HR Midterm

An organization's 'flow' statistics are defined as: A comparison of applicant pools and availability based on the company's recruiting sources A comparison of representation of workers in specific job classifications or levels A comparison of hiring or selection rates as compared with the composition of applicant pools All of the above

A comparison of hiring or selection rates as compared with the composition of applicant pools

In the context of workforce planning, a functional development program for engineers, accountants or HR professionals, as examples, is created for the purpose of: Avoiding the need to hire a high number of people from outside the organization. Providing a pipeline of talent to fill key, high volume positions. Providing an attractive entry level opportunity for new college graduates. All of the answers are true.

All of the answers are true.

Which of the following is NOT an outcome of effective human resource practices? A stable workforce with fewer turnovers Improved customer satisfaction An overall decrease in HR operations expense Improved productivity

An overall decrease in HR operations expense

Apple computer produces the iPad, that is described by Apple as "A magical and revolutionary product..." From what you know about the iPad and Apple computer: Apple has a low-cost leadership strategy Apple is very conscious of expenses Apple computer has a differentiation strategy Apple probably employs a large number of temporary employees

Apple computer has a differentiation strategy

An organization employing which type(s) of HR Strategies is most likely to hire entry level workers? Committed Expert HR strategy. Bargain Laborer HR Strategy. Bargain Laborer and Free Agent HR Strategies. Committed Expert and Loyal Soldier HR Strategies.

Committed Expert and Loyal Soldier HR Strategies.

In general, organizations with a competitive business strategy of differentiation are expected to do best with which primary HR strategy? Loyal Soldier or Committed Expert HR strategy Committed Expert or Free Agent HR strategy Free Agent or Loyal Soldier HR strategy Bargain Laborer or Loyal Soldier HR strategy

Committed Expert or Free Agent HR strategy

A job opening has a need for the incumbent to speak fluent Spanish. The employer can require that employees hired for this position be Hispanic as a bona fide occupational qualification (BFOQ).

False

A primary advantage of centralized recruiting procedures is that prospective employees are able to form relationships with business unit human resource management personnel and hiring managers, which is advantageous for the long term.

False

Best practice, highly effective human resources organizations focus their time and energy on actions that build employee performance but recognize that this will have little impact on customers and investors.

False

Interestingly, good human resource practices create more satisfied employees. However, there is no research supporting that satisfied employees work any harder or more effectively.

False

The Retail Store video assignment that you did outside of class reflected the potential type of sexual harassment referred to as 'quid pro quo' or 'something for something.'

False

The broad scope recruiting approach seeks to attract a large group of applicants who have a high probability possessing the characteristics that are needed to perform a specific job and qualifications are specific and specialized.

False

To be true strengths, human resource practices must also provide something that is easy to imitate and for which there are many substitutes.

False

When an organization's hiring results reflect a violation of the 4/5 (80%) rule, this is a clear confirmation that they are guilty of adverse impact discrimination.

False

Effective recruiting involves which of the following? Getting well qualified applicants to apply for positions, keeping applicants interested and persuading the best applicants to accept job offers. Getting as many applicants as possible to apply for positions and informing them about the positive aspects of the job and employment with the organization. Limiting recruitment efforts to the sources that have provided employees in the past, getting as many applicants as possible to apply for positions and informing these applicants about the positive aspects of the job and employment with the organization. Getting well qualified applicants to apply for position

Getting well qualified applicants to apply for positions, keeping applicants interested and persuading the best applicants to accept job offers.

Which of the following is not an element of the business case for diversity and inclusion? Globalization Attracting the best talent and mix of backgrounds to drive business performance Attracting and developing a workforce that reflects the customer base and the region in which the organization recruits Making sure your company's affirmative action plan is current and accessible to auditors internally and externally

Making sure your company's affirmative action plan is current and accessible to auditors internally and externally

Which of the following actions is NOT one an employer would take to prevent discrimination complaints? Developing and enforcing clear policies against discrimination Mandating/requiring that more minority employees be hired and promoted with specific goals and timetables Improving the image of the organization as a desirable place to work Adopting programs that further the causes of groups that have been historically disadvantaged

Mandating/requiring that more minority employees be hired and promoted with specific goals and timetables

_______ is most valuable for organizations seeking long-term employees. ________ is used to avoid discouraging applicants who have highly developed work skills. Realist messaging; Idealistic messaging. Idealistic messaging; Competitive messaging. Realistic messaging; Competitive messaging. Realistic messaging; Realistic messaging.

