in a firm that creates high value and differentiates the organization from its competition, human resource is a ___ for the firm

Core competency

Behaviors can be assed using _____ procedures and they have economic implications for organizations

Cost-accounting

The federal government's policy of ____________requires a covered employer to submit documentation of its attempts to narrow the gaps between the demographic composition of its workforce and the demographic composition of the labor markets from which it hires employees.

affirmative action

All of the following types of organizations fall under Title VII EXCEPT a. private religious educational institutions. b. private employers of 15 or more persons. c. agencies of the federal government. d. national labor unions.

agencies of the federal government.

The Americans with Disabilities Act a. has made it impossible for an employer to find out if an applicant is physically able to do a job until a conditional job offer has been made b. allows physical ability tests to be given to applicants if the tests are job-related. c. has resulted in high costs of accommodation for employers d. requires employers to hire applicants who can perform most of, but not all of, the core functions of the job

allows physical ability tests to be given to applicants if the tests are job-related.

The most effective type of diversity training focuses on

appropriate workplace behaviors

occurs when individuals who quit, die or retire are not replaced.

attrition

Workers are protected by Title VII of the Civil Rights Act of 1964 against employment discrimination based on all the following characteristics EXCEPT a. age over 40. b. sexual orientation. c. religion. d. pregnancy.

b. sexual orientation

Considering the trends in HR, current HR departments compared to departments of twenty years ago would

be more tightly linked with vendors of HR specialty services.

In a ____ interview an applicant might be asked,"In your experience as a supervisor, how did you handle an employee who was a poor performer?"

behavioral

One approach to assessing HR effectiveness is ____, which compares specific measures of performance against data on those measures in other organizations.

benchmarking

Because job analysis information is often used for compensation purposes, employees and managers have a tendency to a. cooperate with the job analyst. b. exaggerate their competencies. c. use this as an opportunity to request raises. d. inflate the importance and significance of their jobs.

inflate the importance and significance of their jobs

All of the following are useful ways to integrate Hispanic employees into a majority-dominated workplace EXCEPT a. English language classes.. b. social events attractive to all workers. c. work groups that include Hispanic workers. d. mandating an English-only workplace.

mandating an English-only workplace.

The major provision of the Pregnancy Discrimination Act of 1978 is that a. pregnant employees are to be given 12 weeks family leave without pay. b. pregnant employees are entitled to 12 weeks of paid maternity leave. c. maternity leave is to be treated the same as other personal or medical leaves. d. employers can not discriminate against employees based on marital status.

maternity leave is to be treated the same as other personal or medical leaves

Recruiting and selecting employees for current openings are typical ____ HR activities.

operational

In a legal determination of whether discrimination has occurred, the ____ is most important.

outcome of the practice on employees

is a bundle of services provided to employees who have been laid off. These services give these former employees support and assistance in finding new jobs.

outplacement

As part of the selection process, the applicants for city manager of Scenic River each appeared one-by-one before the entire Scenic River board of aldermen for an interview. This is an example of a ____ interview.

panel

Which of the following would NOT be identified as a typical HR operational activity? a. government compliance b. safety programs c. compensation d. partnering with top executives

partnering with top executives

__ involves fitting a person to the right job

placement

Measurable or visible indicators of the selection criteria are called

predictors

Individuals who fall within a group identified for special treatment under equal employment laws and regulations, are members of a/an

protected class

The main legal reason for performing a thorough background check of all applicants is a. compliance with the Immigration and Naturalization Act.

protection against charges of negligent hiring

The purpose of a/an ____ is to give applicants an accurate idea of the positive and negative aspects of the job so that they can more accurately evaluate the employment situation.

realistic job preview

All of the following are typical advantages of diverse work teams EXCEPT a. increased employee learning. b. reduction in co-worker conflict. c. higher levels of task-relevant knowledge. d. more employee involvement.

reduction in co-worker conflict.

is the extent to which a predictor repeatedly produces the same results, over time.

reliability

The Immigration Reform and Control Act a. permits employers to have policies that require all job applicants be native-born U.S. citizens.. b. requires employers to pay prevailing U.S. wages to immigrants holding the appropriate visas. c. prevents employers from discriminating against undocumented aliens. d. mandates that all employers use the E-verify database.

requires employers to pay prevailing U.S. wages to immigrants holding the appropriate visas.

