OBHR 3330 Exam 1 Review PDF

OBHR 3330 Exam 1 Review 1. Which of the following attachment is true about the composition of the us labor force in the next decade? The labor force is expected to grow with most new jobs being in service-providing industries. 2. The diDerence among job engagement enlargement rotation...

OBHR 3330 Exam 1 Review 1. Which of the following attachment is true about the composition of the us labor force in the next decade? The labor force is expected to grow with most new jobs being in service-providing industries. 2. The diDerence among job engagement enlargement rotation involvement and enrichment Job engagement: The level of commitment and involvement in an employee has towards their organization Job enlargement: Expanding the number of tasks associated with a job Job rotation: Moving employees between diBerent tasks to promote experience and variety Job involvement: The degree to which an employee participates in and identifies with their jobs Job enrichment: Giving more responsibility and autonomy to the employee 3. _____ is the planned elimination of large numbers of personnel designed to enhance organizational eDectiveness Downsizing 4. Which of the following is true in workforce analytics? Workforce analytics is the practice of using data from HR databases to make evidence-based decisions to show how HR practices influence the company’s bottom line 5. ______ demonstrates hr practices that have a positive influence on the company bottom line or key stakeholders Evidence based HR 6. Company that follows an overall cost leadership strategy is what? Focuses on becoming the lowest cost producer in an industry  7. The diDerence among disparate impact, disparate treatment and sexual harassment Disparate impact – Practices that adversely aBect one group more than another Disparate treatment – Intentional discrimination based on race, color, religion, sex, etc Sexual harassment – Unwelcome sexual advances that aBect job performance 8. When a company faces a shortage of employees in the workforce, and it predicts that the current demand for the products and services may not extend in the future, it will? Try to garner more hours out of the existing labor force through strategies like overtime 9. The diDerence among reshoring, insourcing, on shoring, home sourcing, and oD shoring Onshoring is transferring a business operation within a country Reshoring is transferring business from a foreign country back to the homeland Insourcing - Bringing previously outsourced jobs or operations back in-house within the organization. Homesourcing - This term refers to hiring employees to work from home instead of a central oBice. OBshoring - Moving jobs or business operations to a diBerent country to reduce costs. 10. DiDerence among downsizing, demotions, pay reduction, early retirement, temporary workers Downsizing – Eliminating jobs for cost cutting Demotions – Lowering an employee’s rank or salary Pay reduction – Decreasing wages Early retirement – Incentivizing older employees to retire earlier than planned Temporary workers – Hiring staB for a limited period  11. The diDerence among pattern and practice, quid pro quo, reasonable accommodation, desperate treatment, and desperate impact Pattern and practice – Systemic discrimination based on company culture Quid pro quo – A favor in exchange for job-related benefits Reasonable accommodation – Adjusting work conditions for disabled employees Disparate treatment – Intentional discrimination Disparate impact – Indirect discrimination for neutral practices 12. _____ Is a systematic planned strategic eDort by a company to attract, retain, and develop highly skilled employees and managers. Talent management 13. Approaches: Perceptual motor approach, biological approach, Motivational approach, Cognitive task analysis approach, mechanistic approach: These are diBerent methods of job design Mechanistic – Simplifies tasks to improve eBiciency Motivational – Focuses on job satisfaction and engagement Biological – Optimizes ergonomic and physical aspects Perceptual-motor - Focuses on human mental capabilities 14. The diDerence among job satisfaction, job performance, job evaluation, job specification, job design. Job satisfaction – How content an employee is with their job Job performance – How well an employee performs their tasks Job evaluation – Determining a job’s value for compensation Job specification – The qualifications needed for a job Job design – Structuring jobs to enhance eBiciency and motivation  15. Which of the following is the challenge of downsizing? It is diBicult to boost the morale of employes who remain after downsizing 16. Which of the following sources is the most appropriate for providing accurate information regarding the importance of job duties? Job analysis 17. The diDerence among human resource planning, job evaluation, career planning, selection and training. Human resource planning – Forecasting future HR needs and ensuring that the organization has the right number and types of employees. Job evaluation – Determining the relative worth of jobs to set fair compensation Career planning – Matching individual career aspirations with opportunities within the organization Selection – The process of choosing the best-qualified candidate for a job Training – Planned eBorts to facilitate the learning of job-related knowledge and skills 18. Which of the following best exemplifies the process of self-selection? Self-selection occurs when candidates choose to withdraw from the application process if they feel they are not a good fit for the job 19. Which of the following is a disadvantage of employing temporary workers as the means of eliminating labor shortage? Temporary workers may lack the experience and long-term, commitment to the company, potentially leading to reduce productivity 20. Which of the following agencies is responsible for investigating and resolving discrimination complaints, gathering information, and issuing guidelines? Equal employment Opportunity Commission (EEOC) 21. When a company participates in lean thinking they evaluate current practices to do what? To eliminate waste and improve eBiciency by reducing time, materials, and workforce  22. Strategies: concentration strategy, divestment strategy, internal growth strategy, external growth strategy, and diversification strategy Concentration strategy: Focuses on increasing market share in existing markets Divestment strategy: Selling off parts of the company to improve financial performance. Internal growth strategy: Expanding through new market or product development External growth strategy: Expanding through mergers, acquisitions, or partnerships Diversification strategy: Expanding into new products or markets to reduce risk. 23. Know what 2-way linkage is. Two way linkage is a process where HR Is included in the strategic planning process and provides input, ensuring that HR strategies align with organizational goals 24. DiDerence among disparate