- Description
HRM 531 Entire Course
Week 1 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 15 / 15
Concepts Mastery Questions
Employment at Will 100% • 1
• 2
• 15
Major employment laws 100% • 3
• 4• 5
Fundamental Features of the U.S. Industrial Relations System (Six Factors) 100% • 6
• 7• 8
Three General Types of Third-Party Involvement in a Bargaining Impasse 100% • 9
• 10
• 11
Forms of Nonunion Grievance Procedures 100% • 12
• 13
• 14
Concept: Employment at Will
Mastery : 100% Questions : • 1
• 2
• 15
Materials on the concept:
• Employment at Will
1.
According to _____, an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing.
• A.
public policy exception
• B.
social learning theory
• C.
retaliatory discharge
• D.
lifestyle discriminate
2.
A worker being fired for actions ranging from filing a workers’ compensation claim to reporting safety violations to government agencies is called
• A.
unfair dismissal
• B.
red-hot-stove discipline
• C.
retaliatory discharge
• D.
just cause
15.
_____ refers to an employment relationship between an employer and an employee, under which either party can terminate the relationship without notice for any reason not prohibited by law.
• A.
Fiduciary duty of loyalty
• B.
Employment at will
• C.
Due process
• D.
An implied promise
Concept: Major employment laws
Mastery : 100% Questions : • 3
• 4• 5
Materials on the concept:
• Title VII of the Civil Rights Act of 1964
• The Legal Context of Human Resource Decisions
3.
A bona fide occupational qualification allows
• A.
exemption from the Fourteenth Amendment
• B.
seniority systems
• C.
discrimination to be permissible when a qualification is considered reasonably necessary to the operation of the business or enterprise
• D.
random drug testing
4.
The Civil Rights Act of 1871
• A.
prohibits the denial, termination, or suspension of government contracts if an employer is following an affirmative action plan accepted by the federal government for the same facility within the past 12 months
• B.
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
• C.
grants all citizens the right to sue in federal court if they feel they have been deprived of any rights guaranteed by the Constitution and other laws
• D.
provides that a seniority system that intentionally discriminates against the members of a protected group can be challenged within 180 days
5.
Title VII is most relevant to the employment context because it _____ on the basis of race, color, religion, sex, or national origin in all aspects of employment.
• A.
encourages advancement
• B.
prohibits discrimination
• C.
eliminates nepotism
• D.
prevents layoffs
Concept: Fundamental Features of the U.S. Industrial Relations System (Six Factors)
Mastery : 100% Questions : • 6
• 7• 8
Materials on the concept:
• Fundamental Features of the U.S. Industrial Relations System
6.
One distinctive feature of the U.S. system compared with other countries is
• A.
selective representation
• B.
collective agreements are of fixed duration that embody a sharp distinction between negotiation of and interpretation
• C.
centralized collective bargaining
• D.
low union dues and small union staffs
7.
The role of government in the U.S. industrial relations system is characterized by
• A.
active in dispute resolution
• B.
legalistic in the courts only
• C.
legalistic in administrative procedures and the courts, but passive in dispute resolution
• D.
legalistic in administrative procedures and active in dispute resolution
8.
In U.S. industrial relations, union organization is
• A.
opposed by both large and small employers
• B.
opposed by small employers but supported by large employers
• C.
opposed by large employers but supported by small employers
• D.
supported by both large and small employers
Concept: Three General Types of Third-Party Involvement in a Bargaining Impasse
Mastery : 100% Questions : • 9
• 10
• 11
Materials on the concept:
• Bargaining Impasses: Strikes, Lockouts, or Third-Party Involvement
9.
The right of employees to strike in support of their bargaining demands is protected by
• A.
the Landrum-Griffin Act
• B.
state law
• C.
collective bargaining agreements
• D.
the Taft-Hartley Act
10.
While mediation assists the parties to reach their own settlement, _____ hears the positions of both and decides on binding settlement terms.
• A.
fact-finding
• B.
arbitration
• C.
wildcat resolution
• D.
intercession
11.
