BUSMHR 3200 Final Exam Questions And Answers Rated 100%
Correct!!
1. Forecasting The attempts to determine the supply of and demand for various types
of human resources to predict areas within the organization where
there will be labor shortages or surpluses
2. Trend Analysis Constructing and applying statistical models that predect labor demand for
the
next year, given relatively objective statistics from the previous year
3. Leading Objective measures that accurately predict future labor demand
Indica- tors
4. Transitional A chart that lists job categories held in one period and shows the proporti
Ma- trix of employees in each of those job categories in a future period
5. Core A set of knowledge and skills that make the organization superior to
Competen- cy competitors and create value for customers
6. Downsizing The planned elimination of large numbers of personnel with the goal
of enhanc- ing the organization's competitiveness
7. Workforce A comparison of the proportion of employees in protected groups
Uti- lization with the proportion that each group represents int he revelant
Review labor market
8. Recruiting Any activity carried on by the organization with the primary purpose of
identifying and attracting potential employees
9. Involunta 11. Outcome Fari- ness
ry
Turnover
10. Voluntary
Turnover
1/
21
, BUSMHR 3200 Final Exam Questions And Answers Rated 100%
Correct!!
Turnover to stay)
initiated by an
employer (often Turnover initiated by employees (often when the organization would
with employees prefer to keep them)
who would prefer
A judgment that the consequences given to employees are just
2/
21
, BUSMHR 3200 Final Exam Questions And Answers Rated 100%
Correct!!
12. Procedural A judgment that fair methods were used to determine the consequences a
Jus- tice employee receives
13. Interactional A judgment that the organization carried out its actions in a way that took the
Jus- tice employee's feelings into account
14. Hot-Stove Rule Principle of discipline that says discipline should be like a hot stove, given
clear
warning and following up with consistent, objective, immediate consequences
15. Progressive A formal discipline process in which the consequences become more
Dis- cipline serious if the employee repeats the ottense
16. Alternative Methods of solving a problem by bringing in an impartial outsider but
Dis- pute not using the court system
Resolution
(ADR)
An organization's policy of making managers available to hear complaints
17. Open-Door
Poli- cy
18. Peer Review Process for resolving disputes by taking them to a panel composed of
represen- tatives from the organization at the same levels as the
people in the dispute
19. Mediation Nonbinding process in which a neutral party from outside the
organization hears the case and tries to help the people in conflict
arrive at settlement
20. Arbitration Binding process in which a professional arbitrator from outside the
organization (usually a lawyer or judge) hears the case and resolves it
by making a decision
21. Employee Program (EAP)
Assis- tance
3/
21
Correct!!
1. Forecasting The attempts to determine the supply of and demand for various types
of human resources to predict areas within the organization where
there will be labor shortages or surpluses
2. Trend Analysis Constructing and applying statistical models that predect labor demand for
the
next year, given relatively objective statistics from the previous year
3. Leading Objective measures that accurately predict future labor demand
Indica- tors
4. Transitional A chart that lists job categories held in one period and shows the proporti
Ma- trix of employees in each of those job categories in a future period
5. Core A set of knowledge and skills that make the organization superior to
Competen- cy competitors and create value for customers
6. Downsizing The planned elimination of large numbers of personnel with the goal
of enhanc- ing the organization's competitiveness
7. Workforce A comparison of the proportion of employees in protected groups
Uti- lization with the proportion that each group represents int he revelant
Review labor market
8. Recruiting Any activity carried on by the organization with the primary purpose of
identifying and attracting potential employees
9. Involunta 11. Outcome Fari- ness
ry
Turnover
10. Voluntary
Turnover
1/
21
, BUSMHR 3200 Final Exam Questions And Answers Rated 100%
Correct!!
Turnover to stay)
initiated by an
employer (often Turnover initiated by employees (often when the organization would
with employees prefer to keep them)
who would prefer
A judgment that the consequences given to employees are just
2/
21
, BUSMHR 3200 Final Exam Questions And Answers Rated 100%
Correct!!
12. Procedural A judgment that fair methods were used to determine the consequences a
Jus- tice employee receives
13. Interactional A judgment that the organization carried out its actions in a way that took the
Jus- tice employee's feelings into account
14. Hot-Stove Rule Principle of discipline that says discipline should be like a hot stove, given
clear
warning and following up with consistent, objective, immediate consequences
15. Progressive A formal discipline process in which the consequences become more
Dis- cipline serious if the employee repeats the ottense
16. Alternative Methods of solving a problem by bringing in an impartial outsider but
Dis- pute not using the court system
Resolution
(ADR)
An organization's policy of making managers available to hear complaints
17. Open-Door
Poli- cy
18. Peer Review Process for resolving disputes by taking them to a panel composed of
represen- tatives from the organization at the same levels as the
people in the dispute
19. Mediation Nonbinding process in which a neutral party from outside the
organization hears the case and tries to help the people in conflict
arrive at settlement
20. Arbitration Binding process in which a professional arbitrator from outside the
organization (usually a lawyer or judge) hears the case and resolves it
by making a decision
21. Employee Program (EAP)
Assis- tance
3/
21
