Exam 1
addressing developing HR
-measure employees performances -prepare employees for future work roles -create an employment relationship that benefits both sides
sexual harrasment types
1. Quid pro quo - hiring of employee based on submission 2. hostile working environment - makes it difficult for a person of a particular sex to work
Disability Definition
1. a physical or mental condition that limits a person's movements, senses, or activities. 2. a record of having an impairment 3. Being regarded as having such an impairment
Sexual harrassment critical issues
1. cannot have invited or incited the advances 2. must be severe enough to alter the terms conditions or privileges of employment 3. must determine whether the organization is liable for the action of its employees
Four preventative Actions SH
1. organization can develop a policy statement that makes it clear sexual harassment is not tolerated 2. all employees trained to identify inappropriate behavior 3. organization can develop a mechanism for reporting sexual harassment 4. management can take prompt disciplinary action to protect victims
Prima Facie
1. the plaintiff belongs to a protected group 2. the plaintiff applied for and was qualified for the job 3. despite possessing the qualifications the plaintiff was rejected 4. after the plaintiff was rejected the position remained open and the employer continued to seek applicants with similar qualifications, or the position was filled by someone with similar qualifications
# of days
180 days of incident EEOC has 60 days to investigate
EEOC (Equal Employment Opportunity Commission)
3 responsabilities 1. investigate resolve discrimination complaints - 2. gather information - monitor hiring practices of organizations with 100+ employees 3. issue guidelines - help employers determine when decisions violate EEO laws
composition of U.S. Labor Force by 2024
77% white, 13% african american, 6% Asian, 4% other
As part of today's job culture new employees are assigned mentors who guide the new employee through on-the-job training as well as the culture of the company. This is known as ________ capital. A) social B) customer C) human D) intellectual E) financial
A
Which of the following HR competencies focuses on the ability to manage interactions with and between others with the specific goal of providing service and organizational success? A) Relationship management B) HR technical expertise C) Organizational navigation D) Ethical practice E) Business acumen
A
Which of the following HRM practices involves helping employees understand how their jobs contribute to the finished product? A) Work design B) Performance management C) Training D) Staffing E) Compensation
A
Which of the following arguments emphasizes that reactions should be faster and cost less? A) System flexibility argument B) Marketing argument C) Employee attraction and retention argument D) Problem-solving argument E) Creativity argument
A
Bona Fide Occupational Qualification (BFOQ)
A job qualification based on race, sex, religion, and so on that an employer asserts is a necessary qualification for the job.
4/5 rule
A rule that states that an employment test has disparate impact if the hiring rate for a minority group is less than four fifths or 80% of the hiring rate for the majority group
offshoring
A special case of outsourcing in which jobs that move leave one country and got to another
disparate impact
A theory of discrimination based on facially neutral employment practices that disproportionately exclude a protected group from employment opportunities.
Training and Development function
Activities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities.
Distribution channels are an example of ________ capital. A) social B) customer C) human D) intellectual E) financial
B
How does employees' use of mobile devices offer an advantage to companies? A) Companies do not need to lease storage space in the cloud. B) Employees have access to work information at any time or location. C) Companies can decrease spending on desktop computers and software. D) The devices facilitate automation of key HR and business practices. E) It minimizes social networking by employees during business hours.
B
Often someone new to HR will be assigned to the ________ HR department to manage employee data and information systems functions. A) job analysis and description B) record keeping and workforce analytics C) attitude surveys and labor law compliance D) orientation and skills training E) talent and change management
B
Sampson Lighting was struggling to make a quality product and meet its payroll. The costs for labor were too high. They visited several countries and then decided to move the production side of the business. This is called A) insourcing. B) offshoring. C) reshoring. D) onshoring. E) homesourcing.
B
The training and development function of an HR department includes A) job analysis. B) orientation. C) performance measures. D) attitude surveys. E) policy creation.
B
When Joe responded to Terri's email about how to find information on benefits and compensation, Joe was providing A) performance management. B) self-service. C) employee engagement. D) talent management. E) shared service.