Flexible hours, job-sharing, child-care referral services, and flexible leave programs are all examples of

retention programs based on work/family concerns.

Downsizing an organization typically has all of the following effects on the organization EXCEPT a. demoralization of surviving employees. b. short-term reduction in labor costs. c. revenue generation. d. extra costs in the form of severance pay and outplacement.

revenue generation.

Ideally, in order to keep job descriptions and job specifications updated, the organization should a. conduct organization-wide job analysis every two years. b. conduct job analysis whenever a job-based lawsuit is filed. c. review and revise job descriptions and specifications during each performance appraisal interview. d. review all job descriptions and job specifications whenever the organization is restructured.

review and revise job descriptions and specifications during each performance appraisal interview.

The process of choosing individuals who have needed qualifications to fill jobs in an organization is called

selection

The purpose of a/an ____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

selection interview

In her interview for a position as a bartender at an upscale hotel bar, Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Megan experienced a____ interview.

situational

Employers recruiting for workers with specific skills are turning to ____________ to fill these needs.

social networking sites

Which of the following individual characteristics is not a typically diversity concern addressed by HR? a. foreign origin b. status as a parent c. age/generational membership d. religion

status as a parent

A job description identifies the

tasks, duties, and responsibilities of a job.

The size of the applicant pool is affected by all the following factors EXCEPT a. the unemployment rate in the applicable labor market. b. the reputation of the industry c. the job specifications. d. the efficiency of the recruiting staff.

the efficiency of the recruiting staff

If an employer lists the designation EEO/M-F/AA/ADA in its employment advertisements it indicates

the employer has a policy of complying with equal employment rights

Job specifications list

the knowledge, skills, and abilities an individual needs to perform a job satisfactorily

Useful metrics have all the following characteristics EXCEPT a. measures are linked to strategic and operational objectives. b. results can be compared both internally and externally. c. calculations can be clearly understood. d. the measures include subjective judgments by experts.

the measures include subjective judgments by experts.

Which of the following questions to job applicants is LEGAL under the ADA? a. Have you ever been treated for tuberculosis? b. What was the reason for your medical discharge from the Army? c. I see you are wearing a cast on your arm. Why? d. Describe how you would lift a 50-pound dog onto an examination table with or without accommodation.

d. Describe how you would lift a 50-pound dog onto an examination table with or without accommodation.

The return on investment calculation shows the value of expenditures for HR activities. It also shows

d. human capital value added

What information should be provided in the job specification to ensure compliance with ADA regulations?

d. information necessary to determine what accommodations might or might not be possible

Attrition to reduce an employee surplus is most useful when

d. turnover rates in the organization are high.

T/F- Despite all the media attention about major corporate ethical scandals, research has shown that fewer than one-quarter of employees have seen an episode of misconduct in the last year.

false

The EEOC enforces both the Civil Rights Acts of 1964 and 1991, and the various anti- discrimination executive orders applying to federal contractors.

false

The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices.

false

The Equal Pay Act prohibits employers from having different pay rates based on race, gender, religion, disability or age.

false

The major concern that employees and managers have about job analysis is that it may demonstrate that the tasks currently being performed in a job are not the same as what should be performed in that job.

false

The retirement of the baby boom generation will be a benefit to most organizations since it will eliminate employees with outdated skills and irrelevant work experience.

false

When interviewing an individual over 65 for a job, it is legal for the interviewer to inquire about the person's medical history because age is not a disability and thus not protected by the ADA.

false

t/f A company with high wages cannot be economically competitive.

false

t/f Because the core of HR management involves working with people one-on-one, the introduction of web-based technology has had little impact on the day-to-day working lives of HR managers.

false

t/f Companies that follow HR best practices, such as paying high wages and providing employment security, tend to have more positive HR metrics, but little improvement on organizational operational or financial performance compared with organizations that do not follow HR best practices.

false

t/f Effectiveness compares inputs and costs to outputs and benefits.

false

t/f Human resource management is a technical discipline requiring specialized skills. Accordingly, all HR activities should be carried out by HR professionals.

false

An integrated system providing information used by HR managers in decision making is a

human resources management system

Which of the following is an ADVANTAGE of external recruiting? a. The selection process is more rigorous than with internal hiring. b. The process motivates high performance from employees because they know they are competing with outside candidates as well as inside candidates for promotion. c. Current employees welcome the opportunity to learn new ideas from outsiders. d. The new hire is not politically networked into the organization.

the new hire is not politically networked into the organization

The roles played by HR management in the firm are being affected by all of the following EXCEPT a. the shift from a service economy to a manufacturing economy. b. the globalization of business. c. cost reduction pressures. d. an aging workforce.

the shift from a service economy to a manufacturing economy.

