Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

SHRM-CP Exam > (Chapter 3) Workforce Planning and Management > Flashcards

(Chapter 3) Workforce Planning and Management Flashcards

1
Q

Doctrine that prohibits discrimination against applicants and employees due to certain personal characteristics like race, color, sex, and other protected classifications

A

Equal Employment Opportunity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

The independent federal agency that enforces federal laws prohibiting employment discrimination

A

US Equal Employment Opportunity Commission (EEOC)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Federal law that prohibits employment discrimination on the basis of race, color, religion, national origin, or sex

A

Title VII of the Civil Rights Act of 1964

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Federal law that amends title VII to prohibit discrimination against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth

A

Pregnancy Discrimination Act (PDA)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Federal law that makes it illegal to pay different wages to men and women if they perform equal work in the same workplace

A

Equal Pay Act of 1963

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Federal law that prohibits discrimination against applicants or employees based on age (those 40 or older)

A

Age Discrimination in Employment Act of 1967 (ADEA)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Federal law that prohibits employment discrimination against qualified people who have a disability.

A

Title I of the Americans with Disabilities Act of 1990 (ADA)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Federal law that prohibits discrimination against qualified employees or applicants with disabilities in the federal government

A

Rehabilitation Act of 1973

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Federal law that prohibits discrimination against employees or applicants because of genetic information

A

Genetic Information Nondiscrimination Act of 2008 (GINA)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What federal law prohibiting discrimination applies to all businesses with at least ONE employee?

A

Equal Pay Act of 1963

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

The Equal Pay Act, Title VII, PDA, ADA, and GINA all apply to businesses with how many employees?

A

15+

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

The Age Discrimination in Employment Act (ADEA) applies to all businesses with how many employees?

A

20+

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Intentional bias against a protected class

A

Disparate treatment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

When a process or procedure is designed in a way that is discriminatory against a certain protected class

A

Disparate impact

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What Supreme Court case set the precedent for disparate impact, and what was the ruling?

A

Griggs v. Duke Power Co.; the employer has the burden of showing that any selection process is job-related AND lack of intent doesn’t make the practice lawful if it inadvertently causes discrimination based on a protected class

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Changes or adjustments that do not create an undue hardship for an organization

A

Reasonable accomodations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Harassing conduct that creates an intimidating or offensive work environment with enough frequency or severity that this conduct would affect a reasonable person’s performance

A

Bullying

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

When bullying behavior is based or targeting on an individual being part of a protected class

A

Illegal harassment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

When is harassment OUTSIDE of the workplace also likely to be considered illegal?

A

When there is a link with the workplace (Example: a manager harassing an employee while driving an employee to a meeting)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Occurs when employment outcomes are linked to sexual favors

A

Quid pro quo

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

A work environment with intimidating or offensive working conditions that impact an individual’s ability to work or perform their job

A

Hostile work environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

The first case in which the Supreme Court recognized a hostile work environment characterized by sexually inappropriate conditions as discrimination under Title VII?

A

Meritor Savings Bank v. Vinson

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

What were the outcomes of both the Burlington v. Ellerth and Faragher v. City of Boca Raton cases?

A

Even if an employer is unaware of harassment, the organization is still liable when harassment is perpetrated by a supervisor

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Taking an adverse action against an employee or applicant because they complain about harassment, raise concerns about violations, or engage in other protected behavior

A

Retaliation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What did the Supreme Court case Green v. Brennan find regarding the filing period for an aggrieved employee?

A

The filing period for a workplace discrimination complain begins once the employee gives notice of resignation, not at the date of resignation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

The work environment is unbearable to the point that an employee of a protected class feels they have no other choice than to quit their job

A

Constructive discharge

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

A legitimate reason to exclude a person based on a protected class that would otherwise be illegal

A

Bona fide occupational qualification (BFOQ)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

A formal allegation that an employer has discriminated against the complainant

A

Charge of discrimination/EEO Complaint

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

What is the only law enforced by the EEOC that does not require a charge of discrimination?

A

Equal Pay Act

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Private sector employers with more than ___ employees must make workforce data available to the EEOC via an EEO-1 Report

A

100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

The policy of providing opportunities specifically for, and favoring members of, a disadvantaged minority group that has historically experienced discrimination

A

Affirmative Action

31
Q

How often are Affirmative Action Plans reviewed?

A

Annually

32
Q

A tool employers develop and use to achieve their affirmative action goals

A

Affirmative Action Plan (AAP)

33
Q

When it comes to creating AAPs, what 2 things are employers prohibited from doing?

A
  1. Establishing racial quotas
  2. Engaging in preferential treatment of certain groups (including women and minorities)
34
Q

Under Executive Order 11248, Section 503 of the Rehabilitation Act, and Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act, government contractors must provide ______ when recruiting, hiring, and employing qualified minorities, women, people with disabilities, and covered veterans.

A

Affirmative Action

35
Q

Who enforces affirmative action laws, regulations, and executive orders with government contractors?

A

Office of Federal Contract Compliance Programs (OFCCP)

36
Q

Under Executive Order 11246, non-construction contractors with ___ or more employees and government contracts of $_____ or more are required to develop and implement a written affirmative action plan.

