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Human Resources Management: Policies, Practices, and Legal Considerations, Exams of Advanced Education

An overview of key human resources management activities, including recruitment, selection, training, performance management, compensation, and employee relations. It also covers important employment laws and regulations, such as title vii of the civil rights act, the age discrimination in employment act, and the americans with disabilities act. The document delves into concepts like adverse impact, disparate treatment, and reasonable accommodations, highlighting the legal and ethical considerations that hr professionals must navigate. Additionally, it touches on trends influencing hr management, such as technological advancements, demographic shifts, and economic changes. This comprehensive resource offers valuable insights for students and professionals interested in understanding the multifaceted nature of human resources management and its critical role in organizational success.

Typology: Exams

2024/2025

Available from 09/28/2024

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HUMAN RESOURCES TEST #1 2024

What is HR management 5 major activities? - 1. Recruitment and Selection

  1. Training and development
  2. Performance Management an Evaluation
  3. Compensation and Benefits
  4. Employee Relations Example line managers - they are involved in work directly produces/ sell the firms products services. examples: recruiting, selecting, training, health, and safety Example of staff managers - A manager who assists and advises line managers human resources management - The policies and practices one needs to carry out the "people" or human resource aspects of a management position, including recruiting, screening, rewarding, and appraising. authority - The to make decisions, direct others work, and give orders. line authority - Authority that gives managers the right to issue orders to other managers or employees. staff authority - Authority that gives a manager the right to advise other managers or employees Line manager - A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization's tasks. Staff manager - A manager who assists and advises line managers What is Title VII of the Civil Rights Act of 1964? - Employer cannot discriminate based one race color, religion, sex, or national origin. What is adverse/disparate impact? - How the employment practice "in question" appears to be job-related and innocuous. There are negative consequences for protected class members due, to the employment practice. Equal Pay Act of 1963 - An amendment to the Fair Labor Standards Act, this act requires equal pay for men and women doing equal work. Title VII of the Civil Rights Act of 1964 - an employee cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.

Affirmative Action - Steps that are taken for the purpose of eliminating the present effects of past discrimination Age Discrimination in Employment (Area) Act of 1967 - Prohibits age discrimination and specifically protecting individuals over 40 years old. Protected class - Persons such as older workers and women protected by equal opportunity laws including Title VII Disparate Treatment - As intentional disparity between the proportion of a protected group and the proportion getting the job done. Disparate impact - An unintentional disparity between the proportion of a protected group applying for a position and the proportion getting the job. Adverse Impact - The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment, placement, or promotion. 4/5ths rule - Overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment, placement, or promotion. Math: 9 white males are hired our of 36 9/36=25% sexual harassment - Harassment on the basis of sex that has the purpose or effect of substantially interfering with a person's work performance or creating an intimidating, hostile, or offensive work environment. Americans with Disabilities Act (ADA) - The act requiring employers to make reasonable accommodations for disabled employees. It prohibits discrimination against disable persons. bona fine occupational qualification (BFOQ) - Requirement that an employee be of a certain religion, sex, or national origin where that is reasonably necessary to the organizations formal operation. Specified by the1964 Civil Rights. Business Necessity - Justification for an otherwise discriminatory employment practice, provided there is an overriding legitimate business purpose. Person job fit - The goal of matching.

  1. Knowledge, skills, and abilities and competencies that are central to performing the job with
  2. The prospective employees knowledge, skills, abilities, and competencies.

reliability - the characteristic that refers to the consistency of scores obtained by the same person when retested with the identical or equivalent tests. test validity - the degree to which a test actually measures what it is supposed to measure or fulfills the function was designed to fill. criterion validity - A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). content validity - A test that is content valid is one in which the test contains a fair sample of the tasks and skills actually needed for the job in questions. Work sampling technique - Tries to predict candidates job performance by requiring job candidates to What are some of the steps that an employee can take to address the problem of harassment? - File a verbal contemporaneous complaint with the harasser and the harassers boss file a verbal and written report with the harassers manager or human resources director. Can complain to EEOC if the letters and appeals to the employer do not do anything Hiring workers who have criminal backgrounds without proper safeguards is considered ______. - negligent hiring. Management Assessment Center - Provides simulation in which applicants perform realistic management tasks. ____________ include activities or modifications to the work environment that allow the qualified? - Reasonable accommodations A security company instituted a 5'7" height requirement as a condition of employment for security guards. Such a height requirement is likely to create_________________________ - adverse impact Joni has been a secretary with her firm for nearly 30 years. She always receives performance evaluations and eagerly learns new technology. Her boss has been arguing her to retire, saying he wants a "young feel" to the office. What law protects her from this treatment? - Age Discrimination in Employment Act of 1967 Which of the following is NOT a protected status category? - Seniority Sharon is confined to a wheelchair since her accident. Her employer supplied a special desk and widened the aisles so that she can get to her work station and work. This action is known____________ - reasonable accommodations

Abby is the night and weekend manager of a film processing firm with 75 employees. 8 months after she was hired, her mother fell and broke her hip. She requested four months off to care for her. Will the Family and Medical Leave Act protect her job? - No, four months is longer than the law allows. All of the following are useful in minimizing liability for sexual harassment except: - adopting a policy that forgive the first offense. The following may be examples of discriminatory selection standards except: - educational requirements, such as a bachelors degree for a teacher. Why do some organizations use application forms with age, gender, or religions questions, since civil rights legislation has made it illegal in discriminate on the basis of such criteria. - These items may be job-related. Who should make the actual hiring decision? - The manager in the department where the vacancy exists. Yu Chen, one of your most valued employees, has decided to leave your organization after 20 years of exceptional service. His decision took you completely by surprise and you have to fill the position quickly. To make sure you do not make a mistake and hire the wrong person, you should do all of the following EXCEPT: - Conduct a reference checking without the applicants knowledge. Service international is using an aptitude test in its selection process. It appears that individuals who received high scores on the aptitude test ended up performing very poorly on the job after they were hired. What type of problem does this test seem to have? - A validity problem __________ used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are also called. - correlation coefficients Connie hires cash register operators for a large grocery chain. She gives basic mathematics tests to applicants six months after they are hired and compares the scores to their performance evaluations. What is Connie doing? - establishing predictive validity Which of the following statements is an example of a situational questions? - "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?" Dr. Ross is interviewing for a position as Assistant Professor of Human Resources Management. His interview is conducted by a team of other faculty members in the department who interview him simultaneously and then combine their ratings into one score. This is an example of a ________ interview. - panel

Which of the following is a type of personnel test? Achievements Cognitive abilities Motor and physical abilities Interest inventories All of the above. - All of the above. Age discrimination in Employment Act protects individuals who are ______________ or older. - 40 years old Which of they following is true regarding bona fide occupational qualifications (BFOQ's)? A faculty member doesn't have to be catholic to teach at a catholic university For female lockers room attendant companies exclude male applicants for the position. Religion may be used as a differentiating factor in ordaining a church minister All of the above0 - All of the above examples can be legitimate BFOQ's What are some trends influencing HR Management? - Service jobs, technological advances, human capitol, off shoring. What are some demographic trends affecting HR? - - workers from abroad

  • generation Y
  • retirees What are some economic trends? - - Deregulation
  • Economic Turmoil What are the basics of testing? - Reliability Validity Validity - (the correlation (HR) metrics between a predictor and job performance and reliability (the extent to which a predictor reportedly produces the same results over time. 4 basic types of personnel tests? - Interest tests Achievement Tests Computerized tests