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
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