Information that can be helpful in distinguishing between jobs in a job analysis include all of the following EXCEPT a. the social prestige of the job. b. interactions the job holder must have with others. c. the financial impact of the job on the organization. d. the working conditions of the job.

the social prestige of the job.

The most crucial component for diversity programs in organizations to succeed is

the support of top management.

If a recruiter needs to find applicants who have a scarce, highly-specialized skill, it would be most efficient to use a. the web site for that particular professional or occupational association. b. an Internet job board such as Monster or HotJobs. c. a job posting on the employer's own Web site. d. a college placement office.

the web site for that particular professional or occupational association.

What is the purpose of pre-employment screening?

to determine if applicants meet the minimum qualifications for open jobs

According to the EEOC, employers must treat résumés as though they were application forms, even if the résumés contain information that is illegal to be used in the employment decision.

true

An argument for affirmative action is that it reduces the effects of historical discrimination.

true

EEO laws require employers to collect data on race, sex and other demographics about their applicants. But, legally, employers are not allowed to use this information in making hiring decisions except in very limited circumstances.

true

If a disabled applicant cannot perform the marginal functions of the job, but he/she can perform the essential functions of the job with accommodation, then the disabled applicant must be considered for hiring.

true

In a discrimination lawsuit, the burden of proof falls initially on the employee bringing the complaint of discrimination.

true

In general, the EEOC has upheld employer requirements that employees speak only English at certain times or in certain circumstances if the employer can justify a business necessity such as safety.

true

Recruiting efforts for jobs requiring highly-educated and skilled employees, such as engineers, are more often being taken overseas to attract talented individuals willing to work for salaries lower than U.S. averages.

true

Recruiting should be viewed as a type of organizational marketing and should be consistent with the organization's overall presentation of its image.

true

Selection interviews have high face validity with employers, which explains their continued widespread use even though interviews are fraught with reliability and validity problems.

true

T/F - The initial purpose served by an HRMS in an organization is efficiency improvements in data compilation.

true

Tests for the "Big Five" personality traits are popular, but recent research indicates that personality explains so little about job outcomes that personality tests perhaps ought not be used at all.

true

The Civil Rights Act of 1991 allows plaintiffs both punitive and compensatory damages in cases of discrimination on the basis of sex, religion or disability..

true

The components of job specifications should provide information necessary to determine what accommodations might and might not be possible under ADA regulations.

true

The up-front costs of voluntary separation programs include retirement buy-outs to induce more senior employees to leave.

true

Turnover rates vary by industries, so it is impossible to prescribe the ideal level of turnover that would apply to all companies.

true

Vacancy costs when an employee is terminated include temporary help, contract and consulting firm usage, and employee overtime until the employee who left is replaced.

true

Without thorough and accurate job analysis, it would be difficult for an organization to defend its recruiting and selection procedures, performance appraisal system, employee disciplinary actions, and pay practices against EEO challenges.

true

t/f - Even though business is conducted globally by multi-national organizations, there are still significant differences among nations in the laws governing business.

true

t/f -Strategic HR is proactive rather than reactive in focusing on future business needs..

true

t/f The HR department's cost of processing each applicant for non-exempt openings is a measure of efficiency.

true

t/f- Typical operational HR functions include legal compliance, processing applications, training supervisors, and answering questions about wages and salaries.

true

What can a recruiter learn from calculating the acceptance rate?

a. whether recruiters can "close the deal" with top candidates

An organization's initial use of an HRMS can be characterized as making HR ____ functions more efficient.

administrative

___ is any failure of an employee to report for or to remain at work as scheduled, regardless of reason

Absenteeism

____ discriminations is unintentional

Adverse

What can employers do in order to comply with the EEOC requirements of reporting the race and sex of applicants? a. Collect the data after the hiring decision has been made. b. Gather the information on the application blank during the pre-screening process. c. Ask the applicant to provide EEOC reporting data on a form separate from the application blank. d. Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.

