Human Capital Management Quiz

<p>To define the organization's direction and allocate resources for achieving its goals. (A)</p> Signup and view all the answers

<p>Goals are long-term aspirations, while objectives are specific, measurable steps to achieve those goals. (B)</p> Signup and view all the answers

<p>Analyzing the competitive landscape (B)</p> Signup and view all the answers

<p>High-performance practices (D)</p> Signup and view all the answers

<p>To identify and develop future leaders within the organization. (A)</p> Signup and view all the answers

<p>Reduce costs and improve efficiency (C)</p> Signup and view all the answers

<p>Reduce employee work hours (A)</p> Signup and view all the answers

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

<p>To safeguard employee benefits during a workforce reduction (A)</p> Signup and view all the answers

<p>Worker Adjustment and Retraining Notification (WARN) Act (A)</p> Signup and view all the answers

<p>The candidate's ability to fulfill the job's essential functions (C)</p> Signup and view all the answers

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

<p>Flexible work schedules (B)</p> Signup and view all the answers

<p>Any impairment that limits a life function, regardless of medication or prosthetics. (B), Any impairment that is perceived by others to be a disability. (C)</p> Signup and view all the answers

<p>To require employers to provide reasonable accommodations for pregnant employees. (D)</p> Signup and view all the answers

<p>20 (A)</p> Signup and view all the answers

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

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

<p>Harassment that involves quid pro quo (Latin for &quot;something for something&quot;). (C)</p> Signup and view all the answers

<p>To protect employees who sign a release/waiver of age discrimination claims in exchange for severance packages. (D)</p> Signup and view all the answers

<p>Discouraging employees from reporting harassment incidents to avoid creating a hostile work environment. (C)</p> Signup and view all the answers

<p>When a company wishes to improve existing job roles to enhance employee efficiency and satisfaction. (C)</p> Signup and view all the answers

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

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

<p>It allows managers to gain a deeper understanding of the organization's various departments and functions. (D)</p> Signup and view all the answers

<p>Market Research Firms (B)</p> Signup and view all the answers

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

<p>To reduce disciplinary issues, absenteeism, and turnover (C)</p> Signup and view all the answers

<p>Employees should contribute skills, continuous improvement, and increased productivity (D)</p> Signup and view all the answers

<p>Meeting basic needs such as competitive wages and benefits (B)</p> Signup and view all the answers

<p>Increased disciplinary issues and potential turnover (B)</p> Signup and view all the answers

<p>Whether the person can perform the essential functions of the job, with or without a reasonable accommodation. (A)</p> Signup and view all the answers

<p>It refers to a requirement directly related to the safe and efficient performance of the job, and failure to meet it can result in exclusion from consideration. (B)</p> Signup and view all the answers

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

<p>A significant difficulty or expense imposed on an employer when making an accommodation for individuals with disabilities, pregnancy, or religious beliefs. (D)</p> Signup and view all the answers

<p>To prohibit discrimination against individuals with disabilities in employment and other areas. (C)</p> Signup and view all the answers

<p>When an employment practice, though neutral on its face, negatively affects individuals with a particular characteristic, such as race or gender. (A)</p> Signup and view all the answers

<p>Requiring an employee to work overtime as part of a mandatory work schedule (A)</p> Signup and view all the answers

<p>Disparate treatment focuses on the employer's intent, while disparate impact focuses on the outcome of a practice. (C)</p> Signup and view all the answers

The collective value of capabilities, knowledge, and motivation of employees.

The process of hiring for full-time, part-time, and temporary roles.

Work performed by freelance or temporary workers rather than full-time staff.

The ability to produce a desired result that can be measured.

The process of organizing tasks and responsibilities into a unit for productivity.

How economically operations are carried out, managing costs.

The process of changing existing jobs to make improvements.

Defining strategy and allocating resources for achievement.

Breaking a complex job into smaller, manageable parts.

The overall goal or purpose of a company or department.

Identifying a plan for the orderly replacement of key employees.

Expanding the scope of a job by adding more tasks.

Shifting employees from one job to another for experience.

The main responsibilities or tasks that are crucial for a job.

Modifications made to a job or work environment for equal opportunity.

Significant difficulty or expense for an employer in providing accommodations.

Legitimate job requirements that may exclude some candidates.

Attributes like race, sex, and disability that cannot be discriminated against.

Differential treatment of individuals based on characteristics unrelated to job performance.

Neutral practices that disproportionately affect a group based on a protected characteristic.

A situation where there are more employees than needed to achieve business goals.

A situation where there are insufficient employees to meet business demands.

Law prohibiting discrimination against individuals with disabilities in various sectors.

Strategies like reducing hours or layoffs to address excess staff.

Strategies like overtime and outsourcing to compensate for lack of staff.

Prohibits discrimination based on sex, race, national origin, and religion in employment.

Protects employees 40 years and older from discrimination based on age.

Requires notification to employees about mass layoffs or plant closings.

Skills and experience that enable an individual to perform job functions effectively.

Expands the definition of disabilities to include impairments limiting life functions, regardless of aids.

Ensures maternity leave is treated like other personal or medical leaves.

Allows up to 12 weeks of unpaid leave for family or medical reasons, ensuring job return.

Mandates equal pay for similar work regardless of gender.

Prohibits discrimination against individuals aged 40 or older in organizations with 20+ employees.

Protects employees waiving age discrimination claims for severance packages.

Unwelcome sexual conduct affecting work conditions or creating a hostile environment.

Implement policies, training, and investigations to address and prevent harassment.

The unspoken agreement between employers and employees on mutual expectations.

The level of contentment employees feel towards their jobs.

Factors that influence job satisfaction include pay, advancement, supervision, coworkers, and the nature of the work.

Employees who are enthusiastic, committed, and involved with their work.

Employees who are emotionally detached and may lead to issues like absenteeism and turnover.