Final

Question 1

Prior to World War II, human resources (also known as personnel) had been a strictly __________ function responsible for hiring and firing, compensation, payroll, and benefits.

Answer 1

Administrative

Question 2

Until the emergence of strategic HR, most companies treated employees as expenses and leadership as a _____________.

Answer 2

Found attribute

Question 3

The second wave of strategic HR was accompanied by the advent of

Answer 3

Increasingly sophisticated enterprise resource planning (ERP) technologies

Question 4

HR actions and outcomes that help execute the firm strategy, demonstrate alignment with that strategy, motivate strategically behavior by employees, and directly serve the implementation of a firm’s strategy

Answer 4

Strategic deliverables

Question 5

To consolidate the__________side of HR, businesses have shifted traditional HR functions to intranet driven self-service platforms or call centers, or outsource them altogether, with the goal of streamlining the remaining HR department.

Answer 5

Tactical

Question 6

In contrast to temporary or contract employees, regular employees tend to _______________ that require long periods on the job with the firm.

Answer 6

“ soak up” the sort of firm capital, for example, networks of contacts within the firm

Question 7

The development of strategic human resources management was significantly enhanced by the emergence of information technologies allowing for the creation of _______________ to display key performance measures in real time.

Answer 7

The online HR dashboard

Question 8

With implementation of ERP systems, top management meetings are frequently driven by _______________.

Answer 8

Real-time business numbers

Question 9

Information technology has helped address a significant barrier to of strategic human resource management, namely __________.

Answer 9

Measuring and communicating the business impact of HR decisions

Question 10

As a rule of human resource professionals has evolved beyond a purely administrative function, it has become increasingly necessary for HR professionals to acquire skills similar to _________________.

Answer 10

those of general managers

Question 11

Most HR professionals in general managers tend to agree that one of the most important skills they need to develop is _______________.

Answer 11

How to think strategically

Question 12

T/F Organizations have typically viewed HR is a low risk return function whose contribution could easily be measured by quantifiable benchmarks like total compensation, employee turnover, cost per hire, and employee attitudes.

Answer 12

True

Question 13

T/F In the mid-1990s, the General Electric Company launched the first corporate University

Answer 13

False (1950’s)

Question 14

T/F HR cannot be strategic without first providing high-quality administrative delivery of employment related transactions.

Answer 14

True

Question 15

T/F The good news about strategic HR present there is “one – size – fits – all – solution” using EAP technologies

Answer 15

False

Question 16

Conventional selection practices are geared toward hiring employees whose ____________ provide the greatest fit was clearly defined requirements of specific jobs.

Answer 16

Knowledge, skills, and abilities (KSAs)

Question 17

The basics assumptions of _______________ organizations are that individuals cannot be trusted to manage their own behavior.

Answer 17

Bureaucratic

Question 18

Whereas personality tests provide organizations with information about applicants, _______________ provide applicants with information about organizations

Answer 18

Realistic job previews (RJPs)

Question 19

A _______________________ outlines the job responsibilities, reporting relationships, hours, compensation, and credentials needed.

Answer 19

Job description

Question 20

___________________ validity is the extent to which the selection procedure predicts on-the-job success.

Answer 20

Criterion related

Question 21

_________________ refers to situations in which the employee fails to use reasonable care in hiring an employee who then commits a crime while in his or her position in the organization.

Answer 21

Negligent hiring

Question 22

The ______________________ provides a listing of the minimum acceptable qualifications that an employee must possess to perform the job adequately. It is used during the recruiting process.

Answer 22

Job specification

Question 23

T/F The use of multiple screening methods, raters, and criteria have long been recommended by researchers as the best approach to hiring.

Answer 23

True

Question 24

T/F If you never hire from within, you won’t be able to develop an organizational culture that attracts talented people seeking a promising future within your organization.

Answer 24

True

Question 25

T/F Structured interviews are more appropriate for positions but do not require much judgment or creative thinking.

Answer 25

True

Question 26

T/F Or cognitive ability tests have high criterion related validity; they also are highly vulnerable to claims of adverse impact.

Answer 26

True

Question 27

Under title VII of the Civil Rights Act, organizations are required to _____________accommodate employees’ religious obligations.

Answer 27

make a reasonable effort to

Question 28

The Age Discrimination Act prohibits discrimination against people _____years of age and older.