Realist messaging; Idealistic messaging.

In the article 'Reaching New Heights,' the business partner primary role is to perform work that could best be described as:

Tactical, Strategic, and Transactional

The overall concept of diversity and inclusion is defined as: The mix of backgrounds, perspective and thinking of the workforce and their ability to work together and perform at a high level The Civil Rights Act (Title VII) of 1964 Developing employees internally who are members of a protected class group Making improvements and good faith efforts as part of a company's affirmative action plan

The mix of backgrounds, perspective and thinking of the workforce and their ability to work together and perform at a high level

Which of the following is NOT true of organizations with a cost leadership strategy? The organization seeks to become highly efficient The organization seeks to produce superior goods and services The organization seeks to become low-cost producers Controlling expenses is very important

The organization seeks to produce superior goods and services

Disparate treatment is defined as: The practice of treating all job applicants and employees the same The practice of treating clerical and professional employees differently The practice of treating job applicants and employees differently based on race, gender, or some other group characteristic The practice of treating mangers differently from other employee

The practice of treating job applicants and employees differently based on race, gender, or some other group characteristic

Which of the following is true of the flow approach to recruiting? An organization using this approach will bring new employees into the organization in groups to facilitate orientation and training This approach to recruiting can reduce the time between job opening and hiring decision. This approach involves both human resources and supervisors in the hiring process so new employees understand the flow of work between human resources and the operating units. Is used by an organization that has a specific work project with a beginning and an end.

This approach to recruiting can reduce the time between job opening and hiring decision.

According to current labor force trends, in order to be effective, new entrants to the workforce will have to be able to work effectively with older workers.

True

Email evidence in a discrimination case at the University of Iowa showed that the athletic administration had a strong preference for the head coach to hire a female as an assistant coach for the track and field squad. In other words, the university was informally using gender as a hiring criteria. This is an example of potential disparate treatment discrimination based on gender.

True

Internal applicants have performance records and are already committed to a relationship with the organization, representing an advantage of internal sourcing.

True

One reason to acquire contingent workers, who are often times employed by an outside staffing agency, is so the organization can respond quickly with changes in the work force to meet decreasing or increasing demand for products or services.

True

Realistic messaging is most valuable to organizations seeking long-term employees, which is consistent with the Loyal Soldier or Committed Expert HR strategies.

True

Strategy formulation is best done by a group of decision makers working together to carefully analyze the information obtained from assessing the organization's external environment and internal capabilities.

True

Title VII of the Civil Rights Act of 1964 provides protection to people based upon five specific traits: race, color, national origin, religion and sex. It was driven, in large part by the U.S. civil rights movement, and signed into law by President Lyndon Johnson.

True

Which of the following is NOT true about hiring contingent workers? This strategy can be effectively used by organizations that have cyclical demands for their services, such as a business that prepares individual tax returns. It is an example of external sourcing. Using temporary workers allows an organization to employ an HR strategy that develops employees and creates a competitive advantage. Organizations use such arrangements to avoid long-term employment commitments.

Using temporary workers allows an organization to employ an HR strategy that develops employees and creates a competitive advantage.

The view that human resource practices differ based upon an organization's competitive business strategy: is the universalistic approach is consistent with the contingency approach is the differentiation approach is the only way human resource practices can be considered

is consistent with the contingency approach

Harassment occurs: when an employee is persistently annoyed or alarmed by the improper words or actions of supervisory personnel. when an employee is persistently annoyed or alarmed by the improper words or actions of peer personnel. when an employee is persistently annoyed or alarmed by the improper words or actions of other people in the workplace. after a claim of disparate treatment or adverse impact.

when an employee is persistently annoyed or alarmed by the improper words or actions of other people in the workplace.