Human Capital and Strategic Planning Quiz

<p>Fair Labor Standards Act (FLSA) (D)</p> Signup and view all the answers

<p>Conduct a SWOT analysis of competitor strengths and weaknesses. (B)</p> Signup and view all the answers

<p>Attrition (D)</p> Signup and view all the answers

<p>Employees with strong intellectual capital and a commitment to the organization. (A)</p> Signup and view all the answers

<p>To identify and train potential replacements for key employees. (B)</p> Signup and view all the answers

<p>To ensure high-quality talent is available to carry out business strategies (D)</p> Signup and view all the answers

<p>Hiring freezes (A)</p> Signup and view all the answers

<p>An economy where a majority of work is done by temporary or freelance workers. (C)</p> Signup and view all the answers

<p>A potential lack of employee benefits and job security. (A)</p> Signup and view all the answers

<p>Title VII of the Civil Rights Act (A)</p> Signup and view all the answers

<p>Personal beliefs (C)</p> Signup and view all the answers

<p>Employee benefits packages (C)</p> Signup and view all the answers

<p>To ensure that employees are provided with adequate notice before a mass layoff (C)</p> Signup and view all the answers

<p>Requiring a firefighter to pass a physical fitness test. (C)</p> Signup and view all the answers

<p>Providing a sign language interpreter for an employee who is deaf. (B)</p> Signup and view all the answers

<p>Sexual Orientation (C)</p> Signup and view all the answers

<p>When an employment practice appears neutral but has a discriminatory effect on a particular group. (D)</p> Signup and view all the answers

<p>It must be a necessary requirement to ensure the overall success of the company. (C)</p> Signup and view all the answers

<p>The Americans with Disabilities Act (ADA) (D)</p> Signup and view all the answers

<p>Leaves of absence, prompt reemployment, protection from discharge, retaliation, health insurance continuation and continued seniority rights (A)</p> Signup and view all the answers

<p>Inquiries about an applicant's religious affiliation. (C)</p> Signup and view all the answers

<p>Verify the orders and approve the leave (A)</p> Signup and view all the answers

<p>62.5% (A)</p> Signup and view all the answers

<p>A structured dialogue between the employer and the employee with a disability to determine what accommodations, if any, are necessary for the employee to perform their job. (B)</p> Signup and view all the answers

<p>The lack of skilled employees (B)</p> Signup and view all the answers

<p>A temporary or freelance worker for a specific period and type of work (A)</p> Signup and view all the answers

<p>Job enlargement (A)</p> Signup and view all the answers

<p>Job rotation (A)</p> Signup and view all the answers

<p>Job enrichment (B)</p> Signup and view all the answers

<p>Competitor analysis (D)</p> Signup and view all the answers

<p>Job simplification (C)</p> Signup and view all the answers

<p>Surveys (A)</p> Signup and view all the answers

<p>To provide clarity on job responsibilities and qualifications (B)</p> Signup and view all the answers

<p>Job title and department (B)</p> Signup and view all the answers

<p>Work-life balance (B)</p> Signup and view all the answers

<p>Being appreciated (D)</p> Signup and view all the answers

<p>Communication skills (A)</p> Signup and view all the answers

<p>Job title and department (C)</p> Signup and view all the answers

<p>Company culture (B)</p> Signup and view all the answers

Situation where there are more employees than needed for business strategies.

Condition where there are not enough employees to meet business needs.

Strategies to address having too many employees, such as reducing hours or layoffs.

Strategies to fill positions when employee numbers are low, like overtime or outsourcing.

Law prohibiting employment discrimination based on sex, race, and other factors.

Protection against discrimination in hiring based on age.

Law requiring employers to provide advance notice of mass layoffs.

Criteria for hiring based on the essential functions and qualifications for the job.

Mandatory yearly training with employee acknowledgment to prevent harassment claims.

Laws ensuring job security and benefits for military members, like USERRA.

Percentage of the population actively working or seeking work.

A temporary or freelance worker not classified as a full-time employee.

Distinct age cohorts in the workforce, including Baby Boomers, Gen X, Y, and Z.

The fundamental job duties that must be performed.

Legitimate requirements essential for a job position.

Adjustments made to allow qualified individuals to perform essential work.

Significant difficulty or expense for an employer when accommodating disabilities.

Attributes that cannot be used as a basis for discrimination.

Different treatment of individuals based on non-job-related characteristics.

Neutral policies that affect a protected group negatively.

Law that prohibits discrimination and requires accommodations for disabled individuals.

The collective value of the workforce's skills, knowledge, and motivation.

The process of recruiting, selecting, and training employees.

An economy where temporary and freelance work is prevalent.

Insufficient supply of workers with necessary skills.

The ability of a task to produce the desired result.

Defining an organization's direction and allocating resources.

The overall goal or purpose of a company or department.

Identifying plans for replacing key employees methodically.

The process of organizing tasks and responsibilities into a productive work unit.

Changing existing jobs in various ways to improve them.

Breaking down a complex job into smaller, manageable tasks.

Broadening the scope of a job by adding more tasks.

Shifting a person between different jobs to gain experience.

The origin of information for job analysis, including company, managers, and 3rd party sources.

Techniques used to gather job-related information, such as questionnaires, interviews, and observations.

Key information needed for job analysis: tasks, skills, responsibilities, and more.

A structured list used to outline job title, responsibilities, and specifications.

The main duties and responsibilities of a job, prioritized by importance.

Requirements for a job, including knowledge, skills, education, and physical demands.

Key factors that motivate employees, such as appreciation and respect in the workplace.

A formula showing that performance results come from employee effort, ability, and company support.