Course Questions

Question 1

What is Workforce Planning?

The HR function that implements training and development
The HR function that works with employee relations
The HR function that links workforce strategies with the goals of the organization
The HR function that organizes the salaries and benefits of the organization

Answer 1

Correct Answer: The HR function that links workforce strategies with the goals of the organization

Workforce Planning is the HR function that links workforce strategies with the strategic goals and objectives of the organization.

Question 2

Which of the following is least likely to be a component of environmental scanning?

Legal changes
Social and cultural changes
Labor supply
Patents

Answer 2

Correct Answer: Patents

Environmental scanning is a long-range planning function. Typically, an organization is identifying labor trends, social/demographic trends, or legal trends that may impact it’s ability to engage in workforce planning.

Question 3

What does short-range business planning involve?

An environmental scanning
Formulating the specific organizational goals to be achieved within two to five years
Identifying what the organization is about and what it expects to do
Developing performance goals and annual operating plans

Answer 3

Correct Answer: Developing performance goals and annual operating plans

Short-range business planning typically involves developing performance goals or annual operating plans. Most organizations use some form of short-term business planning, even if they do not have elaborate long-range goals.

Question 4

True or False: Hiring new employees is always the best method to obtain additional labor when workforce planning indicates a need.

False
True

Answer 4

Correct Answer: False

False: When workforce planning indicates the need for additional labor, organizations have a number of choices to make. This may be the first step in a full-scale recruitment and selection process, but sometimes hiring new employees is not the best method to obtain additional labor. Costs of recruitment can be great, so this should only be used if there is a long-term need for additional labor. Other options are hiring part-time labor or overtime for existing employees.

Question 5

What is the purpose of workforce planning?

To identify future needs of the organization
To identify past policies of the organization
To identify past needs of the organization
To identify current policies of the organization

Answer 5

Correct Answer: To identify future needs of the organization

The purpose of workforce planning is to understand, develop, and align an organization’s workforce with its strategic goals. Because workforce planning projects future human capital needs and determines how to strategically fill those needs, workforce planning is often referred to as HR planning, succession planning, human capital planning, and/or talent management.

Question 6

Which of the following is least likely to be a reason to engage in workforce planning?

To assess the organization’s devotion to providing opportunities for minorities and women
To maximize marketability of the organization’s products and services
Help the organization anticipate a shortage or surplus with respect to employees
To help the organization better plan for employee development opportunities

Answer 6

Correct Answer: To maximize marketability of the organization’s products and services

The marketability of products and services would most likely fall on the marketing department, rather than HR.

Question 7

Human Resource Information Systems can help who?

The organization
The organization as well as the individual employees
The employees
The Human Resource Department

Answer 7

Correct Answer: The organization as well as the individual employees

Through Human Resource Informations Systems, organizations can easily access employee job preferences, work experiences, job histories, and performance evaluations. This in turn can be used to facilitate the purposes of workforce planning in the interests of the individual as well as the organization.

Question 8

Why would publicizing information related to a specific employee’s promotion potential lead to less valid opinions regarding promotion material?

Promotions are objective so there is no indication the public information and opinions would be any less valid than private information and opinions

The organization may be weary of the legal ramifications

It can be very difficult to gauge which employee should be promoted

Supervisors may be hesitant to make public, negative evaluations that harm careers of their subordinates

Answer 8

Correct Answer: Supervisors may be hesitant to make public, negative evaluations that harm careers of their subordinates

See discussion under Performance Evaluations

Question 9

What type of forecasting asks experts to estimate the future?

Unit Demand
Trend analysis
Delphi technique
“Bottom up” method

Answer 9

Correct Answer: Delphi technique

With a Delphi technique, experts are surveyed via interviews or questionnaires to provide their best estimate of future events or conditions.

Question 10

When looking at workforce planning, the gap analysis is evaluating what?

The difference between compensation being offered and the compensation desired by employees

The difference between actual profits and projected profits

The difference between the current number of employees and the future number of employees desired

The difference between where the company is at in terms of complying with laws and where it needs to be

Answer 10

Correct Answer: The difference between the current number of employees and the future number of employees desired

After supply and demand are evaluated, a gap analysis occurs. In a gap analysis, HR determines the “gap” between the current and desired future state of employees. This gap can exist in terms of number of employees (needed vs. desired) and in terms of skills and abilities (needed vs. desired).

Question 11

How does Job Analysis help HR in workforce planning?

Helps HR understand job descriptions and specifications within the firm

Helps determine staffing needs

Helps forecast shortages in the labor force

Helps support career management programs to retain employees

Answer 11

Correct Answer: Helps HR understand job descriptions and specifications within the firm

In order to be engaged in workforce planning, HR professionals must understand job descriptions and specifications within the firm, and then adapt workforce planning processes that are aligned with those descriptions and specifications. Job analysis is what produces those job descriptions and specifications.

Question 12

When forecasting HR needs, which of the following questions is least likely to be asked?

What knowledge, skills, and abilities do employees need?
What rewards are needed to encourage proper employee behavior?
How do we measure the success of our latest product/service?
What are the organization’s strengths?

Answer 12

Correct Answer: How do we measure the success of our latest product/service?

See the “Forecasting” section for a list of questions that HR should ask internal measures when forecasting human resource needs.

Question 13

How does workforce planning help training and development in an organization?

It forecasts areas where obsolescence may occur
It helps retain valued employees
It helps understand the current job openings
It forecasts how many workers will be needed

Answer 13

Correct Answer: It forecasts areas where obsolescence may occur

Workforce planning helps the organization forecast shortages in the labor force and also areas where obsolescence may occur. This helps the organization train its employees and ensure that they possess the latest skills.

Question 14

True or False: Workforce planning helps forecast staffing needs of the organization and therefore influences the recruitment process.

True
False

Answer 14

Correct Answer: True

Effective workforce planning helps determine the staffing needs of the organization. In conjunction with job analysis, workforce planning indicates how many and what types of people the organization needs to recruit. Recruitment influences the pool of available job applicants, which in turn, influences the needs for selection and placement. Thus, workforce planning can be viewed as a major input into an organization’s staffing function.

Question 15

True or False: Although workforce planning helps to recruit and train new and future employees, it does little to help retain those that are already in the organization.

True
False

Answer 15

Correct Answer: False

Effective workforce planning supports career management programs within the organization and helps retain valued employees. Furthermore, effective workforce planning reduces employee turnover and absenteeism.

Question 16

What is a way to help overcome line managers not supporting workforce planning activities?

Include them in the design
Give them bonuses
Hire younger line managers
Change line managers that don’t support the activities

Answer 16

Correct Answer: Include them in the design

A common roadblock to effective workforce planning is the fact that there is often a lack of support and involvement from line managers. Failure to involve line managers in the design, development, and implementation of workforce planning is a common oversight for many HR professionals.

Question 17

True or False: Workforce planning focuses mainly on the internal factors of the organization.

False
True

Answer 17

Correct Answer: False

Workforce planning must include the entire external environment that will shape the workforce as well as the internal environment. Workforce planning must be concerned with the whole picture.

Question 18

Which of the following is NOT a key roadblock to developing and achieving an effective workforce plan?

Difficulty finding external supply to fit the demand
Lack of support from line managers
Lack of support from top-management
Difficulty integrating HR activities that are needed

Answer 18

Correct Answer: Difficulty finding external supply to fit the demand

The three key roadblocks to developing an effective workforce plan are the lack of top-management support, difficulty in integrating all HR activities that are needed to make workforce planning effective and a lack of support and involvement from line managers. Finding a solution to having a difficulty in finding external supply to fit the demand of the organization would be part of the workforce plan, not a roadblock to it.

Question 19

All of the following are environmental factors that are affecting the available labor market, EXCEPT…

Government regulations
Technological advances
More dual career couples
Younger Labor force

Answer 19

Correct Answer: Younger Labor force

The labor force is actually aging. Workforce planning assesses the environment factors that affect the available labor market such as: the aging of the labor force, fewer available workers between the ages of 16 and 24, more dual career couples, more working women with young children, more working people with older parents to care for, technological advances, and government regulations.

Question 20

True or False: The value toward work now is that workers want jobs that are challenging.

True
False

Answer 20

Correct Answer: True

Values toward work are changing. While people still value work, the type of work that interests them is continually changing. For the most part, workers today want jobs that provide a challenge and jobs in which they have the freedom and support to make decisions that they feel will help the organization reach its strategic goals and objectives.

Question 21

True or False: Workforce planning should not work alone, but should be linked to the organization’s strategy.

False
True

Answer 21

Correct Answer: True

Linkage between workforce planning and strategy is vital because it fosters HR strategies that parallel and support the firm’s business plans. Employee characteristics and HR policies vary depending on the organization’s strategy.

Question 22

What are workforce characteristics?

The number of positions distributed at each level of the firm
The number of individuals distributed across the organization
The necessary abilities that employees must have for their specific job
The occurrence of an employee ability within the organization

Answer 22

Correct Answer: The necessary abilities that employees must have for their specific job

Workforce characteristics are those integral characteristics of the workforce that are necessary for organizational success, which can be influenced by human resource management policy decisions. Examples of workforce characteristics can include any of the knowledge, skills, or abilities that employees must have to perform their job correctly.

Question 23

True or False: The distribution of workforce characteristics refers to the knowledge and skills necessary for a specific position.

True
False

Answer 23

Correct Answer: False

The distribution of workforce characteristics describes the occurrence of an employee characteristic within the organization. The knowledge and skills necessary are the actual workforce characteristics, not the distribution of them.

Question 24

Which of the following is NOT included in the effective model for recruiting described in this section?

Reaching any individual
Evaluating the recruitment process
Determining who should be involved in recruitment
Planning interviews for potential employees

Answer 24

Correct Answer: Reaching any individual

Included in the effective model for the recruitment process is:

• Determining which individuals to recruit
• Finding talented individuals
• Reaching talented individuals
• When to recruit
• Determining who should be involved in recruitment
• Attracting talented individuals
• Planning interviews for potential employees
• Managing the recruitment process
• Evaluating the recruitment process

You don’t want to reach “any” individual - you want to reach the specific individuals that you want to have apply. If you reach “any” individual, then the types of individuals applying may not be the ones that you want and this will cause you to have more work and spend more time and money on the recruitment process.

Question 25

How do economic conditions affect an organization’s ability to attract and retain top-level employees? In a weak economy, you must compete with other employers for a limited number of skilled employees. In a strong economy, competition for similar employees increases. In a weak economy, you may have to increase salaries or incentives to make a job more attractive. In a strong economy, there will probably be a larger pool of applicants than in a weak economy.

Answer 25

Correct Answer: In a strong economy, competition for similar employees increases. When the economy is strong, your organization may have to compete with other employers and may require increased compensation or benefit incentives to attract quality applicants. The unemployment rate is likely to be low in a strong economy.

Question 26

Which of the following is NOT an advantage of internal recruiting? Internal recruiting helps bring in new ideas and perspectives. Applicants are already familiar with the company culture. Applicants often require less training and need no orientation. Internal recruiting helps organizational morale.

Answer 26

Correct Answer: Internal recruiting helps bring in new ideas and perspectives. Internal recruiting can save organizations substantial time, money, and resources. The applicants often require less training and need no orientation. Internal applicants are already familiar with the culture and better understand what is expected of them. Internal recruiting can increase organizational morale and make employees feel valued. External recruiting is what brings in people with new ideas and perspectives.

Question 27

True or false: internal recruiting usually works very well for organizations that are growing rapidly and have a large demand for high-talent professionals. False True

Answer 27

Correct Answer: False As valuable as internal recruiting is, internal recruiting does not always produce enough qualified job applicants. This is especially true for organizations that are growing rapidly or that have a large demand for high-talent professional, skilled, and managerial employees. As a result, organizations must often recruit from external sources.

Question 28

Which of the following is NOT a method used to gather job analysis information? Observations Interviews Employee Recordings Employee Problems

Answer 28

Correct Answer: Employee Problems Various methods can be used to gather job analysis information, including observations, interviews, questionnaires, and employee recordings.

Question 29

True or False: job analysis and competency models are used to discipline employees. True False

Answer 29

Correct Answer: True Job analysis information is used in human resource planning, recruiting, selection, orientation, compensation, training, discipline, safety, job redesign, and legal protection. In disciplinary matters, a job analysis is used to identify standards of acceptable performance that employees are expected to achieve.

