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Human Resources > Final Exam > Flashcards

Final Exam Flashcards

1
Q

historical and verifiable

A

hard B-items

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2
Q

future and unverifiable

A

soft-B items

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3
Q

disability, marital status, dependency, age, emergency contact

A

Cluster 1

timing issue

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4
Q

criminal history, military experience, school activities, credit/financial status

A

Cluster 2

phrasing issue

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5
Q

gender, religion, national origin

A

Cluster 3

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6
Q

describes the extent to which a given selection procedure consistently measures applicants who are being screened

A

reliability

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7
Q

format that demands highest level of interviewing skills from the interviewer during the course of an interview

A

unstructured

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8
Q

how Americans define career ‘growth’

A

hierarchical/vertical

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9
Q

format that demands lowest level of interviewing skills from the interviewer during the course of an interview

A

structured

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10
Q

reward situations where certain individuals are being paid more than the pay-range max. for their positions

A

silver-circle, gold-circle

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11
Q

reward situations where certain jobs are being paid more than the pay-range max. for their positions

A

red-circle, green-circle

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12
Q

investment plan that would best advance a corporate culture that emphasizes employee empowerment/involvement

A

Scanlon plans

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13
Q

line of sight is a concept that is vital to effective

A

performance management

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14
Q

what is least likely to be a compelling concern for management when traditional pay structures are designed

A

individual equity

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15
Q

what is most likely to be a compelling concern for management when traditional pay structures are designed

A

business strategy

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16
Q

highest level of validity

A

performance simulations

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17
Q

lowest level of validity

A

unstructured interviews

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18
Q

basing pay structures on a pay-policy line that is set below prevailing wage & salary levels would most likely undermine employees perception of

A

external equity

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19
Q

basing pay structures on a pay-policy line that is set above prevailing wage & salary levels would most likely undermine employees perception of

A

individual equity

20
Q

in content validity studies, the employer compares:

A

selection test content with job content

21
Q

job evaluation data into pay structure design–> ____ equity

A

internal

22
Q

pay survey data into pay structure design–> ____ equity

A

external

23
Q

The employer intentionally excluded some individuals from employment opportunitities

A

disparate treatment

24
Q

“facially neutral” employment criteria excluded some groups from employment opportunities much more so than it did other groups

A

disparate impact

25
Q

describes the extent to which a given selection procedure accurately measures applicants who are being screened

A

validity

26
Q

perform well in selection but poorly on the job

A

false positive

27
Q

perform poorly in selection but well on the job

A

false negatives

28
Q

most likely to raise legal concerns about reverse discrimination

A

private firm voluntarily chooses to implement an affirmative action plan

29
Q

least likely to raise legal concerns about reverse discrimination

A

federal contractor voluntarily chooses to implement an affirmative action plan

30
Q

the cost of underutilizing employees during business downturns is _____ than the cost of filling job vacancies when there is an upturn in demand

A

greater

31
Q

refers to present and future compliance with anti-discrimination laws

A

EEO

32
Q

entails rectifying inequities that were created by past discrimination

A

AA

33
Q

an individuals pay exceeds the pay-range maximum for that pay grade because of seniority-related considerations

A

silver circle

34
Q

average pay for a particular job exceeds the pay-range maximum for its pay grade

A

red circle

35
Q

an individuals pay exceeds the pay-range maximum for that pay grade because of performance related considerations

A

gold circle

36
Q

average pay for a particular job is below the pay-range minimum for its pay grade

A

green circle

37
Q

clusters of jobs that have been identified as contributing equal value to the firm

A

pay grades

38
Q

country with lowest HR staff ratios

A

US

39
Q

country with highest HR staff ratios

A

Japan

40
Q

HR activity least likely to be outsourced

A

transformational (change or improvement)

41
Q

HR activity most likely to be outsourced

A

transactional (repetitive)

42
Q

PEOs handle outsourced HR work for what sized firms?

A

small and medium

43
Q

HROs handle outsourced HR work for what sized firms?

A

Large

44
Q

people focused roles (2)

A

employee champion; change agent

45
Q

process focused roles (2)

A

administrative expert; strategic partner

Human Resources (2 decks)

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