B
Which of the following HR competencies focuses on the ability to apply the principles of HR management to contribute to the success of a business? A) Relationship management B) HR technical expertise C) Organizational navigation D) Ethical practice E) Consultation
B
Which of the following HRM practices involves employees receiving feedback? A) Work design B) Performance management C) Training D) Staffing E) Compensation
B
Which of the following dimensions of HRM practices involves ensuring that HRM practices comply with federal, state, and local laws? A) Vision and mission of human resources B) Managing the human resource environment C) Acquiring and preparing human resources D) Compensating human resources E) Assessment and development of human resources
B
Which of the following is true of a balanced scorecard? A) It indicates the value of a company based on its competitive demands. B) It depicts a company from the perspective of internal and external customers. C) It measures a company's performance based on the business strategy adopted by it. D) It should not be used to link HRM activities and a company's business strategy. E) It guides companies to increase the time spent on new product and service development.
B
________ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. A) The Six Sigma process B) Total quality management C) Quality control D) The process decision program E) The activity network
B
As part of Eric's small business loan application, he has to demonstrate the "triple bottom line" of economic, social, and environmental benefits. In doing so, his business is seen as A) futuristic. B) corporate. C) sustainable. D) communal. E) profit.
C
Mani is unsure of which 401K and retirement plan will meet his needs. He should make an appointment to see a counselor who works with A) training and development. B) employee relations. C) compensation benefits. D) employee data and information systems. E) legal compliance.
C
Over the next decade, which of the following people will have the most difficulty attracting talented employees due to a skills deficit? A) Tracy, the owner of several fast-food franchises B) Rex, the HR manager for a biotech research firm C) Yelena, the director of a mobile advertising company D) Franco, the HR director for a large grocery chain E) Barbara, the superintendent of an urban school system
C
When a corporate organization competes through globalization, as opposed to technology, it is likely to put most of its efforts into A) social responsibility. B) environmental issues. C) expansion into foreign markets. D) development of HR dashboards. E) integration of technology and social systems.
C
When an HR professional is evaluated on how well he understands organizational metrics and their relationship to business success, he is being evaluated on his competency in A) relationship management. B) organizational navigation. C) business acumen. D) business communication. E) ethical practice
C
When an HR professional is evaluated on how well she embraces inclusion and how effectively she works with diverse populations, she is being evaluated on her competency in A) organizational navigation. B) HR technical expertise and practice. C) global and cultural effectiveness. D) business acumen. E) critical evaluation.
C
Which of the following acts sets strict rules for businesses, especially for accounting practices that require more open and consistent disclosure of financial data and CEOs' assurance that the data is completely accurate? A) Gramm-Leach-Bliley Act B) Glass-Steagall Act C) Sarbanes-Oxley Act D) Dodd-Frank Act E) McCarran-Ferguson Act
C
Which of the following arguments states that companies develop reputations on favorability as prospective employers for women and ethnic minorities? A) System flexibility argument B) Marketing argument C) Employee attraction argument D) Problem-solving argument E) Creativity argument
C
Which of the following arguments states that companies with the best reputations for managing diversity will win the competition for talent? A) System flexibility argument B) Marketing argument C) Employee attraction and retention argument D) Problem-solving argument E) Creativity argument
C
Which of the following is one of the four characteristics of an ethical, successful company? A) The company gets the best deals, even to the detriment of its vendors. B) It has a vision that employees may relate to but cannot use in their day-to-day work. C) The company emphasizes mutual benefits in its relationship with customers, clients, and vendors. D) It works on the belief that one's own interest comes before the interest of others. E) It allows flexibility of ethical norms when the financial stakes involved are very high.
C
Which of the following major dimensions of HRM practices involves training employees to have the skills needed to perform their jobs? A) Vision and mission of human resources B) Managing the human resource environment C) Acquiring and preparing human resources D) Compensating human resources E) Assessment and development of human resources
C
Which of the following statements is true about Generation X? A) It includes people who were born between 1925 and 1945. B) Its members grew up much before the personal computer was invented. C) Its members value skepticism and informality. D) It is called the "me" generation. E) Its members prefer close supervision and has a lot of patience.