Question 30

What is a job analysis? It focuses on how much money the jobholder should be paid for performing a job. It focuses on what the jobholder does and the knowledge, skills, and abilities needed to do it. It is the process of determining the specific competencies associated with being a high performer in a particular occupation. It identifies the essential functions of the job.

Answer 30

Correct Answer: It focuses on what the jobholder does and the knowledge, skills, and abilities needed to do it. Job analysis involves the study of jobs within an organization. It consists of analyzing the activities that an employee performs; the tools, equipment, and work aids that the employee uses; and the working conditions under which the activities are performed. Job analyses focus on what the jobholder does and the knowledge, skills, and abilities needed to do it.

Question 31

What is the difference between job analysis and a competency model? Competency models work across particular industries to help the external workforce know the general competencies needed for a specific type of career. Job analysis works on a broad scale, looking at whole industries and not single organizations. Competency models work only with a specific job in a specific company or organization. Job analysis helps businesses compare themselves to the external workforce and other organizations.

Answer 31

Correct Answer: Competency models work across particular industries to help the external workforce know the general competencies needed for a specific type of career. Competency models serve many of the same purposes within organizations as job analysis, but they also provide valuable benefits to the external workforce. Since competencies enable employees to achieve results, they need to be aligned with business objectives to help foster an organization's success.

Question 32

True or False: A job analysis first shows what employees should do and helps organizations systematically select the right individuals for the job. False True

Answer 32

Correct Answer: True A job analysis does important things for organizations--first, it says what employees should do.

Question 33

True or false: the two commonly raised concerns about hiring seniors, absenteeism and higher medical costs, have been found to be accurate.

Answer 33

Correct Answer: False Seniors often exhibit lower absenteeism than their younger counterparts. Although seniors may place a priority on health care benefits, they typically are not any more expensive, in terms of health care costs, than other workers.

Question 34

What does self-insight mean? Understanding co-workers and how they function Understanding what an organization is like Understanding one’s own talents Understanding where one’s job fits within a company

Answer 34

Correct Answer: Understanding one’s own talents Self-insight refers to one’s understanding regarding one's own talents. Organizations should strive to recruit individuals with excellent self-insight.

Question 35

When the unemployment rate in your location is low and you are having a hard time filling positions, what is one way you could recruit? Look to other cities that have a low unemployment rate Look to other cities that have a strong labor market Look to other cities that have a soft labor market Look to other cities that have high competition for workers

Answer 35

Correct Answer: Look to other cities that have a soft labor market If the labor market is strong and unemployment is low in the city in which the organization is located (leading to high competition for workers), an organization may attempt to recruit workers from labor markets that are soft and unemployment is higher (thereby decreasing the competition for workers).

Question 36

Who should be involved in establishing recruitment objectives for an organization? HR personnel Managers Job incumbents HR, managers, and job incumbents should all give input

Answer 36

Correct Answer: HR, managers, and job incumbents should all give input The step of establishing recruitment objectives should be undertaken by many individuals working within the organizations. For instance, HR, managers, and job incumbents should all give input regarding the recruitment objectives. By obtaining information from many individuals and departments, HR puts itself in the best position to recruit talented individuals.

Question 37

What does position insight mean? Understanding what a specific job requires Understanding what an organization is like Understanding one's own talents and interests Understanding who the supervisors and managers are at an organization

Answer 37

Correct Answer: Understanding what a specific job requires Position-insight refers to one's understanding regarding the duties and responsibilities of the position for which he or she is being recruited. Organizations should strive to recruit individuals who possess excellent position-insight.

Question 38

Why are employee referrals so effective? Current employees value their reputation and so will refer only those they think will make good employees Current employees will only talk about positive things about a job so that it seems better than it may actually be Current employees will create cliques within an organization Nepotism will occur within an organization, which creates a feeling of equality

Answer 38

Correct Answer: Current employees value their reputation and so will refer only those they think will make good employees Employees are among the most common and useful recruitment methods used by organizations because they are concerned with their reputation and thus refer individuals they believe would be good employees. Current employees can give realistic job descriptions so applicants will have more realistic expectations, and current employees often mentor and stay involved with new hires. Two drawbacks to employee referrals are that it can create cliques (which can cause some individuals to feel excluded), and also that it may give rise to nepotistic hiring practices (favoritism shown to friends and family). This can create feelings of inequality.

Question 39

True or false: you should pilot-test your website before making it available to the public.

Answer 39

Correct Answer: True Organizations should pilot-test websites often to make sure they are in proper working order.

Question 40

What major recruitment method used to be considered somewhat unprofessional but is now used by the majority of companies in the US? Social Networks A sign in front of the building Advertising on the company vehicle Radio advertising

Answer 40

Correct Answer: Social Networks Although social media was initially perceived as less professional than many recruiters felt comfortable using, many have found that such sites can effectively advertise job openings.

Question 41

True or false: using only web-based hiring methods can have an adverse impact on minority job applicants.

Answer 41

Correct Answer: True Offering only web-based options for job applications may have an adverse impact on minorities, who may be less likely to have convenient or reliable access to the Internet. In a study, the non-minority group was much more likely to apply using the web than the minority group.

Question 42

Which of the following statements is FALSE? Diverse workforces help an organization to be more responsive to customer needs Fostering a diverse workforce helps a company abstain from legal battles Diverse workforces are typically more creative and innovative It does not take specific recruitment strategies to develop a diverse workforce

Answer 42

Correct Answer: It does not take specific recruitment strategies to develop a diverse workforce To develop a diverse workforce, an organization must develop a recruitment strategy that will generate interest and applications from a diverse array of individuals. It does not just happen. A diverse workforce also helps companies abstain from legal battles, and they are typically more creative, innovative and responsive to customer needs.

Question 43

What is a phantom applicant? An applicant that applies for a job they are not qualified for A person who applies for and is hired for a job A person hired to apply for a job in order to get information about the application process An applicant that applies for a job they are overqualified for

Answer 43

Correct Answer: A person hired to apply for a job in order to get information about the application process Organizations may enlist the help of a "phantom applicant"; one who applied for the job solely to gain information on the application process itself.

Question 44

What is the last step you should complete according to the model of the recruitment process discussed here? Carry Out Recruitment Activities Establish Recruitment Objectives Develop a Recruitment Strategy Evaluate Recruitment Results

Answer 44

Correct Answer: Evaluate Recruitment Results Evaluation should always happen after the implementation of a process so that the organization can determine the effectiveness of the process.

Question 45

True or false: by evaluating a recruitment strategy, an organization can make changes that will increase the chances of meeting the strategy’s objectives.

Answer 45

Correct Answer: True To determine the effectiveness of the recruitment strategy, organizations should continually evaluate if the recruitment strategy is meeting the pre-defined, desired recruitment objectives. By doing so, organizations can be aware of necessary changes that need to be made to increase the chances that objectives are met.

Question 46

All of the following happen when specific information is included in the recruitment message EXCEPT... Increases in the pool of applicants who want specific information More realistic expectations for new hires Discouraging applicants who shouldn’t be applying in the first place Increases in the pool of applicants that do not want specific information

Answer 46

Correct Answer: Increases in the pool of applicants that do not want specific information Specific information can deter applicants who should not apply from applying, can increase the applicant pool if individuals desire the specific information, and can also provide realistic expectations regarding the job and what it’s like to work for the company.

Question 47

What does RJP mean? Radical Job Program Realistic Job Preview Restorative Job Project Remote Job Processing

Answer 47

Correct Answer: Realistic Job Preview RJP in recruiting means Realistic Job Preview

Question 48

All of the following are consequences of providing an honest recruitment message EXCEPT... Applicants are more likely to trust the organization as a whole Applicants are more likely to leave the job Applicants are more likely to enjoy the job Applicants are more likely to stay in the job

Answer 48

Correct Answer: Applicants are more likely to leave the job The more honest the message is, the more realistic expectations applicants have before obtaining the job and the more likely they will be to trust the organization as a whole. When individuals have realistic job expectations, they are likely to stay in the job and enjoy the job

Question 49

True or false: the recruitment message can affect the retention ratio for new hires. True False

Answer 49

Correct Answer: True The recruitment message can affect the retention ratio of new hires because if the message is honest and realistic, those that enter the job will have a realistic view of the job and those that didn’t want those attributes in the job will have been deterred from applying in the first place.

Question 50

Which of the following is NOT necessary for a recruitment message to have an impact on prospective applicants? A meaningful message to targeted individuals A completely positive message A specific message An honest representation of the organization

Answer 50

Correct Answer: A completely positive message The recruitment message should be meaningful to the targeted individuals, specific, and honestly represent the organization. If the message is completely positive, then some applicants that enter the job and find out about the negatives of the job may have a higher turnover rate than if they would have known the realities of the job in the first place.

Question 51

True or False: When an applicant thinks he has a greater chance of getting the position, he is more likely to apply.

Answer 51

Correct Answer: True Besides duties, promotions, and salaries, organizations should also be honest about the likelihood an applicant will receive the job. When individuals perceive a greater chance of obtaining the job, they are more likely to apply to the job, and vice versa.

Question 52

True or False: It is a good idea to discuss what an organization is like in addition to the particulars of a position during the recruitment process.

Answer 52

Correct Answer: True At the onset of the recruitment process, applicants typically possess little information regarding the organization. Thus, characteristics other than the position may influence the extent to which they apply for a job.

Question 53

To attract the attention of targeted individuals, organizations should... A - Reach out to a competitor’s employees in secret B - Look at what they have done well in the past C - Look at what competitors have done successfully in the recruitment process D - B and C

Answer 53

Correct Answer: D - B and C Organizations should look at successful recruiting campaigns of the past, regardless of if the efforts were internal or external to the organization. Companies should also mimic what successful competitors do in their recruitment methods.

Question 54

Which of the following is NOT something a recruiter should do when working with applicants? Be aware that they (the recruiters) have a big impact on whether an applicant completes the recruiting process Be receptive Take a while to respond to applicant inquiries until only those who truly persevere are left Respond quickly to applicants so they do not withdraw from the application process

Answer 54

Correct Answer: Take a while to respond to applicant inquiries until only those who truly persevere are left Recruiters should be aware that they have a great impact on whether the applicant may withdraw from the recruitment process. Recruiters should be receptive and respond in a timely manner to applicant inquiries. If recruiters take too long responding to applicant inquiries, the applicant may form an impression (whether correctly or incorrectly) that the organization does not desire to select them for the open position or that they are a backup choice.

Question 55

True or False: An applicant's opinion of a position and an organization do not change throughout the application process.

Answer 55

Correct Answer: False At each stage of the recruitment process, an applicant is influenced by a number of characteristics regarding the job and the organization. Their opinions regarding the job and organization can change over time as new information is gained.

Question 56

Where is the first place an organization should look when it has a job opening? Within its own organization Other local competing companies The local Job Service Center Employee referrals

Answer 56

Correct Answer: Within its own organization When job vacancies exist, the first place an organization should look for replacements is within itself.

Question 57

Which is an oft-overlooked source of new employees? Employee referrals Former employees Employees of competing organizations Current employees

Answer 57

Correct Answer: Former employees A frequently overlooked source of new employees is the pool of former employees who have been laid off or who have quit. Many employees quit for temporary reasons but would like to be considered for employment at a later date.

Question 58

True or false: the chances of referral applicants being hired has much to do with the perceived competence of the employee who made the referral.

Answer 58

Correct Answer: True A referral’s chances of being hired depends in part on the perceived competence of the employee making the referral. Those who were referred by relatively high-performing workers are significantly more likely to receive offers than applicants who learn about the job from other sources. On the other hand, companies are more likely to reject the referrals of low-performing workers at a higher rate than for applicants who come from other recruitment sources.

Question 59

Which of the following is a reason that a company should not limit their application process to Internet and email only? It may have adverse impact on minorities The company may receive an overwhelming number of applicants It is convenient It is easy

Answer 59

Correct Answer: It may have adverse impact on minorities Even with the ease and convenience of web-based job applications, companies should probably not limit their employment application process to Internet and email options only. Offering only web-based options for job applications may have an adverse impact on minorities, who may be less likely to have convenient or reliable access to the Internet.