Mediation is most successful when
• A.
the mediator acts as a judge in the negotiations
• B.
disputants see mediators as fair
• C.
mediators are assigned by the courts to intervene
• D.
the mediator’s advice has the force of a government writ
Concept: Forms of Nonunion Grievance Procedures
Mastery : 100% Questions : • 12
• 13
• 14
Materials on the concept:
• Grievance Procedures in Nonunion Companies: Workplace Due Process
12.
A(n) _____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes.
• A.
peer-review panel
• B.
grievance committee
• C.
ombudsperson
• D.
complaint team
13.
The concept of _____ requires an employer not only to produce persuasive evidence of an employee’s liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.
• A.
the hot-stove rule
• B.
positive discipline
• C.
progressive discipline
• D.
just cause
14.
In a unionized firm, the _____ clause of the collective bargaining agreement typically retains for management the authority to impose reasonable rules for workplace conduct and to discipline employees for just cause.
• A.
employee relations
• B.
management rights
• C.
implied promises
• D.
organizational support
week 2 Employment Law Compliance Plan
Complete the Employment Law Compliance Plan task in the form of a memo, as described in the message from Traci on the Atwood and Allen Consulting Page.
1) Under the individual assignment, click on the Atwood and Allen Consulting page
2) Click under the corresponding week
3) Read Traci’s email; please ensure that you read Traci’s email all the way to the end since this is where you will find the instructions for your assignments every week.
4) Choose from one of the businesses that has been provided; small, medium, or large (click on one of the links)
5) After choosing the business, please construct your paper or memo, which ever it may be, according to the instructions on Traci’s email.
Please note, not every assignment’s format is a memo, some are actually presented in a research paper format. Must use APA formatting. Must include a title page with all assignments.
Please follow these steps on a weekly basis
Week Two Learning Team Reflection
Discuss the work you completed for your client this week. Your discussion should include the principles and strategies that apply to your business and those that can apply to each member’s business.
Prepare a 350- to 1,050-word paper detailing the findings of your discussion.
Click the Assignment Files tab to submit your assignment.
Week 2 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 21 / 21
Concepts Mastery Questions
Components and Objectives of Organizational Reward Systems 100% • 1
• 2• 3
Determinants of Pay Structure and Level 100% • 4
• 5• 6
Policy Issues in Pay Planning and Administration 100% • 7
• 8• 9
Organization-wide Incentives 100% • 10
• 11
• 12
Strategic Considerations in the Design of Benefit Programs 100% • 13
• 14
• 15
Components of the Benefits Package 100% • 16
• 17
• 18
Cost-Containment Strategies for Benefits 100% • 19
• 20
• 21
Concept: Components and Objectives of Organizational Reward Systems
Mastery : 100% Questions : • 1
• 2• 3
Materials on the concept:
• Components and Objectives of Organizational Reward Systems
1.
At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
• A.
competency-based pay system
• B.
employee stock ownership plan
• C.
organizational reward system
• D.
merit-pay method
2.
___________ bridge the gap between organizational objectives and individual expectations and aspirations.
• A.
Financial systems
• B.
Corporate compensation systems
• C.
Employment practices
• D.
Rewards
3.
Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow the equity norm and to use it as a basis for distributing rewards.
• A.
equity theory
• B.
the external labor market
• C.
organizational needs
• D.
the internal labor market
Concept: Determinants of Pay Structure and Level
Mastery : 100% Questions : • 4
• 5• 6
Materials on the concept:
• Determinants of Pay Structure and Level
4.
In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.
• A.
the marginal productivity
• B.
the percent of company offerings
• C.
the willingness to reduce the size of the workforce
• D.
the concern with pay for position
5.
Which of the following laws established the first national minimum wage?
• A.
Davis–Bacon Act (1931)
• B.
Fair Labor Standards Act (1938)
• C.
Walsh–Healey Act (1936)
• D.
McNamara–O’Hara Service Contract Act (1965)
6.
