PHR/SPHR Workforce Planning and Employment Module 2 Exam 118 Questions with Verified Answers,100% CORRECT

PHR/SPHR Workforce Planning and Employment Module 2 Exam 118 Questions with Verified Answers ADA Amendments Act - CORRECT ANSWER Amendments to Americans with Disabilities Act covering mitigating measures and definition of individuals regarded as having a disability. Adverse impact - CORRECT ANSWER Occurs when the selection rate for a protected class is less than 80% of the rate for the class with the highest selection rated;also known as disparate impact. Affirmative action (AA) - CORRECT ANSWER Practice in which employers identify conspicuous imbalances in their workforce and take positive steps to correct underrepresentation of protected classes. Affirmative action plans (AAPs) - CORRECT ANSWER Plans that focus on the hiring , training, promoting, compensation, and terminating of protected classes. Age Discrimination in Employment Act (ADEA) - CORRECT ANSWER Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification. Albemarle Paper V. Moody - CORRECT ANSWER 1975 court ruling that items used to validate employment requirements must be job-related Alternative staffing - CORRECT ANSWER Use of alternative recruiting sources and workers who are not regular employees;also known as flexible staffing. Americans with Disabilities Act (ADA) - CORRECT ANSWER Act that prohibits discrimination against a qualified individual with a disability because of his/her disability Aptitude tests - CORRECT ANSWER Tests that measure the general ability of capacity to learn or acquire a new skill. Assessment centers - CORRECT ANSWER Method of evaluating candidates using content -valid work samples of a job; typically for a managerial positions Availability analysis - CORRECT ANSWER Analysis in which organization considers internal and external availability in determining theoretical availability of minorities and women for established job groups. Behavioral interview - CORRECT ANSWER Type of interview that focuses on how applicant previously handled real work situations. Bona fide occupational qualification (BFOQ) - CORRECT ANSWER Situation in which gender, religion, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of a business or enterprise. City of Richmond V J.A. Croson Company - CORRECT ANSWER 1989 Court ruling that the numerical quota system of Richmond, VA, was unconstitutional because the city had not laid the proper groundwork and had not adequately identified or documented discrimination. Civil Rights Act of 1964 - CORRECT ANSWER First comprehensive U.S. law making it illegal to discriminate on the basis of race, color, religion, sex, or national origin. Civil Rights ACt of 1991 - CORRECT ANSWER Act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages;give plaintiffs in cases of alleged intentional discrimination the right to a jury trial. Closed questions - CORRECT ANSWER Questions that can usually be answered with yes or no. Co-employment - CORRECT ANSWER Situation in which an organization shares joint responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment. Cognitive ability testes - CORRECT ANSWER Tests that assess skills the candidate has already learned. Competency model - CORRECT ANSWER Set of job competencies that together make up a profile for success for a particular job. Compliance evaluation - CORRECT ANSWER Evaluation that requires an organization to provide details on and documentation of its affirmative action plan. Concurrent validity - CORRECT ANSWER Type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time. Congressional Accountability Act - CORRECT ANSWER Act that requires that federal employee relations legislation enacted by Congress apply to employees of Congress. Construct validity - CORRECT ANSWER Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension). Constructive discharge - CORRECT ANSWER Occurs when an employer makes working conditions so intolerable that a employee has no choice but to resign. Consumer Credit Protection Act - CORRECT ANSWER Act that limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors. Content validity - CORRECT ANSWER Degree to which an interview, test, or other selection device measures the knowledge, skills, abilities, or other qualifications that are part of the job. Contrast effect - CORRECT ANSWER Type of interviewer bias; when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast. Core competencies - CORRECT ANSWER Characteristics that are valued by an organization and are tied to its vision, mission, and method of operating. Criterion-related validity - CORRECT ANSWER Refers to the link between a selection device and job performance. Cultural noise - CORRECT ANSWER Failure to recognize responses of a candidate that are socially acceptable rather than factual. Delphi technique - CORRECT ANSWER Forecasting technique that progressively collects information from a group without physically assembling the contributors. Directive interview - CORRECT ANSWER Type of interview in which interviewer poses specific questions to a candidate and keeps control. Disability - CORRECT ANSWER Physical or mental impairment that substantially limits major life activities. Disparate impact - CORRECT ANSWER Occurs when the selection rate for a protected class is less than 80% of the rate for the class with the highest selection rate; also known as adverse impact. Disparate treatment - CORRECT ANSWER Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards. Ellerth v. Burlington Northern Industries - CORRECT ANSWER Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not. Employee Polygraph Protection Act - CORRECT ANSWER Act that makes it unlawful for employers to use polygraphs in employment decisions except for a few narrowly defined exceptions for "security-sensitive" positions. Employment-at-will - CORRECT ANSWER Common-law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time. Employment branding - CORRECT ANSWER Process of positioning an organization as an "employer of choice" in the labor market. Employment contract - CORRECT ANSWER Agreement between