C
________ is a systematic, planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers. A) Performance appraisal B) Workforce analytics C) Talent management D) Training and development E) Employee engagement
C
________ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance. A) Total quality management B) Financial management C) Human resource management D) Production and operations management E) Competency management
C
An HR dashboard is a series of indicators that A) only HR managers have access to. B) requires communication via an extranet. C) allows the public to understand the HR policies of a company. D) enables workforce analytics and evidence-based HR. E) helps managers hire new employees based on secondary data.
D
Che was being recruited by a competitor due to her success at her current company in getting several new patents. This is an example of ________ capital. A) social B) customer C) human D) intellectual E) financial
D
Jake, the CEO of a company, appraises his managers based on how well they empower their employees. Which of the following managers is Jake likely to rate the highest in this regard? A) Hector, who gives clear instructions to his subordinates and expects them to follow the orders exactly as given B) Melody, who asks her subordinates to always check with her before making any decisions C) Jing, who prefers that members of his team always report to him what they do throughout the day D) Zara, who assigns responsibility to her subordinates and intervenes only when there is a need E) Darnell, who assigns complete authority to his subordinates and does not offer any guidanc
D
Today's workforce is changing. Many recent college graduates will expect to be allowed to work a flexible schedule that meets their needs. How is this different from the baby boomer generation? A) They surrender to establishments. B) They lack social conscientiousness. C) They do not conform to rules. D) They are considered to be workaholics. E) They focus on maintaining a hierarchy, even at the cost of justice.
D
Traditionally, the HRM department was primarily a(n) A) proactive agency. B) finance expert. C) employer advocate. D) administrative expert. E) payroll expert.
D
When BP Oil provided funds to clean up the oil spill in the Gulf of Mexico, they were recognizing the importance of A) a balanced scorecard approach B) performance management C) total quality management D) social responsibility E) cultural responsibility
D
When a company participates in lean thinking they evaluate current practices to A) do minimal work with highest attention and care for details. B) deliver the best customer service while compromising on volume and quantity. C) create quality products and services using maximum resources. D) do more with less effort, time, space, and equipment. E) discourage training and quality programs.
D
When considering a balanced scorecard that depicts a company from a(n) ________ perspective, the critical HR indicators are employee satisfaction with HR department services and employee perceptions of the company as an employer. A) learning B) internal C) financial D) customer E) innovation
D
Which of the following HRM practices involves employees participating in peer interviews? A) Work design B) Performance management C) Training D) Staffing E) Compensation
D
Which of the following activities is part of the assessment and development of the human resources dimension of HRM practices? A) Training employees to have the skills needed to perform their jobs B) Identifying human resource requirements C) Ensuring that HRM practices comply with federal, state, and local laws D) Creating an employment relationship and a work environment that benefit the company E) Creating pay systems as well as providing employees with benefits
D
Which of the following arguments states that heterogeneity in decisions potentially produces better decisions through a wider range of perspectives and critical analysis? A) System flexibility argument B) Marketing argument C) Employee attraction argument D) Problem-solving argument E) Creativity argument
D
Which of the following is a characteristic of Millennials? A) They are not comfortable with using computers and the Internet. B) They are pessimistic and cynical. C) They have low levels of self-esteem. D) They are eager to learn, work, and please. E) They are not narcissistic.
D
Which of the following is a core value of TQM? A) Methods are designed to meet the needs of external customers, not internal customers. B) A few, select employees in an organization are given training in quality. C) Processes are designed such that errors are detected and corrected immediately after they occur. D) The company promotes cooperation with vendors and customers to hold down costs. E) Managers measure progress with feedback based on qualitative observations.
D
Which of the following is true of how different generations view each other? A) Millennials may think Generation X managers are good delegators. B) Generation X managers may think that Millennials lack self-confidence. C) Millennials might believe that Baby Boomers do not comply with company rules. D) Traditionalists may believe that Millennials don't have a strong work ethic. E) Baby Boomers may consider Millennials to be technologically illiterate.
D
Which of the following statements is true about the composition of the U.S. labor force in the next decade? A) Immigration will cease to affect the size and diversity of the workforce. B) The largest proportion of the labor force is expected to be in the age group of 16-24 years. C) The percentage of highly skilled immigrants will continue to remain lower than the percentage of low-skilled immigrants. D) The median age of the labor force will increase to the highest number ever. E) The high cost of health insurance and a decrease in health benefits will cause many employees to quit working.