The Sarbanes–Oxley Act of 2002 requires that
• A.
companies can seek repayment for incentives paid that were later found to be materially inaccurate
• B.
the Securities and Exchange Commission meet annually to discuss bonuses
• C.
the minimum wage change each year
• D.
executives cannot retain bonuses or profits from selling company stock if they mislead the public about the financial health of the company
Concept: Policy Issues in Pay Planning and Administration
Mastery : 100% Questions : • 7
• 8• 9
Materials on the concept:
• Alternatives to Pay Systems Based on Job Evaluation
• Policy Issues in Pay Planning And Administration
7.
In the United States, salary discussions among employees are protected under
• A.
the Equal Pay Act (1963)
• B.
the National Labor Relations Act (1935)
• C.
Salary.com
• D.
the Fair Labor Standards Act (1938)
8.
Open pay systems tend to work best when
• A.
there is a union to negotiate pay increases
• B.
business strategy matches the organizational development stage
• C.
job performance can be measured objectively
• D.
effort and performance are related closely over a long time span
9.
Narrowing pay ratios between jobs or pay grades in a firm’s pay structure is
• A.
pay secrecy
• B.
pay compression
• C.
pay security
• D.
pay inequality
Concept: Organization-wide Incentives
Mastery : 100% Questions : • 10
• 11
• 12
Materials on the concept:
• Organizationwide Incentives
• Team Incentives
10.
Gain sharing plans consist of all EXCEPT which of the following elements:
• A.
An internal equity
• B.
A philosophy of cooperation
• C.
A financial bonus
• D.
An involvement system
11.
Which of the following is NOT another name for gain sharing?
• A.
The Scanlon plan
• B.
The Rucker plan
• C.
Control-based compensation
• D.
Improshare
12.
One downside of team incentives is that
• A.
managers do not feel that incentives motivate employees equally
• B.
it does not provide retirement income to employees
• C.
most employees do not feel that their jobs have a direct impact on profits
• D.
it does nothing to educate employees about the factors of business success and capitalism
Concept: Strategic Considerations in the Design of Benefit Programs
Mastery : 100% Questions : • 13
• 14
• 15
Materials on the concept:
• Long-Term Strategic Business Plans
• Strategic Considerations in the Design of Benefits Programs
13.
One strategic issue that should influence the design of benefits is an organization’s
• A.
plan to pay panel
• B.
value to employees
• C.
shareholder’s form
• D.
stage of development
14.
Evidence indicates that the perceived value of benefits rises when employers introduce
• A.
higher salaries
• B.
more jobs
• C.
flexible supervisors
• D.
choice through a flexible benefits package
15.
Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?
• A.
COBRA (1985)
• B.
HIPAA (1996)
• C.
ERISA (1974)
• D.
ADA (1990)
Concept: Components of the Benefits Package
Mastery : 100% Questions : • 16
• 17
• 18
Materials on the concept:
• Workers’ Compensation
• Disability Insurance
• Components of the Benefits Package
16.
______________cover 128 million workers in the United States.
• A.
Workers’ compensation programs
• B.
Defined-benefit programs
• C.
Defined-contribution programs
• D.
Point-of-service programs
17.
________________ provides a supplemental, one-time payment when death is accidental, and it provides a range of benefits when employees become disabled—that is, when they cannot perform the main functions of their occupations.
• A.
A preferred provider payment
• B.
Medical underwriting
• C.
Disability coverage
• D.
A point-of-service plan
18.
The type of private pension plan in which an employer promises to pay a retiree a stated pension is a
• A.
defined-benefit plan
• B.
defined-performance plan
• C.
defined-retirement plan
• D.
defined-contribution plan
Concept: Cost-Containment Strategies for Benefits
Mastery : 100% Questions : • 19
• 20
• 21
Materials on the concept:
• Cost-Containment Strategies
• Severance Pay
19.
What is driving the increasing costs of healthcare?
• A.
Passage of the health care exchanges
• B.
Aging population and an increase in obesity
• C.
Increasing numbers of legal immigrants
• D.
Rising cost of childcare
20.
