Chapter 4 (Workforce Planning and Employment) Flashcards

Question

What is EO 13279?

Answer 1

Limited the impact of EO 11246 on faith-based and community organizations providing social services as federal contractors or subcontractors

Answer 2

Applies to contractors totaling $10,000 or more in a 12-month period and requires them to take affirmative action in employment actions. Applies to contractors with 50 or more employees who have contracts of $50,000 or more and requires that a written Affirmative Action Plan (AAP) be developed within 120 days from the origination of the contract

Answer 3

* Executive/Senior Level Officials and Managers * First/Mid-Level Officials and Managers * Professionals * Technicians * Sales Workers * Administrative Support Workers * Craft Workers * Operatives * Laborers and Helpers * Service Workers

Answer 4

* Organizational profile * Job group analysis * Placement of incumbents in job groups * Determination of availability * Comparison of incumbency to availability * Placement goals * Designation of the person responsible for implementation * Identification of problem areas * Action-oriented programs * Periodic internal audits

Answer 5

To realign operations in a way that adds value to customers. This may mean eliminating jobs in some areas and adding jobs in others

Answer 6

Looks at individual units in the organization to reduce or eliminate redundancy or bureaucratic processes in order to reduce costs and increase production. This means reducing the workforce or reassigning employees to new jobs.

Answer 7

When business leaders make a decision to acquire products and market share by purchasing other companies instead of building them internally. May reduce labor costs and allow jobs to be combined or eliminated

Answer 8

When the strategic plan includes a decision to divest an operating unit, this can mean eliminating jobs or transferring employees to a new operating entity.

Answer 9

Results in a workforce reduction or transfer of employees to other jobs

Answer 10

An organization may decide to expand its workforce in order to accomplish business objectives

Answer 11

It allows of for the proper application of the existing taken and/or development of current employees through education, OJT experience, or training

Answer 12

They guide interviewers in formulating questions that elicit information beyond specific tasks and responsibilities assigned to a specific job.

Answer 13

Internal transfers or promotion, external hires and alternative staffing methods

Answer 14

Management is able to evaluate candidates and determine their suitability for advancement over an extend period of time; communicates to employees that the organization values and rewards their contributions; allows employees to become acclimated to the organization culture and operating procedures early in their careers

Answer 15

Employees outside the organizations will have a myopic view of the industry; Employees who have been passed over or lost out on promotions may have lower morale; the competition can lead to a breakdown in teamwork; over reliance on promoting from within can perpetuate the imbalance; increase in training costs.

Answer 16

They bring new ideas; more cost-effective to hire individuals with highly specialized skills; it's usually faster to hire those skills than to provide OJT; provides opportunities to increase the diversity of the workforce

Answer 17

Current employees who have been passed over will likely have a lower morale; it's difficult to know how someone from outside the organization will fit into existing teams; it's difficult to know what their performance levels will be

Answer 18

Telecommuting, job sharing, PT employees, Internships, Temporary Workers (Traditional, On-call workers, payrolling, seasonal workers), Contract Workers (Independent contractors, Contingent workforce), Professional employer organization, outsourcing

Answer 19

Economic indicators (UI rate, occupational outlook, demographics and wages by area and occupation); industry activity; Labor market categories (geographic, technical/professional skills, education)

Answer 20

Provides names and contact information for potential candidates in the active and passive markets

Answer 21

The process of creating interest about open positions in an organization and seeking candidates who posses the necessary qualifications to successfully fill them

Answer 22

Organizations interested in acquiring the "best and brightest" candidates or candidates with unique and highly desirable skills, employ a philosophy of leading the market, paying a premium to attract candidates

Answer 23

Tool used to collect and store a wealth of information that would otherwise be obtained only after many hours of research - collects information on special skills/knowledge, fluency in foreign languages, educational qualifications, previous experience in or outside the company, credentials or licenses, continuing education

Answer 24

An internal job announcement that provides basic information about the opening, including the title, a brief description of the competencies, duties, responsibilities and salary range

Answer 25

Provides a means by which interested employees express interest in a position before it's available

Answer 26

It identifies individuals in the organization who have the taken and ability to move into management and executive positions in one to five years

Answer 27

Ready for promotion, develop for future promotion, satisfactory in current position, replace

Answer 28

Media sources, internet job boards and community sites, social media recruitment, company websites, colleges and universities, job fairs, alumni employees, previous applicants, employee referrals, vendors and suppliers, labor unions, professional associations, employment agencies, walk-in candidates

Answer 29

States that any selection tools that has an adverse impact against a protected class in discriminatory unless the employer can show that the tools is both job-related and a valid predictor of success in the position; Requires employers to keep records of individuals who apply for open positions as described in the EEO-1 report

Answer 30

When the selection rate for a protected class is less than 4/5th, or 80 precent, of the selection rate for the group with the highest selection rate.

Answer 31

Short-Form; Long-Form; Job-Specific; Weighted

Answer 32

1. Select the interview team 2. Hold a pre-interview strategy meeting 3. Complete candidate evaluation forms 4. Conduct interviews 5. Evaluate candidates

Answer 33

Behavioral interviews, directive interviews (controlled by interviewer), non directive interviews (allows candidate to guide), patterned interviews, panel interviews, structured interviews, stress interviews

Answer 34

When the interviewer has difficult deciding which candidate is best and rates them all the same

Answer 35

When an interviewer compares candidates to each other or compares all candidates to a single candidate

Answer 36

When candidates answer questions based on information they think will get them the job

Answer 37

First impression either works for or against a candidate

Answer 38

When the interviewer release on an intuitive feeling that the candidate is a good (or bad) fit for the position without looking at whether the individuals qualifications meet the criteria established?