Ask the applicant to provide EEOC reporting data on a form separate from the application blank

The ____ approach is to employee attitude valuation is based on the assumption that measure of attitudes are indicators of subsequent employee behavior

Behavior-costing

Which of the following statements is FALSE? a. The EEOC prefers predictive validity over concurrent validity studies of predictors. b. Predictive validity studies take much longer than do concurrent studies of predictors. c. Concurrent validity studies use the employers existing employees to test whether certain predictors are tied to performance levels. d. Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Which of the following statements about religious expression in the workplace is TRUE? a. Discriminatory practices subject to Title VII of the Civil Rights Act extend to holiday office decorations, food served in the company cafeteria, and employee attire and grooming. b. Employers must accommodate all of the religious practices of any employee. Otherwise, they are liable to have violated Title VII of the Civil Rights Act. c. Religious speech, including proselytizing for new converts, is protected in the workplace under Title VII of the Civil Rights Act. d. Common religious practices of mainstream religions, such as reading an inspirational passage from the New Testament, before an important business meeting are not covered under Title VII of the Civil Rights Act.

Discriminatory practices subject to Title VII of the Civil Rights Act extend to holiday office decorations, food served in the company cafeteria, and employee attire and grooming.

______ discrimination is unequal treatment, intentional and has direct evidence, circumstantial evidence and mixed motive

Disparate

In organizations, in order to decide whether certain behavior is ethical or not, a person must answer all the following questions EXCEPT a. Does this behavior conform to typical behavior by employees of competing organizations? b. Does this behavior meet all applicable laws, regulations, and government codes? c. Does this behavior meet organizational standards? d. Does this behavior meet professional standards?

Does this behavior conform to typical behavior by employees of competing organizations?

Which of the following statements is FALSE about electronic human resource management systems (e-HRM)? a. E-HRM systems typically increase the efficiency of administrative HR functions and reduce costs. b. E-HRM systems are usually separate from the organization's overall enterprise software and IT plan. c. E-HRM can support every function within HR. d. The collection and analysis of HR data via an e-HRM system allows managers to model future conditions.

E-HRM systems are usually separate from the organization's overall enterprise software and IT plan.

Which of the following has been a general ruling in cases filed under the Pregnancy Discrimination Act? a. Employers are not required to accommodate the needs of pregnant employees. b. Pregnancy is a disability requiring special accommodation. c. Women must be assigned less strenuous tasks, also termed "light duty," during pregnancy. d. Employers must treat pregnant employers the same as non-pregnant employees with similar abilities or inabilities.

Employers must treat pregnant employers the same as non-pregnant employees with similar abilities or inabilities.

T/F - HR management is exclusively concerned with activities and forces within the firm.

false

The reason that cooperation between operating managers and HR staff is necessary for HR efforts to succeed is that

HR designs processes that the operating managers must help implement.

Which of the following statements is TRUE? a. The HR function in the organization is largely insulated from unethical behaviors. b. The HR department is largely responsible for the unethical behaviors of employees in the organization. c. HR management is the voice of organizational ethics. d. HR management must focus on clearly illegal behaviors within the firm and leave ethics up to the conscience of each individual manager.

HR management is the voice of organizational ethics.

Which of the following statements in a job description is MOST appropriate? a. The employee may be required to make overnight trips from time to time. b. Greets all customers promptly and courteously. c. Generates sales of at least $150,000 per month. d. Lifts boxes up to 50 pounds to a height of two feet, 10 to 20 times per day.

Lifts boxes up to 50 pounds to a height of two feet, 10 to 20 times per day.

Which of the following statements is TRUE with regard to personality and mental ability tests? a. Tests of general mental ability have been demonstrated to not discriminate against protected classes. b. Personality tests can predict the long term career success of an individual, but not performance on a particular job. c. Recent research shows that personality explains little about actual job outcomes. d. Personality tests are rarely used today as a selection device because of applicant objections to invasion of privacy.

Recent research shows that personality explains little about actual job outcomes.

Human Resource Management is the management of ___ not performance or scheduling work activities but the person-organization interface

Relationships

Which of the following activities would NOT fall into the risk management function of HR? a. Sending all employees a text message requiring them to report in to a designated individual after an earthquake affects the city in which the company's plant is located. b. Negotiating with a representative of the Occupational Safety and Health Administration (OSHA) about appropriateness of a measure to reduce harmful gases in a mine. c. Requiring employees to purchase a minimal level of life insurance when they are deployed overseas. d. Designing policies and procedures for a shipping firm to handle episodes of piracy and employee hostage-taking..

