Midterm

Question 1

Diffused Responsibility

Answer 1

pros-best know HR-service needs; strategic clout

cons- lack of “best practice” awareness; line mgmt “distraction” from core responsibilities/stakeholders

Question 2

Delegated Responsibility

Answer 2

pros- expert staff support

cons- often lack business savvy; limited strategic clout

Question 3

Co-Sourced Responsibility

Answer 3

pros- greater efficiency & effectiveness in processing

cons- operational rather than strategic focus

Question 4

Rewards administration (benefit plan enrollment), training registration & delivery, Applicant searches & processing, Employee Database management, Employee Communications

Answer 4

Transactional Tasks (Reassigned)

Question 5

Facilitating change management, promoting knowledge management, enhancing strategic planning, aligning HR strategy

Answer 5

Transformational Tasks (Repositioned)

Question 6

HR Functional Area: Repetitive, Don’t require exercise

Answer 6

Transactional

Question 7

HR Functional Area: High-level, Challenging Issues, Major impactful choices, profound effects on overall organization’s health and well being and future.

Answer 7

Transformational

Question 8

HR Outsourcing

Answer 8

Vendor Management - Discrete Activities

-Can be cheaper

Question 9

HR Reengineering

Answer 9

Process Automation - Integrated/Activity Software, Self-Serve Technologies

Question 10

HR Reengineering

Answer 10

Structural Realignment - Call Centers, Centers of Excellence

Question 11

HR Repositioning

Answer 11

Revenue Generation - Brokering Technical, Expertise Brokering, HR Expertise

Question 12

3 parts of Labor Intensive HRM

Answer 12

Paper Intensive
People Intensive
Time Intensive

Question 13

3 parts of Technology-Intensive HRM

Answer 13

Self-Service Software
HR Activity Software
Interaction Software

Question 14

3 Phases of Infusing IT in HR Services:

Answer 14

Phase I: Activity Software for HR Staff
Phase II: Interaction Software for Internal Customers
Phase III: Self-Service Software for Staff/Customers

Question 15

Present and Forward looking into the future responsibility. Only consider job-related factors when making decisions to provide individuals with an equal opportunity to compete for job outcomes.

Answer 15

Equal Employment Opportunity

Question 16

focuses on past discrimination and trying to neutralize it. Backwards and also forwards looking activity. Trying to identify people that have been in the past victims of discrimination, and that past continues to subject them to new discrimination over and over again.

Answer 16

Affirmative Action

Question 17

allegation that the firm intentionally wanted to disadvantage plaintiffs because of their known membership in a protected group

Answer 17

disparate treatment

Question 18

eliminates the needs to show that improper motives were behind the decision – what matters instead is the outcome itself

Answer 18

disparate impact

Question 19

Least likely to be outsourced

Answer 19

transformational activities

Question 20

promise to distribute a specific level of retirement income to plan members

Answer 20

defined benefit

Question 21

promise to set aside monies to fund retirement benefit if certain conditions are met

Answer 21

defined contribution

Question 22

Most likely to raise legal concerns about reverse discrimination

Answer 22

private firm voluntarily chooses to implement an affirmative action plan

Question 23

Least likely to raise legal concerns about reverse discrimination

Answer 23

federal contractor voluntarily chooses to implement an affirmative action plan

Question 24

(uncommon) the union must “prove” it has majority support to form union

Answer 24

voluntary recognition

Question 25

government-issued bargaining order

Answer 25

mandated recognition

Question 26

(mainstream way of unions) government supervised process

Answer 26

certification election

Question 27

% of employees who are union members

Answer 27

Density

Question 28

% of employees whose employment is governed by a union contract, whether they are a union member or not

Answer 28

Coverage

Question 29

which role is the HRM function least dependent on cooperation from line management

Answer 29

adminstrative expert

Question 30

which role is the HRM function most dependent on cooperation from line management

Answer 30

employee champion

Question 31

what kind of HR activity is most likely to be outsourced

Answer 31

transactional

Question 32

activities dealing with change or improvement

Answer 32

transformational

Question 33

bargaining-strategy positions best conveys the range of issues and topics the parties will be addressing during the particular round of collective bargaining

Answer 33

union’s laundry list; management’s laundry list

Question 34

bargaining-strategy position best conveys the prospect of successful negotiating an agreement during collective bargaining

Answer 34

union’s sticking point’ management’s sticking point