Introduction to Human Resources

Introduction to Human Resources

Introduction to Human Resources

4. When selecting employees, it is best to
5. select on personality.
6. select on past experiences.
7. consider the nature of the job and competencies needed to perform.
8. consider the applicant and find the best job for them
9. All of the following are examples of a company trying to address employee concerns except
   1. Providing employees with scheduling flexibility.
   2. Supporting telecommuting.
   3. Providing family friendly benefits.
   4. Hiring an employee’s spouse.
   5. The primary role of EEO laws is to
   6. Define what demographic characteristics can and cannot be used for employment decisions.
   7. Make sure employees get paid at least a minimum wage and overtime.
   8. Eliminate discrimination in the workplace.
   9. Ensure that Blacks and Whites are paid equally if doing comparable jobs.
   10. The Supreme Court case that provides the guidelines for making a prima facie case of disparate impact is
   11. Griggs v. Duke Power.
   12. Price Waterhouse v. Hopkins.
   13. Diaz v. Pan American World Airways.
   14. McDonnell Douglas Corp. v. Greene.

11. According to the Equal Pay Act, employers are permitted to pay workers performing the same job different pay rates when the differences are:

1. based on merit, seniority or quality or quantity of production.
2. based on any factor other than demographics.
3. based on production only.
4. Employers can never use differential pay rates.

12. Under the Civil Rights Act of 1964, which of the following practices would be considered discriminatory?
13. Refusing to hire someone because she is over 60 years old.
14. Having a practice of not hiring married females because they might get pregnant.
15. Not providing a reasonable accommodation for someone in a wheelchair.
16. Allowing a Muslim female to wear her hijab at work.

13. Affirmative action programs exist for all but which of the following reasons:
14. Employer goodwill
15. Reverse discrimination
16. Court-ordered dissent decree
17. Compliance with EO 11246

14. USERRA was passed to address which societal issue?
15. Non-career military personnel were losing their civilian jobs and benefits when called up for active duty.
16. Veterans returning from active duty and leaving their military career were having trouble finding jobs.
17. Retirees were not getting their full pensions promised by their employers.
18. Equal rights were being denied to males and females upon retirement.

15. The process of systematically identifying the tasks, duties, and responsibilities expected to be performed in a single job as well as the competencies employees must possess to be successful in the job is known as:
    1. Job Design
    2. Job Description
    3. Job Analysis
    4. Job Summary.

16. If an organization made a decision that they want their employees to work cooperatively to be more creative and innovative, which tactic is going to be critical setting up the specific tasks and responsibilities of these different employees?
17. job analysis
18. job design
19. job characteristics
20. job specialization
21. Manufacturing jobs have historically been based on scientific management and the efficiency approach to job design. Which of the following is not a technique or job design principle that would likely be found in manufacturing jobs on an assembly line?
22. Job simplification
23. Job specialization
24. Job enrichment
25. Routinization

18. Job rotation can help employees develop _____________ when it comes to the job characteristics model
19. task significance
20. skill variety
21. task identity
22. growth need strength

19. Recalling labor shortages and surpluses, which of the following job design options would help with a labor surplus in one area of an organization and a labor shortage in another?
20. Job enlargement.
21. Job enrichment.
22. Job rotation.
23. Empowerment.

20. ____________ builds on the job characteristics model dimension of ______________ to modify the job itself.
21. Job enrichment, feedback
22. Empowerment, task identity
23. Empowerment, autonomy
24. Job enrichment, autonomy

21. A quick way to get information about many different types of jobs for your organization as part of job analysis is
22. observation and diaries.
23. interviews.
24. questionnaires.
25. O*NET.

22. When employees need flexible schedules and are willing to work fewer hours, companies can use _______________ to give 2 employees the responsibilities of completing a single job.

1. flextime
2. job specialization
3. compressed work week
4. job sharing

23. Companies are using different flexible jobs arrangements to
24. retain workers longer.
25. make the labor pool larger.
26. reduce costs of using sick and personal time.
27. all of the above.

24. When an employee initiates the decision to leave a company it is called
    2. voluntary turnover.
    3. involuntary turnover.
    4. unplanned leave.

25. ______________ are used to help organizations plan for potential replacements for higher positions and what skills they will need to get there.
26. Transfer plans
27. Transition matrices
28. Succession plans
29. Replacement plans

26. Which of the following is a way that companies work with external organizations to perform work that could have been, or has previously been, performed internally?
27. Externalizing.
28. Contractization
29. Hybrid Hiring.
30. Outsourcing.

27. Which of the following labor shortage tactics is likely to be the fastest in terms of helping companies meet their labor shortage needs?
28. Outsourcing
29. Employee Overtime
30. New hires
31. Employee Retention

28. Which of the following labor surplus tactics is likely to be the fastest in terms of helping companies meet their labor surplus needs?
29. Layoffs
30. Attrition
31. Hiring Freezes
32. Employee Movement

29. Attrition and hiring freezes can cause current employees to experience
30. increased stress since they may be let go.
31. increased commitment since their jobs are likely to be enriched.
32. Increased commitment as they are able to make a greater contribution to competitive advantage.
33. Increased stress since they must perform additional duties that people who have left used to perform.

30. Identifying the relevant labor market for a job requires understanding both the skill level of the job required and
31. where geographically one would expect to be able to find a sufficient number of qualified applicants with the required level of skill.
32. where geographically one hopes to find a sufficient number of qualified applicants with the required level of skill.
33. how much one is willing to pay for the job to be able to attract a sufficient number of qualified applicants.
34. how much effort the company is willing to expend to find qualified applicants.

31. Career fairs are a popular recruiting strategy for colleges and universities. Career fairs
32. enable companies to be very selective about which applicants they will talk with at a given time.
33. assure participants that they will all get an interview.
34. provide an opportunity for a company to share information about their job openings with a large number of applicants in one place at the same time.
35. open the door for students from any major to apply for any job.
36. Using social networking sites such as LinkedIn to identify potential candidates for jobs when they may not be actively looking for a new job is known as

33. Employee selection is part of which primary HR activity?
34. Work design and workforce planning
35. Managing employee competencies
36. Managing employee attitudes and behaviors
37. Employee contributions

34. Employee selection can best be described as
35. hiring employees to work for a company.
36. a systematic process of making choices about the most qualified individuals to employ for open positions.
37. making sure the right applicants are applying for the jobs that need to be filled at the company.
38. the art of choosing which external candidate to hire for an open job.
39. The purpose of using an initial screening of applicants is to
40. take a more in-depth look at applicants before making the final selection.
41. provide feedback to applicants about their chances of getting the job.
42. eliminate the candidates who don’t fit the demographic requirements.
43. decide which candidates should receive further consideration.

36. A logical reasoning test is an example of a cognitive ability test.

True or False

37. The selection method that is the most valid for selecting candidates for a job is the work sample.

True or False

38. Face validity is an important and necessary attribute to show job relatedness of a selection test.

True or False

39. Behavioral interviews are based on the idea that past behavior is the best predictor of future behavior.

True or False

40. Credit checks are an acceptable selection method for all jobs.

True or False