A

50; $50,000

37
Q

Occurs when fewer minorities or women occupy a particular job group than would reasonably be expected based on their availability

A

Underutilization

38
Q

What is the difference between affirmative action and Equal Employment Opportunity?

A

EEO is a doctrine. Affirmative action is REQUIRED by government contractors

39
Q

According to the ADA, a job description should list the essential functions of a job in what order?

A

In order of importance

40
Q

Part of a job description that discusses change in duties, performing duties not listed, and employment relationship

A

Disclaimer section

41
Q

What is considered an essential function of a job?

A

A function that occupies a significant amount of the position’s time and requires specialized skills to perform

42
Q

How should functions of the job be arranged in a job description?

A

by order of importance and percentage of time spent

43
Q

What is FLSA status?

A

Refers to Fair Labor Standards Act and differentiating exempt and nonexempt employees; NONEXEMPT employees must be paid overtime wages if they work over forty hours in a work week

44
Q

Education, length of experience, soft skills, technical skills, and specific experience are all examples of what?

A

Knowledge, Skills, & Abilities (KSAs)

45
Q

The process of understanding a job and developing a job description and job specifications

A

Job analysis

46
Q

Type of job analysis that focuses on specific steps a person takes to complete their duties

A

Task-based job analysis

47
Q

Type of job analysis that looks at the specific skills or capabilities that an individual must possess to perform the job effectively

A

Competency-based job analysis

48
Q

What are the 5 steps of the job analysis process?

A
  1. Planning
  2. Introduction and communication
  3. Conducting the job analysis
  4. Creating and writing the job descriptions & specifications
  5. Maintaining records
49
Q

Process by which an organization ensures it employs the right number of qualified people with the necessary skills to achieve organizational goals and objectives

A

Staff planning

50
Q

4 general components of staff planning

A
  1. Job descriptions
  2. Skills assessment of current workforce (identifying gaps)
  3. Turnover trends
  4. Business trends
51
Q

The number of available job positions compared to the number of applicants

A

Selection ratio

52
Q

The ratio of applicants at one stage of hiring versus the number that moves on to the next stage

A

Yield ratio

53
Q

The percentage of candidates who accept a formal job offer

A

Acceptance rate

54
Q

How is the cost of recruiting found?

A

Adding recruitment expenses for all the people hired

55
Q

How is cost per hire found?

A

Dividing total recruiting costs by the number of people hired

56
Q

The pool of individuals an organization attracts as applicants or employees

A

Labor market

57
Q

Legal theory that makes employers liable for a harmful act if the employer knew about the employee’s potential to cause harm

A

Negligent hiring

58
Q

What 3 things should onboarding programs address at the very least?

A
  1. Logistics
  2. Training
  3. Safety
59
Q

When an organization has more employees than it needs

A

Talent surplus

60
Q

When an organization cannot attract or retain enough workers to meet its needs

A

Talent shortage

61
Q

Provides support (interviewing workshops or career counseling) for displaced workers

A

Outplacement services

62
Q

Refers to the number of employees leaving an organization and the reasons for their departure

A

Turnover

63
Q

What are the 2 main types of turnover?

A
  1. Involuntary turnover (fired)
  2. Voluntary turnover (resignation or retirement)
64
Q

Hiring outside contractors to do a job or certain tasks

A

Outsourcing

65
Q

Supplies its own workforce to an employer, which can mean lower benefit costs for the employer, but higher costs and limitations on HR management

A

Professional Employer Organization (PEO)

66
Q

An organization’s systematic approach to building a pool of future leaders to ensure leadership continuity

A

Succession planning

67
Q

Why is succession planning important?

A

It ensures that key roles in the company will not be vacant

68
Q

6 steps of the succession planning process

A
  1. Align strategic planning with workforce planning
  2. Analyze gaps in future workforce needs
  3. Identify talent pools of current workforce and categorize talent based on career level, path, and potential
  4. Develop strategies for succession
  5. Implement succession-planning strategies
  6. Monitor and evaluate succession-planning efforts
69
Q

What is IRCA?

A

Immigration Reform and Control Act of 1986; it’s illegal for an employer to hire any person who is not legally authorized to work in the US. Employers must verify the employment eligibility of all new employees.

70
Q

What is the federal wording for a non-US citizen who either does not have status as a permanent resident in the US or who is not authorized for employment in the US?

A

“unauthorized alien”

71
Q

What is the federal wording for individuals who are noncitizens and authorized to work in the US?

A

“authorized alien”

72
Q

What is the USCIS?

A

United States Citizenship and Immigration Services

73
Q

A government issued form that documents the evidence of a new employee’s authorization to work in the US

A

USCIS Form I-9

74
Q

When must the USCIS Form I-9 be completed?

A

Within 3 days of the employee’s hire; if the employment is less than three days it must be completed on the day of the hire

75
Q

How long must documentation regarding I-9 verification be kept as mandated by law?

A

Either 3 years from the employee’s date of hire OR one year after the employee leaves (whichever occurs later)

76
Q

Internet-based system managed by the federal government that allows employers to verify a person’s employment eligibility electronically

A

E-verify

SHRM-CP Exam (6 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions