HR Mid Exam (1) PDF

One of the advantages of promoting internal candidates is? A. Reducing employee turnover 2. The Equal Pay Act permits distinctions based on certain factors. Which of the following is NOT one of those factors? A. GENDER 3. Which of the following examples of a job specification? A. To be...

One of the advantages of promoting internal candidates is? A. Reducing employee turnover 2. The Equal Pay Act permits distinctions based on certain factors. Which of the following is NOT one of those factors? A. GENDER 3. Which of the following examples of a job specification? A. To be a grocery store cashier, you need to know how to work a cash register the rules of the store, and basic math. 4. The IT specialist is responsible for the smooth running of all staff computers "is most likely an excerpt from which of the following A. A Job description 5. Which of the following is the most important disadvantage of using employee referrals for recruitment? A. Discrimination may result because people tend to refer others from similar backgrounds. 6. Which of the following statement most accurately reflects a best practice in recruitment advertisements. A. The recruitment Advertisement should include information about the job duties and job specifications. 7. Firms are increasingly introducing family-friendly programs to? A. Hire and retain the best worker 8. Diversity, the human characteristics that make people different from one another consists solely of characteristics that cannot be controlled by the individual A. False 9. What is the key purpose of name-blind resumes? A. To help stop unconscious bias 10. During an interview, Savana was asked. "tell me about the last time you helped to train an employee. What is this an example of? A. A behavioral description interview questions 11. As the director of HR, you are in a meeting with your corpaorate officers discussing the firms deliberately use of personal to gain a competitive edge in the marketplace. You are most likely discussing. A. Human Resources Strategies 12. What is the most primary reason for the rising importance of HR at firms over the last four decades. A. Employment laws 13. If a firm is concerned about changing EEO-related balances among its employee base. It should not use A. Referrals from current employees 14. Diversity is primarily a function of A. Individual characteristics. 15. Which of the following is most likely a true statement about recruiting A. External recruiting promotes innovation and new perspectives 16. When considering the legal consequences of a job analysis, HR managers must remember that A. Job analysis should focus on the job characteristics, not the worker 17. \_\_\_\_ Involves familiarizes new employees with company policoes and procedures and orienting them to the company in general. A. Socialization 18. The process of making hire or no hire decisions describes the \_\_\_ step of the hiring process. A. Selection 19. Most of the measures used in hiring decisions focus on applicants. A. Ability 20. What should be included in the minimum qualifications section of a job description A. Basic standards an applicant must have to be considered for the job. 21. Companies are finding candidates through searches on LinkedIn. They also use Linked In and other Social media to screen candidates. Discuss the advantages and disadvantages of using social media as a recruitment channel. Cite examples as discussed in the class lecture and text readings. Many people on LinkedIn actively seek job opportunities and are open to being contacted by recruiters. This makes it easier for companies to connect with candidates actively seeking employment. Using LinkedIn will enable you to network and find reference points among the recruiters' connections and expand the professional network of each recruiter with a single click; this can lead to referrals and recommendations, which are valuable in recruitment. The Advantages of using social media/Linked In are that it will give recruiters access to deeply available talent and potentially tap into candidates who could be passive job seekers. Recruiters have more information about you by looking at a detailed LinkedIn profile than they would on your CV, including your background, work experience, skills, education, and even professional recommendations from people who know you.  Disadvantages Social media profiles might not be a reliable indicator of a candidate's qualifications, skills, or work ethic because they could be incomplete representations of the candidate. When evaluating candidates, recruiters could use these platforms to draw inaccurate inferences or as a basis for hiring, excluding many other highly qualified candidates. Social media profiles may contain incorrect or outdated information since typical candidates might not maintain an active profile, presenting wrong interpretations about a candidate's suitability or competency. Recruiters need to ensure they don't unjustly invade the privacy rights of candidates and that no discrimination occurs on the grounds of protected characteristics. Similarly, candidates may find it uncomfortable that their profile information is being used for recruitment. Social media screening can perversely inject bias into the recruitment process; if recruiters have a bias toward candidates being, say, male and of one ethnic group, this will subtly skew the types of candidates they recruit in the future, so always risking discrimination and undermining efforts to be more diverse and inclusive. 