D351 - Functions in Human Resources questions
with verified answers
A performance assessment is used to determine Ans✓✓✓ how to improve
performance through some type of training and development.
A strong onboarding program can Ans✓✓✓ help retain employees, create a
better culture, and enhance cultural fit of new employees.
adverse employment action Ans✓✓✓ Any action such as firings, demotions,
schedule reductions, or changes that would harm the individual employee
Affirmative Action Ans✓✓✓ A policy designed to redress past discrimination
against women and minority groups through measures to improve their economic
and educational opportunities
An employee's pay and benefits comprise Ans✓✓✓ their total compensation.
An organization with a culture of misconduct will likely Ans✓✓✓ have higher
employee turnover and lower productivity.
An organization's code of ethics Ans✓✓✓ states the importance of conducting
business in an ethical manner and provides guidelines for ethical behavior that
reflects its values.
Appraisals may be completed by the employee's immediate supervisor, peers,
subordinates, or customers. Asking all these people to assess the employee is
called a Ans✓✓✓ 360 review.
,Arbitration Ans✓✓✓ is when a third party issues a binding decision for conflict
resolution.
assessment center Ans✓✓✓ a wide variety of specific selection programs that
use multiple selection methods to rate applicants or job incumbents on their
management potential
Behaviorally Anchored Rating Scale (BARS) Ans✓✓✓ method of performance
measurement that rates behavior in terms of a scale showing specific statements
of behavior that describe different levels of performance
Biological job design Ans✓✓✓ focuses on minimizing the physical strain on the
worker by structuring the physical work environment around the way the body
works
Bona fide occupational qualification (BFOQ) Ans✓✓✓ a necessary (not merely
preferred) qualification for performing a job
Briefly describe the EEOC's functions Ans✓✓✓ (1) investigating and resolving
discrimination complaints through either conciliation or litigation, (2) gathering
and compiling statistical information on such complaints, and (3) running
education and outreach programs on what constitutes illegal discrimination.
Briefly discuss the main items we need to consider before recruiting. Ans✓✓✓
determining when we should recruit, alternatives to recruitment, the reach of our
recruiting efforts, and the issue of social media and other technology use in
recruiting.
,Briefly discuss the testing and legal considerations in the selection process.
Ans✓✓✓ The biggest legal considerations in the selection process are the
measures that are required to ensure we avoid illegal employment discrimination.
The major types of written tests are skills tests, personality tests, interest tests,
cognitive ability tests, and honesty or integrity tests. Drug tests and fitness-for-
duty tests are also allowed in most cases, but companies must follow specific
guidelines if they are going to use drug testing.
Briefly discuss the use of applications and résumés as selection tools. Ans✓✓✓
Applications and résumés are used in a fairly interchangeable manner, except the
application gives the company information on the applicant that is in a standard
format. This makes it easier to quickly scan and evaluate the different applicants.
Applications also typically have some legal language or disclosures that must be
agreed to by the applicant. Both documents should be used to review and verify
both the work experience and the education of the applicant. This experience and
education should always be verified, though, because evidence shows a high
percentage of people exaggerate or lie on applications and résumés.
Business leaders view sustainability as a contributor to Ans✓✓✓ increased
performance, including economic, social, and environmental performance.
Business necessity Ans✓✓✓ A work-related practice that is necessary to the safe
and efficient operation of an organization
business skills Ans✓✓✓ The analytical and quantitative skills—including in-depth
knowledge of how the business works and its budgeting and strategic-planning
processes—that are necessary for a manager to understand and contribute to the
profitability of the organization
, By law, each employee Ans✓✓✓ has a duty to comply with occupational safety
standards, rules, and regulations.
By law, employers must Ans✓✓✓ provide a place of employment that is free
from recognized hazards that are likely to cause death or serious physical harm to
employees.
career Ans✓✓✓ a commitment to work in a field that you find interesting and
fulfilling
career plateau Ans✓✓✓ when an individual feels unchallenged in their current
job and has little or no chance of advancement
centralization Ans✓✓✓ Degree to which decision making is concentrated within
the organization
Challenges with employee diversity include Ans✓✓✓ conflict, lack of information
sharing, and cohesiveness.
coaching Ans✓✓✓ communicating with someone for the direct purpose of
improving the person's on-the-job performance or behavior
Coaching is a process where managers give feedback to maintain and improve
performance. It is most successful when it involves four steps: Ans✓✓✓ describe
the current performance, establish the desired performance, gain employee
commitment to change, and follow up with the employee.
with verified answers
A performance assessment is used to determine Ans✓✓✓ how to improve
performance through some type of training and development.