Question 60

When using education institutions as a source for applicants, which type of educational institution is usually best for skilled trades and technical positions? Vocational Schools High Schools Colleges Universities

Answer 60

Correct Answer: Vocational Schools Educational institutions are excellent sources of young applicants with varying amounts of formal training and relatively little full-time work experience. High schools are excellent sources for jobs that require very little skill such as some blue-collar jobs, clerical, and retail industry jobs. Vocational schools are good for skilled trades and technical positions and colleges and universities are good sources for supervisory, managerial, and professional positions.

Question 61

True or false: a mistake often made by employers when recruiting is that their notices indicate hiring preferences which is illegal.

Answer 61

Correct Answer: True Employers often make a variety of serious mistakes in their recruiting practices because their advertisements and notices indicate hiring preferences that are illegal. Unless there is a legitimate BFOQ, employers should avoid all forms of discriminatory recruiting practices.

Question 62

When does the first stage of talent management begin? During the first performance appraisal During training During recruitment The first day on the job

Answer 62

Correct Answer: During recruitment Talent management is a holistic approach to managing the human capital of an organization. The first stage of talent management begins during the recruitment process. Desired applicants must be targeted in order for the latter stages of talent management to be effective.

Question 63

All of the following are ways smaller organizations go about becoming more visible to desired applicants EXCEPT... Attend more frequently local career fairs Highlight the benefits of working for a smaller company Target individuals with fewer job opportunities Operate in a more bureaucratic manner during the recruitment process

Answer 63

Correct Answer: Operate in a more bureaucratic manner during the recruitment process Smaller organizations may face unique obstacles when recruiting individuals for open positions. These organizations may face a more difficult time becoming visible to desired applicants. These smaller organizations go to more local career fairs or develop partnerships with colleges and universities. They may also highlight the benefits of working for a smaller company, operate in a less-bureaucratic manner during the recruitment process, and target individuals with fewer job opportunities.

Question 64

Have the applicant call on their way to the site visit to get driving/parking directions Arrange hotel and travel for out-of-town applicants Be flexible to the applicant's schedule Answer questions about the community as well as about the company

Answer 64

Correct Answer: Have the applicant call on their way to the site visit to get driving/parking directions The site visit is the stage at which the applicant may receive the most realistic information regarding the open job position. HR should consider the following when planning a site visit: Be flexible to the applicant’s schedule Send all necessary materials to the applicant prior to the visit (e.g., address, directions, parking information) Have two or three employees show the applicant the building, or go to lunch Answer questions about the community, schools, and entertainment as well as about the company Arrange hotel/travel accommodations for out-of-town applicants.

Question 65

True or false: even if an organization is targeting recent college graduates, it should probably refrain from stating so in a recruiting advertisement.

Answer 65

Correct Answer: True This may signal an age preference, which is a protected class. All of the following are ways that an organization can make the site visit a better experience for the applicant EXCEPT...

Question 66

What do recruitment metrics help HR do? Understand the annual gross of the company Track where candidates come from Understand the salary of each new recruit Understand the total cost of employees in a given year

Answer 66

Correct Answer: Track where candidates come from Recruitment metrics can help HR professionals better track and understand where candidates come from, the time it takes to hire new employees, the financial resources required to hire additional employees, retention rates, acceptance ratios, and gender and diversity rates.

Question 67

Which of the following is NOT a recruiting metric? Yield ratio Benefit cost Cost per hire Quality hire measurements

Answer 67

Correct Answer: Benefit cost Three important recruiting metrics that every HR professional should use include the yield ratio, quality hire measurements, and cost per hire.

Question 68

What is a common way to measure quality hire? Measure new hire turnover rates Measure the benefits cost Measure the cost of hiring a new employee Measure how long it takes to fill a position

Answer 68

Correct Answer: Measure new hire turnover rates Common ways to measure quality hire include manager satisfaction rates and new hire turnover rates. In order to measure quality hire, many organizations will conduct a post hire survey with managers at periodic intervals after the employee is hired. To determine turnover rates, HR professionals simply divide the number of employees who leave a position by the total number of employees in that position.

Question 69

Which of the recruitment metrics measures the financial effectiveness of recruitment efforts? Cost per hire Turnover costs Recruitment yield ratio Quality hire measurements

Answer 69

Correct Answer: Cost per hire The cost per hire ratio (also known as the CPH metric) directly measures the financial effectiveness of recruitment efforts.

Question 70

Why is it important to know the recruitment yield ratio? It helps HR understand if their recruitment strategy is reaching the right applicants It helps HR measure the financial effectiveness of recruitment efforts It helps HR understand the satisfaction rates of the managers It helps HR track new hire turnover rates

Answer 70

Correct Answer: It helps HR understand if their recruitment strategy is reaching the right applicants The recruitment yield ratio helps HR professionals understand if their recruitment strategy is reaching the right applicants and if the organization is recruiting from the most effective sources.

Question 71

What is one potential problem in using employee referrals to fill all new job openings? The candidates may not add diversity to the workforce The candidates will not know the job they are supposed to complete The candidates will not be qualified The candidates from employee referrals usually do not have strong position insight

Answer 71

Correct Answer: The candidates may not add diversity to the workforce A few downfalls to referrals may exist. Relying solely on employee referrals may lead to increases in nepotism. It may also create cliques. Also, since friends and relatives tend to be of the same race and gender as present employees this can create an imbalance in equal employment opportunity and affirmative action goals.

Question 72

What is a way to portray a recruitment message that may lead some people to not submit an application, but that can help make sure that those who do apply are more qualified for the job? Have the message be general Have the message be negative Have the message be realistic Have the message be positive

Answer 72

Correct Answer: Have the message be realistic Specific information can deter applicants who should not apply from applying, but can increase the applicant pool if individuals desire the specific information. When individuals have realistic job expectations, they are likely to stay in the job and enjoy the job.

Question 73

True or false: people who perceive a greater likelihood of receiving a job offer have greater interest in a job opening.

Answer 73

Correct Answer: True Organizations should be honest about the likelihood an applicant will receive the job. When individuals perceive a greater chance of obtaining the job, they are more likely to apply to the job, and vice versa.

Question 74

Which of the following is an advantage of external recruiting? Applicants are already familiar with the culture of the organization It brings in new ideas and perspectives Applicants often require less training It increases morale and helps employees feel valued

Answer 74

Correct Answer: It brings in new ideas and perspectives Internal applicants often require less training, need no orientation, are already familiar with the culture and internal recruiting can increase organizational morale and make employees feel valued. Recruiting from the outside (external recruiting) helps bring in people with new ideas and perspectives.

Question 75

Which of the following statements accurately portrays the effect that the economy has on recruiting? When the economy is strong, unemployment is usually very high. When the economy is soft, there is usually a small applicant pool. When the economy is soft, competition for employees increases. When the economy is strong, there is usually a smaller applicant pool.

Answer 75

Correct Answer: When the economy is strong, there is usually a smaller applicant pool. One of the most important factors influencing the extent to which organizations are successful at recruiting talented workers is the overall strength of the economy. When labor markets conditions of the economy are strong, the unemployment rate is usually low, there is a smaller applicant pool, and competition for similar employees increases with other organizations. When the economy and labor market conditions are soft, high levels of unemployment usually occur, there is usually a large pool of applicants, and organizations usually may need to devote more time and resources to determine the correct applicant for the job.

Question 76

Which of the following methods of job analysis is quantitative? Observations Employee recordings Questionnaires Interviews

Answer 76

Correct Answer: Questionnaires One of the major advantages to using questionnaires as a method for job analysis is that the information garnered is quantitative in nature and can be easily updated as jobs change. Other methods are interviews, which can be particularly valuable for professional and technical jobs that mainly involve thinking and problem solving. Also observations can be used, although this may create an unrealistic situation since employees may behave differently when they know they are being observed. Another method is using employee recordings of the job.

Question 77

True or false: one of the reasons organizations complete a job analysis is so they can systematically select the right applicants for the right job.

Answer 77

Correct Answer: True A job analysis does important things for organizations. First, the TDRs show what jobs employees should and should not be performing. Second, it helps organizations systematically select the right individuals for the job.

Question 78

What is the difference between a job specification and a competency model? Competency models are used industry-wide Competency models are used only for a specific job within an organization Job specifications are used industry-wide Job specifications should include superfluous requirements that are not essential to performing the job

Answer 78

Correct Answer: Competency models are used industry-wide Job specification identifies the minimum acceptable qualifications required for an employee in a particular job. Competency models are created to provide job descriptions and the competencies needed for specific industries. They are used by the individual organizations as well as the external workforce.

Question 79

What is the first step in an effective recruitment process? Develop a Recruitment Strategy Evaluate Recruitment Results Establish Recruitment Objectives Implement a Recruitment strategy

Answer 79

Correct Answer: Establish Recruitment Objectives The first step HR and managers must take before beginning to recruit individuals is to establish the objectives of the recruitment process. The step of establishing recruitment objectives should be undertaken by many individuals working within the organization. Managers and job incumbents may be in the best position to identify the skills, abilities, work experiences, and knowledge needed to successfully perform the job.

Question 80

True or false: developing a recruitment strategy means creating a general plan for the recruitment objectives.

Answer 80

Correct Answer: False After recruitment objectives are established, HR should develop a recruitment strategy. This strategy is not a general plan, but a specific plan of action for achieving the recruitment objectives that were previously decided upon.

Question 81

Which of the following applicants would be least likely to have strong position insight? Former employees External recruits Previous interns Employee referrals

Answer 81

Correct Answer: External recruits Position-insight refers to one’s understanding regarding the duties and responsibilities of the position for which he or she is being recruited. Previous interns, temporary workers, former employees and individuals referred to the organization by a current employee are likely to have strong insight as they have either worked in the company before or were educated by an employee of the company. External recruits are those least likely to have position-insight.

Question 82

True or false: organizations should present the available position as attractive, but should also make sure that the presentation is realistic.

Answer 82

Correct Answer: True Organizations should weight the relationship between presenting the open jobs to be as attractive as possible and managing realistic expectations for applicants. As applicants progress in the recruitment process, they may be tempted to withdraw if their initial attraction to the job becomes realistic. This can be devastating to the organization that has spent time, money, and energy recruiting the individuals.

Question 83

True or false: when applicants are looking at an open position, only the position for which they are applying influences their desire for the job.

Answer 83

Correct Answer: False At the onset of the recruitment process, applicants typically possess little information regarding the organization. Thus, characteristics other than the position may influence the extent to which they apply for a job. At each stage of the recruitment process, an applicant is influenced by a number of characteristics regarding the job and the organization.

Question 84

Which of the following correctly states a unique obstacle that smaller organizations face? They are widely known They have a difficult time becoming visible They are very visible and so often receive too many applications to handle They have many resources that larger organizations don't have

Answer 84

Correct Answer: They have a difficult time becoming visible Smaller organizations may face a more difficult time becoming visible to desired applicants. To help with this they may more frequently attend local career fairs, choose to highlight the benefits of working for a smaller company, operate in a less-bureaucratic manner during the recruitment process and may target individuals with fewer job opportunities.

Question 85

All of the following are reasons that HR professionals use recruitment metrics EXCEPT... To know retention rates To better track where candidates come from To know gender and diversity rates To know benefit rates

Answer 85

Correct Answer: To know benefit rates Recruitment metrics can help HR professions better track and understand where candidates come from, the time it takes to hire new employees, the financial resources required to hire additional employees, retention rates, acceptance ratios, and gender and diversity rates.

Question 86

Why does HR use the recruitment yield ratio? To find new hire turnover rates To measure the financial effectiveness of recruitment efforts To measure the quality of the applicants being hired To see if its recruitment strategy is reaching the right applicants

Answer 86

Correct Answer: To see if its recruitment strategy is reaching the right applicants The recruitment yield ratio helps HR professionals understand if their recruitment strategy is reaching the right applicants and if the organization is recruiting the most effective sources.

Question 87

True or false: when deciding what information to put into the position description, companies should highlight items that will be meaningful to their targets.

Answer 87

Correct Answer: True Organizations should highlight a number of items such as job duties, promotion opportunities, compensation packages, and potential coworkers. The specific items to be highlighted should strike meaning with the targeted individuals.

Question 88

What is the most important asset an organization possesses? Business capital Community organizations Economic resources Human capital

Answer 88

Correct Answer: Human capital Human capital is the most important asset an organization possesses. To gain this human capital, organizations must actively recruit talented individuals.

Question 89

What is one problem with internal promotions? The employee may leave a staffing position It may cause more radical ideas to arise It may lead employees to have unrealistic expectations Employees may be discouraged by internal promotion policies

Answer 89

Correct Answer: The employee may leave a staffing position One problem from promoting from within is the need to fill the position left by the promoted employee. However, the position is likely to be a less-skilled position and may be easier to fill.

