BUS 6600 MODULE 3: CHAPTERS 11 AND 12
QUESTIONS WITH VERIFIED ANSWERS
Define human resource management. - Answers - the process of determining human
resource needs and then recruiting, selecting, developing, motivating, evaluating,
compensating, and scheduling employees to achieve organizational goals.
HRM's role has grown because of what two things? - Answers - •Increased recognition
of employees as a resource
•Changes in law that rewrote old workplace practices
(no longer "personnel" management
The U.S. economy has undergone a major shift from traditional manufacturing
industries to service industries that require more highly __________ job skills. -
Answers - technical
___________ are the ultimate resource. - Answers - People
Qualified labor is ____________ today, and that makes recruiting ___________. -
Answers - scarer; more difficult
Most human resource functions are ____________ between the human resource
manager and other managers.
The role of the human resource management is a function of _______ managers, not
just one department. - Answers - shared; all
Name some challenges facing HRM today. - Answers - •Multigenerational workforce
•Shortages of trained workers in growth areas
•Worker shortage in skilled trades
•Increasing number of single-parent and two-income families
•Expanding global markets with low-wage workers
•Increasing benefit demands and benefit costs
•A decreased sense of employee loyalty
Significant changes in laws covering HRM have had a major influence.
Since the 1930s ___________ have greatly affected human resource management. -
Answers - laws (legal decisions or legislation)
•Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships,
training, terms, conditions, or privileges of employment based on:
,•Race
•Religion
•Creed
•Sex
•National Origin
•Age - Answers - Civil Rights Act of 1964
•Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships,
training, terms, conditions, or privileges of employment based on which things? -
Answers - •Race
•Religion
•Creed
•Sex
•National Origin
•Age
What did the 1972 Equal Employment Opportunity Act (EEOA) do? - Answers - •The
EEOA strengthened the Equal Employment Opportunity Commission (EEOC), giving
the EEOC the right to issue workplace guidelines for acceptable employer conduct.
•EEOC could mandate specific recordkeeping procedures and was vested with the
power of enforcement.
What does the EEOC do? - Answers - It strengthened the Equal Employment
Opportunity Commission (EEOC), which issues guidelines for administering equal
employment opportunity.
____________ ______________ are employment activities designed to "right past
wrongs" by increasing opportunities for minorities and women. - Answers - Affirmative
action
•Discrimination against whites or males in hiring or promotion is
_______________ ________________. - Answers - reverse discrimination.
Which Act expanded the remedies available to victims of discrimination by amending
Title VII of the CRA of 1964. - Answers - Civil Rights Act of 1991
The ______________ ensures employers doing business with the federal government
comply with the nondiscrimination and affirmative action laws - Answers - OFCCP
(Office of Federal Contract Compliance Programs)
•Amended Title VII and gave victims of discrimination the right to a jury trial and
possible damages - Answers - Civil Rights Act of 1991
What did the ADA of 1990 do? - Answers - Requires employers to give applicants with
physical or mental disabilities the same consideration for employment as people without
disabilities.
, It requires that businesses make "reasonable accommodations" to people with
disabilities.
Passed in 2008, this overturned Supreme Court decisions that had reduced protections
for people with disabilities. - Answers - Americans with Disabilities Amendments Act of
2008
In 2011, the EEOC widened the range of disabilities and shifted the burden of proof of
disabilities to owners. True or false. - Answers - True.
This Act protects workers 40 and over from employment and workplace discrimination in
hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. -
Answers - Age Discrimination in Employment Act (ADEA)
The ADEA outlawed __________ ________________ in most organizations, but
provides exemptions for certain critical jobs. - Answers - mandatory retirement
New court cases and legislation continuously change human resource management; it
is important to keep __________. - Answers - current
Give the five steps of the Human Resource Planning Process. - Answers - 1. Preparing
a human resource inventory of employees
2.Preparing a job analysis
3.Assessing future human resource demand
4.Assessing future labor supply
5.Establishing a strategic plan
A __________ ________________ is a study of what is done by employees who hold
various jobs. - Answers - A JOB ANALYSIS is a study of what is done by employees
who hold various jobs.
The results of the job analysis are which two written statements? - Answers - Job
description; job specifications
A summary of the objectives of a job, the type of work to be done, the responsibilities
and duties, the working conditions, and the relationship of the job to other functions. -
Answers - Job description (the job itself)
A written summary of the minimum qualifications required of workers to do a particular
job. - Answers - Job specifications (person)
What should a strategic plan address? - Answers - addressing recruiting, selecting,
training and developing, appraising, compensating, and scheduling the labor force
QUESTIONS WITH VERIFIED ANSWERS
Define human resource management. - Answers - the process of determining human
resource needs and then recruiting, selecting, developing, motivating, evaluating,
compensating, and scheduling employees to achieve organizational goals.