The gatekeeper in a managed care health insurance plan is the
• A.
primary care physician
• B.
insurance cost monitor
• C.
the employee
• D.
the HR representative
21.
__________ is not legally required, and, because of unemployment compensation, many firms do not offer it.
• A.
Retirement pay
• B.
Short-term disability
• C.
Severance pay
• D.
Cost shifting
week 3 Compensation and Benefits Strategies Recommendations
Complete the Compensation and Benefits Strategies Recommendations task as described in the Email from Traci on the Atwood and Allen Consulting Page.
Week 3 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 14 / 15
Concepts Mastery Questions
Requirements of Effective Appraisal Systems 100% • 1
• 2• 3
Methods of Appraising Employee Performance 100% • 4
• 5• 6
Performance-Appraisal Legalities 100% • 7
• 8• 9
Elements of Effective Performance Feedback Interviews 100% • 10
• 11
• 12
Four Broad Types of Internal Moves 100% • 13
• 14
• 15
Concept: Requirements of Effective Appraisal Systems
Mastery : 100% Questions : • 1
• 2• 3
Materials on the concept:
• Requirements Of Effective Appraisal Systems
1.
________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.
• A.
Relevance
• B.
Sensitivity
• C.
Reliability
• D.
Acceptability
2.
_____ translate job requirements into levels of acceptable or unacceptable employee behavior.
• A.
Absolute rating systems
• B.
Qualitative analyses
• C.
Reliability judgments
• D.
Performance standards
3.
One requirement of sound appraisal systems is _____, which refers to consistency of judgment.
• A.
reliability
• B.
sensitivity
• C.
relevance
• D.
acceptability
Concept: Methods of Appraising Employee Performance
Mastery : 100% Questions : • 4
• 5• 6
Materials on the concept:
• Alternative Methods Of Appraising Employee Performance
4.
Which of the following is an advantage of narrative essays?
• A.
Good for individual feedback and development
• B.
Good for making comparisons across employees
• C.
Forces raters to make distinctions among employees
• D.
Provides a direct link between job analysis and performance appraisal
5.
Which of the following is a disadvantage of forced distribution?
• A.
Difficult to make comparisons across employees
• B.
May be inaccurate if a group of employees is either very effective or ineffective
• C.
Provides little basis for individual feedback and development
• D.
Forces raters to make distinctions among employees
6.
The advantage of using a behavioral checklist is that
• A.
it is good for individual feedback and development
• B.
the meaning of response categories is generally interpreted similarly by various raters
• C.
it focuses directly on job behaviors
• D.
it provides a direct link between job analysis and performance appraisal
Concept: Performance-Appraisal Legalities
Mastery : 100% Questions : • 7
• 8• 9
Materials on the concept:
• Purposes Of Performance-Appraisal Systems
• Requirements Of Effective Appraisal Systems
7.
Appraisals provide legal and formal organizational justification for
• A.
employment decisions
• B.
keeping unions out
• C.
high executive salaries
• D.
bringing legal action against employees
•
8.
The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines
• A.
relevance
• B.
sensitivity
• C.
reliability
• D.
coherence
9.
To avoid legal difficulties regarding performance appraisals, organizations should
• A.
train supervisors on how to skip embarrassing questions
• B.
allow supervisors flexibility in the appraisal process
• C.
provide written instructions and train supervisors on the rating system
• D.
use the competitors appraisal system
Concept: Elements of Effective Performance Feedback Interviews
Mastery : 100% Questions : • 10
• 11
• 12
Materials on the concept:
• Secrets Of Effective Performance-Feedback Interviews
10.
Prior to the performance-feedback interview, the supervisor should
• A.
communicate frequently with subordinates about their performance
• B.
refrain from speaking to subordinates
• C.
have a coworker complete the entire appraisal
• D.
set aside a maximum of 15 minutes to write the appraisal
11.
Most companies require that appraisal results be
• A.
e-mailed to the employee
• B.
signed by the manager
• C.
sent by certified mail to the employee
• D.
discussed with the employee
12.
Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.