Question 90

True or false: because current employees are already known to their organization, there is no need for a systematic or deliberate approach to internal promotions or transfers.

Answer 90

Correct Answer: False Promoting from within is most effective when HR creates an internal applicant policy that is fair and consistent.

Question 90

What can HR and supervisors or managers do to help those who apply for but don’t receive an internal promotion? They can offer additional training or development They can wait a long time to talk to them, allowing them to process their failure They can provide negative feedback They can (and should) ignore the employees who weren’t promoted

Answer 90

Correct Answer: They can offer additional training or development Sometimes the morale of unsuccessful candidates suffers if they are not given the job, so management should provide timely and positive feedback to unsuccessful candidates. While providing feeback, management can encourage additional training or development and reinforce the employee's value within the organization.

Question 91

True or false: because current employees are already known to their organization, there is no need for a systematic or deliberate approach to internal promotions or transfers.

Answer 91

Correct Answer: False Promoting from within is most effective when HR creates an internal applicant policy that is fair and consistent.

Question 91

What can HR and supervisors or managers do to help those who apply for but don’t receive an internal promotion? They can offer additional training or development They can wait a long time to talk to them, allowing them to process their failure They can provide negative feedback They can (and should) ignore the employees who weren’t promoted FEEDBACK 1 / 1 (100.0%) Correct Answer: They can offer additional training or development Sometimes the morale of unsuccessful candidates suffers if they are not given the job, so management should provide timely and positive feedback to unsuccessful candidates. While providing feeback, management can encourage additional training or development and reinforce the employee's value within the organization.

Question 92

True or false: internal recruiting can help management shape the culture of an organization.

Answer 92

Correct Answer: True Through internal recruitment efforts, HR and managers can shape and influence the culture of the organization by recruiting and promoting those who already exemplify the organization's values.

Question 93

Which of the following is NOT a reason to use metrics in internal recruiting? Metrics help evaluate the effectiveness of internal recruiting efforts Metrics encourage backward thinking within an organization Metrics help identify the highest-quality candidates Metrics help an organization know which recruitment model is best for them

Answer 93

Correct Answer: Metrics encourage backward thinking within an organization Forward-thinking organizations will not only use metrics in external recruiting but also to evaluate the effectiveness of their internal recruiting efforts as well. These metrics can also help the organization know which recruitment model is best for their organization as well as identify the highest quality candidates.

Question 94

All of the following are ways HR can help internal candidates who are not selected for a promotion EXCEPT... HR can remain positive in interactions with internal candidates who aren’t promoted HR can stay focused on how important these employees are to the organization HR can meet with such individuals soon after the promotion is announced HR can make sure not to tell employees what they must do in the future to get a promotion

Answer 94

Correct Answer: HR can make sure not to tell employees what they must do in the future to get a promotion Managers should meet with employees that are passed up for the promotion. During this meeting, the manager or HR should state in a positive tone what the employee can do over the next years to obtain the promotion. They should remain positive and keep the focus on how important the employee is to the organization in his or her current position.

Question 95

True or false: one advantage for promoting from within is that the organization knows what it’s getting with an applicant.

Answer 95

Correct Answer: True The organization has an advantage when promoting from within in that the organization knows what they are getting with the applicant in that they are already familiar with the work ethic and ability of the applicant.

Question 96

True or false: HR's responsibility when handling employee promotions ends when someone is hired for the new position.

Answer 96

Correct Answer: False HR's responsibility does not end when they have promoted the employee. They still must help the successful candidate transfer to the new job in a smooth manner and that they have the support they need to be successful in the new job.

Question 97

Which of the following is NOT something HR should do to help facilitate promotions within the organization? Craft promotion announcements Provide career coaching Establish loose selection criteria Establish policies for posting open positions

Answer 97

Correct Answer: Establish loose selection criteria HR must handle the internal promotion process by providing career coaching, defining selection criteria, establishing policies for posting open positions, craft promotion announcements, and provide a positive tone in dealing with internal candidates not selected for the job. Selection criteria should never be general or loose. As discussed in previous topics, selection criteria needs to be specific and realistic.

Question 98

What is nepotism? Hiring only men Hiring relatives Hiring minorities Hiring women

Answer 98

Correct Answer: Hiring relatives Nepotism is the hiring of relatives

Question 99

Which employees should be told about a job opening in a company? Only those in lower positions for whom the job would be a promotion Only the minority workers or other disadvantaged groups Only those who would qualify for the job opening All employees, including those who may not qualify for the job

Answer 99

Correct Answer: All employees, including those who may not qualify for the job By making the job announcement available and informative to all employees, HR ensures a fair and consistent process for all employees interested in the job. It can also ensure that minority workers and other traditionally disadvantaged groups are alerted of the job opportunity.

Question 100

What is nepotism? Hiring only men Hiring relatives Hiring minorities Hiring women

Answer 100

Correct Answer: Hiring relatives Nepotism is the hiring of relatives

Question 101

What is one problem for a company relying only on referrals for recruiting? It may generate applicant pools filled with low performers It may generate applicant pools that are not very diverse It may generate applicant pools with too much diversity It may generate applicant pools filled with top performers

Answer 101

Correct Answer: It may generate applicant pools that are not very diverse Heavily recruiting via referrals may decrease the diversity of the organization.

Question 102

What is a downside to posting open positions to all employees in a company? The organization may come off as dishonest or disingenuous It will take a long time to fill the position The posting won't be fair to all employees There will be too many applications

Answer 102

Correct Answer: The organization may come off as dishonest or disingenuous One potential downside of the job postings may be when employees believe the job is being posted as a "formality." Typically in this scenario, employees believe one individual is most likely to obtain the promotion but must go through the formal process. If the organization is perceived to be disingenuous in the internal hiring process, employees may begin to become distrustful or cynical in regards to the internal hiring process.

Question 103

True or false: it is always necessary to post a job, even when the company already knows who it wants to hire.

Answer 103

Correct Answer: False Typically it is a good idea to post open positions on job boards, for both potential internal and external applicants. However, there are a few instances in which posting an open job on a job board is not necessary.

Question 104

True or false: having many rules in recruiting policies and procedures can place unneeded burden on the recruitment process.

Answer 104

Correct Answer: True A good idea for policies and procedures is to have a few basic rules that help guide the process. If there are too many rules, it adds an unnecessary burden on managers, HR personnel, and the overall recruitment process.

Question 105

Which of the following is NOT an advantage to creating and following policies and procedures during the recruitment process? It gives credibility to the selection system It makes the recruitment process more fair It eliminates the chance of an applicant suing the company for discrimination It helps applicants have clear expectations of how the recruitment process will unfold

Answer 105

Correct Answer: It eliminates the chance of an applicant suing the company for discrimination Although following policies and procedures during the recruitment process helps to mitigate or lessen the chances an organization will get sued by an applicant, there will always be a chance that an applicant will try to sue an organization.

Question 106

True or false: it is a good idea to use a job description in deciding who would be the "ideal candidate" for a new position.

Answer 106

Correct Answer: True HR should constantly work with managers to determine if internal applicants fit the image of the desired applicant. To know what the desired or "ideal applicant" is, the company should always have an updated job description to help guide this description.

Question 107

All of the following are cases where posting an open position on a job board is not necessary EXCEPT... There is only one person who has the particular skills needed for the job An employee has expanded her job’s impact within the company An employee has been working toward the promotion An employee in a temporary position has proven successful enough to merit a promotion

Answer 107

Correct Answer: An employee has been working toward the promotion There are a few instances in which posting an open job on a job board may not be necessary: 1) When an employee has proven successful in a temporary position for a substantial amount of time; 2) If only one person has the particular skill set required for a job and there would be little competition; and 3) If an employee has transcended the job so far that a promotion is warranted. Many employees work toward a promotion, but just because someone works for it doesn't mean it should just be handed to them, especially if there are others who have also worked and are similarly qualified.

Question 108

Which of the following is a type of internal stakeholder in a company? Board of Directors Investors Customers Partners

Answer 108

FEEDBACK 1 / 1 (100.0%) Correct Answer: Board of Directors Internal stake holders are those that are already a part of the organization such as employees and the board of directors. External stakeholders, on the other hand, are not employed by the organization such as customers, investors, potential investors and partners (suppliers, wholesalers, etc).

Question 109

True or False: The domestic and global diversity initiatives will be the same since both are working on diversity.

Answer 109

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Compared to most domestic initiatives, global diversity initiatives will be concerned with a richer and more complex set of issues. This stems from the wider range of cultural norms represented among all the stakeholder groups. Global initiatives tend to be successful only when they are adapted to and reflect the unique cultural norms and needs of each region or country. Diversity practitioners and business leaders need strong intercultural competence regardless of the scope of the initiative.

Question 110

Which of the following is NOT a characteristic of an ERG (Employee Resource Group)? They help provide networking opportunities They help the organization show support to all employees They foster a greater sense of inclusion They are made up of employees with differing backgrounds

Answer 110

FEEDBACK 1 / 1 (100.0%) Correct Answer: They are made up of employees with differing backgrounds Employee Resource Groups are made up of employees from common backgrounds, experiences, or characteristics. They help engage employees in conversing about network and career opportunities as well and help the organization show they support all employees and foster a greater sense of inclusion.

Question 111

True or False: Equal employment opportunity (EEO) and affirmative action are the same thing as diversity and inclusion in the workplace.

Answer 111

FEEDBACK 0 / 1 (0.0%) Correct Answer: False Although many early diversity programs grew out of a company’s EEO and affirmative action programs, the diversity discipline has evolved well beyond EEO and affirmative action compliance. Diversity and inclusion are aimed at realizing competitive advantage and business opportunity.

Question 112

Which of the following is NOT true about diversity training? Can impart knowledge on how to accept differences Can increase awareness Can all together change individuals' beliefs Can educate employees on how to accept differences

Answer 112

FEEDBACK 1 / 1 (100.0%) Correct Answer: Can all together change individuals' beliefs Although diversity training cannot all together change individuals' beliefs, it has the ability to increase awareness, impart knowledge, and educate employees further on how to accept differences among employees.

Question 113

From a cultural perspective, what should organizations consider when it comes to how employers manage work/life relationships? Organizations separating work and family Organizations and employees aligning the work-family balance Organizations enacting policies that reflect changes in the external environment Organizations being aware of differing values placed on time spent with family

Answer 113

FEEDBACK 1 / 1 (100.0%) Correct Answer: Organizations being aware of differing values placed on time spent with family Organizations need to be aware of the different cultural values different cultures place on family. Cultural competence is very valuable in the global market.

Question 114

What has caused employees to be able to work at all times and places? The types of employees now working Larger salaries Advances in technology The locations of the organizations

Answer 114

FEEDBACK 1 / 1 (100.0%) Correct Answer: Advances in technology Technology has made it so employees can work at all times and places which has caused the boundaries between work and family to blur.

Question 115

Which of the following types of individuals is the one that combines work and family? Strategic Integrator Volleyer Separator

Answer 115

FEEDBACK 1 / 1 (100.0%) Correct Answer: Integrator There are three types of individuals with respect to managing work/life relationships. Separators make a conscious effort to keep work and family separate. Integrators are those who combine work and family. A volleyer is an employee who at times integrates work and family and at other times separates them.

Question 116

True or False: Helping employees strike a work/life balance also helps the organization.

Answer 116

FEEDBACK 1 / 1 (100.0%) Correct Answer: True When employees have a satisfying home life they are less likely to bring their problems to work. So, it is beneficial to employers to help employees strike a balance between home/work as it can impact the productivity of the employee.

Question 117

True or False: If the organization has a fair policy, there will never be any conflict between the employee's and the organization's needs.

Answer 117

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Conflict between employee and the organization may arise because the needs of each party may conflict. Organizations need to anticipate this and create a fair policy that will help decrease the policy as being perceived as unfair.

Question 118

True or False: Inclusion is what provides the potential for greater innovation and creativity while Diversity is what enables organizations to realize the business benefits of this potential.

Answer 118

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Diversity is what provides the potential for greater innovation and creativity while Inclusion is what enables organizations to realize the business benefits of this potential. This means that only having a diverse workforce will not guarantee greater creativity; you need employees that are willing to be sensitive to differences among them as well as willing to communicate and work together and understand each other’s needs and perspectives.

