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Staffing Class > Test 1 > Flashcards

Test 1 Flashcards

1
Q

Define Staffing

A

staffing is the process of determining human resource needs in an organization and securing sufficient quantities of qualified people to fill those needs.

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2
Q

What is the objective of the staffing process?

A

ensure that an organization continuously has the right quality and quantity of employees in the right place at the right time to perform successfully the work

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3
Q

Except in small companies, who usually shares the staffing responsibility with HR professionals?

A

Line Managers

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4
Q

Who makes the final decisions on hiring?

A

Line Managers

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5
Q

Define direct staffing costs

A

salaries of staffing specialists, office and equipment, employment advertising, employment agency fees, tests, physical examinations, relocation expenses, etc.

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6
Q

T/F Staffing is not expensive for the organization

A

F

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7
Q

What are some examples of indirect costs of staffing?

A

time spent by operating managers
time spent training
productivity lost by training new employees
scrap produced by new employees

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8
Q

what are some organizational impacts of the staffing function?

A 
morale, employee
 turnover
 productivity
 customer service
community relations
employee relations
corporate image
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9
Q

What area of HRM has been most affected by legal changes?

A

staffing

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10
Q

define HR management system

A

acquisition
development
utilization
rewards

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11
Q

who implements and operates the HR management system?

A

operating managers

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12
Q

define compensation

A

all of the rewards-tangible and intangible, monetary and nonmonetary-that an organization provides its employees in exchange for the work they perform.

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13
Q

what are the three components of compensation?

A

direct monetary rewards
indirect financial payments
psychological satisfactions

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14
Q

what may be a result of an inequitable compensation system?

A

constant recruiting and insufficient amount of workers to fill spots

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15
Q

how does staffing affect the compensation system?

A

through the employees it brings to the firm

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16
Q

what is the result of hiring employees at the upper end of the pay scales?

A

the compensation plan may have to be changed frequently to maintain internal equity and external competitiveness.

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17
Q

what is the result of hiring employees at the lower end of the pay scales?

A

the compensation plan will have to be altered less frequently.

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18
Q

what are training and development concerned with?

A

improving the productivity of individuals, groups, and the entire organization.

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19
Q

what is the purpose of training?

A

involves the imparting of skills that help workers to perform their present jobs better.

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20
Q

what is the purpose of development?

A

concerned with assisting employees to realize their full potential.

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21
Q

what are the benefits of a good training and development program?

A

attracts new employees
reduces turnover
enhanced productivity

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22
Q

what is employee and labor relations concerned with?

A

(1) the way a company manages its work force

(2) how it interacts with its union, if it has one.

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23
Q

define HR research

A

the gathering, analyzing, and interpreting of data relating to an organization’s human resources.

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24
Q

what is the purpose of data collected during HR research?

A

used to change staffing practices, revise procedures, or develop new policies in an effort to increase the effectiveness of staffing

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25
Q

components of staffing

A

job analysis and design
human resource planning
recruiting
selecting

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26
Q

define HR planning

A

Determining the number of employees that an organization will need in the future and the kinds of skills those employees must possess is the task of human resource planning.

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27
Q

define recruiting

A

activities undertaken to encourage sufficient numbers of qualified people to apply for employment with an organization.

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28
Q

define performance appraisal

A

concerned with determining how well employees are carrying out their assigned duties and responsibilities.

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29
Q

define career planning and development

A

formalized approach taken by an organization to ensure that people with the proper qualifications and experience are available when needed.

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30
Q

define staffing administration

A

promotions,demotions, transfers, resignations, terminations, retirements, layoffs, and the like

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31
Q

what are some major external factors that affect HR system?

A 
legal system
economy
work force and labor market
competitors
customers
technology
unions
society at large
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32
Q

what are some major internal factors that affect HR system?

A 
corporate mission and objectives
policies
organizational climate
management philosophy
functional areas
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33
Q

what external effect has the greatest effect on staffing?

A

legal system

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34
Q

T/F Employees and would-be employees are more inclined to sue than they have ever been

A

T

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35
Q

How does vigorous economic growth affect competition for qualified applicants?

A

it gets more intense

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36
Q

How does a slow down in economic growth affect competition for qualified applicants?

A

selection is improved because of a larger pool of applicants

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37
Q

how do aggregate shortages of skills in the work force affect staffing?

A

more difficult to attract and retain employees

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38
Q

how do aggregate surpluses of skills in the workforce affect staffing?

A

makes it easier to attract and retain employees

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39
Q

define labor market

A

geographical area-local, regional, national, or international-from which an employer usually recruits workers.