Requiring employees to purchase a minimal level of life insurance when they are deployed overseas.

Which of the following statements about communication technology's impact on HR is FALSE? a. Constant social networking means that today's employees experience less of a division between their work lives and their personal lives. b. Employees today expect more frequent and more rapid communication from their managers. c. The organization's reputation can be damaged by employee communication with outsiders, and this is magnified by social networking. d. Research has shown that the typical employee is not interested in learning more about the organization, so HR communication has little impact on employee attitudes regardless of its format or medium.

Research has shown that the typical employee is not interested in learning more about the organization, so HR communication has little impact on employee attitudes regardless of its format or medium.

Through the ___ function, HR management provides the organ with a sufficient supply of qualified individuals to fill the jobs in the organization

Staffing

What are the HR functions?

Staffing Retention Development Adjustment Managing change

Human Resource Management is

The system for dealing with relationships between an organization and its members - the designing of organizational systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.

Which of the following statements is TRUE? a. It is illegal for an employer to continue to hire new employees at the same time it is laying off other employees. b. When long-service employees leave the firm, the turnover is often functional because they no longer act as a brake on the introduction of new technology and new work processes. c. The turnover of poor performers is considered functional, so HR managers find that turnover of minor concern. d. Involuntary turnover is turnover that the organization has no control over.

The turnover of poor performers is considered functional, so HR managers find that

Which of the following is FALSE? a. Harassment on the basis of ethnicity is illegal under the employment discrimination laws. b. Unlike sexual harassment, racial harassment must go beyond mere verbal joking. c. If employers investigate each complaint of ethnic harassment and discipline proven offenders, the harassed employee will be less likely to have a legal claim against the employer. d. An employee who felt he was harassed on the basis of his race who did not get satisfactory results when he complained to his HR department, would complain to the EEOC for investigation and enforcement.

Unlike sexual harassment, racial harassment must go beyond mere verbal joking

Which of the following individuals would be LEAST likely to be protected by the EEOC from discrimination on the basis of family responsibilities? a. a 32-year-old fundraiser for a university whose husband has Lou Gehrig's disease for whom she hires 7 a.m. to 6 p.m. caregivers during the work week. b. a 70-year-old checkout clerk at a retail chain store whose wife living at home has Alzheimer's disease. c. a 17-year-old cook at a fast food restaurant who is a single mother of a school age child. d. a 40-year-old single woman whose elderly mother is in a nursing home in the same city and whose father is in a nursing home in another state.

a 40-year-old single woman whose elderly mother is in a nursing home in the same city and whose father is in a nursing home in another state

A bona fide occupational qualification for the job of truck driver for a beer distributing company would include all of the following EXCEPT a. possession of a commercial driver's license. b. a bachelor's degree in any field. c. the ability to lift a minimum of fifty pounds. d. basic literacy.

a bachelor's degree in any field.

Which of the following is a characteristic of computerized job analysis? a. difficulty in identifying mismatches between job scores and salary survey data b. lack of legal precedent for using computerized job analysis to defend lawsuits c. a reduction in the time and effort involved in writing job descriptions d. results cannot be used to develop job evaluation weights

a reduction in the time and effort involved in writing job description

In a structured interview, a. all candidates meet with the same interviewer. b. a set of standardized questions are asked of all job applicants. c. each candidate appears before a panel of interviewers. d. questions are designed to address all of the Big Five personality traits.

a set of standardized questions are asked of all job applicants.

The ____ role of HR management has been increasingly outsourced, while the _________ role of HR management is sometimes being give to senior executives without HR experience.

administrative , strategic

A legitimate concern with diversity programs is that

a. they may be perceived as benefiting only certain groups of people and not others.

The ____ allows victims of intentional discrimination on the basis of sex, religion, or disability to receive both compensatory and punitive damages.

a. Civil Rights Act of 1991

A(n) ____ is a formal research effort that evaluates the current state of HR management in an organization.

a. HR audit

_____________ occurs when an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.

a. Hostile environment harassment

As part of affirmative action efforts

a. employers set goals and timetables for reducing the gaps between the demographics of the workforce and the demographics of the organization.