Question 119

Inclusion is reached when employees: Are complying with rules Are tolerating the differences each other has Are respecting and understanding each other’s needs Are following EEO standards

Answer 119

Correct Answer: Are respecting and understanding each other’s needs Inclusion is what enables organizations to realize the business benefits of having a diverse workforce. Inclusion describes the extent to which each person in an organization feels welcomed, respected, supported and valued as a team member. Inclusion is a two-way accountability; each person must grant and accept inclusion from others. In such an environment, every employee will tend to feel more engaged and will be more likely to contribute toward the organization’s business results. This requires people from diverse backgrounds to communicate and work together, and understand each other’s needs and perspectives—aka—demonstrate cultural competence.

Question 120

True or False: Diversity doesn't only entail visible differences such as race, ethnicity or gender, but also differences in personality and life experiences.

Answer 120

FEEDBACK 1 / 1 (100.0%) Correct Answer: True The definition of diversity extends well beyond the traditional view that once focused primarily on gender and race. It reflects unique skills, backgrounds, and experiences as well.

Question 121

How does an organization show they are committed to the diversity initiatives it implements? A company only needs to place women and/or minorities in high-profile positions to show they are committed Making sure that in meetings and company conferences diversity is not on the agenda By having only short term goals By gaining top management support

Answer 121

FEEDBACK 1 / 1 (100.0%) Correct Answer: By gaining top management support Simply placing women and/or minorities in high-profile positions is insufficient. The more effective approach is to hold management accountable for results. Consequently, to get middle management and employee buy-in, top management must establish clear implementation and reporting requirements. Visible commitment throughout the organization is important: adding diversity on the agenda at executive meetings and company conferences, appointing diversity candidates to top positions, and assigning clear roles and responsibilities to the senior management team regarding diversity management. Accountability creates sustained involvement—that is, holding managers accountable to deliver diversity results. Participation in diversity councils is recommended as a development path for senior leadership.

Question 122

When talking about workplace diversity, what is one of the least discussed minority groups? Hispanics People with disabilities Women Asians

Answer 122

FEEDBACK 1 / 1 (100.0%) Correct Answer: People with disabilities Diversity has typically focused on women and minorities, but organizations are now realizing that it includes many other groups such as the disabled or LGBT.

Question 123

How can an organization demonstrate its commitment to workplace diversity and make sure they are establishing accountability with management? Appoint entry-level employees to diversity task forces, not senior executives. Establish goals and objectives only for the management team. Have HR ask current employees how diversity should be managed. Have frontline workers develop the goals.

Answer 123

Correct Answer: Have HR ask current employees how diversity should be managed. Top managers and HR should work together to develop the goals for the organization. HR can gather data from current employees with respect to employee attitudes and values on how diversity should be managed, why it's important, etc.

Question 124

True or False: The only ones that benefit from effective diversity initiatives are those within the organization which includes all of the management as well as all of the employees.

Answer 124

FEEDBACK 0 / 1 (0.0%) Correct Answer: False The effects and benefits from implementing and sustaining an effective diversity initiative can go well beyond the walls of the organization. The most common internal stakeholders are the board of directors, CEO and senior leadership, middle managers, employees and employee work groups, but those that benefit can also be external stakeholders. The most common potential external stakeholders are community organizations and leaders, customers (current and prospective), government agencies, investors (current and prospective), labor organizations, media, prospective employees and suppliers (current and prospective).

Question 125

What is the Strategic Aspect of how employers can manage work/life relationships? Enacting policies that reflect changes in the external environment and build a culture that values balance between work and family Organizations being aware of different cultures placing different values on family Aligning employer and employee perspectives regarding work/family balance Working together with employees to find out what is important in the work/family relationship

Answer 125

FEEDBACK 0 / 1 (0.0%) Correct Answer: Enacting policies that reflect changes in the external environment and build a culture that values balance between work and family The strategic approach to work/life relationships is when organizations enact policies that reflect changes in the external environment, build a culture that values employees spending time with their family, and realize the balance that must be struck between work and family.

Question 126

True or False: There is no “best way” to manage diversity.

Answer 126

FEEDBACK 1 / 1 (100.0%) Correct Answer: True There is no “best way” to manage diversity. The identification, selection, and purpose of diversity initiatives and their development and implementation differ from company to company. The likelihood of success is dependent on business needs and workforce issues. Ultimately, the strength of commitment by the organization’s leadership will determine whether the organization successfully leverages workplace diversity for competitive advantage.

Question 127

Older workers and younger workers communicate differently. Which way of communication is better? Both communication styles are valid and useful Both communication styles are negative and need to be changed Older worker communication of accepting rules and not asking questions Younger worker communication of being inquisitive and wanting feedback

Answer 127

FEEDBACK 1 / 1 (100.0%) Correct Answer: Both communication styles are valid and useful Older and younger workers differ in communication style. Older workers tend to accept delegation rules and don't ask questions where on the other hand younger workers tend to be more inquisitive and seek feedback. Both communication styles are valid and useful although managers need to help integrate the different communication styles so they function together.

Question 128

True or False: Diversity can be seen in terms of differing knowledge and experience with technologies.

Answer 128

FEEDBACK 1 / 1 (100.0%) Correct Answer: True While diversity is typically thought of as age or race, it is more broad. It includes differing backgrounds, skill and experiences and even includes differences in technological knowledge and experiences.

Question 129

True or False: Because diversity is so broad, its impact to the company cannot be calculated empirically.

Answer 129

FEEDBACK 0 / 1 (0.0%) Correct Answer: False Although diversity is broad and has many different aspects to it, company's still benefit from measuring how it contributes to organizations. Several outcomes such as ROI, turnover rate, revenue and profits may be used to empirically measure the outcomes of diversity. This way the organization can see how diversity impacts the bottom line.

Question 130

What is a reason that diversity is becoming an issue that organizations must deal with? The labor pool for recruitment is becoming less diverse The demographic landscape is not changing The demographic landscape of the country is becoming more diverse The labor pool for recruitment is slowly changing and becoming more homogeneous

Answer 130

FEEDBACK 1 / 1 (100.0%) Correct Answer: The demographic landscape of the country is becoming more diverse The demographic landscape of the country is becoming more diverse which is causing the labor pool from which organizations recruit to also become more diverse. This is causing diversity to be an issue that organizations must address.

Question 131

What is the first step that the organization should take to manage diversity? Make diversity visible in the workforce Show investors what changes the organization is making to become more diverse Train how diversity should be managed by managers Get senior management to make a list of goals for the organization to achieve

Answer 131

FEEDBACK 0 / 1 (0.0%) Correct Answer: Make diversity visible in the workforce The first step that an organization should take to manage diversity is to make diversity visible in the workforce. This is done by discussing diversity continually during meetings and ensuring the workforce is diverse in nature.

Question 132

What can HR do to develop a diversity scorecard? Get together the financial and non-financial information related to diversity initiatives Get top managers and HR together to develop goals Increase diversity Define what diversity is to the organization

Answer 132

FEEDBACK 0 / 1 (0.0%) Correct Answer: Get together the financial and non-financial information related to diversity initiatives The diversity scorecard contains financial and non-financial information related to diversity initiatives. This is important so the organization can see where it now is and see where it needs to improve.

Question 133

Diversity initiatives should contain all of the following EXCEPT Focus on front line workers implementing it Have short and long-term focuses Very specific goals Be tied to the organization's overall business strategy

Answer 133

FEEDBACK 1 / 1 (100.0%) Correct Answer: Focus on front line workers implementing it Initiatives can have a short or long-term focus as well as very specific goals and objectives. They need to be easily measurable and be tied to the organization's business strategy. To be successful, the entire organization, including those at the top, needs to be held accountable for implementation and the overall success.

Question 134

True or False: Diversity Initiatives will be the same for domestic and global organizations.

Answer 134

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Depending on how domestic or how global the organization is, the issues that the diversity initiative will face will be different with the global organization's issues being more complex. Cultural competence is the key to a successful global diversity initiative.

Question 135

Which of the following is something that diversity training cannot do? Impart knowledge Educate employees on how to accept differences Change individuals' beliefs Increase awareness

Answer 135

FEEDBACK 1 / 1 (100.0%) Correct Answer: Change individuals' beliefs Diversity training can help increase awareness, impart knowledge, and educate employees on how to accept differences. But even with all of these, it cannot all together change an individual's beliefs. Its goal is to create a positive work environment by enhancing employees' understanding and acceptance of differences.

Question 136

Which of the following is the integrator type of flexstyle? One that leaves work at work and family at home One who keeps work and family separate One who sometimes keeps work and family separate, but at other times combines them One that combines work and family

Answer 136

FEEDBACK 1 / 1 (100.0%) Correct Answer: One that combines work and family An integrator is one who combines work and family. He or she is opposite from a separator who keeps work and family separate. A volleyer is one that goes back and forth depending on the circumstances.

Question 137

The Equal Pay Act of 1963 law does permit pay distinctions in all of the following factors EXCEPT Seniority Differences Output Merit Pay Systems Equal Responsibility

Answer 137

FEEDBACK 1 / 1 (100.0%) Correct Answer: Equal Responsibility The equal pay act of 1963 states that men and women must be paid the same amount of money when the work is the same, when there is equal responsibility. There are times when individuals who hold the same job can be paid different amounts. These reasons are when individuals are paid different amounts based on merit, seniority, education/credentials, output (quantity and quality), or any other objective, work-related criteria.

Question 138

In 2004, Morgan Stanley paid $54 million to settle a sex discrimination suit where the plaintiff said the firm had discriminated against her by: Paying her less even though she had been at the company longer than her male counterparts Withholding Promotions Demoting her because she was female Paying her a lower wage than her male counterparts

Answer 138

FEEDBACK 1 / 1 (100.0%) Correct Answer: Withholding Promotions The Plaintiff claimed the firm had discriminated against her by withholding opportunities for higher pay and promotions.

Question 139

What is the Statute of Limitations for the Civil Rights Act of 1866 (aka Section 1981)? 70 employees 40 employees 10 employees No limit

Answer 139

FEEDBACK 1 / 1 (100.0%) Correct Answer: No limit There is no Statute of Limitations to file a discrimination lawsuit in the Civil Rights Act of 1866.

Question 140

What is the most significant law prohibiting employment discrimination? Civil Rights Act of 1870 Equal Pay Act of 1963 Civil Rights Act of 1964 Civil Rights Act of 1866

Answer 140

FEEDBACK 1 / 1 (100.0%) Correct Answer: Civil Rights Act of 1964 The most significant law prohibiting employment discrimination is the Civil Rights Act of 1964. However, it was not the first law designed to eliminate discrimination.

Question 141

The Civil Rights Act of 1866 applies to what type of employers? Private employers All employers Public employers Government employers

Answer 141

FEEDBACK 0 / 1 (0.0%) Correct Answer: All employers The Civil Rights Act of 1866 applies to all employers.

Question 142

What is NOT an exception to Title VII of the Civil Rights Act of 1964? Seniority Business Necessity Business Wants Bona Fide Occupational Qualification

Answer 142

FEEDBACK 1 / 1 (100.0%) Correct Answer: Business Wants As inclusive as Title VII seems to be, there are still exceptions which are Business Necessity, a Bona Fide Occupational Qualification, and Seniority.

Question 143

What does EEOC mean? Equal Employment Opportunity Commission Employers Equal Operations Committee Employers Energy Overall Consumption Employees Equal Operational Committee

Answer 143

FEEDBACK 1 / 1 (100.0%) Correct Answer: Equal Employment Opportunity Commission Title VII of the Civil Rights Act of 1964 created the Equal Employment Opportunity Commission (EEOC).

Question 144

What does BFOQ mean? Boycotting of Financial Outreach Qualifiers Bona Fide Outreach Quantifications Bona Fide Occupational Qualification Boycott of the Financial Organization of Quality

Answer 144

FEEDBACK 1 / 1 (100.0%) Correct Answer: Bona Fide Occupational Qualification BFOQ means a Bona fide Occupational Qualification, which is when a job requirement, one based on a protected class, is required to carry out for the job.

Question 145

Which of the following exceptions is when an employment decision is based on someone who has been with the organization the longest? Seniority Business Want BFOQ Business Necessity

Answer 145

FEEDBACK 1 / 1 (100.0%) Correct Answer: Seniority A final exception to Title VII is seniority. When employment decisions are based on seniority with the organization, it is not considered discriminatory.

