MGMT 432 FINAL EXAM QUESTIONS AND
CORRECT ANSWERS
What is staffing? - answer process of acquiring, deploying and retaining a workforce of
sufficient quantity and quality to create positive impacts on the organization's
effectiveness.
Know the difference between the 5 types of staffing models:
CH.1 - answer Model 1: Deals with the transitional matrix, the staffing QUANTITY model.
This model deals with just numbers, not with quality.
Model 2: Job requirement to person's KSAO's need to match, but must still match
reward to motivation. Person/Job Match seeks to align characteristics of individuals &
jobs in ways that will result in desired HR outcomes.
Model 3: Expanded view of the match to find how well they match the jobs requirements
& rewards. Person/Org match
Model 4: Shows the staffing system components & the general sequence in which they
occur
Model 5: Depicts that organization's mission and it's goals/objectives drive both org.
strategy and HR & staffing strategy which interact with each other when they are being
formulated. Leaders to staffing policies and programs and serves as an overlay to both
support activities and core staffing activities.
What are the 3 types of employment relationships?
CH.2 - answer 1. Employer-employee
2. Independent contractor
3. Temporary Employee
What is the employer-employee relationship?
CH.2 - answer a culmination of the person/job matching process. The contracts are
written or oral (both are legally enforceable, however the oral is only for up to 1 year)
What is the independent contractor relationship?
CH.2 - answer NOT an employee & frees the employer of tax withholding.
What is the temporary employee relationship?
CH.2 - answer No special legal stature, and both have a considerate amount of control &
,both are jointly liable
What is disparate treatment?
CH.2 - answer Disparate treatment is where people are treated inconsistently with
intentional discrimination (EASIER TO PROVE)
What is disparate impact?
CH.2 - answer consistent treatment to everyone that RESULTS in the unfair treatment of
a protected class *can be because of tests/selection tests*
What is the Civil Rights Act (1964 & 1991)?
CH.2 - answer created by the EEOC. CLAIMS MUST BE MADE WITHIN 180 DAYS!! If an
agreement cannot be reached, the right to sue notice is sent or the EEOC can litigate.
Includes Title VII.
What did the CRA of 1991 add?
CH.2 - answer Title VII!! Disparate impact. Increases plaintiff's burden of proof as
victims can be sued for compensatory & punitive damages.
What is the Americans with Disabilities Act?
CH.2 - answer prohibits discrimination against qualified people with disability. It's a
case by case determination. On the application, you can put EEO and if you need
accommodations, you can contact the org or not. The org. is not required to create job
for the disabled, give preferential treatment or hire a shadow employee.
What is the Age Discrimination Employment Act?
CH.2 - answer There is no protection under ADEA for those <40. Age CAN be used as a
BFOQ, especially in regards to safety. Prohibits a mandatory retirement age.
What is the Immigration Reform & Control Act?
CH.2 - answer illegala to hire or continue to employe anyone not authorized to work in
the US.
What is the Fair Credit Reporting Act?
, CH.2 - answer must have a written notice to the applicant before obtaining credit report.
Cannot request documents without one.
How should organizations attempt to defend themselves when facing a disparate
treatment or disparate impact case?
CH.2 - answer disparate treatment- show that they are NOT discriminating. Possibly
prove that there is a BFOQ required for the job.
disparate impact- BFOQ, job necessity (it's a need for the function of the business)
Validation data is the strongest bases to prove for the requirement.
What is the 4/5th's rule?
CH.2 - answer The 4/5th's rule shows that minorities must be hired at 80% of the most
favored majority.
Process: Divide the amount hired by the amount applied. Multiply by 80%. This gives the
minimum percentage needed to hire of minority. Then look at each individual group.
What is included in the planning process?
CH.3 - answer HR Planning is the process of forecasting an org's labor demand
(requirements) and internal labor supply (availabilities) to compare projections and
future forecasts.
What is succession planning?
CORRECT ANSWERS
What is staffing? - answer process of acquiring, deploying and retaining a workforce of
sufficient quantity and quality to create positive impacts on the organization's
effectiveness.
Know the difference between the 5 types of staffing models:
CH.1 - answer Model 1: Deals with the transitional matrix, the staffing QUANTITY model.
This model deals with just numbers, not with quality.
Model 2: Job requirement to person's KSAO's need to match, but must still match
reward to motivation. Person/Job Match seeks to align characteristics of individuals &
jobs in ways that will result in desired HR outcomes.
Model 3: Expanded view of the match to find how well they match the jobs requirements
& rewards. Person/Org match
Model 4: Shows the staffing system components & the general sequence in which they
occur
Model 5: Depicts that organization's mission and it's goals/objectives drive both org.
strategy and HR & staffing strategy which interact with each other when they are being
formulated. Leaders to staffing policies and programs and serves as an overlay to both
support activities and core staffing activities.
What are the 3 types of employment relationships?
CH.2 - answer 1. Employer-employee
2. Independent contractor
3. Temporary Employee
What is the employer-employee relationship?
CH.2 - answer a culmination of the person/job matching process. The contracts are
written or oral (both are legally enforceable, however the oral is only for up to 1 year)
What is the independent contractor relationship?
CH.2 - answer NOT an employee & frees the employer of tax withholding.
What is the temporary employee relationship?
CH.2 - answer No special legal stature, and both have a considerate amount of control &
,both are jointly liable
What is disparate treatment?
CH.2 - answer Disparate treatment is where people are treated inconsistently with
intentional discrimination (EASIER TO PROVE)
What is disparate impact?
CH.2 - answer consistent treatment to everyone that RESULTS in the unfair treatment of
a protected class *can be because of tests/selection tests*
What is the Civil Rights Act (1964 & 1991)?
CH.2 - answer created by the EEOC. CLAIMS MUST BE MADE WITHIN 180 DAYS!! If an
agreement cannot be reached, the right to sue notice is sent or the EEOC can litigate.
Includes Title VII.
What did the CRA of 1991 add?
CH.2 - answer Title VII!! Disparate impact. Increases plaintiff's burden of proof as
victims can be sued for compensatory & punitive damages.
What is the Americans with Disabilities Act?
CH.2 - answer prohibits discrimination against qualified people with disability. It's a
case by case determination. On the application, you can put EEO and if you need
accommodations, you can contact the org or not. The org. is not required to create job
for the disabled, give preferential treatment or hire a shadow employee.
What is the Age Discrimination Employment Act?
CH.2 - answer There is no protection under ADEA for those <40. Age CAN be used as a
BFOQ, especially in regards to safety. Prohibits a mandatory retirement age.
What is the Immigration Reform & Control Act?
CH.2 - answer illegala to hire or continue to employe anyone not authorized to work in
the US.
What is the Fair Credit Reporting Act?
, CH.2 - answer must have a written notice to the applicant before obtaining credit report.
Cannot request documents without one.
How should organizations attempt to defend themselves when facing a disparate
treatment or disparate impact case?
CH.2 - answer disparate treatment- show that they are NOT discriminating. Possibly
prove that there is a BFOQ required for the job.
disparate impact- BFOQ, job necessity (it's a need for the function of the business)
Validation data is the strongest bases to prove for the requirement.
What is the 4/5th's rule?
CH.2 - answer The 4/5th's rule shows that minorities must be hired at 80% of the most
favored majority.
Process: Divide the amount hired by the amount applied. Multiply by 80%. This gives the
minimum percentage needed to hire of minority. Then look at each individual group.
What is included in the planning process?
CH.3 - answer HR Planning is the process of forecasting an org's labor demand
(requirements) and internal labor supply (availabilities) to compare projections and
future forecasts.
What is succession planning?