an employer and an employee that explains the employment relationship Employment offer - CORRECT ANSWER Makes the hiring decision official; should immediately follow the final decision to hire a candidate: formally communicated through an offer letter. Employment practices liability insurance (EPLI) - CORRECT ANSWER Protects an employer against claims by workers that their legal rights as employees of the company have been violated. Essential function - CORRECT ANSWER Primary job duties that a qualified individual must be able to perform, either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized. Executive search firms - CORRECT ANSWER External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions. Exit interview - CORRECT ANSWER Interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues. Expatriates - CORRECT ANSWER Collective term for employees sent abroad to work in a country other than where they live. Fair and Accurate Credit Transactions Act (FACT) - CORRECT ANSWER Act that provides some relief to employers using third parties to conduct workplace investigations. Fair Credit Reporting Act (FRCA) - CORRECT ANSWER Act that protects privacy of background information and ensures that information supplied is accurate. Faragher v. City of Boca Raton - CORRECT ANSWER Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not. First-impression error - CORRECT ANSWER Type of interviewer bias in which interviewer makes snap judgments and lets first impression (either positive or negative) cloud the interview. Flexible staffing - CORRECT ANSWER Use of alternative recruiting sources and workers who are not regular employees; also known as alternative staffing. Garnishment - CORRECT ANSWER Occurs when a creditor obtains a court order requiring an employer to attach an employee's earnings in order to pay back a debt. General Dynamics Land Systems, In. v. Cline - CORRECT ANSWER Case in which Supreme Court held that the Age Discrimination in Employment Act does not protect younger workers, even is they are over age 40, from workplace decisions that favor older workers. Genetic Information Nondiscrimination Act (GINA) - CORRECT ANSWER Act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health care. Glass ceiling - CORRECT ANSWER Invisible barrier that blocks minorities and women from attaining senior executive positions. Gratz v. Bollinger - CORRECT ANSWER Case in which Supreme Court held that University of Michigan's undergraduate admissions program was not sufficiently "narrowly tailored" to consider race as a factor in admission decisions in order to achieve goal of a diverse student body. Griggs V. Duke Power - CORRECT ANSWER 1971 case that recognized adverse impact discrimination. Group interview - CORRECT ANSWER Type of interview where multiple job candidates are interviewed by one or more interviewers at the same time or where multiple people in an organization interview a single job candidate. Grutter v. Bollinger - CORRECT ANSWER Case in which Supreme Court held that University of Michigan's law school admission program was sufficiently "narrowly tailored" to consider race as a factor in admission decisions in order to achieve goal of a diverse student body. Halo effect - CORRECT ANSWER Type of interviewer bias in which interviewer allows one strong point in candidate's favor to over shadow all other information. Harris v. Forklift Systems, Inc. - CORRECT ANSWER Court ruling that established "reasonable person" standard in a sexual harassment case. Honesty/integrity tests - CORRECT ANSWER Measures of applicant's propensity toward undesirable behaviors such as lying, stealing, taking drugs or abusing alcohol. Horn effect - CORRECT ANSWER Type of interviewer bias in which the interviewer allows one strong point that works against candidate to overshadow all other information. Host-country nationals (HCNs) - CORRECT ANSWER Employees hired for jobs in their own countries ;also known as local nationals. Hostile environment harassment - CORRECT ANSWER Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment, or perpetuates a situation that affects the employee's psychological well-being. Immigration Reform and Control Act (IRCA) - CORRECT ANSWER Act that prohibits discrimination against job applicants on the basis of national origin or citizenship;establishes penalties for hiring illegal aliens and requires employers to establish each employee's identity and eligibility to work. Independent contractors - CORRECT ANSWER Self-employed individuals hired on a contract basis for specialized services. Inpatriates - CORRECT ANSWER Traditional term used to describe employees brought in from another country to work in the headquarters county for a specified period. International assignee - CORRECT ANSWER All-encompassing term used to describe anyone on a international assignment. Involuntary Termination - CORRECT ANSWER When employers decide to discharge particular employees for cause (e.g. poor performance, violations of employer policy) Job analysis - CORRECT ANSWER Systematic study of jobs to determine what activities and responsibilities they include, relative importance and relationship with other jobs, personal qualifications necessary for performance, and conditions under which work is performed. Job applicant - CORRECT ANSWER According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer's minimum qualifications for the job. Job bidding - CORRECT ANSWER Internal recruiting method that allows employees to indicate an interest in a position before one becomes available. Job competencies - CORRECT ANSWER Knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility. Job description - CORRECT ANSWER Summarizes most important features of a job, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure. Job group analysis - CORRECT ANSWER Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement. Job posting - CORRECT ANSWER Internal recruiting method that allows current employees that chance to respond to announcements of positions. Job specification - CORRECT ANSWER Spells out qualifications necessary for an incumbent