Test 1

Question 1

another name for HR

Answer 1

personnel administration

Question 2

HR planning, recruitment and selection

Answer 2

job analyses, forecasting HR requirements, planning, recruiting, hiring

Question 3

HR development

Answer 3

orienting/training, designing programs, team building, designing systems to appraise performance, develop career plans

Question 4

Compensation and benefits

Answer 4

comp and benefits

Question 5

safety and health

Answer 5

helping those with personal probs

Question 6

Employee and labor relations

Answer 6

intermediary between organization and union, discipline

Question 7

HR research

Answer 7

HR info base, employee communication systems.

Question 8

Who does the HR stuff?

Answer 8

operating manager, HR generalist, HR specialist

Question 9

downsizing

Answer 9

laying off large numbers of employees

Question 10

outsourcing

Answer 10

subcontracting work to an outside company specialized in that particular type of work

Question 11

rightsizing

Answer 11

continuous and proactive assessment of mission-critical work and its staffing requirements

Question 12

reengineering

Answer 12

rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, services and speed

Question 13

primary function of HR department

Answer 13

provide support to operating managers on all HR matters

Question 14

equal employment opportunity

Answer 14

right of all people to work and advance on the basis or merit, ability and potential

Question 15

disparate impact

Answer 15

unintentional discrimination
-employment practices that appear to be neutral but adversely affect a protected class of people

Question 16

disparate treatment

Answer 16

intentional discrimination
-clearly treating one class of employees differently from other employees

Question 17

reverse discrimination

Answer 17

alleged preferential treatment of a minority over another group rather than equal opportunity

Question 18

Title VII of the Civil Rights Act

Answer 18

keystone federal legislation, covers disparate treatment and impact, created EEOC

Question 19

Equal Pay Act

Answer 19

men and women must be paid the same for doing the same or similar jobs

Question 20

Age Discrimination in Employment Act

Answer 20

prohibits discrimination against employees over 40 years, if company has 20+ employees, no more mandatory retirement (except for at age 65 if you a high-paid exec)
-if age is a big deal, you can be forced into retirement (pilot)

Question 21

Rehabilitation act

Answer 21

Can’t discriminate against the handicapped, affirmative action plans for large firms

Question 22

Pregnancy discrimination act

Answer 22

requires employers to treat pregnancy as any other medical condition with regard to fringe benefits

Question 23

Americans with disabilities act

Answer 23

gives disabled persons increased access to services and jobs -can’t ask if a applicant has a disability -must provide reasonable accommodation

Question 24

Civil Rights Act

Answer 24

permits women, people with disabilities, and religious minorities to have a jury trial and sue for punitive damages if they can prove intentional hiring and workplace discrimination

Question 25

Family and medical leave act

Answer 25

lets qualified employees to take prolonged unpaid leave for family and health-related reasons without fear of losing their jobs (serious illness of self or family member, birth, adoption)

Question 26

Americans with disabilities amendment

Answer 26

broadened the scope of coverage and the rights of employees with physical and mental impairments

Question 27

Executive order 11246

Answer 27

requires federal contractors not to discriminate against employees and they have to have an affirmative action program too

Question 28

legal powers of the EEOC

Answer 28

- make regulations and enforce civil rights laws | - can initiate litigation and intervene in private litigation

Question 29

employment parity

Answer 29

proportion of minorities and women employed by an organization must equal the proportion in the labor market

Question 30

occupational parity

Answer 30

proportion of minorities and women in various occupations within an organization must equal to their proportion in the labor market

Question 31

underutilization

Answer 31

when there are less minorities or females in a job category at one place than compared to the labor market

Question 32

concentration

Answer 32

more minorities or women than in the labor market

Question 33

relevant labor market

Answer 33

geographical area in which a company recruits its employees

Question 34

right-to-sue letter

Answer 34

notice by EEOC to charging party if EEOC decides not to file a lawsuit on their behalf

Question 35

bona fide occupational qualification

Answer 35

permits employer to use religion, age, sex or national origin as a factor in employment practices because it is necessary

Question 36

examples of BFOQ

Answer 36

customer preference (of sex), preachers

Question 37

affirmative action plans

Answer 37

outlines goals and timetables for remedying past discriminatory actions

Question 38

other areas of employment discrimination

Answer 38

religion, native americans, sexual orientation, HIV status

Question 39

job analysis

Answer 39

determining info relating to the nature of a specific job

Question 40

job design

Answer 40

structuring work and giving specific work activities

Question 41

products of job analysis

Answer 41

job description (synopsis of nature and requirements), job specification (descriptions )

Question 42

job analysis activities

Answer 42

recruitment, selection, orientation, training

Question 43

sociotechnical approach to job design

Answer 43

employers should design jobs by taking a holistic view of the entire job situation (role, nature, autonomy)

Question 44

job scope

Answer 44

number and variety of tasks performed

Question 45

job depth

Answer 45

freedom of workers to plan and organize their own work, work at their own pace, move around and communicate

Question 46

flextime

Answer 46

Each employee decides when to start and end the workday as long as the hours encompass the core period

Question 47

compressed work week

Answer 47

number of hours worked per day is increased and number of days in the workweek is decreased

Question 48

telecommuting

Answer 48

working at home or while traveling and being able to interact with the office

Question 49

job sharing

Answer 49

two or more part-time people who perform a job that would normally be held by 1 full-time person

Question 50

reasonable accomodation

Answer 50

employer must alter conditions of a particular job to enable the candidate to perform all essential functions (if no undue hardship)

Question 51

potential problems with a job analysis

Answer 51

top managemnt support is missing, only a single means and source are used for gathering data, supervisor and jobholder don't help design