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Human Resources > OBHR 4334 Test 2 > Flashcards

OBHR 4334 Test 2 Flashcards

1
Q

A fresh university graduate is searching for a job constantly as she is unemployed. She spends several hours a day applying for job. What type of job seeker is she?

A

Active job seeker

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2
Q

Which type of job seekers is usually of higher quality and harder to recruit?

A

Passive job seekers

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3
Q

One of the major benefits of internal job posting is

A

Applicants have demonstrated their interest in the job

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4
Q

One major disadvantage of employee referrals is

A

It might result in discrimination, especially if the organization lack diversity

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5
Q

Offshoring has many potential advantages, such as:
A.Access talent abroad
B.Increase the quality of customer service
C.Minimize labor cost
D.All of the above

A

C

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6
Q

*Which platform/social media is most utilized to identify and contact passive job seekers?

A

LinkedIn

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7
Q

If a company decided to geographically target the full international labor market to find the best candidate, then most probably the job is

A

Is at a senior level

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8
Q

Which type of fairness is the beliefs that the policies and procedures that resulted in the hiring or promotion decision were fair

A

Procedural fairness

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9
Q

If someone decided to not buy the organizational products after experiencing a bad recruitment process, this is referred to as:

A

Spillover effect

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10
Q

The recruitment experience of candidates is always important, yet a negative one will affect mostly:

A

Passive job seekers

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11
Q

A strong employer brand means that candidates perceive the organization as a(n)

A

Employer that treat employees well

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12
Q

One way of ensuring the consistency of the recruitment process is to

A

Specify the detailed process in a document

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13
Q

*Criterion data is information about

A

Important outcomes of the staffing process

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14
Q

What is the type of measurement that assigns numeric values to discrete labels or categories, such as race and gender?

A

Nominal

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15
Q

*Variability describes the spread of the data around the midpoint. Which variability measure is the difference between the highest & lowest observed score?

A

Range

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16
Q

*What would the mode of the following distribution be 1,2,2,,3,3,3,3,4,4,5?

A

3

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17
Q

*If a test score is at the 80th percentile, then which of the following is true?

A

20% of the test takers scored above this score

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18
Q

Raw scores for various assessments can be combined by calculating

A

the z-score (standard score) of each assessment, then calculate the weighted sum

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19
Q

*A z-score of -3.3 is considered

A

A low score

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20
Q

Is the correlation between a selection test and job performance is +0.8, it means that

A

A high score on the selection test will highly predict positive job performance

21
Q

Which error occurs when other factors unrelated to whatever is being assessed affect the observed scores?

A

Contamination

22
Q

When a company rejected Sara, who would have been a poor performer on the job, which assessment outcome occurred?

A

true negative

23
Q

A behavioral interview question is when the interviewer asks the interviewee about

A

What the applicant has done in the past

24
Q

Drug tests should be conducted

A

After a contingent job offer

25
Q

Ensuring that the person’s personality, interests, and ability will match the career path of the job is part of the

A

Person-Vocation fit assessment

26
Q

Judicial Branch

A

interprets the laws and decides whether or not they are constitutional (Supreme Court)

27
Q

Independent Contractor

A

one who contracts to perform certain tasks for a set fee, but who is independent of the control of the contracting party as a means by which the contract is executed, except for specifications established in the contract

28
Q

Contingent Workers

A

employees who are temporary, leased, Part-time, seasonal, outsourced, unionized

29
Q

Employment at Will Doctrine

A

Either party may terminate the employment relationship at any time and for any reason, unless doing so would violate the provisions of an employment contract or a statute.