Answer 39

When the interviewer evaluates a candidate positively based on a single characteristic

Answer 40

When the interviewer evaluates a candidate negatively based on a single characteristic

Answer 41

When the interviewer is aware that a candidate scored particularly high (or low) on an assessment test that has sen shown to be a valid predictor of performance

Answer 42

When the interviewer tends to go easy on a candidate and give a higher rating than is warranted

Answer 43

When the interviewer allows a small amount of negative information to outweigh positive information

Answer 44

When an interviewer is influenced by body language

Answer 45

When an interviewer asks different questions of each candidate

Answer 46

When the interviewer recalls the most recently interviewed candidates more clearly than earlier candidates

Answer 47

When the candidate has interests or other characteristics that are the same as those of the interviewer and cause the interviewer to over look negative aspects about the candidate

Answer 48

When the interviewer assumes a candidate has specific gratis because they are a member of a group

Answer 49

Designed to give candidates an accurate picture of a typical day on the job, provides an opportunity for them to self select out if the job isn't what they expected it would be

Answer 50

Provides candidates with a number of documents describing problems that would typically be handled by an employees in the position, with instructions to prioritize the problems and/or decide how the problems would be handled

Answer 51

Tests designed to measure an individual's knowledge and ability to apply skills in various areas, such as mathematics, typing, language, and reasoning

Answer 52

Measures an individuals ability to analyze and solve problems and draw conclusions from a set of facts

Answer 53

AKA psychometric tests; measures how a candidate will "fit" into a specific job

Answer 54

AKA honesty tests; assess a candidates work ethic, attitudes toward theft and drug and alcohol use, and similar traits (no adverse impact as long as administered equally to all candidates)

Answer 55

Tests an individual's coordination and manual dexterity

Answer 56

Tests used to determine whether candidates are physically capable of performing specific job duties

Answer 57

That discrimination doesn't need to be intentional to exist.

Answer 58

That test validation must be in accordance with the Uniform Guidelines on Employee Selection Procedures

Answer 59

That tests that have an adverse impact on a protected class are lawful if they're valid predictors of success on the job

Answer 60

Measures whether a test or other measurement produces consistent results so that, over time, the scores won't vary greatly

Answer 61

Considers the characteristics being measured by a test and whiter the test is measuring the characteristic accurately: * Content validity - simplest which confirms that a selection procedure samples significant parts of the job being tested. * Construct validity - determines whether a test measures the connection between candidate characteristics and successful performance on the job * Criterion validity - established when the test or measure either predicts or correlates the behavior: * predictive validity compares the test scores of a test given at the beginning of a job before new employees have experience tot he same criterion collected at some future test * concurrent validity is similar to predictive but the criterion measurement occurs at the same time the test is given and not at a later time

Answer 62

Employment reference, educational reference, financial references

Answer 63

Prohibits employers form using polygraph tests in making employment decision except under very limited conditions.

Answer 64

When an employer knew or should have known about an application's prior history that endangered customers, employees, vendors, or others with whom the employee comes in contact.

Answer 65

``` Terms and Conditions of employment Scope of Duties Compensation Benefits and Expense Reimbursements Nondisclosure of Proprietary Information Non-solicitation Agreement Advice of Counsel Disability or Death Termination Clause Change of Control ```

Answer 66

Three years from the date of hire or 1 year after the date of termination, whichever is later

Answer 67

Typically includes paperwork completion, compliance training and an introduction to policies, procedures, and rules through a review of the employee handbook

Answer 68

A system of organizational behaviors the time of hire focused on the retention of new employees

Answer 69

Includes efforts such as the assignment of an internal mentor or peer-to-peer support for training

Answer 70

Provides protection for workers in the event of mass layoffs or plant closings. The act requires that 60 ays advance notice be given to either the individual or their union representatives; employers with 100 or more full-time employees must comply

Answer 71

When either 500 employees are laid off or 33 percent of the workforce and at least 50 employees are laid off

Answer 72

* Faltering company - where the company is actively seeking additional funding and has a reasonable expectation that it will be forthcoming and that notice would negatively affect the ability to obtain funding * Unforeseeable business circumstance - when there is a sudden or unexpected negative change that couldn't have been predicted * Natural disaster

Answer 73

A job-training program designed to improve worker skills for jobs in the twenty first century. Designed to achieve three goals: 1. Improve workforce quality 2. Enhance national productivity and competitive ability 3. Reduce reliance on welfare

Answer 74

Program to assist workers who lose their jobs as the result of an increase in imported goods

Answer 75

By dividing total output (expressed in revenue dollars) by a measure of inventory output) by the number of employees

Answer 76

Accession rate (measures the number of new employees agains the total number of employees) Quality of Hire (based on performance rating) Cost per Hire (dividing total costs by the number of hires) Time to Hire (from the date a job is posted to the date a job is accepted) Replacement Costs (cost per employee to replace) Turnoever Analysis (calculated by dividing the average number of total employees by the number of employees who exited the organization)

Answer 77

One is which all key management positions are filled by expatriates

Answer 78

One that fills corporate positions in the home country with expatriates, whereas management positions in the host country are filled by HCN's (host-country nationals)

Answer 79

One that covers a trade region and has managers move between business units in different countries in the region

Answer 80

One that seeks to place the best-qualifed person into each position, regardless of their country of origin