Answer 28

40

Question 29

Under the Americans with Disabilities Act employers are required to accommodate all employees _________________.

Answer 29

who have a physical or mental impairment that substantially limits one or more major life activity

Question 30

_______________ occurs when members of a protected group or are evaluated by different standards

Answer 30

Disparate treatment

Question 31

Once a ____________ case of discrimination has been established, it becomes the employer’s responsibility to demonstrate that the organization did not violate the law.

Answer 31

prima facie

Question 32

Generally speaking, a human resource procedure becomes discriminatory when the selection rate of one group is less than _____________ per cent of the selection rate of the group with the highest selection rate.

Answer 32

80

Question 33

The Pregnancy Discrimination Act recognizes pregnancy, as a ____________and requires that pregnant women not be treated differently than other employees in a similar circumstance.

Answer 33

temporary disability

Question 34

T/F As long an organization’s practices do not violate EEO law, is left up to the organizations management to decide how best to recruit and just generally manage employees.

Answer 34

True

Question 35

T/F In the US, many states and localities have passed EEO legislation that offers employees lesser protection than federal law.

Answer 35

False

Question 36

T/F US companies with offices or plants in foreign locations must comply with both US and host country EEO requirements in their overseas locations.

Answer 36

True

Question 37

T/F Employers find compliance was equal employment opportunity law difficult because the law was written to be intentionally general.

Answer 37

True

Question 38

Under the family medical leave act, employers may require that employees use up all of their accrued vacation time or personal or sick leave before taking unpaid leave.

Answer 38

True

Question 39

Performance appraisals are conducted for a variety of administrative and _______________purposes.

Answer 39

developmental

Question 40

______________ error occurs when the reader signs ratings on the basis of the global impression of the employee as either good or poor performer.

Answer 40

Halo

Question 41

In _____________ rating methods, raters evaluate performers on underlying characteristics such as dependability, ability to work with others, and leadership.

Answer 41

trait

Question 42

When designing a ____________ performance appraisal system, an organization will ask supervisors and other organizational experts to reach a shared consensus on what constitutes good, average, and poor performance on a particular job.

Answer 42

BARS

Question 43

___________ are the wide array of organizational characteristics that can positively or negatively influence performance. They include quality materials, quality of supervisor, and other factors.

Answer 43

System factors

Question 44

A realistic discussion of performance appraisal must recognize that organizations are ____________entities.

Answer 44

political

Question 45

The article entitled “Big Data, Trying to Build Better Workers” introduced you to the emerging discipline of ______________

Answer 45

workforce science

Question 46

T/F In performance appraisal, a contrast occurs when the raters evaluation of an average employee is boosted after rating a poor employee, or lowered after rating an excellent employee.

Answer 46

True

Question 47

T/F MBO type appraisal systems are not easily used for many administrative decisions, because employees are not evaluated on a common scale.

Answer 47

True

Question 48

T/F General Electric Company became widely recognized under the reign of Jack Welch for its commitment to trait-based performance appraisal.

Answer 48

False

Question 49

Because salary and benefits are generally based on _______________ and not job performance, they play a limited role in employee motivation.

Answer 49

organizational membership

Question 50

In an Employee Stock Ownership Plan (ESOP), the company contributes shares of its stock to a _____________.

Answer 50

trust

Question 51

Many studies strongly suggest that __________________undermines teamwork, encourages a short-term focus, and leads people to believe that pay is unrelated to performance.

Answer 51

individual incentive pay

Question 52

____________________, derived from work with laboratory animals, is indirectly responsible for such programs as piece-work pay for factory workers, stock options for top executives, special privileges accorded to Employees of the Month and commissions for salespeople.

Answer 52

Behaviorist theory

Question 53

Behaviorist theory

Answer 53

derived from work with laboratory animals, is indirectly responsible for such programs as piece-work pay for factory workers, stock options for top executives, special privileges accorded to Employees of the Month and commissions for salespeople.

Question 54

__________________ are job attributes that provide the basis for evaluating the relative worth of jobs inside an organization. They must be work related, business related, and acceptable to the parties involved.

Answer 54

Compensable factors

Question 55

Compensable factors

Answer 55

are job attributes that provide the basis for evaluating the relative worth of jobs inside an organization. They must be work related, business related, and acceptable to the parties involved.