22. Explain the reasons for equity-related legislation. Cite Examples as discussed in the class lecture and text readings Equity-based legislation refers to organizations and frameworks that lead to better, fairer, more inclusive governments, educational systems, societies, and organizations. It refers to changes that have implications for our lives and those of our communities, a type of legislation made with specific effects on society, with goals to deconstruct and address structural inequalities and biases in a particular context or culture. One of the main reasons behind the enactment of anti-discrimination and equal opportunity legislation, including legislation that guides admissions to postsecondary educational institutions, is the aim of reducing or eliminating systemically ingrained discrimination and prejudice against many different types of social groups based on which different groups dominate others within many societies. This legislation is meant to create equal opportunity and enable commitments and freedoms for minoritized groups. The Civil Rights Act of 1964 was a milestone in civil rights legislation passed by the US Congress to outlaw discrimination based on race, color, religion, sex, or national origin. Equity-based legislation ensures that we all have the same right to bring every person the same opportunities in life. 23. Shelly is an HR manager who has decided to conduct job analysis interviews with the three current job incumbents in her organization\'s payroll department. LIST and DESCRIBE five types of job data she should try to obtain through her interview questions. 1. Preparation: Shelly will need to figure out the organization\'s overall structure which department the payroll department sits in, etc. 2. Determine uses of job analysis: Shelly should ask about the purpose of the job analysis. Specific questions regarding how the information collected will be used may arise, such as whether the purpose is to improve efficiency, provide training, or ensure compliance with a regulation. 3. Identify jobs to be analyzed: Shelly should ask to understand which jobs were on the payroll department's books at the beginning of the change-management process. She could ask: what titles, roles, or levels were being done by whom and when? 4. Determine sources of job data: Shelly where she can get information about jobs in the payroll department Where will you go to get information about jobs in payroll, which involves asking Shelly about whom she should interview, what records she should consider, and whether any other sources of information would be available. 5. Identify the data required: Shelly must ask questions to obtain the exact information needed about the jobs in the payroll department: job titles, physical and cognitive requirements, tasks and responsibilities, working conditions, and the standard of performance expected in each role. 24. Describe and provide an example of each of the five steps in the selection process. Cite examples as discussed in the class lecture and text readings. Applicant Screening Applicants who lack qualifications and are otherwise not useful are screened based on those requirements: for example, the use of weighted application blanks (WAB) or biographical information blanks (BIB) guarantees that applications fulfill the requirements for potential usefulness. Administration of Employment Tests: Potential applicants are assessed, receiving different sorts of tests (eg, personality test, ability test, or performance test) to determine reliability and validity. You either go for empirical or rational to show the extent to which he is likely to be proficient in the job. Criterion-related validity, which evaluates how well test scores correlate with job performance criteria Employment Interviews In this selection process each applicant is tested individually during an interview session that lasts for about an hour. Interviews offer an opportunity for examiners to delve more deeply into the applicant's personality after completing the general selection stage. In the final hiring decision, the results of the interviews are reviewed together with reports from the supervisors who evaluated the applicants. Verification of References: Contact previous employers to discuss a candidate's work history. This could also include letters of reference and background checks. Contingent Assessments: Health, medical, and driving assessments might be conducted after the employment decision. Post-hire drug testing is widespread in many jurisdictions but must respect employees' rights. to select the appropriate candidate for hiring. The candidate selected should provide data to the personnel department and should be kept in the database of the Human Resource Information System (HRIS). The applications of the candidates who are not selected for the job should be kept at the candidates corner for future reference. 25. As a student at CityU, Gavin often spent time relaxing after studying by watching cooking shows like Master Chef and Cake Boss. After graduating, he decided to turn his passion into a money-making enterprise by starting his restaurant in Abbotsford. Your task is to help Gavin recruit and select new employees for his restaurant by providing him with the following information. a. Gavin wants to hire servers who will provide his guests with excellent customer service. Write one statement you would suggest including for job duties and one statement for job specifications for servers at his restaurants. to guests **Job Duties:** As a server at Gavin's Restaurant, you will provide superior customer service to our guests. By fulfilling your duties, you will serve your customers by attending to their needs, suggesting appropriate menu items, and ensuring an all-round great dining experience for our guests is met. You will take orders from our guests, serve their food and beverages, and provide the cleanliness of the dining area for optimal customer satisfaction and convenience. The ability to