Human Resources Management Quiz

<p>Uniformed Services Employment and Reemployment Rights Act (USERRA) (B)</p> Signup and view all the answers

<p>To develop and retain a talented workforce (C)</p> Signup and view all the answers

<p>Guaranteed promotion upon return to the workforce (A)</p> Signup and view all the answers

<p>All of the above (D)</p> Signup and view all the answers

<p>The percentage of the population working or seeking work. (A)</p> Signup and view all the answers

<p>Ability to create more accurate business forecasting models (A)</p> Signup and view all the answers

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

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

<p>Reduced need for government regulation (A)</p> Signup and view all the answers

<p>35% (A)</p> Signup and view all the answers

<p>Effectiveness focuses on achieving desired outcomes, while efficiency aims for economical operations. (D)</p> Signup and view all the answers

<p>Identifying and recruiting qualified candidates (C)</p> Signup and view all the answers

<p>Developing a new marketing campaign to increase sales. (A)</p> Signup and view all the answers

<p>To ensure a smooth transition of leadership within the organization. (B)</p> Signup and view all the answers

<p>A growing reliance on temporary or freelance workers rather than full-time employees (A)</p> Signup and view all the answers

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

<p>The collective knowledge and expertise of the workforce. (A)</p> Signup and view all the answers

<p>Guaranteed financial success. (B)</p> Signup and view all the answers

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

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

<p>Decreased work-life balance (C)</p> Signup and view all the answers

<p>To provide employees with a variety of work experiences (B)</p> Signup and view all the answers

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

<p>Protected characteristics are irrelevant to job performance and should not be considered. (D)</p> Signup and view all the answers

<p>A modification that enables a qualified individual to perform the essential job functions. (B)</p> Signup and view all the answers

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

<p>Disparate treatment involves treating individuals differently based on their protected characteristics, while disparate impact involves policies that disproportionately affect a protected group. (C), Disparate treatment is intentional discrimination, while disparate impact is unintentional but still discriminatory. (D)</p> Signup and view all the answers

<p>A qualification that is essential for the job and cannot be reasonably accommodated. (C)</p> Signup and view all the answers

<p>It is a means of collaboration between employers and employees with disabilities to find suitable accommodations. (C)</p> Signup and view all the answers

<p>Explaining the legal framework for protecting the rights of individuals with disabilities. (C), Defining the concept of discrimination and its different forms. (D)</p> Signup and view all the answers

<p>When the job qualification is based on a bona fide occupational qualification (BFOQ). (C)</p> Signup and view all the answers

<p>Managers and Employees (A), Company and 3rd party (Department of Labor) (B)</p> Signup and view all the answers

<p>Employee performance reviews (D)</p> Signup and view all the answers

<p>The required knowledge, skills, and abilities for the role (C)</p> Signup and view all the answers

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

<p>To protect the company from legal liability (C)</p> Signup and view all the answers

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

<p>Motivation and company support (A), Knowledge and skills (C)</p> Signup and view all the answers

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

The rules and process for taking the test, including time limit and materials allowed.

Key activities in Human Resource Management, including strategy, talent management, and labor relations.

The process of identifying and attracting capable applicants for employment.

The efficiency with which employees perform their work tasks, impacting organizational success.

Ensuring that the HR functions adhere to laws and regulations regarding employment.

Advantages such as improved efficiency, better record keeping, and support in recruiting.

Potential downsides like overreliance on technology which may hinder critical thinking.

Key responsibilities of HR, including selecting, training, and retaining employees.

Core duties of a job that an employee must be able to perform with or without accommodation.

Bona fide occupational qualifications are legitimate job requirements; non-compliance may exclude candidates without discrimination.

Modifications to a job or work environment enabling qualified individuals to perform essential duties.

Significant difficulty or expense for an employer when accommodating individuals with disabilities.

Attributes such as race, gender, and age that are legally safeguarded from discrimination.

When individuals with certain characteristics are treated differently based on those characteristics, often intentionally.

Neutral employment practices that unintentionally harm particular groups, despite appearing fair.

Federal law prohibiting discrimination against individuals with disabilities and requiring reasonable accommodations in employment.

The collective value of skills, knowledge, and experiences of a workforce.

The process of hiring the right workers for roles within an organization.

A labor market characterized by short-term, flexible jobs often via freelance work.

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

The degree to which operations are performed economically, focusing on cost management.

A plan that outlines how an organization will compete, survive, and grow.

Defining direction and allocating resources to achieve organizational strategy.

The process of preparing for the orderly replacement of key employees.

Laws safeguarding employment rights for military members, including leave and anti-retaliation.

Percentage of the population that is working or actively seeking work.

Temporary or freelance worker not included in the regular workforce.

Categories of workers defined by age, each with unique goals and technology comfort levels.

The disparity between required skills and the skills possessed by employees.

Organizing tasks and responsibilities into a productive unit of work.

Changing existing jobs to improve their effectiveness or satisfaction.

Breaking complex jobs into smaller, manageable parts.

Broadening job scope by adding different tasks.

Shifting employees from one job to another for skill development.

Places from which job information is collected, including companies, employees, and third parties.

Techniques used to collect data such as questionnaires, interviews, and observations.

Key elements needed for job analysis include tasks, skills, tools, and demands involved in a job.

Process of outlining the basic job information, including title, location, and reporting relationships.

Overview of a job’s main responsibilities and functions that gives a quick insight.

Key tasks and duties of a job, organized by priority and importance.

Factors that encourage employees to perform well, including appreciation, job satisfaction, and support.

A formula representing how employee effort, ability, and company support affect performance results.