to be able to perform a job. Jobs for Veterans Act (JVA) - CORRECT ANSWER Amendment to Vietnam Era Veterans Readjustment Assistance Act; deals with discrimination against certain veterans by the U. S. government and federal contractors. Johnson v. Sana Clara County Transportation Agency - CORRECT ANSWER Court ruling that endorsed using gender as one factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system. Joint employment - CORRECT ANSWER Situation in which an organization shares joint responsibility and liability for their alternative workers with an alternative staffing supplier;also known as co-employment. Judgmental forecasts - CORRECT ANSWER Use of information from past and present to predict future conditions. Klostad v. American Dental Association - CORRECT ANSWER Case in which Supreme Court held that the availability of punitive damages depends on the motive of the discriminator rather than the nature of the conduct. Lilly Ledbetter Fair Pay Act - CORRECT ANSWER Act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against. Local nationals - CORRECT ANSWER Employees hired for jobs in their own countries ;also known as host-country nationals (HCNs) McDonnell Douglas Corp. v. Green - CORRECT ANSWER Case that established criteria for disparate treatment. McKennon v. Nashville Banner Publishing C. - CORRECT ANSWER Case in which Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability, even if the misconduct would have justified terminating the employee. Meritor Savings Bank v. Vinson - CORRECT ANSWER Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment. Multiple linear regression - CORRECT ANSWER Statistical method that can be used to project future demand; several variables are utilized. Negative emphasis - CORRECT ANSWER Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information. Nominal group technique - CORRECT ANSWER Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues. Nondirective interview - CORRECT ANSWER Type of interview in which interviewer asks open questions and provides general direction by allows applicant to guide process. Offer letter - CORRECT ANSWER Document that formally communicates the employment offer, making the hiring decision official. Oncale v. Sundowner Offshore Service, Inc. - CORRECT ANSWER Court ruling that same-gender harassment is actionable under Title VII. On-call workers - CORRECT ANSWER Employees who report to work only when needed. Open question - CORRECT ANSWER Type of question that typically begins with what, where, why , when or how. Organizational display - CORRECT ANSWER Part of an affirmative action plan that provides a graphical presentation of the organizational units, including their interrelationships. Organizational exit - CORRECT ANSWER Process of managing the way people leave an organization. Organizational profile - CORRECT ANSWER Depicts the staffing pattern of a facility to determine if barriers to equal employment opportunity exist within any organizational unit. Outplacement - CORRECT ANSWER Systematic process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his or her talents and needs. Outsourcing - CORRECT ANSWER Flexible staffing option in which independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function. Panel interview - CORRECT ANSWER Type of interview in which structured questions are spread across a group;individual who is most competent in the relevant area usually asks the question. Parent-country nationals (PCNs) - CORRECT ANSWER Citizens of an organization's headquarters country who reside and work abroad with the intent of returning to the home country. Patterned interview - CORRECT ANSWER Type of interview in which interviewer asks each applicant questions that are from the same knowledge skill, or ability area; also called targeted interview. Payrolling - CORRECT ANSWER When a company needing help identifies specific people and refers them to a staffing firm, which employs them and assigns them to work at the company. Pennsylvania State Police v. Suders - CORRECT ANSWER Case in which Supreme Court ruled on the use of the affirmative defense in a constructive discharge claim for an employer whose supervisors are charged with harassment. PERM (Program Electronic Review Management) - CORRECT ANSWER Streamlined process for obtaining labor certification for foreign nationals seeking permanent residence through their employment. Personality tests - CORRECT ANSWER Tests that measure person's social interaction skills and patterns of behavior. Placement goals - CORRECT ANSWER Objectives or targets in an affirmative action plan that are set when the percentage of minorities or woman in a job group is less than reasonably expected given their availability. Polygraph test - CORRECT ANSWER Test that measures respiration, blood pressure, and perspiration while person is asked a series of questions; outcome is a diagnostic opinion about honesty. Predictive validity - CORRECT ANSWER Type of criterion-related validity; degree to which predicitions made by a test are confirmed by the later behavior of test takers. Pregnancy Discrimination Act - CORRECT ANSWER Act that prohibits discrimination on the basis of pregnancy, childbirth, or related conditions. Prescreening interviews - CORRECT ANSWER Type of interview that is useful when an organization has a high volume of applicants for a job and face-to-face interviews are needed to judge prequalification factors. Prima Facie - CORRECT ANSWER Latin term for "on first view" or "at first appearance"; in an EEO case, when a plaintiff presents evidence of a prima facie case, the employer must articulate a legitimate, nondiscriminatory reason for its decision. Privacy Act - CORRECT ANSWER Act that protects the employment records of federal government employees from disclosure without prior authorization. Protected class - CORRECT ANSWER People who are covered under a federal or state anti-discrimination law. Psychomotor tests - CORRECT ANSWER Tests that require a candidate to demonstrate a minimum degree of strength, physical dexterity, and coordination in a specialized skill area.