HRM 6622 FINAL PREP QUESTIONS & ANSWERS
1. In terms of the person/organization match .- Answers - there is a
concern with the "fit" of people to multiple jobs or future jobs
2. The is composed of more peripheral workers who are used on
an as-needed, just-in-time basis.- Answers - flexible workforce
3. When jobs are highly fluid, it is probably advisable for organizations to focus
more on .- Answers - person-organization match
4. Which of the following statements is false regarding person-job match?-
Answers - Orga- nizational culture is an important aspect of person-job match.
5. Outsourcing is .- Answers - moving a business process to another vendor
6. Which of the following statements is true regarding staffing?- Answers - The
staflng process is composed of a series of interrelated parts including recruitment, selection, decision making and
job otters.
7. According to the staffing quantity model, an organization will be
when availabilities exceed requirements.- Answers - overstatted
8. Staffing systems should ultimately be used to .- Answers -
contribute to the attainment of organizational goals such as survival, profitability, and growth
9. Regarding the person/job match model, - Answers - *None of the
answer choices are -staflng is only concerned with the job requirements-KSAO portion of the match
-job requirements should be expressed in terms of only tasks involved and not KSAOs
-it applies only to tasks that have been identified and written down
10. The person/job match model says that there must be a match between
.- Answers - job requirements with KSAOs and job rewards with individual motivation
11. This term is used to describe policies focused on treating all individuals
in a similar manner with no policies giving advantage to any demographic
,group.- Answers - equal employment opportunity
12. This method of adjudicating employment disputes involves a third party with
the authority to issue a legally binding resolution.- Answers - arbitration
13. The key to a successful rebuttal in a disparate treatment case is
14. Which of the following is true regarding temporary employees?- Answers - Use
of temporary workers can often raise issues of "co-employment."
, 15. This diversity-focused measure of representation compares the proportion
of employees in a job category with their availability in the relevant popula-
tion.- Answers - utilization statistics
16. Which of the following has been shown through research and professional
practice to be an effective tool for improving workplace inclusivity?- Answers -
creation of diversity policy development teams
17. The common law principle which states that, in the absence of any contract
language to the contrary, either the employer or employee may terminate the
employment relationship at any time is called .- Answers -
employment-at-will
18. Differential hiring rates shown in this diversity-focused measure of represen-
tation suggest that there is a potential problem with the associated organiza-
tion's external selection process.- Answers - flow statistics
19. Which of the following is an example of a potential reasonable accommoda-
tion?- Answers - *All of the answer choices are correct. -flexible schedule to accommodate religious holidays
-providing training materials in multiple languages
-work schedule changes for those with disabilities
20. This method of adjudicating employment disputes involves reporting viola-
tions of employee rights to the human resources department or a delegated
ombudsperson.- Answers - internal dispute resolution
21. Managers are especially concerned about all of the following issues
because of the aging workforce except .- Answers - decreased ability to learn new material
22. A major disadvantage of a flexible work force is that .-
Answers - *All of the answer choices are correct.it -leads to loss of some control over workers
-it can lead to conflict between core and flexible workers
-flexible workers are often less familiar with equipment
1. In terms of the person/organization match .- Answers - there is a
concern with the "fit" of people to multiple jobs or future jobs
2. The is composed of more peripheral workers who are used on
an as-needed, just-in-time basis.- Answers - flexible workforce
3. When jobs are highly fluid, it is probably advisable for organizations to focus
more on .- Answers - person-organization match
4. Which of the following statements is false regarding person-job match?-
Answers - Orga- nizational culture is an important aspect of person-job match.
5. Outsourcing is .- Answers - moving a business process to another vendor
6. Which of the following statements is true regarding staffing?- Answers - The
staflng process is composed of a series of interrelated parts including recruitment, selection, decision making and
job otters.
7. According to the staffing quantity model, an organization will be
when availabilities exceed requirements.- Answers - overstatted
8. Staffing systems should ultimately be used to .- Answers -
contribute to the attainment of organizational goals such as survival, profitability, and growth
9. Regarding the person/job match model, - Answers - *None of the
answer choices are -staflng is only concerned with the job requirements-KSAO portion of the match
-job requirements should be expressed in terms of only tasks involved and not KSAOs
-it applies only to tasks that have been identified and written down
10. The person/job match model says that there must be a match between
.- Answers - job requirements with KSAOs and job rewards with individual motivation
11. This term is used to describe policies focused on treating all individuals
in a similar manner with no policies giving advantage to any demographic
,group.- Answers - equal employment opportunity
12. This method of adjudicating employment disputes involves a third party with
the authority to issue a legally binding resolution.- Answers - arbitration
13. The key to a successful rebuttal in a disparate treatment case is
14. Which of the following is true regarding temporary employees?- Answers - Use
of temporary workers can often raise issues of "co-employment."
, 15. This diversity-focused measure of representation compares the proportion
of employees in a job category with their availability in the relevant popula-
tion.- Answers - utilization statistics
16. Which of the following has been shown through research and professional
practice to be an effective tool for improving workplace inclusivity?- Answers -
creation of diversity policy development teams
17. The common law principle which states that, in the absence of any contract
language to the contrary, either the employer or employee may terminate the
employment relationship at any time is called .- Answers -
employment-at-will
18. Differential hiring rates shown in this diversity-focused measure of represen-
tation suggest that there is a potential problem with the associated organiza-
tion's external selection process.- Answers - flow statistics
19. Which of the following is an example of a potential reasonable accommoda-
tion?- Answers - *All of the answer choices are correct. -flexible schedule to accommodate religious holidays
-providing training materials in multiple languages
-work schedule changes for those with disabilities
20. This method of adjudicating employment disputes involves reporting viola-
tions of employee rights to the human resources department or a delegated
ombudsperson.- Answers - internal dispute resolution
21. Managers are especially concerned about all of the following issues
because of the aging workforce except .- Answers - decreased ability to learn new material
22. A major disadvantage of a flexible work force is that .-
Answers - *All of the answer choices are correct.it -leads to loss of some control over workers
-it can lead to conflict between core and flexible workers
-flexible workers are often less familiar with equipment