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40
Q

how does the reputation of the company affect staffing?

A

a good reputation improves number of applicants for jobs

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41
Q

define policy

A

general statement that guides thinking in decision making.

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42
Q

define organizational climate

A

psychological atmosphere prevailing in a company

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43
Q

define management philosophy

A

prevailing values of management - corporate culture

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44
Q

False Claims Act of 1863

A

Provides a percentage of recovered damages to anyone who identifies a claim that the federal government may have against a contractor (whistleblower rewards).

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45
Q

Sherman Anti-Trust Act of 1890

A

Prohibits businesses in interstate commerce from contracting, combining, or conspiring to restrain trade; prohibits attempting to monopolize the market in a particular area of business.

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46
Q

Clayton Act of 1914

A

Exempts unions from the Sherman Anti-Trust Act; limits the use of injunctions to stop a strike.

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47
Q

Railway Labor Act of 1926

A

Provides for the right to organize and for majority choice of representatives; covers railroad and airline employees.

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48
Q

Davis-Bacon Act of 1931

A

Requires payment of specified wage rates and employee
benefits on federal government contracts for public works
construction in excess of $2,000.

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49
Q

Norris-LaGuardia Act of 1932

A

Prohibits “yellow-dog” contracts; prohibits injunctions for

nonviolent activity of unions (strikes, picketing, and boycotts).

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50
Q

National Industrial

Recovery Act of 1933

A

Guarantees employees the right to join unions and bargain collectively; was declared unconstitutional by the Supreme Court in 1935; replaced by the National Labor Relations Act.

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51
Q

Copeland “Anti-Kickback” Act of 1934

A

Precludes a federal contractor or subcontractor from in any way inducing an employee to give up any part of the
compensation to which he or she is entitled under his or her contract of employment

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52
Q

Securities and Exchange Act of 1934

A

Extends the “disclosure” doctrine of investor protection to
securities listed and registered for public trading on our
national securities exchanges.

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53
Q

National Labor Relations Act (NLRA; Wagner Act) of 1935

A

Provides for the right to organize and for collective bargaining; requires employers to bargain; unions must represent all members equally; covers nonmanagerial employees in private industry (not already covered by the Railway Labor Act)

54
Q

Social Security Act of 1935

A

Provides income and health care to retired employees and income to survivors of employees who have died; covers virtually all employers

55
Q

Walsh-Healey Act (Public Contracts Act) of 1936

A

Guarantees prevailing wages to employees of
government contractors with contracts of $10,000 or
more.

56
Q

Fair Labor Standards Act (FLSA) 1938

A

Minimum wage
overtime provisions
child work hours
record keeping provisions

57
Q

Trademark Act of 1946

A

Federal protection for trademarks and service marks

58
Q

Labor Management Relations Act of 1947

A

prohibits unfair practices of unions
outlaws closed shops
prohibits strikes in national emergencies
good faith bargaining
covers nonmanagerial employees in private industry

59
Q

Portal to Portal Act of 1947

A

Amends FSLA
defines “hours worked”
describes general rules for time worked

60
Q

Immigration and Nationality Act of 1952

A

defines the conditions for the temporary and permanent

employment of aliens in the U.S.

61
Q

U.S. Patent Act of 1952

A

Established the US Patent and Trademark Office

62
Q

Labor-Management Reporting and Disclosure Act of 1959

A

procedures for redressing internal union problems
protects union members from corrupt or discriminatory unions
covers all labor organizations

63
Q

Equal Pay Act of 1963

A

Men and women must be paid equally for equal work

64
Q

Civil Rights Act of 1964

A

Prohibits discrimination based on race, color, religion, gender or national origin
applies to all organizations or unions with more than 15 members

65
Q

Executive Order 11246 of 1965

A

Requires federal contractors and subcontractors to take action to eliminate employment barriers for women and minorities

66
Q

Service Contract Act of 1965

A

Extends prevailing wage rates and benefit requirements
to employers providing services under federal
government contracts in excess of $2,500.

67
Q

Age Discrimination in Employment Act of 1967

A

prohibits discrimination of employees aged 40 or older
identifies compulsory retirement for some workers
covers employers with 20 or more employees

68
Q

Consumer Credit Protection Act of 1968

A

Limits the amount of wages that can be garnished or
withheld in any one week by an employer to satisfy
creditors.

69
Q

Fair Credit Reporting Act of 1970

A

Requires employers to notify an individual in writing if a
report may be used; employer must also get person’s
written authorization before asking credit bureau for
report; protects privacy of background information and
ensures that information is accurate.