Quid pro quo harassment occurs when

a. employment outcomes are linked to the victim's granting the harasser sexual favors.

In addition to administrative efficiency, the major reason for compiling data in HR management systems is to

a. facilitate information-based HR decision making.

Job analysis is a systematic way to

a. gather and analyze information about the content, context and human requirements of jobs.

Lack of a fit between the person and the job is most likely to result from

a. mistakes in evaluating the person's KSAs.

The Equal Pay Act, enacted in 1963, requires employers to

a. pay similar wage rates for similar work without regard to gender.

As Director of HR, you are designing an ethics program for your organization. You plan to develop a written code of ethics, training for all organizational members, and means for organizational members to obtain advice on ethical situations. What critical element is missing from your plan? a. systems for confidential reporting of misconduct. b. a discipline system for offenders against the code of ethics. c. designating a high-level staff position as an ethics officer. d. ensuring that the organization's code of ethics is not more restrictive than the relevant laws.

a. systems for confidential reporting of misconduct. b. a discipline system for offenders against the code of ethics

With respect to observation as a job analysis technique,

a. the method is limited to jobs that have a complete and observable job cycle

The most fundamental anti-discrimination employment law, the one that is considered the keystone for following legislation, is the a. Fourteenth Amendment of the U.S. constitution. b. Civil Rights Act of 1964. c. Executive Order 11246. d. Equal Pay Act of 1963.

b. Civil Rights Act of 1964.

Revenue divided by full time employee equivalents is

b. a measure of employee productivity.

The ability of an organization to compete with other organizations for a sufficient supply of human resources with the appropriate capabilities is

b. an indicator of the HR function's effectiveness.

In order to calculate the wealth created per employee, one must divide ___________ by the organization's full time headcount.

b. net profit after taxes minus cost of capital

If accommodating a disabled person imposes significant difficulty or expense on an employer, the employer a. can claim undue hardship exists. b. may apply for federal grant money to make the accommodation. c. will be responsible for finding alternate work for the disabled person. d. may reduce the salary of the disabled person to compensate.

can claim undue hardship exists.

For purposes of job similarity under the Equal Pay Act, jobs must have a. identical job titles. b. comparable requirements for knowledge, skills and abilities. c. a common core of tasks. d. similar value of contributions to the organization.

c. a common core of tasks.

Eric belongs to an informal group of HR compensation executives from various industries who share information and programs through a wiki. Eric and his colleagues are engaging in

c. collaboration.

In its broad sense, discrimination means

c. recognizing differences among items or people.

According to the textbook, when managers are responsible for entering and updating employee information in skills databases,

c. they may minimize the skills of their most productive subordinates for fear the subordinates may be transferred.

The Immigration Reform and Control Act of 1986, requires employers to a. cooperate with annual audits of HR records by ICE agents. b. send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring. c. determine whether the job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring. d. contact the Department of Homeland Security within 24 hours if an illegal alien applies for a job with a government contractor, in the transportation sector or in sensitive industries.

determine whether the job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring.

In order to ward off a complaint of discrimination, every requirement for employment must be a. benchmarked against industry best practices. b. approved by the EEOC. c. consistent with past practice in the company. d. directly job related for the position.

directly job related for the position

If members of a protected class are under-represented in the workplace, the condition of ____ exists.

disprate impact

Ensuring fair and equitable treatment for employees regardless of their personal background or circumstances is associated with the ____ role of HR.

employee advocate

Which of the following HR functions is NOT included in a typical balanced scorecard analysis? a. employee training b. employee benefit programs. c. mentoring programs d. succession planning

employee benefit programs.

The Uniformed Services Employment and Reemployment Rights Act requires a. employers to continue employee's pay while he/she is on military leave. b. employees to notify their employers of their military service obligations. c. employers to give preference in hiring to applicants who have served in the military. d. employees who are permanently disabled as a result of their military service to be automatically enrolled in the employer's retirement program.

employees to notify their employers of their military service obligations.

