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Human Resources > OBHR 4334 Test 1 > Flashcards

OBHR 4334 Test 1 Flashcards

1
Q

Process of finding and hiring high-quality talent needed to meet the organization’s workforce needs

A

Talent Aquisition

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2
Q

Through what process does an organization obtain employees?

A

Staffing

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3
Q

Something a company can do differently from its competitors in order to perform better

A

competitive advantage

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4
Q

the knowledge and skills a worker gains through education and experience

A

Human Capital

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5
Q

The average organization’s employee cost is over 25% of its total revenue

True or False?

A

True

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6
Q

the process of predicting an organization’s future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization’s business strategy

A

Workforce planning

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7
Q

Workforce planning is also known as _____ ______.

A

Gap Analysis

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8
Q

locating qualified individuals and labor markets from which to recruit

A

Sourcing

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9
Q

all organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers

A

Recruiting

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10
Q

assessing job candidates and deciding whom to hire

A

Selecting

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11
Q

assigning talent to appropriate jobs and roles in the organization

A

Deploying

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12
Q

Familiarizing new hires with their job, and the organization as a whole

A

Onboarding

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13
Q

Performance differences are sustainable if the resources are:

a. Rare
b. Inimitable
c. Non-Sustainable
d. All of the above
e. None of the above

A

D

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14
Q

This refers to the way in which the organization controls employee performance, either by means or end results

A

Employee Control Models

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15
Q

An employee control model denoted by a precise control of employee means

A

Process Control

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16
Q

An employee control model denoted by a control of only the end results of employee performance

A

Outcome Control

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17
Q

Labor markets in which workers are hired into entry level jobs and higher levels are filled from within

A

Internal Labor Market

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18
Q

Internal labor markets have low levels of job security

True or False?

A

False

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19
Q

External labor markets have low levels of job security

True or False?

A

True

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20
Q

Persons outside the firm who are actively seeking employment.

A

External Labor Market

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21
Q

Internal labor markets train employees extensively

True or False?

A

T

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22
Q

External Labor markets train employees extensively

True or False?

A

F

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23
Q

The Best Practices perspective is largely viewed as unrealistic and vague

True or False?

A

T

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24
Q

Someone who performs services wherein the employer only directs the result of the work

A

Independent contractor

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25
Q

Jobs where individuals don’t have long-term employment contracts.

Examples: Temps, leased workers, seasonal workers

A

Contingent Workers

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26
Q

Agreement or contract negotiated through collective bargaining process. This document contains employment conditions

A

Collective bargaining agreement

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27
Q

This type of union only employs due-paying union workers

A

closed shop

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28
Q

This type of union employs both union and non union workers, but non union workers must join within a certain time limit

A

union shop

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29
Q

In this type of union, non union workers don’t have to join, but still must pay union dues

A

agency shop

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30
Q

This type of union has no restrictions on hiring, you don’t have to be in a union or pay dues

A

open shop

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31
Q

This portion of the civil rights act prohibits discrimination on the basis of race, color, religion, sex, or natural origin

A

Title VII

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32
Q

EEOC Stands for

A

equal employment opportunity commission

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33
Q

a necessary (not merely preferred) qualification for performing a job

A

Bona Fide Occupational Qualification (BFOQ)

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34
Q

There are no exceptions to the Civil Rights act

True or False?

A

F

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35
Q

Which Civil Rights Act made it illegal to adjust scores or cut-offs based on race or gender?

a. 1991 Civil Rights Act
b. 1964 Civil Rights Act

A

A

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36
Q

system that rewards employees for length of employment rather than merit

A

bona fide seniority system

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37
Q

Which of the following are exceptions to the Civil Rights Act of 1964?

a. BFOQ

b. Bona Fide Seniority System (BFSS)

c. Professionally developed ability tests (As long as there was no intention to engage in illegal discrimination)

d. All of the Above

A

D

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38
Q

This executive order extends Title VII standards to companies holding government contracts worth more than 10,000 per year. Imposes additional requirements on contractors with government contracts worth more than 50,000 per year and 50 or more employees. Additionally, affirmative action was created through this Executive order

A

Executive Order 11246

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39
Q

A law passed in 1990 that requires employers and public facilities to make “reasonable accommodations” for people with disabilities and prohibits discrimination against these individuals in employment.