70
Q

Occupational Health and Safety Act of 1970

A

established first national policy for safety and health in the workplace

71
Q

Equal Employment

Opportunity Act of 1972

A

Amends Title VII of Civil Rights Act of 1964; increases
enforcement powers of EEOC; adds employees of state
and local government and educational institutions.

72
Q

Civil Rights Act of 1866

A

All citizens, white or black, have the right to inherit, purchase, and convey property.

73
Q

T/F the Civil Rights Act of 1866 has a statute of limitations

A

False

74
Q

Title VII of the Civil Rights Act of 1964 as amended

A

Under Title VII it is illegal for an employer to discriminate in hiring, firing, promoting, compensating, or in terms, conditions, or privileges of employment on the basis of race, color, sex, religion, or national origin.

75
Q

Rehabilitation Act of 1973

A

All government contractors or subcontractors exceeding the $2,500 base are required to post notices that they agree to take affirmative action (that is, positive steps over and above normal practices) to recruit, employ, and promote qualified disabled individuals.

76
Q

Vietnam Era Veterans Readjustment Assistance Act of 1974

A

Under the provisions of this statute a contractor is precluded from discriminating against any employee or applicant for employment because he or she is a disabled or other veteran of the Vietnam era. The contractor must take affirmative action to employ, promote, and avoid discrimination against covered individuals in all areas of employment practices.

77
Q

Pregnancy Discrimination Act of 1978

A

prohibits discrimination in employment based on pregnancy, childbirth, or related medical condition such as abortion.

78
Q

Immigration and Reform Act of 1986

A

Employers must require all new hires to complete a Form 1-9 and provide documentation establishing both identity and authorization to work legally in the United States.

79
Q

Worker Adjustment and Retraining Notification Act of 1988

A

requires covered employers to give employees, their representatives (if employees are unionized), state dislocated worker units, and local government officials a 60-calendar day notice of plant closings or mass layoffs.

80
Q

Civil Rights Act of 1991

A

Individuals who consider themselves to be victims of intentional discrimination predicated on race, gender (including sexual harassment), religion, or disability can seek compensatory damages for pain and suffering and punitive damages as well.

81
Q

The Family and Medical Leave Act of 1993

A

The Act guarantees up to 12 weeks of unpaid leave per year for birth or adoption of a child; caring for an ill child, spouse, or parents; or the employee’s own serious health condition.

82
Q

Uniformed Services Employment and Reemployment Rights Act of 1994, as Amended

A

employers must hold open jobs of employees away on military service and not discriminate against such employees in any way because of their military service.

83
Q

Executive Order 11246, as Amended by Executive Order 11375

A

The Order also requires promoting the full realization of equal employment opportunity in the federal sector through a positive, continuing program of affirmative action in each executive department and governmental agency.

84
Q

4 pillars of HR strategy

A

acquire people
Develop people
Retain people
Deal with change

85
Q

T/F Employee advocate is an HR role

A

T

86
Q

T/F Being a functional expert is not an HR Role

A

F

87
Q

define strategic staffing

A

The process of staffing an organization in future-oriented and goal-directed ways that support the organization’s business strategy and enhance organizational effectiveness.
This involves the movement of people into, through, and out of the organization

88
Q

civil rights act 1866

A

Non-whites have the same rights as whites
Covers all contractual arrangements
No statute of limitations

89
Q

Civil Rights Act 1871

A

Protects citizens against conspiracy to deny rights by two or more individuals or parties
Title VII statute of limitations (usually)

90
Q

National Labor Relations Act 1935

A

Employees right to form unions
Employers obligation to recognize and bargain in good faith with unions
Covers wages, working conditions, terms and conditions of employment
Created the National Labor Relations Board

91
Q

T/F State laws have precedence over federal laws where more stringent

A

T

92
Q

T/F Federal laws defer to state laws where more stringent

A

F

93
Q

Griggs v. Duke Power

A

Result, not intent establishes discrimination
Tests cannot discriminate on protected class
Tests must relate to job performance
Burden of proof is on the employer
All employment practices must be
nondiscriminatory and job related

94
Q

Phillips v.Martin Marietta (1971)

A

Hiring standards must be the same for both sexes

Employers cannot use subsets of sex

95
Q

McDonnell Douglas Corp v.Green (1973)

A

Established criteria for disparate treatment.
Ruled that a prima facie case can be shown if an employee:
Belongs to a protected class.
Applied for a job when the employer sought applicants.
Was qualified and yet rejected.
Was rejected but the employer kept looking.

