Midterm

Question 0

Unwelcome sexual conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment is called …..

Answer 0

Sexual Harrassment

Question 1

Permits employer to use religion, age, sex,or national origin as a factor in its employment practices when reasonably necessary to normal operation of that particular business

Answer 1

Bona Fide Occupational Qualification

Question 2

Process of determining and reporting pertinent information relating to the nature of a specific job is called ….

Answer 2

Job Analysis

Question 3

Process of structuring work and designating the specific work activities of an individuals or group of individuals to achieve certain organizational objectives called ….

Answer 3

Job Design

Question 4

Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen is called ….

Answer 4

Recruiting

Question 5

Introduction of new employees to the organizatio, work unit, and job is called ….

Answer 5

Orientation

Question 6

Learning Process that involves the acquisition of skills, concepts, rules, or attitudes to increase employee performance is called ….

Answer 6

Training

Question 7

Written synopsis of the nature and requirements of a job and explains, in written form, what the job is called, what it requires to be done, where it is to be done, and how it is to be done is called ….

Answer 7

Job Description

Question 8

The process of choosing from among available applicants the individuals who are most likely to successfully perform a job is called ….

Answer 8

Selection

Question 9

The right of all people to work and to advance on the basis of merit, ability, and potential is referred to as ….

Answer 9

Equal Employment Opportunity

Question 10

Intentional discrimination: treating one class of employees differently from other employees is called ….

Answer 10

Disparate Treatment

Question 11

EEOC stands for ….

Answer 11

Equal Employment Opportunity Commission

Question 12

Gives disabled persons sharply increased to access to service and jobs

Answer 12

The Americans With Disabilities Act

Question 13

Enables qualified employees to take prolonged unpaid leave for family and health-related reasons without fear of losing their jobs

Answer 13

Family and Medical Leave Act

Question 14

Is where a situation occurs in which proportion of minorities and women employed by an organization equals proportion in organization’s relevant labor market

Answer 14

Employment Party

Question 15

is where a situation occurs in which proportion of minorities and women employed in various occupations within an organization is equal to their proportion in organization’s relevant labor market

Answer 15

Occupational Party

Question 16

is the practice of having fewer minorities or females in a particular job category than would reasonably be expected when compared to their presence in relevant labor market

Answer 16

Underutilization

Question 17

Process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time is called ….

Answer 17

Resource Planning

Question 18

Thoroughly examining internal practices and procedures and measuring them against the ways other successful organizations operate is called ….

Answer 18

Benchmarking

Question 19

Five challenges for today’s Human Resource Managers are :

Answer 19

Diversity in workforce
Result of changes in government requirements
Organizational structures
Technology
Management approaches

Question 20

Key Human Resources challenges facing global corporations

Answer 20

Cultural differences
Compliance with data-privacy regulations
Varying economic conditions across countries
Time zone differences
Legal environment and International Compliance

Question 21

Organizations face new regulations routinely issued in areas of :

Answer 21

Safety and health
Equal employment opportunity
Pension reform and Quality of work life

Question 22

For the future, Human resource manager need to :

Answer 22

Overcome negative impressions and biases sometimes associated with this field
Become well-rounded business people
Understand business complexities and strategies

Question 23

What are some of the impacts HR managers have on organizational Performance

Answer 23

Reducing necessary overtime expenses, staying on top of absenteeism, eliminating wasted time by employees with sound job design, minimizing employee turnover and unemployment benefit costs

Question 24

Job analysis methods include :

Answer 24

Observation
Interviews
Questionnaires

Question 25

What are the advantages of job specialization

Answer 25

Fewer skills required per person
Increases proficiency through repetition and practice of same skills
More efficient use of skills by primarily utilizing each employees best skill
Low wages due to the ease with which labor can be substituted
More conformity in the final product or serive
Different tasks performed concurrently

Question 26

What are three problems when conducting interviews

Answer 26

Personal Preferences
Biases
Prejudices

Question 27

What are three main types of references to check

Answer 27

Personal
School
Past employees

Question 28

External sources of recruiting employees include ….

Answer 28

Advertising 
Employment agencies 
Temporary agencies
College job fairs 
Employee references

Question 29

Human Resource Main Functions

Answer 29

Human Resource Planning, Recruiting, and Selection 
Human Resource Development 
Compensation and Benefits
Safety and Health 
Employee and Labor Relations
Human Resource Research

Question 30

Activities designed to provide for and coordinate the human resources of an organization traditionally referred to as personnel management is called ….

Answer 30

Human Resources

Question 31

Tasks and duties performed in large and small organizations to provide for and coordinate human resources are called ….

Answer 31

Human Resources Functions

Question 32

Person who devotes a majority of working time to human resource issues, but doesn’t specialize in any specific area is called ….

Answer 32

Human Resources Generalist

Question 33

Laying off large members of managerial and other employees is called ….

Answer 33

Downsizing

Question 34

Person specially trained in one or more areas of human resource management is called ….

Answer 34

Human Resource Specialist

Question 35

Subcontracting work to an outside company that specializes in that particular type of work is called ….

Answer 35

Outsourcing

Question 36

What are some advantages of external sources of employees :

Answer 36

Pool of talent much larger in comparison to internal
External hires may bring new insights and perspectives
Often cheaper and easier to higher technizal, skilled, or managerial people outside

Question 37

What are some disadvantages of external sources of employees :

Answer 37

Attracting
Contacting
Evaluating potential employees is more difficult
Need adjustment or orientation period
Recruiting from outside may cause morale problems among current employees

Question 38

Environmental factors that affecting human resources :

Answer 38

Changes in workforce
Government influences
Competition
General economic conditions

Question 39

4 Steps in the Human Resources Planning Process :

Answer 39

Determine impact of organizational objectives
Define the skills and expertise required to meet objectives
Determine additional human resource requirements in light of current human resources
Develop action plans to meet the anticipated human resource needs

Question 40

Linking Human Resources Planning to Business Strategy :

Answer 40

Be familiar with the business strategy
Ensure that all traditional human resource programs are satisfying
Identify the human resource implications of the organizations business
Identify those human resource issues that may affect business objectives

Question 41

Job analysis activities :

Answer 41

First row down : Job definition, job redesign, recruitment, selection
Second row down :Employer safety, career counseling, training, orientation
Third row down : Performance appraisal , compensation