A strong onboarding program can Ans✓✓✓ help retain employees, create a
better culture, and enhance cultural fit of new employees.
adverse employment action Ans✓✓✓ Any action such as firings, demotions,
schedule reductions, or changes that would harm the individual employee
Affirmative Action Ans✓✓✓ A policy designed to redress past discrimination
against women and minority groups through measures to improve their economic
and educational opportunities
An employee's pay and benefits comprise Ans✓✓✓ their total compensation.
An organization with a culture of misconduct will likely Ans✓✓✓ have higher
employee turnover and lower productivity.
An organization's code of ethics Ans✓✓✓ states the importance of conducting
business in an ethical manner and provides guidelines for ethical behavior that
reflects its values.
Appraisals may be completed by the employee's immediate supervisor, peers,
subordinates, or customers. Asking all these people to assess the employee is
called a Ans✓✓✓ 360 review.
,Arbitration Ans✓✓✓ is when a third party issues a binding decision for conflict
resolution.
assessment center Ans✓✓✓ a wide variety of specific selection programs that
use multiple selection methods to rate applicants or job incumbents on their
management potential
Behaviorally Anchored Rating Scale (BARS) Ans✓✓✓ method of performance
measurement that rates behavior in terms of a scale showing specific statements
of behavior that describe different levels of performance
Biological job design Ans✓✓✓ focuses on minimizing the physical strain on the
worker by structuring the physical work environment around the way the body
works
Bona fide occupational qualification (BFOQ) Ans✓✓✓ a necessary (not merely
preferred) qualification for performing a job
Briefly describe the EEOC's functions Ans✓✓✓ (1) investigating and resolving
discrimination complaints through either conciliation or litigation, (2) gathering
and compiling statistical information on such complaints, and (3) running
education and outreach programs on what constitutes illegal discrimination.
Briefly discuss the main items we need to consider before recruiting. Ans✓✓✓
determining when we should recruit, alternatives to recruitment, the reach of our
recruiting efforts, and the issue of social media and other technology use in
recruiting.
,Briefly discuss the testing and legal considerations in the selection process.
Ans✓✓✓ The biggest legal considerations in the selection process are the
measures that are required to ensure we avoid illegal employment discrimination.
The major types of written tests are skills tests, personality tests, interest tests,
cognitive ability tests, and honesty or integrity tests. Drug tests and fitness-for-
duty tests are also allowed in most cases, but companies must follow specific
guidelines if they are going to use drug testing.
Briefly discuss the use of applications and résumés as selection tools. Ans✓✓✓
Applications and résumés are used in a fairly interchangeable manner, except the
application gives the company information on the applicant that is in a standard
format. This makes it easier to quickly scan and evaluate the different applicants.
Applications also typically have some legal language or disclosures that must be
agreed to by the applicant. Both documents should be used to review and verify
both the work experience and the education of the applicant. This experience and
education should always be verified, though, because evidence shows a high
percentage of people exaggerate or lie on applications and résumés.
Business leaders view sustainability as a contributor to Ans✓✓✓ increased
performance, including economic, social, and environmental performance.
Business necessity Ans✓✓✓ A work-related practice that is necessary to the safe
and efficient operation of an organization
business skills Ans✓✓✓ The analytical and quantitative skills—including in-depth
knowledge of how the business works and its budgeting and strategic-planning
processes—that are necessary for a manager to understand and contribute to the
profitability of the organization
, By law, each employee Ans✓✓✓ has a duty to comply with occupational safety
standards, rules, and regulations.
By law, employers must Ans✓✓✓ provide a place of employment that is free
from recognized hazards that are likely to cause death or serious physical harm to
employees.
career Ans✓✓✓ a commitment to work in a field that you find interesting and
fulfilling
career plateau Ans✓✓✓ when an individual feels unchallenged in their current
job and has little or no chance of advancement
centralization Ans✓✓✓ Degree to which decision making is concentrated within
the organization
Challenges with employee diversity include Ans✓✓✓ conflict, lack of information
sharing, and cohesiveness.
coaching Ans✓✓✓ communicating with someone for the direct purpose of
improving the person's on-the-job performance or behavior
Coaching is a process where managers give feedback to maintain and improve
performance. It is most successful when it involves four steps: Ans✓✓✓ describe
the current performance, establish the desired performance, gain employee
commitment to change, and follow up with the employee.