impact, reasonable accommodation, pattern and performance quid pro quo, disparate treatment. Disparate impact – Unintentional discrimination resulting from neutral policies Reasonable accommodation – Adjustments for employees with disabilities Pattern and practice – Systemic discrimination across an organization Quid pro quo – Favoritism in return for something Disparate treatment – Intentional discrimination 25. DiDerence among training, job analysis, job designing, performance management, and recruitment. Training – Teaching employee’s new skills Jon analysis – Studying jobs to determine tasks and qualifications Job design – Structuring jobs to improve eBiciency and satisfaction Performance management – Evaluating and improving employee performance Recruitment – Attracting candidates for jobs 26. Tom Tom and Company has instituted a quota like hiring to ensure that the workforce composition mirrors that of the labor market. John a Caucasian male is not hired for a job he is sure he is a victim of what? Reverse Discrimination  27. DiDerence among staDing, training, work design, performance management and compensation StaBing – The process of hiring employees Training – Development of job-related skills Work design – Structuring work for eBiciency Performance management – Evaluating and improving employee outcomes Compensation – Pay and benefits 28. DiDerence among internal analysis, job analysis, external analysis, value chain analysis, and job modeling Internal analysis – Evaluating an organization internal resource Job analysis – Detailed study of jobs to determine duties and qualifications External analysis – Studying external environments like competitors and markets Value chain analysis – Examining company activities to create value Job modeling – Structuring jobs for eBective performance 29. DiDerence among Liquidation, external growth, internal growth, divestment, and concentration. Liquidation – selling all assets to close a company External growth – Expansion through acquisitions or mergers Internal growth – Expanding through new product development Divestment – Selling oB parts of a business Concentration – Focusing on increasing market share 30. Directives issued and amended unilaterally (by him or herself) by the president are known as ______ Executive orders 31. Which of the following is an advantage of relying on internal recruitment sources? Internal candidates are familiar with organization culture, which reduces training time and costs 32. Know the diDerence among task significance, skilled variety, autonomy, task identity Task significance – The importance of a job’s impact on others Skill variety – The range of diBerent skills used in a job Autonomy – The degree of independence in a job Task Identity – Completing a whole identifiable piece of work 33. Which of the following includes a list of tasks duties and responsibilities that a job entails? Job description 34. Yield ratios – Show the percentage of applicants that move from one stage of the recruitment process to the next 35. DiDerence among a leading indicator, workforce utilization review, discrimination analysis, diverse treatment analysis, and subgroup reconciliation. Leading indicator – predicts future labor demand based on external factors Workforce utilization review – Compares the representation of protected subgroups in the workforce to the relevant labor market to identify underutilization Discrimination analysis - Evaluates if employment practices disproportionately aBect certain groups (disparate impact) or show intentional discrimination (disparate treatment) Diverse treatment analysis – Likely refers to assessing diBerences in how various groups are treated in the workplace Subgroup reconciliation - Ensures fair representation of subgroups and addresses imbalances 36. DiDerence among Pattern and practice, disparate treatment and disparate impact, sexual harassment, reasonable accommodation. Question 24  37. Which of the following is an important change that is projected in the demographics and diversity of the workforce (how is it going to change) The workforce will become older and more diverse, with a growing share of minority groups 38. Which of the following arguments state that insight and cultural sensitivity that diverse employees bring to the marketing eDort to help the company enter new markets? The marketing argument for diversity 39. Which of the following is considered a disability under the American disability act? Answer choices: Eye color, Left handiness, Substance abuse, Obesity, and Cosmetic disfiguring. Obesity and substance abuse 40. Which of the following is likely to happen when a private equity group hires a eDiciency expert? Likely outcomes include downsizing or restructuring aimed at improving eBiciency 41. DiDerence among job analysis, ergonomics, task significance, performance appraisal, task identity. Job analysis – gathering detailed job information Ergonomics – Designing jobs to fit human physical capabilities Task significance – The job’s impact on others Performance appraisal – Evaluating employee performance Task Identity – Completing a full job from start to finish 42. _____is a planned eDort to facilitate the learning of job-related knowledge skills and behaviors by employees. Training 43. Strategies: Strategy execution, Strategy consultation, Strategy implementation, Strategy evaluation, Strategy formulation Strategy execution – Carrying out the chosen strategy by aligning resources to meet goals Strategy consultation – Seeking expert advice to shape or refine strategies Strategy implementation – Organizing resources and personnel to execute the strategy Strategy evaluation – Monitoring and assessing strategy eBectiveness and making adjustments Strategy formulation – Defining the company’s mission, setting goals, and analyzing internal and external factors 44. Acts: civil rights act, title 7 of the civil rights act, occupational safety and health act, rehabilitation act, equal pay act. Civil rights act (1964) – Prohibits discrimination based on race, color, religion, sex, or national origin. Title 7 Civil rights act – Part of the civil right act focusing on employment discrimination OSHA – Ensures workplace safety 45. Which of the following is a definition of a leading indicator? A leading indicator is an objective measure that predicts future labor demand 46. The diDerence among employee relations, personnel policies (hr policies), recruitment and selection, compensation and benefits, and performance management. Employee relations – managing relationships between employees and the company Personnel policies – guidelines that govern employment practices Recruitment and selection – Finding and hriign qualigfies cnadidates Compensation and benefits – Managing pay and benefits packages Performance management – Ensuring employees performance aligns with company goals 47. O Net – Is a database that contains details kb description and requires skills for various occupations