Question 146

What did the amendment of 1972 do for Title VII? Made it so people with disabilities couldn't be discriminated against Limited its coverage Limited the enforcement of the act Expanded its coverage

Answer 146

FEEDBACK 1 / 1 (100.0%) Correct Answer: Expanded its coverage The amendment of 1972 to Title VII expanded its coverage, strengthened the enforcement of the act, and made it possible for employees to bring class action law suits against the employer.

Question 147

True or False: The Pregnancy Discrimination Act of 1978 requires special treatment of pregnancy by employers.

Answer 147

FEEDBACK 1 / 1 (100.0%) Correct Answer: False The Pregnancy Discrimination Act of 1978 is a statue that requires equal treatment, not preferential treatment. An employer is to treat a pregnant employee the same as it would treat any other employee with a temporary disability.

Question 148

The Rehabilitation Act of 1973 prohibits employee discrimination based on: Physical or Mental disabilities Religion Age Gender

Answer 148

FEEDBACK 1 / 1 (100.0%) Correct Answer: Physical or Mental disabilities The Rehabilitation Act of 1973 prohibits employee discrimination based on physical or mental disabilities.

Question 149

The ADA requires employers to provide what level of accommodations to enable a disabled individual to work? Reasonable accommodations Extreme accommodations Up to 10 accommodations No accommodations

Answer 149

FEEDBACK 1 / 1 (100.0%) Correct Answer: Reasonable accommodations The ADA requires employers to provide reasonable accommodations to enable the disabled individual to perform the essential functions of the job. The law does not require accommodation when it is a “business hardship” and extreme measures to provide accommodation are not required.

Question 150

What is Race Norming? When test scores are adjusted depending on race Included in the Civil Rights Act of 1991 to make sure that employers saw all races as normal When, during the recruitment process, minorities are given priority over the majority Training employers to look at all races as equal

Answer 150

FEEDBACK 1 / 1 (100.0%) Correct Answer: When test scores are adjusted depending on race Race Norming became prohibited during the Civil Rights Act of 1991. This is when test scores are adjusted using different cut-off scores or altering the results of employment-related tests on the basis of race, religion, sex, or national origin.

Question 151

A jury trial can be used to determine compensatory and punitive damages in what type of discrimination? Intentional discrimination Disparate impact Failure to make a reasonable accommodation when the employer shows good faith Unintentional discrimination

Answer 151

fEEDBACK 1 / 1 (100.0%) Correct Answer: Intentional discrimination A jury trial can be requested to determine liability and compensatory and punitive damages for violations of Title VII and the Americans With Disabilities Act. These damages are available only for acts of intentional discrimination and are not available in cases of disparate impact or for failure to make a reasonable accommodation where the employer shows good faith.

Question 152

The Court cases and administrative rules have defined a “hostile environment” as: A work atmosphere in which the employees must report to their supervisor When one employee does not agree with another employee A work atmosphere in which a pattern of offensive behavior occurs When an employee must be reproved for his/her behavior

Answer 152

FEEDBACK 1 / 1 (100.0%) Correct Answer: A work atmosphere in which a pattern of offensive behavior occurs Court cases and administrative rules have defined a “hostile environment” as a work atmosphere in which a PATTERN of offensive behavior occurs.

Question 153

True or False: Sexual harassment is only for sex discrimination against females.

Answer 153

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Sexual harassment is preferential treatment for either sex, male or female.

Question 154

What is the "glass ceiling"? A building structure that has been proven to bring more innovative ideas to companies A modern type of architecture that helps the work environment to be more open An outright form of sexual discrimination of men in the workforce A subtle form of discrimination against career advancement for women

Answer 154

FEEDBACK 1 / 1 (100.0%) Correct Answer: A subtle form of discrimination against career advancement for women Many women experience subtle forms of discrimination that limit their career advancement. This condition is referred to as the "glass ceiling."

Question 155

True or False: The Pregnancy Discrimination in Employment act gives special privileges to pregnant women. FEEDBACK 1 / 1 (100.0%) Correct Answer: False Pregnant women are protected by the Pregnancy Discrimination in Employment Act of 1978 but this act only requires employees to treat pregnancy and childbirth the same as other health-related conditions and does not provide special privileges to pregnant women.

Answer 155

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Pregnant women are protected by the Pregnancy Discrimination in Employment Act of 1978 but this act only requires employees to treat pregnancy and childbirth the same as other health-related conditions and does not provide special privileges to pregnant women.

Question 156

Which of the following is an example of Quid Pro Quo Harassment? When there is a pattern of offensive behaviors in a work environment When employees are required to undergo sexual harassment training When an employee's employment is threatened if they do not have a sexual relationship with a boss When a fellow employee makes a sexual joke

Answer 156

FEEDBACK 1 / 1 (100.0%) Correct Answer: When an employee's employment is threatened if they do not have a sexual relationship with a boss Quid pro quo harassment involves an exchange-based form of harassment. For example, a boss may threaten to fire an employee if she does not begin a romantic relationship with him. This condition of threatening one's employment is clearly quid pro quo.

Question 157

"Employment at-will" means which of the following? An employee must give a two-week notice to quit, and an employer must give a one-week notice to fire an employee. An employer can terminate an employee at any time, but the employee cannot quit at any time. An employee can quit and an employer can fire at any time. An employee can quit at any time, but the employer cannot fire the employee for any reason.

Answer 157

FEEDBACK 0 / 1 (0.0%) Correct Answer: An employee can quit and an employer can fire at any time. Employees are free to quit when they want and employers are free to terminate employment contract when they want. This idea is known as "employment at-will".

Question 158

Assigning an employee lousy shifts and reducing hours in an effort to get them to quit is a violation of what exception to the “Employment At-Will”? Public Policy Breach of Implied Covenant Implied Contract Written Contract

Answer 158

FEEDBACK 1 / 1 (100.0%) Correct Answer: Breach of Implied Covenant All parties are expected to behave fairly and in a reasonable manner with regard to their contractual rights and obligations. The employer was not dealing fairly or in a reasonable manner in this example.

Question 159

If an employee handbook states that an employee can only be fired after warnings, notice, and only for just cause, and then an employee is fired out of the blue, this would be a violation to which exception to the “Employment At-Will”? Public Policy Implied Contract Written Contract Breach of Implied Covenant

Answer 159

FEEDBACK 1 / 1 (100.0%) Correct Answer: Implied Contract The employee handbook, even though it was not originally intended to be a written contract, is considered by the courts to be an implied contract. Therefore, if it does not include a disclaimer stating that the employer may terminate the employee “at will,” the employer would have to follow the steps in the handbook exactly the way it was written in order to terminate an employee.

Question 160

True or False: You must have a formal written document to create a contract.

Answer 160

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Implied contracts are created by the things people (or organizations) say or what they do. Courts consistently enforce implied contracts as binding agreements.

Question 161

George had to miss a day of work to serve jury duty. When he went back to work the next day, his employer fired him for not going to work. This is a violation of what exception to the “Employment At-Will”? Public Policy Implied Contract Written Contract Breach of Implied Covenant

Answer 161

FEEDBACK 1 / 1 (100.0%) Correct Answer: Public Policy Public policy exception prohibits an employer from firing a worker for a reason that would violate basic social rights, duties, or responsibilities.

Question 162

What is the first step the EEOC does when a charge is filed? Attempt conciliation with the organization for probable cause Investigate the claim Start litigation Attempt to work out the problem between the two parties

Answer 162

Correct Answer: Attempt to work out the problem between the two parties When a charge is filed, the EEOC attempts to work with both the organization and the party to fix the problem out of court.

Question 163

If the EEOC cannot get two parties to settle out of court, how does it proceed? Have the employee go to the civil courts Start litigation Attempt conciliation with the organization Investigate the claim

Answer 163

FEEDBACK 1 / 1 (100.0%) Correct Answer: Investigate the claim If a settlement is not reached, the EEOC will investigate the claim.

Question 164

Which is NOT one of the things that HR should do to help prevent discrimination from happening in the work place? Monitor the Workplace Train employees Train supervisors with the employees Establish a reporting procedure

Answer 164

FEEDBACK 1 / 1 (100.0%) Correct Answer: Train supervisors with the employees Supervisors and managers should receive training separate from employees as they should be trained in the general discrimination issues along with information about how to deal with complaints or other training specific to their job.

Question 165

In what year did the EEOC gain the power to bring lawsuits to federal court on behalf of an aggrieved person? 1964 1991 1972 1978

Answer 165

FEEDBACK 1 / 1 (100.0%) Correct Answer: 1972 The power of the EEOC was greatly extended when the Civil Rights act was amended in 1972 by the Equal Employment Opportunity Act. In 1972, Congress extended the EEOC's power to bring lawsuits on behalf of an aggrieved person or class of aggrieved persons.

Question 166

The EEOC has a list of guidelines to help employers understand discrimination.

Answer 166

FEEDBACK 1 / 1 (100.0%) Correct Answer: True The EEOC has issued a series of guidelines explaining in detail how the EEOC operates and what employers need to know about discrimination.

Question 167

True or False: A Supervisor can be subject to a lawsuit filed against him/her.

Answer 167

FEEDBACK 1 / 1 (100.0%) Correct Answer: True The liability landscape is changing and trending toward individual liability in various types of retaliation cases. A supervisor can be subject to tort liability in wrongful-discharge actions.

Question 168

What should HR professionals NOT do to help prevent opening the company up to liability? Supervisors should be trained not to retaliate Perform a complete review of the reasons for an employee’s termination Trust that the Supervisor fired the employee for a legal reason Policies to avoid unlawful discharges should be implemented

Answer 168

FEEDBACK 1 / 1 (100.0%) Correct Answer: Trust that the Supervisor fired the employee for a legal reason HR professionals should perform a complete review of the reasons for an employee’s termination, train supervisors not to retaliate, implement policies to avoid unlawful discharges, and enforce them uniformly and consistently.

Question 169

Jerry works for a company and his supervisor fires him. What is the first thing that HR should do? Fire the supervisor Trust that the supervisor fired Jerry for a legitimate reason Complete a review of the reasons for Jerry’s termination Hire a new employee

Answer 169

FEEDBACK 1 / 1 (100.0%) Correct Answer: Complete a review of the reasons for Jerry’s termination There should be a complete review of the reasons for any employee’s termination.

Question 170

A new HR professional has just been hired as the HR employee for a new company. The company does not have any written policies regarding employee firing. Which of the following should the HR employee NOT do? Write up a list of Policies to avoid unlawful discharges Train supervisors not to retaliate against employees Make the policies in written form and easily accessible Wait for the other HR professionals to write up discharge policies

Answer 170

FEEDBACK 1 / 1 (100.0%) Correct Answer: Wait for the other HR professionals to write up discharge policies HR professionals should make sure the company has policies that help avoid unlawful discharges, make sure the supervisors are trained, write the policies and make then easily accessible, and make sure that supervisors are aware that they are at risk for individual liabilities if they do not follow the policies.

Question 171

True or False – Supervisors are at risk for many types of individual liability.

Answer 171

FEEDBACK 1 / 1 (100.0%) Correct Answer: True Individual liability stretches beyond the wrongful-discharge context; supervisors need to tread carefully in other areas, as well.

Question 172

What is an Amoral Organization? An organization that is unaware of ethical issues An organization that ignores ethical issues An organization that fights against ethical issues An organization that adheres to ethical issues

Answer 172

FEEDBACK 0 / 1 (0.0%) Correct Answer: An organization that is unaware of ethical issues Amoral organizations are oblivious to ethical issues.

Question 173

True or False: All ethical standards are backed by legal laws.

Answer 173

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Ethical standards do not necessarily involve a law to uphold them.

Question 174

What is an ethical standard? The business perception of how to advance the organization The laws that keep us moral The emphasis of advancing an organization's stock The normative perceptions of what people think is right and wrong

Answer 174

FEEDBACK 1 / 1 (100.0%) Correct Answer: The normative perceptions of what people think is right and wrong Ethical standards refer to normative perceptions of what people think is right and wrong.

Question 175

True or False: Because ethical standards are not always backed by laws, breaking them doesn't have negative consequences.

Answer 175

FEEDBACK 1 / 1 (100.0%) Correct Answer: False Although not abiding by ethical standards may not break any laws, it can still have negative consequences.

