HRM 6622 MIDTERM PREP QUESTIONS & ANSWERS
What is staffing - Answers -Process of acquiring, deploying, and retaining a workforce
capable to achieving organization's business objectives. Governs movement of people
into, within, and out of organization
Person/Job Match - Answers -Matching the requirements and rewards of the job to the
KSAs of the person
Person/Organization Match - Answers -Matching the KSAs of the individual to the
organization's values and future job requirements
core activities of staffing include - Answers -Recruitment, Selection, Employment,
Retention
Under common law, in the absence of any contract language to the contrary, the
employment relationship is: - Answers -At will
used by the IRS to determine the classification of independent contractors - Answers -
20 Criteria
Economic realities" test - Answers -Used by DOL to determine whether an Independent
Contractor is economically dependent on the employer or in business for oneself.
Civil Rights Acts of 1964/1991 - Answers -unlawful to discriminate against any
individual with respect to employment practices based on color, race, religion, sex, or
national origin
Executive Order 11246 (1965) - Answers -Prohibits federal contractors from engaging
in employment discrimination. Requires AA plans
Age Discrimination in Employment Act (1967) - Answers -Prohibits discrimination in
employment practices based on age (age 40 and older); for example, firing someone
over 40 and replacing them with someone under 40
Immigration Reform and Control Act (1986) - Answers -Prohibits the employment of
unauthorized aliens
A Form I-9 must be completed and signed by the employer and employee within: -
Answers -3 days of hire
Federal law mandates that new hires be reported within: - Answers -20 days of the date
of hire
, Disability refers to: - Answers -Both physical and mental impairments that substantially
limit a major life activity (e.g., breathing, walking, working
The ADA requires an employer of______ to provide "reasonable accommodation" for
individuals with disabilities - Answers -15 or more employees
Disparate treatment - Answers -treating people differently so as to intentionally
discriminate on the basis of race, sex, etc.
Disparate or adverse impact - Answers -infers discrimination based on the "effect" of
employment practices
business necessity - Answers -employer must show that the actions that led to the
disparate impact were job-related, i.e., necessary for carrying out the job.
Three types of statistics can be used to indicate disparate impact - Answers -Flow
(4/5), Stock, Concentration statistics
Equal Employment Opportunity Commission has - Answers -jurisdiction over hiring
legislation
External Influences on Staffing - Answers -economic conditions, labor markets, and
labor unions
HR Planning is a process to determine - Answers -what workforce requirements are
needed, what the organization's internal availability of labor will be, and identify the gap
that needs to be closed to meet the organization's operating needs
Markov Analysis (probabilistic approach - Answers -Shows the probability of movement
from one job category/level to another over time
These "transition probabilities" are based on historical data reflecting past movement
within the organization
Primary reporting document used by the EEOC - Answers -EEO-1 Report (Standard
Form 100). It can be used to analyze employment patterns indicating possible
discrimination
EEO-1 Report: Filing Requirements - Answers -Must be filed annually with the EEOC
no later than March 31 for prior reporting year
Amount of workers required to file EEO-1 Report - Answers -All private employers who
are subject to Title VII of the Civil Rights Act of 1964 with 100 or more employees, OR
who have fewer than 100 employees if part of a larger organization such that the entire
enterprise employs 100 or more employees
What is staffing - Answers -Process of acquiring, deploying, and retaining a workforce
capable to achieving organization's business objectives. Governs movement of people
into, within, and out of organization
Person/Job Match - Answers -Matching the requirements and rewards of the job to the
KSAs of the person
Person/Organization Match - Answers -Matching the KSAs of the individual to the
organization's values and future job requirements
core activities of staffing include - Answers -Recruitment, Selection, Employment,
Retention
Under common law, in the absence of any contract language to the contrary, the
employment relationship is: - Answers -At will
used by the IRS to determine the classification of independent contractors - Answers -
20 Criteria
Economic realities" test - Answers -Used by DOL to determine whether an Independent
Contractor is economically dependent on the employer or in business for oneself.
Civil Rights Acts of 1964/1991 - Answers -unlawful to discriminate against any
individual with respect to employment practices based on color, race, religion, sex, or
national origin
Executive Order 11246 (1965) - Answers -Prohibits federal contractors from engaging
in employment discrimination. Requires AA plans
Age Discrimination in Employment Act (1967) - Answers -Prohibits discrimination in
employment practices based on age (age 40 and older); for example, firing someone
over 40 and replacing them with someone under 40
Immigration Reform and Control Act (1986) - Answers -Prohibits the employment of
unauthorized aliens
A Form I-9 must be completed and signed by the employer and employee within: -
Answers -3 days of hire
Federal law mandates that new hires be reported within: - Answers -20 days of the date
of hire
, Disability refers to: - Answers -Both physical and mental impairments that substantially
limit a major life activity (e.g., breathing, walking, working
The ADA requires an employer of______ to provide "reasonable accommodation" for
individuals with disabilities - Answers -15 or more employees
Disparate treatment - Answers -treating people differently so as to intentionally
discriminate on the basis of race, sex, etc.
Disparate or adverse impact - Answers -infers discrimination based on the "effect" of
employment practices
business necessity - Answers -employer must show that the actions that led to the
disparate impact were job-related, i.e., necessary for carrying out the job.
Three types of statistics can be used to indicate disparate impact - Answers -Flow
(4/5), Stock, Concentration statistics
Equal Employment Opportunity Commission has - Answers -jurisdiction over hiring
legislation
External Influences on Staffing - Answers -economic conditions, labor markets, and
labor unions
HR Planning is a process to determine - Answers -what workforce requirements are
needed, what the organization's internal availability of labor will be, and identify the gap
that needs to be closed to meet the organization's operating needs
Markov Analysis (probabilistic approach - Answers -Shows the probability of movement
from one job category/level to another over time
These "transition probabilities" are based on historical data reflecting past movement
within the organization
Primary reporting document used by the EEOC - Answers -EEO-1 Report (Standard
Form 100). It can be used to analyze employment patterns indicating possible
discrimination
EEO-1 Report: Filing Requirements - Answers -Must be filed annually with the EEOC
no later than March 31 for prior reporting year
Amount of workers required to file EEO-1 Report - Answers -All private employers who
are subject to Title VII of the Civil Rights Act of 1964 with 100 or more employees, OR
who have fewer than 100 employees if part of a larger organization such that the entire
enterprise employs 100 or more employees