________________ is the assessment of internal and external conditions that affect the organization.

enviromental scanning

The fundamental job duties of the employment position that an individual with a disability holds or desires are called

essential job functions

Evaluating the success of an HR department's own recruiting efforts is important for all the following reasons EXCEPT a. evaluation will show whether the firm should make more use of training and development versus external recruiting of specialists. b. evaluation allows HR staff to estimate how long it will take to fill certain open positions. c. evaluation allows the employer know if it is meeting affirmative action goals. d. evaluation is the primary way to find out which recruiting sources result in the highest proportion of high-performing employees..

evaluation will show whether the firm should make more use of training and development

In a/an ____ interview, individuals are asked to identify their reasons for leaving the organization.

exit

Accounting practices treat expenditures on human capital as

expenses

A major problem for organizations who employ large numbers of Hispanic employees is that there is almost no extensive job description database in Spanish.

false

In a situational interview, applicants are required to give specific examples of how they have handled a problem in the past.

false

In selection, a predictor is a characteristic that the person must have to perform the job successfully.

false

Job analysis refers to organizing tasks, duties, and responsibilities into a productive unit of work.

false

Obesity is not considered as a disability under the ADA, even if the individual's ability to walk is impaired by his/her weight, because this condition is the result of the individual's own lifestyle and can be changed by the individual.

false

Recruiting is essentially an administrative function rather than a strategic function.

false

T/F - Employee organizational commitment is the extent to which individuals feel linked to organizational success and how the organization performs positively.

false

To avoid a charge of retaliation against employees who file discrimination charges the organization must do all of the following EXCEPT a. instruct supervisors that any discipline or warnings against an employee who has filed a discrimination case should be verbal and not documented. b. take appropriate action if supervisors retaliate against employees who file a discrimination complaint. c. thoroughly investigate any claims of retaliation. d. train supervisors what retaliation consists of.

instruct supervisors that any discipline or warnings against an employee who has filed a discrimination case should be verbal and not documented.

Using technology to monitor employee performance a. is legally considered an invasion of privacy unless the Department of Justice has approved the methodology. b. typically does not affect employee attitudes because performance evaluation is a normal and accepted organizational process. c. involves few legal restrictions. d. rarely results in information that results in employee discipline or termination, so its expense is difficult to justify.

involves few legal restrictions.

All of the persons below would be classified as disabled EXCEPT a person who a. is addicted to a prescription drug which she gets from her sister who is a pharmacist. b. has been treated by a psychiatrist for depression, but who has never been hospitalized for depression. c. person who is deaf without his hearing aids. d. who is currently receiving chemotherapy for cancer of the esophagus.

is addicted to a prescription drug which she gets from her sister who is a pharmacist.

As the unemployment rate rises

it becomes more difficult to fill jobs with skilled workers.

When an organization ignores diversity issues a. it enables employees to get along with one another because no employees are being singled out for preferential treatment on the basis of their race, gender or other non-job-related attributes. b. the amount of conflict within the organization is reduced, because disputes based on non- job-related characteristics are resolved internally. c. it is exposed to potential lawsuits by protected class employees. d.he organization can focus on strategic issues that enhance the organization's sustainable success.

it is exposed to potential lawsuits by protected class employees.

Job analysis can be stressful for managers and employees because

it may pinpoint that current job incumbents are not doing all the job tasks that should be done.

The most basic building block of HR management functions is

job analysis

An accurate ____ section of the job description gives the qualifications needed to perform the job satisfactorily.

job specification

An example of a ____ for a solar power company customer representative would be the ability to accurately calculate the number and arrangement of solar panels to go on a roof.

job specification

The employee selection process mostly affects retention through

jon/person match

Recommendations for successful recruiting include all the following processes EXCEPT a. using different recruiting media for different external labor markets. b. measuring the effectiveness of its recruiting efforts. c. using professional and social networking on the Internet as recruiting tools. d. keeping the recruiting function in-house to better mesh recruiting with organizational strategy.

keeping the recruiting function in-house to better mesh recruiting with organizational strategy.

The ____ includes all individuals available for selection, if all possible recruitment strategies are used.

labor force populatin

are the external supply pool from which organizations attract prospective employees.

labor markets

The main reason that HR metrics are difficult to compare across organizations is due to a. fear by HR executives that their department will not compare well with other organizations. b. the unique nature of each organization's HR function. c. the fact that most of this information is proprietary. d. lack of consistency in HR reporting.

lack of consistency in HR reporting.

Each of the following is one of the Big Five personality characteristics EXCEPT a. leadership. b. extroversion. c. emotional stability. d. openness to experience.

leadership