D
Which of the following, if true, would support reshoring as a strategy for a U.S. firm? A) Rising labor costs overseas B) Increasing wage costs in the United States C) Increasing public support for offshoring in the United States D) Improving health and safety requirements overseas E) Decreasing cost of living overseas
D
Legacy Workforce
Describes the former workers (i.e., those no longer working for the company) to whom the firm still owes financial obligations
A company competes for the Malcolm Baldrige National Quality Award. If it is evaluated based on how senior executives create and sustain vision, values, and mission, it is likely that the company is being judged on the criterion of A) strategic planning. B) workforce focus. C) customer and market focus. D) operation focus. E) leadership.
E
A company competing through sustainability is likely to A) place increased value on tangible assets. B) avoid social and environmental responsibilities. C) emphasize productivity more than quality. D) adapt badly to changes in the labor force. E) provide high-quality products and services.
E
According to emerging changes in the employment relationship, which of the following benefits do employees typically not expect to be provided by employers? A) Flexible work schedules B) Comfortable working conditions C) More autonomy D) Employability E) Job security
E
Alpha Consulting provides HR services to small companies that do not need full-time HR. Contracting with Alpha Consulting is known as A) e-commerce. B) reshoring. C) downsizing. D) benchmarking. E) outsourcing.
E
Google employs the practice of team building and rewards ideas that are outside the box. They are likely to have ________ compared to a company with low engagement. A) lower retention B) lower empowerment C) poorer customer service D) lower productivity E) lower turnover `
E
Holly was hired recently by her firm to provide coaching to a work unit that is underperforming. This is part of the ________ function of HR. A) recruitment and selection B) compensation and benefits C) employee relations D) personnel policies E) performance management
E
In high-performance work systems, A) previously established boundaries between employees and customers remain intact. B) managers and employees work together, while vendors and suppliers work independently. C) line employees are trained to specialize in individual tasks. D) employees do not communicate directly with suppliers and customers. E) line employees interact frequently with quality experts and engineers.
E
Many companies today are having to redo their personnel policies to address the issue of social networking. This is due to a fear of A) suppressed knowledge sharing. B) creation of online expert communities. C) loss of expert knowledge. D) no sharing of best practices. E) lower productivity.
E
Typically when a company is in the news, it is because the company failed to be sustainable. Which of the following best describes its failure? A) The company is able to meet the business needs at the cost of environmental responsibilities. B) The company is pursuing economic goals despite social and ethical concerns. C) The company has developed socially responsible strategies at the cost of profits. D) The company is willing to sacrifice the business and other needs to support the needs of its competitors. E) The company is unable to meet the business needs without sacrificing the ability of future generations to meet theirs.
E
Which competency is an HR professional said to have if he is able to act personally and professionally with integrity and accountability? A) Critical evaluation B) Consultation C) Business acumen D) Communication E) Ethical practice
E
Which of the following HRM practices involves rewarding employees based on their team's performance? A) Work design B) Performance management C) Training D) Staffing E) Compensation
E
Which of the following arguments states that diversity of perspectives and less emphasis on conformity to norms of the past should improve the level of resourcefulness? A) System flexibility argument B) Marketing argument C) Employee attraction and retention argument D) Problem-solving argument E) Creativity argument
E
Which of the following is a prediction about legal issues regarding employment in the United States? A) The emphasis on eliminating discrimination is likely to end. B) The focus will turn away from pre-employment tests. C) There will be less focus on criminal background screening. D) There are likely to be fewer challenges to race discrimination. E) There will be less emphasis on discrimination against veterans.
E
Which of the following is true about the Six Sigma process? A) It focuses on the end product of employee satisfaction. B) It terminates once the processes have been brought within the Six Sigma standards. C) It strives to attain quality through supervision of daily work, not through training. D) It discourages employees from lean thinking. E) It aims to create a total business focus on serving the customer.