communicate correctly is essential. You will be interacting with different guests whether individuals or large groups from the time you enter our restaurant to the time they leave to keep them coming back for more. Job Specifications: -Must have excellent customer service skills and a passion for providing exceptional dining experiences. -Must work flexible hours, including evenings, weekends, and holidays. -Must stand for extended periods and move around the restaurant. -Must be able to lift and carry trays of food and drinks. -Must be able to handle cash and credit transactions accurately. -Must have a clean and professional appearance. -Must be 18 years of age or older. -Must have a valid food handler\'s certificate. -Must pass a background check and drug test. Gavin's Restaurant invites you to apply for the server position. You must demonstrate experience in consistently providing excellent customer service. You will work diligently to observe the good restaurants' profitability, productivity, and panache principles as they interact with Gavin's Restaurant customers. We are pleased to accept your application if you believe you have the requisite qualifications for employment in this fast-paced environment. b. Situational Interview Questions: 3\. Keep it consistent: - Ensure the same procedures are followed when hiring people, meaning everyone can use the same job descriptions. - Ask similar questions in the selection interviews. - Consistently evaluate the candidates.  Make sure he knows how to conduct a good interview. Gavin needed to learn to be fair, make good decisions without personal bias, and judge candidates based on what matters for the job, not just information from reference checks. Pick better tests that work. That means tests that show who is good at what and that you can rely on to hire the right person.  Don't let a single decision point, for example, the grade point average, determine who to hire. Check out resumes, talk to people, look at past test performance, and see if they've done similar work. Sampling a whole bunch of different stuff is a better idea.  Final Exam 1. User Base compensation refers to Fixed pay received on a regular basis 2. Employees\' total compensation consists of which of the following? Base compensation, pay incentives, indirect compensation 3. Perquisites, also called "perks" are best described as Special benefits reserved for upper-level 4. If a firm frequently changes the basis of its pay-performance system, it will most likely Violate its psychological contract with employees 5. Emma is thinking through the future evaluation of her employees, Right now, she is determining what specific areas of each employee\'s work to examine. Emma is in the process of Identifying areas of job performance that should be evaluated 6. Keith owns a small marketing firm and has 15 employees. Keith needs to implement a performance appraisal system. Which of the following is most important for keith? Developing broad job dimensions 7. Unions are more likely to take hold in firms where. a. Employees are dissatisfied with their jobs 8. Unions are formed to represent employees interest to? Management 9. Effective employees relations are primarily built upon. Cooperation between managers and employee relations representatives 10. Which of the ff is LEAST likely the responsibility of a firms employee relations representative Maintaining total quality management practices 11. Indirect compensation in a pay mix typically includes Health insurance and vacatime time 12. Which of the ff is a comprehensive list of the functions in a performance appraisal Identifying, measuring, and managing 13. Most employees at Sterling Enterprises work on a team. The firm is considering the implementation of a pay-for-performance plan. Which of the fff would be the most likely challenge of such a plan? Separating invidual contributions from team contributions 14. David is frustrated at his company inability to maintain single system of pay-for-performance and is finding is difficult to adapt to new policies. David is probably? Encountering dissonance with his psychological contract 15. A key assumption behind pay-for-performance compensation is that. The organization performance depends on individuals performance 16. Cornilla and Janice have similar jobs in different firms. External Equity 17. \_\_\_\_specifies performance goals that an individual and manager identify together. MBO 18. Is the study of work environment to address physical demands placed on individuals Ergonomics 19. Occupational safety and health describes illness as. Medical care injuries 20\_\_\_appraisal is multidimensional, multisource and cross departmental 360. grees feedback 21. Discuss the current issues of equal pay for work of equal value and pay compression. Cite Examples as discussed in the class lecture and text readings. 22. Discuss the key reasons why employees form unions. Refer to examples to illustrate your answer. What are unfair labor practices? What are the consequences of unfair labor practices? Cite examples as discussed in the class lecture and text readings. 23. An unhealthy work environment can lower productivity, contribute to low morale, and increase medical workers\' compensation costs. List specific ways managers can do the ff. 24. What are the different types of performance review meetings? Cite examples as discussed in the class lecture and text readings. 25. Assume that you are a consultant for a small fast-food retail outlet. What would your suggestions be for key steps in designing a successful incentive plan? Discuss a few recommendations you would suggest with respect to incentives for exceptional performance. Why? Cite examples as discussed in the class lecture and text readings.