(Formal Discipline & Termination procedures are recommended )
(Avoid discrimination & wrongful Termination)
(Used as legal defense)
(Best to get a signature to acknowledge employment at will)

30
Q

Employment at Will Doctrine Exceptions

A

Existing Contracts (tenure systems/ written contracts)
-Retaliatory discharge
-Implied contract of employment
-Implied Covenant of good faith & fair dealing
-Federal & state anti-discrimination supersedes

31
Q

Civil Rights Movement

A

a social movement in the United States during the 1950s and 1960s, in which people organized to demand equal rights for African Americans and other minorities. People worked together to change unfair laws. They gave speeches, marched in the streets, and participated in boycotts.
-Social Reform
-Equal Pay act 1963
-No Enforcement

32
Q

BFOQs (Bonified Occupational Qualifications)

A

Never Race or color
-Testing & test score adjustments
-Seniority or Merit Systems
-Employment Advertising
-Preferential Treatment/quota
-EO-I reporting

33
Q

Title VII

A

A portion of the Civil Rights Act of 1964 that prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin for employers with 15 or more workers.

34
Q

validation study

A

the evidence needed to establish the validity (and hence job relatedness) of a scored employment test

35
Q

Spurlock vs Airlines (1972)

A

-Clear discrimination based on job requirements
-college degree, minimum 500 hr flight time
-Business necessity

36
Q

Albemarle Paper v. Moody

A

Company required applicants and those up for promotion to pass two tests for nonverbal intelligence and verbal facility. Suit claimed tests were racially discriminatory. Some skilled workers in jobs couldn’t pass tests. Supreme Court said employer needs to establish evidence that test is related to content of job, including doing job analysis

37
Q

Wards Cove Packing Co. v. Atonio

A

In 1974 the non-white cannery workers of Ward’s Cove started legal action against the company. In 1989 the Supreme Court decided on the case in favor of Ward’s Cove. This case prompted Congress to pass the Civil Rights act of 1991, which contained several important modifications to Title VII of the original act. Most importantly, however, the new Act shifted the burden of proof onto the employer by requiring that they must prove a close connection between disparate impact and the ability to actually perform the job in question.

38
Q

Civil Rights Act (1991)

A

amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits
-Codifies burden of proof & prima facie

39
Q

McDonnell Douglas v. Green

A

Green filed a petition with the Equal Employment Opportunity Commission (EEOC) and alleged that he was denied his position because of his race and civil rights activism. The Commission did not make any finding on the racial bias charge, but did conclude that Green was denied his job upon reapplication due to his involvement in civil rights protests. When the situation could not be resolved outside the courts, Green sued McDonnell Douglas Corporation. The district court dismissed the racial discrimination charge and held that the McDonnell Douglas Corporation refused to rehire Green because of his participation in illegal demonstrations rather than legitimate civil rights issues. The U.S. Court of Appeals for the Eighth Circuit affirmed the holding that illegal protests were not protected activities but remanded the case to reconsider the racial discrimination charge.

40
Q

McDonnell Douglas Test

A

a four-step test used to make a case of disparate treatment
1) protected group
2) Apply for job & qualified
3) Rejected
4) Employer continues to seek applicants

41
Q

Office of Federal Contract Compliance program (OFCCP)

A

-Part of Department of Labor
-Enforce executive orders for Federal Contractors/ subcontractors

42
Q

Disparate Treatment

A

results when employees from protected groups are intentionally treated differently
Company should have known procedures
Burden shifts to employer to show that discrimination is BFOQ

43
Q

Illegal Discrimination

A

-Different standards are applied to various groups of individuals
-Often intentional but not necessarily

44
Q

Disparate impact (adverse)

A

-Differences between demographically different groups with regards to some selection procedure or process
-Standards applied uniformly
-Outcome produces difference in selection of various groups

45
Q

Adverse Impact

A

occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class
-has disproportionate effect on protected group regardless of intent
-Only dfefense is business necessity for job

46
Q

4/5 rule

A

-Comparison of selection rates of a protected to a non-protected group, to determine if adverse impact has occurred
-guideline only
-80%

47
Q

Flow statistics

A

statistics that compare the percentage of applicants hired from different subgroups to determine if they are significantly different from each other

48
Q

who can establish prima facie case OFCCP

A

only applicant

49
Q

EEO procces

A

-charge has to be field 180 or 300 days - varies by state law
-EEOC serves notice within 10 days
-EEOC determines reasonable cause with 120 days
-EEOC attempts conciliation

Human Resources (7 decks)

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