Question 56

T/F Under the FLSA Non-exempt jobs include most executives, administrators, professionals, and outside sales representatives.

Answer 56

False

Question 57

T/F Technology is now available that monitors employee performance in non-manufacturing jobs on an ongoing basis-and ties that performance to an incentive pay system.

Answer 57

True

Question 58

T/F Labor rates and labor costs are the same thing.

Answer 58

False

Question 59

T/F Deferred compensation programs include stock option plans and pension plans.

Answer 59

True

Question 60

T/F The most effective way to motivate people to work productively is through individual incentive compensation.

Answer 60

False

Question 61

T/F _____________________is the determination of terms and conditions of employment through negotiation between an employer and a representative of the employer’s employees acting collectively as a group.

Answer 61

Collective bargaining

Question 62

Collective bargaining

Answer 62

is the determination of terms and conditions of employment through negotiation between an employer and a representative of the employer’s employees acting collectively as a group.

Question 63

In economic terms, the value of the employment relationship will be sufficient for the employer to maintain it when the employee’s __________________, the additional revenue produced from an additional unit (hour) of that employee’s labor is at least sufficient to cover the employee’s compensation.

Answer 63

marginal revenue product

Question 64

The __________, an arrangement between an employer and a union under which only members of the union may be hired was made illegal by the Taft-Harley Act of 1947.

Answer 64

closed shop

Question 65

closed shop

Answer 65

an arrangement between an employer and a union under which only members of the union may be hired was made illegal by the Taft-Harley Act of 1947.

Question 66

A ___________ is allegation by an employee that collective bargaining contract has been violated.

Answer 66

grievance

Question 67

Right-to-work is used to describe state laws which ban _______________ by forbidding the negotiation of collective bargaining agreements making employment conditional on membership or non-membership in a labor union authorized by a majority of employees in a secret ballot election.

Answer 67

union security agreements

Question 68

T/F To be effective, collective representation requires, at times, a willingness to subordinate the interests of the individual worker to the interests of the collectivity of workers.

Answer 68

True

Question 69

T/F In the US, corporations have generally been viewed as legal individuals, with, for the most part, the same panoply of individual rights possessed by persons.

Answer 69

True

Question 70

T/F Like unions in the United Stats, labor unions across Europe must win elections in order to exist and negotiate with management.

Answer 70

False

Question 71

T/F Walmart is the world’s largest unionized employer.

Answer 71

False

Question 72

T/F Despite concerns raised by skeptics of unionism and collective bargaining, all developed, industrialized, democratic countries have created collective bargaining systems.

Answer 72

True

Question 73

Adverse Impact

Answer 73

The enforcement agencies will generally regard a selection rate for any group which is less than four fifths (4/5), or eighty percent of the rate for other groups, as constituting evidence of adverse impact.

Question 74

Applicant flow record

Answer 74

records completed voluntarily by a job applicant and used by an employer to obtain information and data which might be viewed as being discriminatory if it is included on an application form.

Question 75

records completed voluntarily by a job applicant and used by an employer to obtain information and data which might be viewed as being discriminatory if it is included on an application form.

Answer 75

Applicant flow record

Question 76

Affirmative Action

Answer 76

the estimated effectiveness of proposed affirmative action is generally projected in “goals and time tables.

Question 77

Bona Fide Occupational Qualification (BFOQ)

Answer 77

A defense provided for in Section 703(e) of Title VII which an employer can raise to justify an employment practice which would otherwise be unlawful because of its discriminatory impact. Examples are the requirement that an actress playing the part of a woman be a woman or that a minister of a particular religion be a member of that particular religion. Age may be a BFOQ. Race may not.

Question 78

Business Necessity

Answer 78

A major judicial defense for an employment practice which operates to exclude individuals on the basis of sex or minority status. The test is whether there exists an overriding legitimate business purpose such that the practice is necessary to the safe and sufficiently compelling to override any racial impact; the challenged practice must effectively carry out the business purpose it is alleged to serve; and there must be available no acceptable alternative policies or practices which could better accomplish the business purpose

Question 79

Conciliation

Answer 79

process by which EEOC attempts to settle a complaint of discrimination through agreement with the respondent after a finding of reasonable cause and before bringing a civil action. The normal result of a successful conciliation is that the charging party is hired, reinstated, and given back pay and/or other compensation, while the respondent receives the charging party’s and EEOC’s undertaking not to pursue the matter any further. The conciliation agreement also ordinarily contains a clause indicating that signature of it constitutes no admission nor finding by any party that unlawful discrimination did or did not occur.