96
Q

Albermarle Paper Co. v. Moody (1975)

A

Tests must be job related
Performance Appraisal system is a test
Employer must substantiate job relatedness of any test
Job Analysis can be used as evidence of job relatedness

97
Q

Dothard v. Rawlingson (1977)

A

No minimum height and weight requirements unless job relatedness is established

98
Q

American Tobacco v. Patterson (1982)

A

Bona fide seniority system allowed even if it discriminates

However, it must have nondiscriminatory intent

99
Q

Connecticut v. Teal (1982)

A

Each step in hiring process must be nondiscriminatory, not just the outcome

100
Q

Meritor Savings Bank v. Vinson (1986)

A

Hostile environment sexual harassment in addition to quid pro quo
Sexual harassment policy and complaint procedure essential (other than to the harasser) for company to avoid responsibility

101
Q

Harris v. Forklift Systems, Inc. (1993)

A

Title VII is violated when a workplace is permeated with discriminatory behavior severe enough to create a hostile work environment
Concrete psychological harm not necessary to prove sexual harassment
Established the reasonable person standard in sexual harassment cases

102
Q

Oncale v. Sundowner Offshore Services, Inc. (1998)

A

Same-gender harassment is actionable under Title VII

Ended years of question on the subject of same gender sexual harassment

103
Q

How is “glass broken” in the business

A

Establishing mentoring programs
Providing career rotation
Increasing top management and boardroom diversity
Establishing goals for diversity
Allowing for alternative work arrangements

104
Q

what are the dimensions of diversity

A 
sexual orientation
marraige and family
disabilities
Age
Race
Gender
105
Q

Reasons for diversity efforts

A

Decrease Discrimination Complaints and Cost
Problem Solving and Diverse Thinking
Talent Acquisition and Retention
Improve Organization’s Performance

106
Q

What are the protected classes?

A 
Blacks (African Americans)
American Indians (Native Americans)
Asians
Hispanics
Females
Males
107
Q

disparate treatment

A

Different treatment
Non-allowable criterion
Proof of intent

108
Q

Disparate (Adverse) Impact

A

Neutral procedures
Differing effect
No proof of intent required

109
Q

National Origin Discrimination Guidelines 1980

A

Ancestor’s place of origin
Characteristics of a national origin group
Marriage/association
Organization membership/association
Attendance/participation in schools, churches, etc.
Name association (self or spouse)

110
Q

Additional National Origin Issues

A 
Height and weight requirements
English fluency
Training or education requirements
National origin harassment (slurs, jokes)
Same standards as sexual harassment
111
Q

Religious Discrimination Guidelines 1980

A

Covers religious observance, practice, and belief (including moral and ethical beliefs)
Reasonable accomodations by employer

112
Q

job design

A

Organizing tasks, duties, and responsibilities into a productive unit of work.

113
Q

Job Enlargement

A

Broadening the scope of a job by expanding the number of different tasks to be performed

114
Q

Job Enrichment

A

Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job.

115
Q

Job Rotation

A

The process of shifting a person from job to job

116
Q

list of job characteristics

A 
skill variety
Task identity
Task significance
Autonomy
Feedback
117
Q

skill variety

A

the extent to which work requires several different activities for successful completion

118
Q

Flextime

A

A work scheduling arrangement in which employees work a set number of hours per day but vary their starting and ending times.

119
Q

Compressed Work Week

A

A work schedule in which a full week’s work is accomplished in fewer than five days.

120
Q

define position

A

tasks assigned to one person

121
Q

job

A

group of like positions

122
Q

job family

A

jobs grouped according to function

123
Q

job description

A

duties, responsibilities

and functions of a job

124
Q

Job Specification

A

knowledge, skills,
abilities, etc. (competencies) needed to
perform a job

125
Q

Job analysis is used in almost everything

A

true!!!!!!!!

126
Q

Managing fit

A

combining person, job, and competence within the organization

127
Q

define job competencies

A

critical success factors that align directly with key business objectives

128
Q

components of job descriptions

A 
identification
summary
essential functions/duties
job specs
disclaimer
signature of approvals
129
Q

HUMAN RESOURCE PLANNING

A 
Systematic, ongoing activity
Right number of people
Right kinds of people (competencies)
In the right jobs
At the right time (ongoing)
To achieve objectives
130
Q

HR PLANNING PROCESS

A

1- Identify the right number and kinds of people needed
2- Determine the availability of qualified people
3- Develop an action plan

131
Q

turnover analysis

A

Calculated by dividing the number of separations per year by the average number of employees per month

Staffing Class (2 decks)

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