A

Americans with Disabilities Act

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40
Q

Unless an accommodation for a disability causes ______ ______, it’s required

A

undue hardship

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41
Q

Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in the United States

A

Immigration reform and control act (1986)

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42
Q

This federal office enforces Executive Order 11246 and section 503 of the Rehabilitation act, and can randomly conduct audits.

A

Office of Federal Contract Compliance Programs (OFCCP)

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43
Q

This type of analysis involves the calculation and interpretation of a financial ratio

A

Ratio Analysis

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44
Q

This type of analysis uses past patterns to predict future needs

A

Trend Analysis

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45
Q

This type of analysis uses past employment and/or business data to build a model to predict future needs

A

Regression Analysis

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46
Q

This type of regression is denoted with this formula:

Y = a + b*x

A

Simple Regression

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47
Q

This type of regression is denoted with this formula:

Y = a + b1x1 + b2x2

A

Multiple Regression

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48
Q

Multiple Regression models generally contain more than 2 variables.

True or False?

A

F

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49
Q

This type of judgemental forecasting involes organizational leaders predicting what future staffing levels will need to be

A

Top Down

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50
Q

This type of judgemental forecasting involes low level managers estimating staffing requirements which are modified as they move up the management hierarchy.

A

Bottom Up

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51
Q

This type of judgemental forecasting involves playing out many “what if” scenarios

A

Futuring

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52
Q

A method for tracking the pattern of employee movements through various jobs. ___ ___

A

Markov Analysis

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53
Q

This type of analysis can be denoted with this formula:

Internal Talent Supply = Current Staffing levels - Projected losses + Anticipated staffing gains

A

Markov Analysis

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54
Q

This type of workforce is borrowed, and is on-demand talent for corporations

A

Contingent workforce

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55
Q

In the event of a talent surplus, corporations generally release __________ employees first

A

temporary

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56
Q

the proportion of applicants moving from one stage of the hiring process to the next

A

Staffing Yields

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57
Q

The process of studying jobs to gather, analyze, synthesize, and report information about job responsibilities and requirements and the conditions under which work is performed

A

Job analysis

58
Q

Occupational Information Network compiled by the United States Department of Labor (Abbreviation)

A

ONET

59
Q

This type of job analysis focuses on specific tasks and behaviors performed on the job, and what outcome the job exists to produce

A

Job oriented

60
Q

This type of job analysis focuses on specific human abilities or attributes needed to successfully perform the job

A

Worker oriented

61
Q

Objectively written descriptions of behaviors or work activities engaged in by employees in order to perform their jobs

A

Task statements

62
Q

These types of abilities describe employee dexterity and reaction time

A

Psychomotor

63
Q

This type of job analysis rates the entire job at once, usually on a scale of 1-5 for example.

A

Wholistic

64
Q

This type of job analysis individually rates the importance of each task performed on the job and is more detailed than its counterpart.

A

Granular

65
Q

Which type of job analysis takes longest?

a. Granular
b. Wholistic

A

A

66
Q

Groups of jobs that call for similar worker characteristics or contain parallel work tasks

A

job family

67
Q

Description of daily activities maintained for a period of time (Calendar, day planner)
* Best when job or task is non-repetitive or long cycle.
* Good for creative or “thinking” jobs/tasks.
* Requires great discipline on diary-keeper’s part.
* Accuracy may be questionable

A

Work diary

68
Q

This type of job analysis method is a great starting point, and involves data mining of relevant job materials and tasks

A

Background check

69
Q

Behaviors of an individual that contribute to job performance and success

A

Competencies

70
Q

Competencies are more narrow than KSAOs

True or False?