E
Which of the following is true about the product line administrative services and transactions? A) It deals with implementation of business plans and talent management. B) It emphasizes knowing the business and exercising influence. C) It emphasizes the knowledge of HR and of the business and competition. D) It contributes to the business strategy based on considerations of business capabilities. E) It deals with functions such as compensation, hiring, and staffing.
E
Which of the following is true of virtual teams? A) They are typically situated in the same location. B) They usually work in the same time zone. C) They can work well without relying on technology. D) They do not include partnership with competitors. E) They combine top talent to solve tough challenges.
E
Which of the following is true of workforce analytics? A) It relies on qualitative measures to evaluate employer performance. B) It collects and analyzes information only from external databases. C) It does not aid in evidence-based human resource decisions. D) It does not include information from HR databases and financial reports. E) It can show that HR practices influence an organization's profits.
E
Which of the following people would be categorized as part of the external labor market with regard to Phoenix Inc.? A) Ahmad, who works for Phoenix Inc. as a full-time employee B) Tamika, who works for Phoenix Inc. and is looking for a new job C) Pete, who is an employee at a direct competitor of Phoenix and is not looking for a new job D) Rogerio, who is unemployed and not looking for employment E) Karla, who works for Jupiter Inc. and is seeking employment elsewhere
E
With technology constantly changing and employers attempting to keep talented employees away from their competition, which legal issue may be on the rise in the United States? A) Workplace safety will receive less attention. B) HR professionals will work independently without legal counsel. C) There will be no penalty for not providing health care coverage. D) Reporting and inspection requirements will decrease. E) Security of intellectual property will receive more attention.
E
Equal Pay Act (EPA) of 1963
Federal law that prohibits an employer from paying workers of one gender less than the wages paid to employees of the opposite gender for work that requires equal skill, effort, and responsibility.
integrative linkage
HRM in stragetic planning group and involved in both strategy formulation and strategy implementation
one way linkage
HRM informed
two way linkage
HRM involved
Job Design Vs Job analysis
JA - the process of getting detailed information ABOUT jobs JD - the process of defining the way work will be performed and the tasks will be required in a given job difference ABOUT versus STANDARD
Reasonable accomodation
Making facilities readily accessible to and usable by individuals with disabilities.
Competitive Challenges
Sustainability, globalization, technology
Performance management
The means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.
downsizing
The planned elimination of large numbers of personnel, designed to enhance organizational effectiveness. - challenges - workforce moral - opportunities - to perform more efficiently
Strategic Implementation
The process of devising structures and allocating resources to enact the strategy a company has chosen.
general duty clause
The provision of the Occupational Safety and Health Act that states that an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards.
Civil Rights Act of 1964
This act made racial, religious, and sex discrimination by employers illegal and gave the government the power to enforce all laws governing civil rights, including desegregation of schools and public places.
Disparate Impact
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
under hardship
action requiring significant difficulty or expense" when considered in light of a number of factors.
integration linkages
administrative linkage, one way linkage, two way linkage, integrative linkage
administrative expert role
administrative role decreasing due to self service and outsourcing
strategic implementation variables
allocating resources, having skilled employees, and developing reward system
Civil Rights Act of 1991
amended the original civil rights act, making it easier to bring discrimination lawsuits in cases of intentional /reckless discrimination while also limiting punitive and compensatory damages that can be awarded in those lawsuits
Religions Discrimination
an employees burden to demonstrate that he or she has a legitimate religious belief and provided the employer with notice of the need to accommodate the religious practice.
Reasonable Accommodation
an employer's obligation to do something to enable an otherwise qualified person to perform a job
Talent Management Definition
attracting, retaining, developing, and motivating highly skilled employees and managers
Which of the following statements is true about the Sarbanes-Oxley Act of 2002? A) In case of noncompliance, it limits charges to heavy fines; it does not include prison terms for executives. B) Organizations spend millions of dollars each year to comply with regulations under the Sarbanes-Oxley Act. C) It imposes no criminal penalty for corporate governing and accounting lapses. D) Retaliation against whistle-blowers is not included as a violation under the law. E) It was passed in response to illegal and unethical behavior by employees toward the management.