• A.
a bonus
• B.
vacation
• C.
a promotion
• D.
training
Concept: Four Broad Types of Internal Moves
Mastery : 100% Questions : • 13
• 14
• 15
Materials on the concept:
• Internal Staffing Decisions: Patterns of Career Change
• Promotions
13.
From the organizations perspective, the four broad types of internal moves include
• A.
layoffs, retirements, resignations, and demotions
• B.
demotions, transfers, relocations, and up
• C.
promotions, demotions, transfers, and relocations
• D.
promotions, demotions, transfers, and layoffs
14.
Psychologically, promotions help satisfy employees’ need for
• A.
superiority
• B.
separation
• C.
discipline
• D.
security
15.
To minimize defensive behavior, procedures used for promotion decisions must be
• A.
changed frequently
• B.
flexible
• C.
rigid
• D.
fair
Week 4 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 12 / 12
Concepts Mastery Questions
Four Levels of Needs Analysis 100% • 1
• 2• 3
Principles That Enhance Learning 100% • 4
• 5• 6
Three Categories of Training Methods 100% • 7
• 8• 9
Steps in Evaluation Phase 100% • 10
• 11
• 12
Concept: Four Levels of Needs Analysis
Mastery : 100% Questions : • 1
• 2• 3
Materials on the concept:
• Assessing Training Needs
• Assessing Training Needs and Designing Training Programs
1.
The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis.
• A.
individual
• B.
environmental
• C.
operations
• D.
organization
2.
_____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels.
• A.
Individual
• B.
Operations
• C.
Demographic
• D.
Organization
3.
The level of training needs analysis that attempts to identify the content of the training is _____ analysis.
• A.
operations
• B.
individual
• C.
environmental
• D.
organizational
Concept: Principles That Enhance Learning
Mastery : 100% Questions : • 4
• 5• 6
Materials on the concept:
• Principles that Enhance Learning
4.
_____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.
• A.
Meaningfulness
• B.
Pygmalion effect
• C.
Orientation
• D.
Training paradox
5.
Which theory is founded on the premise that an individual’s intentions regulate his or her behavior?
• A.
Attribution theory
• B.
Grounded theory
• C.
Correspondent inference theory
• D.
Goal theory
6.
When trainees are given the opportunity to practice far beyond the point where they have performed a task correctly several times, the task becomes second nature and is
• A.
repetitive
• B.
overlearned
• C.
boring
• D.
irrelevant
Concept: Three Categories of Training Methods
Mastery : 100% Questions : • 7
• 8• 9
Materials on the concept:
• Selecting Training Methods
7.
The systematic, long-range program within information presentation training methods to improve the organization is
• A.
conferences
• B.
intelligent tutoring
• C.
on-the-job training
• D.
organizational development
8.
Which of the following is an example of the simulation method of training?
• A.
Job rotation
• B.
Orientation
• C.
Correspondence courses
• D.
In-basket
9.
Which of the following is an example of an on-the-job training method?
• A.
Intelligent tutoring
• B.
Role playing
• C.
Understudy assignments
• D.
Case method
Concept: Steps in Evaluation Phase
Mastery : 100% Questions : • 10
• 11
• 12
Materials on the concept:
• Evaluating Training Programs
10.
In evaluating training programs, it is important to distinguish _____ from data-collection methods.
• A.
targets of evaluation
• B.
organizational payoffs
• C.
cost-benefit analysis
• D.
individual participation
11.
The impact of training on _____ is the most significant, but it is the most difficult effect to demonstrate.
• A.
trainee self-esteem
• B.
organizational results
• C.
demographics
• D.
action learning
12.
The evaluation phase is one phase of the process for effective training to occur. Which of the following is not a part of the evaluation phase?
• A.
Development criteria
• B.
Pretest trainees
• C.
Monitor training
• D.
Select training media
Week Four Learning Team Reflection
Discuss the work you completed for your client this week. Your discussion should include the principles and strategies that apply to your business and those that can apply to each member’s business.
Prepare a 350- to 1,050-word paper detailing the findings of your discussion.