HRM's role has grown because of what two things? - Answers - •Increased recognition
of employees as a resource
•Changes in law that rewrote old workplace practices
(no longer "personnel" management
The U.S. economy has undergone a major shift from traditional manufacturing
industries to service industries that require more highly __________ job skills. -
Answers - technical
___________ are the ultimate resource. - Answers - People
Qualified labor is ____________ today, and that makes recruiting ___________. -
Answers - scarer; more difficult
Most human resource functions are ____________ between the human resource
manager and other managers.
The role of the human resource management is a function of _______ managers, not
just one department. - Answers - shared; all
Name some challenges facing HRM today. - Answers - •Multigenerational workforce
•Shortages of trained workers in growth areas
•Worker shortage in skilled trades
•Increasing number of single-parent and two-income families
•Expanding global markets with low-wage workers
•Increasing benefit demands and benefit costs
•A decreased sense of employee loyalty
Significant changes in laws covering HRM have had a major influence.
Since the 1930s ___________ have greatly affected human resource management. -
Answers - laws (legal decisions or legislation)
•Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships,
training, terms, conditions, or privileges of employment based on:
,•Race
•Religion
•Creed
•Sex
•National Origin
•Age - Answers - Civil Rights Act of 1964
•Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships,
training, terms, conditions, or privileges of employment based on which things? -
Answers - •Race
•Religion
•Creed
•Sex
•National Origin
•Age
What did the 1972 Equal Employment Opportunity Act (EEOA) do? - Answers - •The
EEOA strengthened the Equal Employment Opportunity Commission (EEOC), giving
the EEOC the right to issue workplace guidelines for acceptable employer conduct.
•EEOC could mandate specific recordkeeping procedures and was vested with the
power of enforcement.
What does the EEOC do? - Answers - It strengthened the Equal Employment
Opportunity Commission (EEOC), which issues guidelines for administering equal
employment opportunity.
____________ ______________ are employment activities designed to "right past
wrongs" by increasing opportunities for minorities and women. - Answers - Affirmative
action
•Discrimination against whites or males in hiring or promotion is
_______________ ________________. - Answers - reverse discrimination.
Which Act expanded the remedies available to victims of discrimination by amending
Title VII of the CRA of 1964. - Answers - Civil Rights Act of 1991
The ______________ ensures employers doing business with the federal government
comply with the nondiscrimination and affirmative action laws - Answers - OFCCP
(Office of Federal Contract Compliance Programs)
•Amended Title VII and gave victims of discrimination the right to a jury trial and
possible damages - Answers - Civil Rights Act of 1991
What did the ADA of 1990 do? - Answers - Requires employers to give applicants with
physical or mental disabilities the same consideration for employment as people without
disabilities.
, It requires that businesses make "reasonable accommodations" to people with
disabilities.
Passed in 2008, this overturned Supreme Court decisions that had reduced protections
for people with disabilities. - Answers - Americans with Disabilities Amendments Act of
2008
In 2011, the EEOC widened the range of disabilities and shifted the burden of proof of
disabilities to owners. True or false. - Answers - True.
This Act protects workers 40 and over from employment and workplace discrimination in
hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. -
Answers - Age Discrimination in Employment Act (ADEA)
The ADEA outlawed __________ ________________ in most organizations, but
provides exemptions for certain critical jobs. - Answers - mandatory retirement
New court cases and legislation continuously change human resource management; it
is important to keep __________. - Answers - current
Give the five steps of the Human Resource Planning Process. - Answers - 1. Preparing
a human resource inventory of employees
2.Preparing a job analysis
3.Assessing future human resource demand
4.Assessing future labor supply
5.Establishing a strategic plan
A __________ ________________ is a study of what is done by employees who hold
various jobs. - Answers - A JOB ANALYSIS is a study of what is done by employees
who hold various jobs.
The results of the job analysis are which two written statements? - Answers - Job
description; job specifications
A summary of the objectives of a job, the type of work to be done, the responsibilities
and duties, the working conditions, and the relationship of the job to other functions. -
Answers - Job description (the job itself)
A written summary of the minimum qualifications required of workers to do a particular
job. - Answers - Job specifications (person)
What should a strategic plan address? - Answers - addressing recruiting, selecting,
training and developing, appraising, compensating, and scheduling the labor force