A

F

71
Q

You should never skip job analysis, under any circumstance

True or False?

A

T

72
Q

An _______ job function describes exists if any of the following is true:

The job exists solely to perform a certain task

There aren’t enough employees to redistribute job function(s)

Very highly specialized job, people are hired specifically for their expertise

A

Essential

73
Q

This type of recruitment essentially looks for anyone they can get their hands on, casts a very wide net, and is used for jobs which need a ton of applicants

A

Open recruitment

74
Q

This type of recruitment is used for jobs with more specific qualifications, and can be used to fill key KSAO shortages or remedy a workforce diversity gap

A

Targeted Recruitment

75
Q

This type of job seeker describes people who need jobs and are currently searching for openings

A

active

76
Q

This type of job seeker describes someone not currently seeking a new job, but could be tempted by the right opportunity

A

Passive

77
Q

This type of job seeker describes someone interested in a new position but are only occassionally searching for one

A

Semi-passive

78
Q

Each organization has their own, different, “Perfect” recruiting source.

True or False?

A

False

79
Q

Employee referrals, job fairs, observation, and career sites are examples of ______ recruiting sources

A

External

80
Q

Sourcing based on where candidates live

A

Geographic Targeting

81
Q

The extent to which employees are motivated to contribute and apply discretionary effort to their jobs

A

Engagement

82
Q

The firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking.

A

Employer branding

83
Q

Employees’ perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.

A

Employee Value Proposition (EVP)

84
Q

Part of a service contract where the service expectations are formally defined.

A

Service Level Agreement (SLA)

85
Q

sophisticated, interactive Web advertising, usually employing sound and video are examples of ____ media

A

rich

86
Q

the perceived fairness of the hiring or promotion outcome

A

Distributive fairness

87
Q

Belief that the policies and procedures that resulted in the hiring decision were fair

A

Procedural fairness

88
Q

fairness of the interpersonal treatment and amount of information received during the hiring process

A

Interactional fairness

89
Q

Proper measurement is important because it’s impossible to tell if you’re hiring the right people without it.

True or False?

A

T

90
Q

This tier of measurement (data) only allows one to identify that two things are different from each other.

Ex. Male & Female

A

Nominal

91
Q

This tier of measurement rank-orders objects according to a certain quality. The disparity between ranks is not consistent, however.

A

Ordinal

92
Q

This tier of measurement rank-orders objects according to a certain quality. The disparity between ranks is consistent

A

Interval

93
Q

This tier of measurement is similar to interval, in that the differences between ranks are equal. However, the difference is that this tier has a Zero Point

A

Ratio

94
Q

This type of curve simply represents a distribution of a chracteristic, and is bell-shaped. Scores only have meaning in comparison to others

A

Normal

95
Q

A data’s midpoint or mean/median/mode

A

Central Tendency

96
Q

The spread of data around the midpoint

A

Variability

97
Q

the positive square root of the variance

A

Standard Deviation

98
Q

The measure of the spread based on squared deviations of scores from the mean

A

Variance

99
Q

A large standard deviation denotes more or less variance?

A

more

100
Q

_____ = (Raw Score - Mean) / StDev.

A

Z score

101
Q

a statistical index of the relationship between two things (from -1 to +1)

A

correlation coefficient

102
Q

Correlation does not equal causation

True or False?