Question 176

What is NOT one of the three ethical categories? Moral Unmoral Immoral Amoral

Answer 176

FEEDBACK 1 / 1 (100.0%) Correct Answer: Unmoral There are three ethical categories: moral, immoral and amoral.

Question 177

Which of the following is a reason that employers must be careful about letting employees receive gifts from clients? There is not a reason to be careful about gifts as they help the employees be excited about their job They can give the impression a company was influenced into a decision They can give the employee too many perks They can influence an employee to leave the job

Answer 177

They can give the impression a company was influenced into a decision

Question 178

All of the following are benefits that HR and the organization receive when they act in an ethical manner EXCEPT... The company enjoys a more positive reputation The company has higher retention rates The company has higher lawsuit filing rates The company's employees avoid less questionable conduct

Answer 178

The company has higher lawsuit filing rates

Question 179

True or False: A code of ethics and a "code of conduct" are the same thing.

Answer 179

False

Question 180

Which of the following does NOT describe integrity? Employees adhering to a high moral code Employees complying with peer pressure Employees following morals even when coerced by others Employees adhering to morals in face of peer pressure

Answer 180

Employees complying with peer pressure

Question 181

True or False: Conflicts of interest can severely decrease the reputation for a company.

Answer 181

True

Question 182

Who must receive training on what constitutes sexual harassment and the organization’s sexual harassment policy? All employees HR managers Supervisors Employer

Answer 182

FEEDBACK 1 / 1 (100.0%) Correct Answer: All employees All employees must receive training on what constitutes sexual harassment and the organization’s sexual harassment policy.

Question 183

Employers with at least how many employees must have policies and procedures in place to prevent harassment? 10 employees 1 employee 15 employees 5 employees

Answer 183

Correct Answer: 1 employee All organizations, regardless of their size, must have policies and procedures in place to prevent harassment and to address it when it occurs.

Question 184

A sexual harassment policy should contain all of the following, EXCEPT... Clearly define what harassment is Establish a complaint procedure State when harassment is tolerated State what actions will be taken if harassment occurs

Answer 184

FEEDBACK 1 / 1 (100.0%) Correct Answer: State when harassment is tolerated The harassment policy should clearly define what harassment is and that it will NOT be tolerated under ANY circumstances. It should also include some examples and provide a procedure for filing complaints. Included as well should be the actions that will be taken to investigate if the alleged harassment should happen. HR should conduct periodic seminars to update employees on the dangers of sexual harassment.

Question 185

The Equal Pay Act of 1963 does NOT permit pay distinctions for which of the following factors? Merit pay systems Gender differences Different working conditions Seniority differences

Answer 185

FEEDBACK 0 / 1 (0.0%) Correct Answer: Gender differences The law does permit pay distinctions when they are based on the following factors 1) Unequal responsibility 2) Different working conditions 3) Seniority differences 4) Merit pay systems 5) Quantity and quality of production

Question 186

An HR employee should focus recruitment and hiring decisions on: Age Job skills Living Practices of the potential employee Gender

Answer 186

FEEDBACK 1 / 1 (100.0%) Correct Answer: Job skills Focus the recruitment and hiring decision on job skills and qualifications, endeavoring to find the best person for the job.

Question 187

What is a Bona Fide Occupational Qualification? When decisions are made based on an employee’s seniority within the organization When work-related requirements would inadvertently create a hardship on a protected group. A permissible discrimination for quantity and quality of production. A permissible discrimination in the areas of gender, religion or national origin.

Answer 187

FEEDBACK 0 / 1 (0.0%) Correct Answer: A permissible discrimination in the areas of gender, religion or national origin. It occurs when a specific job requirement, based on a protected class, is reasonably necessary to carry out a job function in the normal operation of a business.

Question 188

What should HR professionals NOT do to help prevent opening the company up to liability? Perform a complete review of the reasons for an employee’s termination Supervisors should be trained not to retaliate HR should trust the supervisor and the reason that the employee was fired. Policies to avoid unlawful discharges should be implemented

Answer 188

FEEDBACK 1 / 1 (100.0%) Correct Answer: HR should trust the supervisor and the reason that the employee was fired. HR professionals should perform a complete review of the reasons for an employee’s termination, train supervisors not to retaliate and implement policies to avoid unlawful discharges and enforce them uniformly and consistently

Question 189

True or False: Supervisors can be at risk for individual liability for decisions made at their employment.

Answer 189

FEEDBACK 1 / 1 (100.0%) Correct Answer: True Supervisors are not immune from liability when discharging workers. Individual liability stretches beyond the wrongful-discharge context; supervisors need to tread carefully in other areas as well. HR should inform and train supervisors of this possibility.

Question 190

True or False: When HR professionals uphold legal standards it means that they are always acting under the highest of ethical standards.

Answer 190

FEEDBACK 1 / 1 (100.0%) Correct Answer: False HR professionals are not only expected to uphold legal standards, but to also operate under the highest of ethical standards. One can act in accordance with the law but at the same time, not necessarily act in an ethical manner.

Question 191

What is “Quid Pro Quo” harassment? Harassment based on a person's race Harassment that involves one employee trying to undermine the job of another Harassment that is between a man and a woman Harassment that puts a condition of employment to the employee based on his/her agreement to some type of sexual activity.

Answer 191

FEEDBACK 1 / 1 (100.0%) Correct Answer: Harassment that puts a condition of employment to the employee based on his/her agreement to some type of sexual activity. Quid pro quo harassment occurs when there is a condition of employment placed on the victim’s agreement to some type of sexual activity. Only individuals with supervisory authority over a worker can engage in quid pro quo harassment because there has to be an imbalance of power for this exchange to occur.

Question 192

What is NOT one of the 3 exceptions to the “Employment-At-Will-Doctrine”? Implied Contract Individual Policy Breach of Implied Covenant Public Policy

Answer 192

FEEDBACK 1 / 1 (100.0%) Correct Answer: Individual Policy Implied contract, public policy and breach of implied covenant are all exceptions to the “Employment-At-Will Doctrine,” not individual policy.

Question 193

Jacob was injured at work and put in a workers’ compensation claim. His employer then fires him stating the claim was raising the employers insurance rates. This is a violation to what “Employment-At-Will” exception? Public Policy Implied Contract Breach of Implied Covenant Written Policy

Answer 193

FEEDBACK 1 / 1 (100.0%) Correct Answer: Public Policy Public Policy – Jacob has a legal right to file a workers’ compensation claim for injuries sustained in the workplace.

Question 194

What does Employment At-Will mean in the workplace? Employers can file complaints with the EEOC Employees can come and go at-will to their job Employees can quit and employers can fire at any time Employers cannot enforce rules for harassment

Answer 194

FEEDBACK 1 / 1 (100.0%) Correct Answer: Employees can quit and employers can fire at any time In an employment-at-will case, either party (employer or employee) can teminate the relationship whenever they choose. This means that the employee can leave whenever she wants and for any reason, and the employer can fire her at any time, for any reason. While this can be scary for employees, courts have included some exceptions to the power of an employer to fire an employee without reason.

Question 195

What is NOT one of the actions the EEOC should do if a charge is filed? Attempt a no-fault settlement Investigate the claim Review for litigation Send the claimant to the civil courts

Answer 195

FEEDBACK 1 / 1 (100.0%) Correct Answer: Send the claimant to the civil courts Step 1 – Attempt a no-fault settlement. Step 2 – If not settled, investigate the claim. Step 3 – If investigations determines probable cause – attempt conciliation with the organization. Step 4 – If the conciliation fails, review the case for litigation. The claimant has a right to file a civil suit, but the EEOC needs to review any charges filed with their company, not just send them away.

Question 196

What should HR NOT do to be sure the organization has a clear anti-discrimination and sexual harassment policy? Monitor the workplace Train employees and upper management Establish a reporting procedure Train employees, not upper management

Answer 196

FEEDBACK 1 / 1 (100.0%) Correct Answer: Train employees, not upper management The HR employee must make sure there is an established reporting procedure including one that bypasses the supervisors if necessary. They must also train the employees and the supervisors and managers and should give extra training to the supervisors/managers. They must also monitor the workplace and make sure that issues are dealt with immediately.

Question 197

What is something HR should NOT do to help create an organizational culture of ethics? Establish an ethics policy Train employees in ethical decision-making Train top management Train only frontline employees

Answer 197

FEEDBACK 1 / 1 (100.0%) Correct Answer: Train only frontline employees HR should establish an ethics policy, train employees, and make sure top management is willing to also follow through with the ethics policy. Employees follow the example of top employees in how to proceed in ethical matters in the organization.

Question 198

What is the function of workforce planning? To make sure the organization is legally compliant To make sure the supply of workers meets business demand To make sure harassment does not occur in the workplace To make sure the organization has the best organizational structure

Answer 198

FEEDBACK 1 / 1 (100.0%) Correct Answer: To make sure the supply of workers meets business demand Workforce planning is the HR function that helps ensure that the supply of workers meets the requirements and forecasts of business demand.q

Question 199

Quid Pro Quo is a type of sexual harassment that is very specific. Quid Pro Quo can only happen when: One employee tells another employee of equal standing to go on a date When two employees are in a sexual relationship When an employee tells another employee an inappropriate sexual joke When there is a condition of employment dependent on a sexual activity

Answer 199

FEEDBACK 1 / 1 (100.0%) Correct Answer: When there is a condition of employment dependent on a sexual activity Quid pro quo harassment occurs when there is a condition of employment placed on the victim’s agreement to some type of sexual activity. Only individuals with supervisory authority over a worker can engage in quid pro quo harassment because there has to be an imbalance of power for this exchange to occur. Because employers are responsible for the actions of their managers, employers are always liable when quid pro quo harassment occurs.

Question 200

Current discrimination law stems from Title VII of the 1964 Civil Rights Act. Title VII makes it unlawful to limit or classify employees in any way that deprives them of employment opportunities or hampers their career progression when that classification is based on their protected status. As inclusive as Title VII seems to be, there are still exceptions, one of which is the Bona Fide Occupational Qualification. What is a Bona Fide Occupational Qualification? Quantity and quality of production. When decisions are made based on an employee’s seniority within the organization. When work-related requirements would inadvertently create a hardship on a protected group. A permissible discrimination in the areas of gender, religion, or national origin.

Answer 200

FEEDBACK 1 / 1 (100.0%) Correct Answer: A permissible discrimination in the areas of gender, religion, or national origin.

Question 201

Discrimination cases can be very time consuming and costly to an organization. Even without an expensive court trial, most incidents end with the organization paying a settlement to the victim. It can be a very costly price for situations that, in most cases, could have been avoided. All of the following are things HR can do to help prevent and promptly correct discrimination or harassing behavior EXCEPT Establish a reporting procedure Train employees Monitor the workplace Train employees and supervisors the same

Answer 201

FEEDBACK 1 / 1 (100.0%) Correct Answer: Train employees and supervisors the same Where there are people working together, there will be employment issues. HR’s best defense is to ensure the organization is prepared. Preparation accomplishes two things: it prevents discrimination and creates an affirmative defense in the case that discrimination does occur.

Question 202

In surveys, employee referrals are rated as one of the most commonly used and best methods. Research suggests that using current employees as a source for job candidates is effective for several major reasons. What makes employee referrals for recruiting so valuable? The job candidate will already know how to do the job perfectly The job candidates are more qualified and have more realistic expectations Referrals from current employees help new employees be more diverse Referrals keep the organization from having problems with nepotism

Answer 202

FEEDBACK 1 / 1 (100.0%) Correct Answer: The job candidates are more qualified and have more realistic expectations

Question 203

Filling positions with internal candidates can be efficient and effective. Which of the following is NOT a benefit to the company when they decide on internal recruiting? The job history and capability of the internal candidate it known It can improve morale Job can be filled more quickly and inexpensively than external recruiting The internal candidate brings in new innovative and different ideas

Answer 203

FEEDBACK 1 / 1 (100.0%) Correct Answer: The internal candidate brings in new innovative and different ideas Filling positions with internal candidates can be an efficient and effective way to staff positions. Some advantages of internal recruitment and selection are as follows:

Question 204

What can happen to external recruiting efforts when they see that an organization also promotes from within? Prospective applicants will apply because there is room for growth Prospective applicants will apply because they can start at a high level job Prospective applicants will not apply because they have to start at the bottom Prospective applicants will not apply because they feel the internal recruits will get the job first

Answer 204

FEEDBACK 0 / 1 (0.0%) Correct Answer: Prospective applicants will apply because there is room for growth Promoting from within is a selling point for many organizations that want to recruit and retain talented employees. When a company announces a promotion or a job transfer, it tells other employees that there’s opportunity for growth there. Internal recruitment provides a higher level of employee satisfaction.