Question 80

Effective Labor Market

Answer 80

The labor market, measured geographically and by characteristics of the qualified potential applicants, from which an employer actually draws applicants and employees, as distinct from the labor market from which an employer hopes or attempts to draw applicants. The distinction is important where the representation of minorities or women varies between the two labor markets.

Question 81

Employment Practice

Answer 81

as used by compliance agency personnel, an employment practice is any test, educational requirement, job qualification, application or other form, interviewing system, applicant processing procedure, recruitment program, or any other function of the employer’s entire employment system which operates as a screening device

Question 82

Goals and Timetable

Answer 82

Numerical projections and employer makes of the representation minorities and women are likely to achieve i positions in which they have been underutilized, if the employer applies good-faith effort to assure that all aspects of the employer’s affirmative action plan are made to work. Not quotas.

Question 83

Guidelines

Answer 83

Documents published by various compliance agencies for the purpose of clarifying provisions of a law or regulation and indication how an agency will interpret its law or regulation. Sometimes guidelines have the effect of a regulation, sometimes not

Question 84

Skills inventory

Answer 84

a profile describing the skills and talents of each employee and important component of the HRIS.

Question 85

a profile describing the skills and talents of each employee and important component of the HRIS.

Answer 85

Skills inventory or Replacement Chart

Question 86

Trend projections

Answer 86

a method of long-range forecasting in which employment levels are associated with projected levels of business activity. Techniques extend from simple linear extrapolations to sophisticated regression analysis.

Question 87

Work-load analysis

Answer 87

a method of short-term forecasting in which the number of employees is identified by computing how many employee hours will be needed to produce the output the organizations requires.

Question 88

Unit demand

Answer 88

a long range forecasting method based upon the pooled estimates of each unit manager.

Question 89

Assessment center

Answer 89

An appraisal approach that requires employees to participate in a series of activities similar to those they might encounter in an actual job.

Question 90

Attrition

Answer 90

a reduction in the number of employees resulting from turnover.

Question 91

Availability forecast

Answer 91

A process of determining whether a firm will be able to secure employees with the necessary skills from within the company, from outside the organization, or from a combination of the two sources.

Question 92

A process of determining whether a firm will be able to secure employees with the necessary skills from within the company, from outside the organization, or from a combination of the two sources.

Answer 92

Availability forecast

Question 93

Behavior description interview

Answer 93

A structured interview that uses questions designed to probe an applicant’s past behavior in specific situations.

Question 94

Behavior modeling

Answer 94

A training method that utilizes live demonstrations or videotapes to illustrate how managers function in various situations for the purpose of developing interpersonal skills.

Question 95

Behaviorally anchored rating scale (BARS) method

Answer 95

A performance appraisal method that combines elements of the traditional rating scale and critical incidents methods.

Question 96

Concurrent validity

Answer 96

A validation method in which test scores and criterion data are obtained at essentially the same time.

Question 97

Construct validity

Answer 97

A test validation method to determine whether a selection test measures certain traits or qualities that have been identified as important in performing a particular job.

Question 98

A test validation method to determine whether a selection test measures certain traits or qualities that have been identified as important in performing a particular job.

Answer 98

Construct validity

Question 99

Criterion-related validity

Answer 99

A test validation method that compares the scores on selection tests to some aspect of job performance as determined, for example by performance appraisal.

Question 100

A test validation method that compares the scores on selection tests to some aspect of job performance as determined, for example by performance appraisal.

Answer 100

Criterion-related validity

Question 101

Critical incident method

Answer 101

A performance appraisal technique that requires a written record of highly favorable and highly unfavorable employee work behavior specifically associated with key or critical elements of the job.

Question 102

Cutoff score

Answer 102

The test score below which an applicant will not be considered further for employment.

Question 103

Dual career path

Answer 103

Creation of a alternative career path for technical specialists and professionals who can, and should be allowed too, continue to contribute significantly to a company without having to become managers.

Question 104

Forced choice method

Answer 104

A performance appraisal technique in which the rater is given a series of statements about an individual and indicates which items are the most or least descriptive of the employee.

Question 105

Forced distribution method

Answer 105

An appraisal approach in which the rater is required to assign individuals in a work group to a limited number of categories similar to a normal frequency distribution.