A

T

103
Q

Which of the following is not one of correlations’ 3 possible explanations?

a. A Influences B
b. B Influences A
c. A & B are influenced by C
d. All of the above
e. None of the above

A

D

104
Q

This type of significance indicates that the observed relationship is unlikely to be due to sampling error

A

Statistical

105
Q

This type of significance indicates that the observed relationship is large enough to be of value in the applied sense

A

Practical

106
Q

A statistical technique that produces a formula to predict an outcome using multiple predictor variables

A

Multiple Regression

107
Q

This type of reliability reflects repeatability of scores over time and the stability of the underlying construct being measured

A

test-retest

108
Q

this type of reliability indicates the extent to which items on a given measure assess the same construct

A

internal consistency

109
Q

This type of reliability indicates how consistent scores are likely to be if the responses are scored by 2+ raters using the same item, scale, or instrument

A

Inter-rater

110
Q

Controlling the influence of extraneous factors on scores generated by a measure

A

Standardization

111
Q

error that occurs due to a consistent factor, which is generally unknown

A

Systematic

112
Q

Error due to failure to measure important aspects of the attribute

A

Deficiency

113
Q

Error that occurs due to 3rd party factors unrelated to what’s being assessed

A

Contamination

114
Q

A highly reliabile measure is always valid T or F?

A

F

115
Q

A measure (can or can’t?) predict something else better than it predicts itself

A

can’t

116
Q

The accuracy of the inference being drawn from a measure

A

Validity

117
Q

The process of establishing the accuracy of the inferences drawn from a measure

A

Validation

118
Q

This type of validation demonstrates that there is a statistical relationship through collecting data and using it to support your inference

A

Criterion related

119
Q

This type of validation involves the process of demonstrating that the content of a measure assesses important job-related behaviors

A

content-related

120
Q

This type of validation design involves collecting multiple forms of data at the same time

A

Concurrent

121
Q

This type of validation design collects test data up front, and compares it to future performance afterward

A

Predictive

122
Q

This type of validity is a subjective assessment of how well an assessment seems to be related to job requirements

A

face validity

123
Q

This is pretty much just a correlation between a criterion and a predictor used in the validation process

A

Validity coefficient

124
Q

This type of selection error incorrectly predicts someone to perform poorly

A

False negative

125
Q

This type of selection error incorrectly predicts someone to perform well

A

False positive

126
Q

This type of assessment score involves candidates needing to pass each step in the selection process in order to be considered

A

Multiple hurdles

127
Q

This is a spinoff of the multiple hurdle assessment score that involves only allowing candidates to move onto the next step if they pass the previous step

A

Sequential hurdle

128
Q

This type of assessment approach involves combining scores from multiple assessments to allow some to compensate for others

A

Compensatory

129
Q

This type of weighting involves a decision maker combining scores subjectively

A

Judgemental

130
Q

This type of weighting involves giving all criterion equal weight

A

Unit

131
Q

This type of weighting involves using multiple regression to optimally weight each assignment score

A

Statistical

132
Q

a minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer

A

Cut Score

133
Q

everyone who scores within a certain range of scores is considered to have performed equivalently and assigned the same grade

A

Banding

134
Q

Disparate impact focuses on allegations and evidence about ________ of disctriminatory actions

A

effects

135
Q

In an external labor market, the organization:

a. Offers little job security
b. Hires at all levels
c. Provides minimal training
d. All of the above

A

D

136
Q

Which of the following is used to forecast HR Availability?

a. Ratio Analysis
b. Markov Analysis
c. Trend Analysis
d. Validation Analysis

A

B

137
Q

Perpetuating past workforce imbalances is a disadvantage of?

a. realistic job previews
b. affirmative action planning
c. website recruiting
d. employee referrals

A

D

138
Q

written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes

A

Affirmative action plan

139
Q

Worker-oriented approach to job analysis would focus on all EXCEPT?

a. Tasks
b. Skills
c. Abilities
d. Knowledge

A

A

140
Q

Summarize each employees’ skills, competencies, and qualifications

A

Talent Inventories

141
Q

Visually shows each of the possible successors for a job and summarizes their present performance, promotion readiness, and development needs

A

Replacement charts

142
Q

What method of information gathering can identify the potential for increased turnover in the future

A

Employee surveys

Human Resources (7 decks)

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