b
3 theories of discrimination
disparate treatment, disparate impact, reasonable accomodation
) Lean is a new way to envision the work. Projects using lean methodology emphasize only new skills to improve and do not encourage the use of old skills in new ways.
false
Bread and Butter has decided to adopt total quality management (TQM). In doing so, training in quality was offered to only the employees who oversee the ovens and baking.
false
CompCo has contracted with Move Bros for relocation services. This type of practice is not the norm for outsourcing.
false
Companies have historically looked at HRM as a means to contribute to profitability and quality.
false
First State is faced with a decision to hire part-time employees or more full-time employees. Management has heard that part-time employee make the job easier to fill but take longer to train. On the other hand, it is easier to terminate full-time employees.
false
High-performance work systems minimize the fit between a company's social system (employees) and its technical system.
false
Measuring employees' performance is a part of the compensation function of HR
false
Samir is responsible for orientation and providing basic computer training. He must be a member of the HR analysis and design team.
false
Since the baby boomers are getting closer to retirement, the U.S. workforce is predicted to decrease in average age.
false
The balanced scorecard should not be used to link a company's human resource management activities to the company's business strategy.
false
When a firm shifts to evidence-based HRM, it should stop using workforce analytics.
false
evidence based HR refers to the demonstration that human resource practices have no impact on the company's bottom line or key stakeholders
false
ADEA (Age Discrimination in Employment Act)
forbids discrimination against any person aged 40 or older in hiring, firing, promotion, or other aspect of employment.
Self Service
giving employees online access to human resources information
filing a discrimination complaint
individuals must file complaint within 180 days of incident EEOC has 60 days to investigate. If ruled invalid by EEOC may still pursue federal suite case
facial neutral employment practice
is one that lacks obvious discrimination content yet affects one group to a greater extent than other groups, such as an employment test
Benefits
job sharing, working at home, paid leave for parents, paid leave for career breaks, volunteer work
administrative linkage
no linkage
strategy formulation
process of deciding on a strategic direction
American Disabilities Act (ADA)
protects individuals with disabilities from being discriminated against
Sustainabliity
refers to the companys abliity to meet its needs without sacrificing the ability of future generations to meet their needs
Disparate treatment
results when employees from protected groups are intentionally treated differently
virtual teams
separated by time, geographical distance, culture and/or organizational boundaries and rely on technology to interact and complete projects
strategy management
the art and science of formulating, implementing, and evaluating cross-functional decisions that enable an organization to achieve its objectives
social capital example
the networks of relationships among people who live and work in a particular society, enabling that society to function effectively.
strategic human resource management
the patter of planned HR deployments and activities intended to enable an organization to achieve its goals
HRM defined
the policies, practices and systems that influence employee behavior, attitudes, and performance
employers special obligation
to affirmatively do something to accommodate an individuals disability or religion
As part of updating the HR resources available to employees and managers, Tyree creates an intranet of useful materials that include performance evaluation metrics. This is an example of an HR dashboard.
true
Big data used in evidence-based HR gathers information from many different sources
true
In a learning organization, improvements in product or service quality do not stop when formal training is completed.
true
In exchange for working longer hours without job security, employees want companies to provide flexible work schedules and comfortable working conditions.
true
Intangible assets are equally as or more valuable than financial and physical assets, but they are difficult to duplicate or imitate.
true
Since HR can use the Internet for training, benefits, and contracts, their role in providing self-service has decreased.
true
Social networking tools can help prevent the loss of expert knowledge that occurs due to retirement.
true
The Sarbanes-Oxley Act of 2002 imposes criminal penalties for corporate governing and accounting lapses.
true
The amount of time that the HRM function devotes to administrative tasks is decreasing, and its role as a strategic business partner is increasing.
true
The three product lines of HR as a business are administrative services and transactions, business partner services, and strategic partner roles.
true
To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments.
true
When it comes to problem solving, cultural diversity can provide companies with a competitive advantage.
true
Workers with disabilities can be a source of competitive advantage
true
strategic planning group
usually consists of CEO, CFO, president, and various vice presidents
competitive strategic decisions
where to compete? How to compete? With What to compete?
Work Force analyitics
workers age will grow from 22% - 25% now five generations in the workforce