Question 106

Halo error

Answer 106

The perception by an evaluator that one factor is of paramount importance
and as a consequence other performance indicators are biased in a positive direction.

Question 107

Human resource planning

Answer 107

ncludes forecasting future needs for employees of various types; projecting human resource supplies; comparing needs with supplies and proposing actions either to fill the shortage or eliminate the surplus.

Question 108

In-basket simulation

Answer 108

simulation in which the a participant is asked to establish priorities for handling a number of business papers, such as memoranda, reports, and telephone messages, that would typically cross a manager’s desk.

Question 109

Job analysis

Answer 109

systematic collection, evaluation, and organization of information about the content of a job. Used to produce a job description or a job specification.

Question 110

Job design

Answer 110

A process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in an organization

Question 111

Outplacement

Answer 111

a planned program by the organization to help terminated employees find suitable employment following a downsizing.

Question 112

Management by objectives (MBO)

Answer 112

A philosophy of management that emphasizes the setting of agreed-on objectives by superior and subordinate managers and the use of these objectives as the primary basis of motivation, evaluation, and self control.

Question 113

Paired comparison

Answer 113

A variation of the ranking method of performance appraisal in which the performance of each employee is compared with that of every other employee in the particular group.

Question 114

Plateauing

Answer 114

A career condition that occurs when an employee’s job functions and work content remain the same because of a lack of promotional opportunities within the company.

Question 115

Predictive validity

Answer 115

A validation method that involves administering a selection test and later obtaining the criterion information.

Question 116

Split-halves method

Answer 116

A means of determining the reliability of a selection test by dividing the results into two parts and then correlating the results of these two parts.

Question 117

Strategic planning

Answer 117

a planning process at the strategic apex that includes defining the organization’s purpose and overall direction.

Question 118

Structured interview

Answer 118

A process in which an interviewer consistently asks each applicant for a particular job the same series of job-related questions.

Question 119

Authorization cards

Answer 119

A key part of the unionization process under provisions of the National Labor Relations Act. Once a minimum of 30% of eligible employees have sighed authorization cards the NLRB will conduct a secret ballot election to determine if the employees have decided to form into a labor union for purposes of collective bargaining.

Question 120

Business agent

Answer 120

Paid representative of a local union who handles its grievance actions negotiations with employers, enrolling of new members, and other membership and general business affairs. Sometimes called a walking delegate.

Question 121

Concerted activities

Answer 121

Activities undertaken jointly by employees for the purpose of union organization, collective bargaining, or other mutual aid or protection. Such activities are “protected” under the NLRA.

Question 122

Constructive discharge

Answer 122

A form of discrimination that occurs when intentional unfavorable treatment is conducted against an employee marked for discharge so that employee will “voluntarily” resign.

Question 123

Economic strike

Answer 123

strike not caused by unfair labor practice of an employer.

Question 124

Good-faith bargaining

Answer 124

The parties are required to meet at reasonable times and to confer in good faith with respect to wages, hours, and other terms and conditions of employment. But neither party is required to agree to a proposal or to make concession. Failure to reach agreement after good faith bargaining is likely to result in an economic strike.

Question 125

Distributional errors

Answer 125

decrease in performance appraisal validity that results from a rater’s tendency to use only one part of the rating scale a) Leniency occurs when a rater assigns high ratings to all employees, b) Strictness occurs when a manager gives low ratings to all employees. c) Central tendency reflects that a manager rates all employees in the middle of the scale.

Question 126

360 degree appraisals

Answer 126

a performance appraisal technique that consists of having multiple raters (boss, peers, subordinates, customers) provide input into a manager’s evaluation.

Question 127

System factors

Answer 127

a wide array of organizational characteristics that can positively or negatively influence performance. System factors include quality materials, quality of supervisor, and other factors.

Question 128

Strategic congruence

Answer 128

the extent to which the performance management system elicits job performance congruent with the organization’s strategy, goals, and culture.

Question 129

Performance management

Answer 129

the process through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals. The performance management system has three parts: defining performance, measuring performance, and feeding back performance information.

Question 130

Objectives

Answer 130

the results of specific activities or outcomes to be achieved over a stated time. Well-formulated objectives are specific, measurable, attributable, realistic, time-limited statements of intention (a.k.a., SMART).