HR Management

Question 1

Task

Answer 1

What gets done on the job

Always an action

Question 2

KSAOs

Answer 2

Knowledge
Skill
Ability
Other

Question 3

Knowledge

Answer 3

Understanding of a body of knowledge, both factual and procedural, necessary for task performance

Question 4

Skill

Answer 4

Competency in performing specific tasks
Usually expressed in numerical terms
Often acquired on the job

Question 5

Ability

Answer 5

A more general physical or mental trait that an individual possesses and enables them to perform a function
Useful for learning new skills

Question 6

Other

Answer 6

Personality, interests, attitudes, certifications

Question 7

Selection process

Answer 7

Screen applicant
Interview applicant
Test applicant
Pre employment

Question 8

Screen applicant

Answer 8

Resume or application

Test for minimum qualifications

Question 9

Interview applicant

Answer 9

Test interpersonal skill

Question 10

Test applicant

Answer 10

Employment testing for specific KSAOs

Question 11

Pre employment

Answer 11

Check references

Drug/medical tests

Question 12

Criteria for selection devices

Answer 12

Reliability

Validity

Question 13

Reliability

Answer 13

Degree to which took measures same thing each time it’s used

Question 14

Validity

Answer 14

Degree to which the test measures what it is supposed to measure

Question 15

Title VII of civil rights act of 1964

Answer 15

Race, color, religion, gender, national origin
Other characteristics protected at state level
EEOC enforces this
Established guidelines for affirmative action

Question 16

Disparate treatment

Answer 16

Denial of opportunity because of protected characteristic

Question 17

BFOQ

Answer 17

Bona fide occupational qualification

Question 18

Adverse impact

Answer 18

Unintentional discrimination against protected group

Question 19

ADEA

Answer 19

Establish prima facie discrimination case

Based on age discrimination against people over 40

Question 20

Disability

Answer 20

Physical or mental impairment that substantially limits one or more major life activities

Question 21

Americans with disabilities act of 1990

Answer 21

Applies to all employers with 15 or more employees

If qualified, organization must make reasonable accommodation to assist to individual in doing their job

Question 22

Sex related laws

Answer 22

Equal pay act of 1963
The family and medical leave act of 1993
Pregnancy discrimination act of 1978

Question 23

Equal pay act of 1963

Answer 23

Requires that men and women working for the same establishment be paid the same rate of pay for work that is substantially equal in skill, effort, responsibility, and working conditions

Question 24

The family and Medical leave act of 1993

Answer 24

Gives workers up to 12 weeks unpaid leave each year

Question 25

Pregnancy discrimination act of 1978

Answer 25

Amendment defining discrimination based on pregnancy to be a form of illegal sex discrimination

Question 26

Forms of sexual harassment

Answer 26

Quid pro quo | Hostile work environment

Question 27

Quid pro quo

Answer 27

Asking or forcing an employee to perform sexual favors in exchange for some reward or to avoid negative consequences Single incident

Question 28

Hostile work environment

Answer 28

Telling lewd jokes, displaying pornography, making sexually oriented remarks about someone's appearance, and other sex related actions that make the work environment unpleasant Multiple incidents unless severe

Question 29

Steps to eradicate harassment

Answer 29

Develop sexual harassment policy Develop a fair complaint procedure Take corrective action ASAP Mandatory sexual harassment training

Question 30

Legality of testing

Answer 30

Legal but must be valid if it has adverse impact

Question 31

Illegal practices

Answer 31

Reverse discrimination Employment advertising (can't indicate preference for group unless BFOQ) Test score adjustments Preferential treatment and quotas

Question 32

Determinants of recruitment and selection needs

Answer 32

Human resource planning | Job analysis

Question 33

Training

Answer 33

Teaching organizational members how to perform current jobs and help them acquire knowledge and skills needed to be effective performers

Question 34

Development

Answer 34

Building the knowledge and skills of organizational members so they're prepared to take on new responsibilities and challenges

Question 35

Needs assessment

Answer 35

Determines which employees need training or development and what type of skills or knowledge they need to acquire

Question 36

Types of training

Answer 36

Classroom | On the job

Question 37

Types of development

Answer 37

Varied work experiences | Formal education

Question 38

Performance appraisal

Answer 38

Evaluation of employees job performance and contributions to the organization

Question 39

Performance feedback

Answer 39

Process through which managers share performance appraisal information with their subordinates, give them an opportunity to reflect on their own performance and develop plans for the future

Question 40

Types of performance appraisal

Answer 40

``` Trait appraisal Behavior appraisal Results appraisal Objective appraisal Subjective appraisal ```

Question 41

Objective appraisal

Answer 41

appraisal based on facts | Likely numerical

Question 42

Subjective appraisal

Answer 42

Based on perception of traits, behaviors, or results

Question 43

Formal appraisal

Answer 43

Appraisal conducted at a set time during the year and based on performance dimensions and measures that were specified in advance

Question 44

Informal appraisals

Answer 44

Unscheduled appraisal of ongoing progress and areas for improvement

Question 45

Cafeteria style benefit plan

Answer 45

Plan from which employees can choose the benefits they want

Question 46

Labor relations

Answer 46

Activities managers engage in to ensure that they have effective working relationships with the labor unions that represent their employees interests

Question 47

Collective bargaining

Answer 47

Negotiations between labor unions and managers to resolve conflicts and disputes about issues such as working hours, wages, benefits, working conditions, and job security