Click the Assignment Files tab to submit your assignment.
week 4 Performance Management Plan
Complete the Performance Management Plan task as described in the Email from Traci on the Atwood and Allen Consulting page.
Week 5 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 15 / 15
Concepts Mastery Questions
The Employee Recruitment/Selection Process 100% • 1
• 8• 9
Four Types of Company Postures for Recruitment 100% • 2
• 3• 4
Internal and External Recruitment Methods 100% • 5
• 6• 7
Organizational Considerations in Staffing Decisions 100% • 10
• 11
• 12
Screening and Selection Methods 100% • 13
• 14
• 15
Concept: The Employee Recruitment/Selection Process
Mastery : 100% Questions : • 1
• 8• 9
Materials on the concept:
• The Employee Recruitment/Selection Process
1.
Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities.
• A.
human resource requirements
• B.
strategic imperatives
• C.
pay grades
• D.
affirmative action candidates
8.
The step following recruitment is ________, which is basically a rapid, rough selection process.
• A.
orientation
• B.
initial screening
• C.
performance management
• D.
workforce planning
9.
Typically, the first step in an employee’s introduction to company policies, practices, and benefits is a(n) _________ program.
• A.
initial screening
• B.
intensive training program
• C.
team-building
• D.
orientation
Concept: Four Types of Company Postures for Recruitment
Mastery : 100% Questions : • 2
• 3• 4
Materials on the concept:
• Developing Recruitment Policies: Labor-Market Issues
2.
Which of the following statements about a company using a passive nondiscrimination posture is true?
• A.
It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.
• B.
This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.
• C.
No attempt is made by the company to recruit actively among prospective minority applicants.
• D.
It systematically favors women and minorities in hiring and promotion decisions.
3.
Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?
• A.
Hard quotas
• B.
Pure diversity-based recruitment
• C.
Diversity-based recruitment with preferential hiring
• D.
Passive nondiscrimination
4.
A soft-quota system
• A.
fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities
• B.
represents a mandate to hire specific numbers of women or minority group members
• C.
is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
• D.
systematically favors women and minorities in hiring and promotion decisions
Concept: Internal and External Recruitment Methods
Mastery : 100% Questions : • 5
• 6• 7
Materials on the concept:
• Internal versus External Labor Markets
• Internal Recruitment
5.
_________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.
• A.
Union employee percentages
• B.
Labor market characteristics
• C.
EEOC guidelines
• D.
Internal labor markets
6.
When implementing recruitment activities, initial consideration should be given to a company’s __________, especially for filling jobs above the entry level.
• A.
minority groups
• B.
current employees
• C.
women workforce
• D.
foreign subsidiaries
7.
Promotion-from-within policies must ______________, coupled with a company philosophy that permits employees to consider available opportunities within the organization.
• A.
include incentives to keep employees in their current positions
• B.
respect seniority positions
• C.
receive strong top-management support
• D.
anticipate training needs
Concept: Organizational Considerations in Staffing Decisions
Mastery : 100% Questions : • 10
• 11
• 12
Materials on the concept:
• Business Strategy
• Organizational Culture
10.
This type of management style is often associated with organizations in the embryonic stage.
• A.
Freewheeling
• B.
Growth director
• C.
Entrepreneur
• D.
Movers and shakers
11.
Which of the following statements about an aging organization is true?
• A.
It demands extreme cost control through consistency and centralized procedures.
• B.
It emphasizes the generation of cash to develop new product lines.
• C.
It is concerned with building excellence in the management teams.
• D.
It is characterized by a heavy emphasis on product engineering.
12.
The role of organizational culture in staffing is best applied if companies
• A.
avoid hiring only those who fit the specifics of the organization’s culture
• B.
staffing decisions are independent of organizational culture
• C.
staff only those who fit into the profile of the organization’s culture
• D.
actively seek out those individuals who have values contrary to the organization’s culture
Concept: Screening and Selection Methods
Mastery : 100% Questions : • 13
• 14
• 15
Materials on the concept:
• Employment Application Forms
• Screening and Selection Methods
• Recommendations, References, and Background Checks
13.
