MHR 3010 EXAM 3 UPDATED ACTUAL QUESTIONS AND
CORRECT ANSWERS
Question:
1. human resource management
Answer:
the process of finding, developing, and keeping the right people to form a qualified work force
Question:
2. HRM process: Attracting
Answer:
attracting qualified employees (recruiting -> selection)
Question:
3. HRM Process: developing
Answer:
developing qualified employees (training -> performance appraisal)
Question:
4. HRM process: Keeping
Answer:
keeping qualified employees (compensation -> employee separation)
Question:
5. major federal employment laws
Answer:
1. fair labor standards act (FLSA) of 1938
2. equal pay act of 1963
3. title 7 of the civil rights act of 1964
4. age discrimination in employment act of 1967
5. pregnancy discrimination act of 1978
6. american with disabilities act of 1990
7. civil rights act of 1991
8. family and medical leave act of 1993
9. uniformed services employment and reemployment rights act of 1994
10. genetic info nondiscrimination act of 2008
8-9 by dept of labor all others by equal employment opp commission (cannot discriminate on sex, age,
religion, color, national origin, race, disability, or genetic history unless for bona fide occupational
qualification)
Question:
6. Bona Fide Occupational Qualification (BFOQ)
,Answer:
an exception in employment law that permits sex, age, religion, and the like to be used when making
employment decisions, but only if they are "reasonably necessary to the normal operation of that particular
business." BFOQs are strictly monitored by the Equal Employment Opportunity Commission
Question:
7. Equal Employment Opportunity Commission (EEOC) responsibility
Answer:
1. investigation of discrimination charges
2. enforcement of employment discrimination laws
3. providing guidelines for compliance with the law
Question:
8. disparate treatment
Answer:
intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or
membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious
beliefs
Question:
9. adverse impact
Answer:
A disparity in selection for hiring or promotion that disadvantages individuals of a particular race, ethnicity
or sex
-occurs when members of protected class unintentionally harmed or disadvantaged bc hired, promoted, or
trained at substantially lower rates than others
Question:
10. 80% or 4/5 rule
Answer:
a rule of thumb used by courts and EEOC to determine whether there is evidence of adverse impact
-if impact lower than 80%, adverse impact has occurred (not necessarily discrimination)
-decision ratio for protected group/decision ratio for non-protected group
Question:
11. sexual harassment
Answer:
form of discrimination which unwelcome sexual advances, requests for sexual favors or other
verbal/physical conduct of sexual nature occur while performing one's job
Question:
12. quid pro quo sexual harassment
Answer:
Employment outcomes or keeping one's job, depend on whether an individual submits to sexual
harassment
, Question:
13. hostile work environment
Answer:
unwelcome and demeaning sexually related behavior creates an intimidating and offensive work
environment
Question:
14. recruiting
Answer:
the process of developing a pool of qualified job applicants and building talent pipeline
Question:
15. job analysis
Answer:
a purposeful, systematic process for collecting information on the important work-related aspects of a job
1. who does what, how, when and why
2. tools and equip to do job
3. context for job
4. KSAs needed
Question:
16. job description
Answer:
a written description of the basic tasks, duties, and responsibilities required of an employee holding a
particular job -> internal doc clearly stating essential job requirements to perform specific role
Question:
17. job specifications
Answer:
a written summary of the minimum qualifications required of workers to do a particular job -> knowledge,
skills, edu, xp, and abilities essential to performing particular job
Question:
18. selection
Answer:
the process of gathering information about job applicants to decide who should be offered a job (review of
application, phone screening, onsite interviews, online tests, references, background check, selection,
hiring
Question:
19. validation
Answer:
the process of determining how well a selection test or procedure predicts future job performance
-degree which meas accurately predicts job performance (valid if it helps employers increase chances of
hiring right person for job)
CORRECT ANSWERS
Question:
1. human resource management
Answer:
the process of finding, developing, and keeping the right people to form a qualified work force
Question:
2. HRM process: Attracting
Answer:
attracting qualified employees (recruiting -> selection)
Question:
3. HRM Process: developing
Answer:
developing qualified employees (training -> performance appraisal)
Question:
4. HRM process: Keeping
Answer:
keeping qualified employees (compensation -> employee separation)
Question:
5. major federal employment laws
Answer:
1. fair labor standards act (FLSA) of 1938
2. equal pay act of 1963
3. title 7 of the civil rights act of 1964
4. age discrimination in employment act of 1967
5. pregnancy discrimination act of 1978
6. american with disabilities act of 1990
7. civil rights act of 1991
8. family and medical leave act of 1993
9. uniformed services employment and reemployment rights act of 1994
10. genetic info nondiscrimination act of 2008
8-9 by dept of labor all others by equal employment opp commission (cannot discriminate on sex, age,
religion, color, national origin, race, disability, or genetic history unless for bona fide occupational
qualification)
Question:
6. Bona Fide Occupational Qualification (BFOQ)
,Answer:
an exception in employment law that permits sex, age, religion, and the like to be used when making
employment decisions, but only if they are "reasonably necessary to the normal operation of that particular
business." BFOQs are strictly monitored by the Equal Employment Opportunity Commission
Question:
7. Equal Employment Opportunity Commission (EEOC) responsibility
Answer:
1. investigation of discrimination charges
2. enforcement of employment discrimination laws
3. providing guidelines for compliance with the law
Question:
8. disparate treatment
Answer:
intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or
membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious
beliefs
Question:
9. adverse impact
Answer:
A disparity in selection for hiring or promotion that disadvantages individuals of a particular race, ethnicity
or sex
-occurs when members of protected class unintentionally harmed or disadvantaged bc hired, promoted, or
trained at substantially lower rates than others
Question:
10. 80% or 4/5 rule
Answer:
a rule of thumb used by courts and EEOC to determine whether there is evidence of adverse impact
-if impact lower than 80%, adverse impact has occurred (not necessarily discrimination)
-decision ratio for protected group/decision ratio for non-protected group
Question:
11. sexual harassment
Answer:
form of discrimination which unwelcome sexual advances, requests for sexual favors or other
verbal/physical conduct of sexual nature occur while performing one's job
Question:
12. quid pro quo sexual harassment
Answer:
Employment outcomes or keeping one's job, depend on whether an individual submits to sexual
harassment
, Question:
13. hostile work environment
Answer:
unwelcome and demeaning sexually related behavior creates an intimidating and offensive work
environment
Question:
14. recruiting
Answer:
the process of developing a pool of qualified job applicants and building talent pipeline
Question:
15. job analysis
Answer:
a purposeful, systematic process for collecting information on the important work-related aspects of a job
1. who does what, how, when and why
2. tools and equip to do job
3. context for job
4. KSAs needed
Question:
16. job description
Answer:
a written description of the basic tasks, duties, and responsibilities required of an employee holding a
particular job -> internal doc clearly stating essential job requirements to perform specific role
Question:
17. job specifications
Answer:
a written summary of the minimum qualifications required of workers to do a particular job -> knowledge,
skills, edu, xp, and abilities essential to performing particular job
Question:
18. selection
Answer:
the process of gathering information about job applicants to decide who should be offered a job (review of
application, phone screening, onsite interviews, online tests, references, background check, selection,
hiring
Question:
19. validation
Answer:
the process of determining how well a selection test or procedure predicts future job performance
-degree which meas accurately predicts job performance (valid if it helps employers increase chances of
hiring right person for job)