Question 205

There are many selection tests (any instrument used to make a decision about a potential employee) that can be implemented, but with each test there are a few characteristics the tests need to have to be properly designed. "One of these is 'Reliability'”. What does Reliability mean? The uniformity of procedures and conditions related to administering the tests The extent to which a selection test provides consistent results The extent to which a test measures what it claims to measure The extent to which two applicants are tested under the same conditions

Answer 205

FEEDBACK 1 / 1 (100.0%) Correct Answer: The extent to which a selection test provides consistent results

Question 206

After the interview comes background verification and reference checking. An organization must verify the information on application forms and resumes as many do not contain accurate information. When checking references, many past employers are reluctant to give references because they fear defamation lawsuits. What is defamation? The act of harming the reputation of another by making a false statement to a third party The failure to exercise the standard of care that a reasonably prudent person would have exercised in the same situation Conduct that is under the standard of behavior set for protecting others None of the above

Answer 206

FEEDBACK 1 / 1 (100.0%) Correct Answer: The act of harming the reputation of another by making a false statement to a third party

Question 207

The Uniform Guidelines have adopted a practical means of determining adverse impact in a selection procedure. To show adverse impact, a selection procedure must violate what statistical rule established by the Uniform Guidelines for determining adverse impact? 2/3rds rule 50 percent rule 75 percent rule 4/5ths rule

Answer 207

FEEDBACK 0 / 1 (0.0%) Correct Answer: 4/5ths rule

Question 208

Managing employee performance is a key part of effective leadership. Research has shown that managers who engage in effective performance management produce extraordinary business results compared with those who do not. But many organizations struggle to realize the benefits. When asked “What purpose DOES performance management serve?” to employees and HR professionals, what did most say? To improve employee commitment ratings To perform administrative purposes To increase net profits To help improve business processes

Answer 208

FEEDBACK 0 / 1 (0.0%) Correct Answer: To perform administrative purposes

Question 209

There are assumptions about what people believe performance management does. Which of the following is an assumption that is challenged in the performance management topic? Performance management helps managers hire the best employees Performance management helps managers fire the worst employees Performance management helps managers make pay decisions None of the above

Answer 209

FEEDBACK 1 / 1 (100.0%) Correct Answer: Performance management helps managers make pay decisions

Question 210

Most employees and managers view their performance management systems as largely ineffective and incapable of delivering results. But research performed has shown that over half of the most important drivers of employee engagement and performance are precisely the behaviors that define effective performance management. All of the following behaviors are a part of effective performance management and also influence employee engagement EXCEPT Providing regular feedback Helping employees accomplish their job Finding new opportunities for employees Having employees figure out how to succeed on their own

Answer 210

FEEDBACK 1 / 1 (100.0%) Correct Answer: Having employees figure out how to succeed on their own

Question 211

Organizations must be knowledgeable about professional and legal guidelines, including relevant case law that is pertinent to the design and implementation of performance management systems. Which of the following should NOT be done to help an organization show fairness and legality in its performance management system? Inform employees of expectations and evaluation standards in advance Provide timely feedback on performance issues Inform employees of expectations and evaluation after the evaluation period has ended Look at the ethical aspects of performance management systems

Answer 211

FEEDBACK 1 / 1 (100.0%) Correct Answer: Inform employees of expectations and evaluation after the evaluation period has ended Organizations should consider the legal and ethical aspects of performance management systems. Employees should be informed of expectations in writing before the evaluation begins and timely feedback should be given to ensure the organization did its part to help the employee.

Question 212

Research and practice show that successful organizational change depends on management commitment—the stronger the commitment, the greater the potential for success. Which action should NOT be focused on in the workplace that will help shift the performance management mindset and help management and employees see performance management as positive? Provide regular feedback Develop individual employees Help employees understand their role in the company Provide feedback only at yearly goal setting sessions

Answer 212

FEEDBACK 1 / 1 (100.0%) Correct Answer: Provide feedback only at yearly goal setting sessions

Question 213

When it comes to HR and their responsibilities to help with conflict management, they are there to train and to help with problems, but also to work with the numbers. Experts suggest five employee relations metrics that HR should look at monitoring to help find out how the organization is doing and where there might be room for improvement. What is an employee relations metric that HR should be monitoring according to these experts? Average time it takes to fill an opening Average productivity Cost of grievances Average cost of production

Answer 213

FEEDBACK 0 / 1 (0.0%) Correct Answer: Cost of grievances The five principal employee relations metrics suggested that HR should consider monitoring are as follows: Number of grievances per period Cost of grievance—can be calculated (in a consistent manner over time) by the time spend by managers, HR professionals and legal counsel in the investigation and resolution of complaints, the cost of lost productivity, and legal expenses. Root causes of grievances Average close time—a measure of the efficiency of the grievance resolution process. It is based on how many days it takes to resolve an issue from the day it is identified as a problem Return on Investment (ROI)—to determine how much money the employee relations program has saved the organization. Such as revenue per employee and profit per employee that can be monitored to see if the implementation of an effective grievance resolution process has made an impact

Question 214

Initially, coaching employees to solve conflicts may be time-consuming for managers, but in the long term it will create a work environment where conflict management is seen as everyone’s obligation, not just the managers’. What is the management’s job when it comes to training the employees to manage workplace conflict on their own? Put the employees’ “urgent” issues at the top of the manager’s priority list Make the employees know they need to resolve all conflicts on their own to be competent in their job Make managing conflict a detriment so employees don't come to them with little problems Create an environment that encourages employees to resolve conflict on their own

Answer 214

FEEDBACK 1 / 1 (100.0%) Correct Answer: Create an environment that encourages employees to resolve conflict on their own

Question 215

Conflict can occur in any organization when employees with different backgrounds and priorities work together. Emotional stress can be both a cause of workplace conflict and an effect. Conflict can be expressed in numerous ways. What can an organization do to help create a culture that lessens the chances of conflict and helps resolve and manage it when it does occur? Make sure that the approaches for resolving conflict are set and not changed Make sure that managers know they are the ones that need to solve all the problems, not the employees Make sure that policies are clear and consistent Hire any applicant and then make them follow the rules

Answer 215

FEEDBACK 1 / 1 (100.0%) Correct Answer: Make sure that policies are clear and consistent

Question 216

The human resources team has a big leadership responsibility in helping manage workplace conflict. All of the following are responsibilities of HR when it comes to managing workplace conflict EXCEPT Initiate employee communications on conflict Track the metrics and the cost Implement workplace conflict policies Solve all workplace conflicts

Answer 216

FEEDBACK 1 / 1 (100.0%) Correct Answer: Solve all workplace conflicts

Question 217

True or False: Employers only need to worry about violence in the workplace when it comes to the safety of its employees.

Answer 217

FEEDBACK 1 / 1 (100.0%) Correct Answer: False

Question 218

Unnecessary or misunderstood monitoring can impact employee morale. As a result, employers should be able to articulate the business case for employee monitoring as a reasonable means of protecting business interests. There are some types of companies where employee monitoring is more typical. Which of the following is a type of organization where employee monitoring is typical? Finance Industry Smaller Organizations Construction Retail Sales

Answer 218

FEEDBACK 0 / 1 (0.0%) Correct Answer: Finance Industry Studies have shown that employee monitoring is more typical in larger companies and most prevalent in the banking, insurance, real estate, and brokerage industries, though the practice is certainly not limited to those sectors. Employees should communicate the business case for employee monitoring, but they should also let employees know that the monitoring is in their best interest as well (e.g., to protect them from identity theft, etc.). Legal and effective monitoring can head off problematic employee behavior before it begins to threaten the company’s business interest.

Question 219

The ECPA (Electronic Communications Privacy Act of 1986) limits the employer from monitoring employee’s electronic communications in which way? Limits monitoring during the storage of the communication Limits monitoring during the transmission of the communication Limits all monitoring with no exceptions Employers cannot monitor employees even with employee consent

Answer 219

FEEDBACK 0 / 1 (0.0%) Correct Answer: Limits monitoring during the transmission of the communication The ECPA’s definition of “electronic communications” expressly applies to the transmission of such communications and does not include the electronic storage of such communications. Therefore, courts have distinguished between monitoring electronic communications such as e-mail message while they are being transmitted versus viewing e-mails while they are stored. Several courts confronting this issue have found that monitoring electronic communications after transmission does not run afoul of the ECPA.

Question 220

Public and private employees are similarly protected under the Fourth Amendment from employer searches.

Answer 220

FEEDBACK 0 / 1 (0.0%) Correct Answer: False American citizens enjoy privacy rights granted to them under law via the Fourth Amendment. This extends to the workplace for public employees but not private employees. Although private companies still abide by the ECPA, private employers operate in a slightly different manner than public employees.

Question 221

At first glance, the ECPA appears to prohibit an employer from intentionally intercepting its employees’ oral, wire, and electronic communications. However, the ECPA contains several exceptions to this prohibition. Two of these exceptions are of particular importance to employers. They are known as the “business purpose exception” and the “consent exception.” What is a main but often overlooked distinction between the two? The business purpose exception allows for monitoring personal electronic communication The consent exception only allows for business monitoring of electronic communication The consent exception allows for monitoring personal electronic communication The business purpose exception allows monitoring of both business and personal communication

Answer 221

FEEDBACK 1 / 1 (100.0%) Correct Answer: The consent exception allows for monitoring personal electronic communication

Question 222

When an employee makes an informal or formal complaint, the employer should take immediate steps to stop the alleged conflict, protect those involved, and begin investigations. When it comes to the investigation, there are often interviews that need to take place. When developing interview questions, what should you look at to see if they are good questions? That they are close-ended so specific answers are given That they are relevant to the situation That they are not developed beforehand so you can be more flexible in the interview Questions should be opinion based

Answer 222

FEEDBACK 1 / 1 (100.0%) Correct Answer: That they are relevant to the situation

Question 223

Managing work/life and work/family relationships has become an increasingly important diversity and productivity challenge for employers. There were three aspects of how employers can manage work/life relationships. Which of the following is a definition of the Strategic Aspect? An organizations alignment of work/life and work/family policies to address changing employment relationships. The alignment of formal work/life policies and informal practices as well as their implementation, including effective customization and cultural support Aligning employer and employee perspectives and embracing diversity in employment relationships, work/family relationships and different ways of working. Employer and employee perspectives regarding work-family balance should be aligned

Answer 223

FEEDBACK 0 / 1 (0.0%) Correct Answer: An organizations alignment of work/life and work/family policies to address changing employment relationships. The first aspect of how employers can manage work/life relationships is Strategic. This aspect involves an organization’s strategic alignment of work/life and work/family policies to address changing employment relationships. Work/life and work/family issues are seen as a strategic lever to promote competitiveness and foster workforce inclusion. The cultural aspect pertains to the alignment of formal work/life policies and informal practices as well as their implementation, including effective customization and cultural support. The employee-employer work/life relationship aspect involves aligning employer and employee perspectives and embracing diversity in employment relationships, work/family relationships, and different ways of working. The blurring boundaries between work and personal life due to technology, the accessibility of work 24 hours a day, and an increase in the care giving demands of employees have contributed to the challenge of balancing work/life demands. Even workers without family responsibilities increasingly expect that employers offer more workplace flexibility.

Question 224

Which of the following should NOT be included when designing a diversity initiative? Gaining CEO and top management buy-in An explanation about how business priorities are met The design should break away from the business purpose The design should show what metrics will be used to evaluate it

Answer 224

FEEDBACK 1 / 1 (100.0%) Correct Answer: The design should break away from the business purpose The design of a diversity initiative should include these elements: CEO and top management buy-in An explanation of how key business priorities are met and what changes are needed Starting from and staying aligned with the business purpose A plan for internal and external communication What metrics will be used to examine its effectiveness or shortcomings

Question 225

Which of the following is an example of an Internal Stakeholder in a diversity initiative? Partners Board of directors Investors Customers

Answer 225

FEEDBACK 1 / 1 (100.0%) Correct Answer: Board of directors Internal stakeholders are those who are already a part of the organization such as employees and board of directors. External stakeholders are not employed by the organization, e.g. customers, investors, potential future investors, partners, etc.