The information least likely to be obtained in reference checks and recommendations is
• A.
a description of the applicant’s physical attractiveness
• B.
character and interpersonal competence
• C.
willingness of a previous employer to rehire the applicant
• D.
education and employment history
14.
Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?
• A.
Equal Educational Opportunities Act (1974)
• B.
Protection of Pupil Rights Amendment (1978)
• C.
Family Educational Rights and Privacy Act (1974)
• D.
Freedom of Information and Protection of Privacy Act (1990)
15.
Which act requires third-party investigators to secure the applicant’s written consent prior to doing a background check?
• A.
Fair Labor Standards Act (1938)
• B.
Equal Credit Opportunity Act (1974)
• C.
Gramm–Leach–Bliley Act (1999)
• D.
Fair Credit Reporting Act (1970)
week 5 Training Plan
Complete the Training Plan task as described in the Email from Traci on the Atwood and Allen Consulting page.
Week 6 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 9 / 9
Concepts Mastery Questions
Five Reasons Why Diversity Has Become Dominant in Managing Human Resources 100% • 1
• 2• 3
Differences Between EEO/AA and Diversity 100% • 4
• 5• 6
Characteristics of four generations of workers 100% • 7
• 8• 9
Concept: Five Reasons Why Diversity Has Become Dominant in Managing Human Resources
Mastery : 100% Questions : • 1
• 2• 3
Materials on the concept:
• Making the Business Case for Diversity*
1.
Diversity in organizations makes good business sense because
• A.
diversity is the new trend
• B.
diverse organizations are popular
• C.
diverse organizations have less legal problems
• D.
a diverse organization can be helpful when expanding into global markets
2.
The demographics of the United States are changing so dramatically that over the coming decades it will be impossible for employers to fill their ranks with members of the traditional workforce, __________.
• A.
white females
• B.
males under forty
• C.
baby boomers
• D.
white males
3.
To manage diversity, you should replace inflexibility and intolerance with
• A.
care and concern
• B.
fear and distance
• C.
adaptability and acceptance
• D.
discipline and segregation
Concept: Differences Between EEO/AA and Diversity
Mastery : 100% Questions : • 4
• 5• 6
Materials on the concept:
• Workforce Diversity: An Essential Component of HR Strategy
4.
Which of the following describes affirmative action rather than diversity?
• A.
Legally driven
• B.
Assumes integration
• C.
Proactive
• D.
Opportunity focused
5.
Which of the following is true?
• A.
Diversity is problem focused, while affirmative action is opportunity focused.
• B.
Diversity is government initiated, while affirmative action is voluntary.
• C.
Diversity is proactive, while affirmative action is reactive.
• D.
Diversity is quantitative, while affirmative action is qualitative.
6.
Which of the following is a characteristic of affirmative action?
• A.
Affirmative action is qualitative.
• B.
Affirmative action is externally focused.
• C.
Affirmative action is proactive.
• D.
Affirmative action is problem focused.
Concept: Characteristics of four generations of workers
Mastery : 100% Questions : • 7
• 8• 9
Materials on the concept:
• Age-Based Diversity
7.
Which generation was born in the middle of the Great Depression?
• A.
The silent generation
• B.
Generation Y
• C.
The baby-boom generation
• D.
Generation X
8.
The baby-boom generation
• A.
represents approximately 50 million Americans
• B.
was born in the middle of the Great Depression
• C.
does not change jobs frequently
• D.
is a computer-literate generation
9.
Hurt more by parental divorce and having witnessed corporate downsizing firsthand, this generation tends to be independent and cynical and does not expect the security of long-term employment.
• A.
The baby-boom generation
• B.
Generation X
• C.
Generation Y
• D.
The silent generation
Week Six Learning Team Reflection
Discuss the work you completed for your client this week. Your discussion should include the principles and strategies that apply to your business and those that can apply to each member’s business.
Prepare a 350- to 1,050-word paper detailing the findings of your discussion.
Click the Assignment Files tab to submit your assignment.
Recruitment and Selection Strategies Recommendations
Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page.