Hra549 - Exam 1

1.Question :The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a basis for applying different terms and conditions to employees.

Student Answer:TrueFalse

Points Received:1 of 1

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Question2.Question :The sample size used in job analysis is quite important when attempting to establish legal defensibility.



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Question3.Question :Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of job.



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Question4.Question :When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.



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Question5.Question :Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.



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Question6.Question :One advantage of intrinsic rewards is that they are basically cost-free.



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Question7.Question :A major disadvantage of a flexible work force is that _________.

Student Answer:it leads to loss of some control over workers

it can lead to conflict between core and flexible workers

flexible workers are often less familiar with equipment and procedures

all of the above


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Question8.Question :The primary source of common law in the United States is ________.

Student Answer:the U.S. Constitution

federal statutes

past court decisions

federal agency guidelines


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Question9.Question :You collect data on sales, the economy, and taxes over a number of years, and use this information to create a statistical equation that shows how each of these predictors has affected staffing levels in the past. Then you use the equation to predict future staffing levels. This is an example of__________.

Student Answer:regression analysis

ratio analysis

trend analysis

Markov analysis


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Question10.Question :Which of the following statements is false regarding person-job match?

Student Answer:Jobs are characterized by their requirements and embedded rewards.

Individuals are characterized by their level of qualification.

Individuals can be characterized by their motivation levels.

Organizational culture is an important aspect of person-job match.


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Question11.Question :When jobs are highly fluid, it is probably advisable for organizations to focus more on:

Student Answer:person-job match.

person-organization match.

recruiter-recruit match.

dynamic equilibrium.


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Question12.Question :Which of the following are unique properties of teams, from a staffing point of view?

Student Answer:Competencies are not generally useful for selection in teams because of the division of responsibility in teams.

KSAOs for teams involve job-spanning skills because members perform multiple roles.

Most research shows intelligence is unrelated to team success.

Both A and C.


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Question13.Question :Which of the following best represents the order of job characteristics that are important for job satisfaction (as identified in surveys), from most valued to least valued?

Student Answer:Variety of work, relationship with supervisor, compensation, and networking

Relationship with supervisor, networking, variety of work, and compensation

Compensation, relationship with supervisor, variety of work, and networking

Networking, variety of work, relationship with supervisor, and compensation


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Question14.Question :Briefly describe the difference between person/job match and person/organization match. Provide 1 concrete example of a work situation where one would be more desirable than the other.

Student Answer:The person/job match is basically noting the importance of finding the right person for the job, meaning that their skill set and experience is a match for what the position requires. The person/organization match places emphases on if the applicant is the right fit for the organization's culture and values. An example of person/organization match being more desirable than a person/organization match is two applicants who are both equally qualified for the position at Google. However the culture at Google is very relaxed and forward thinking in that they allow employees to wander around on company provided Segway's and write ideas on white boards everywhere. One applicant fits this ideal because of their work style and the other applicant is more rigid in their work habit and requires a more traditional work environment. The more traditional style employee might not be the best fit for Google.


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Question15.Question :List and briefly explain 3 of the many aspects of employment that are protected by employment anti-discrimination laws (Title VII, the ADA, the ADEA, etc.).

Student Answer:Title VII - Civil Rights Act passed that says employers cannot discriminate against an applicant or employee based on their sex, race, origin, or religion. ADA - An employer cannot discriminate against any handicapped applicant or employee who is qualified for the position and must accommodate needs that do not cause the company duress. ADEA - An employer cannot discriminate against an applicant or employee based on their age if they are qualified for a position.


Comments:Must be ago 40 or more for ADEA to apply.

Question16.Question :Name and define 2 alternative methods of dealing with employee surpluses. Briefly, describe when and how each might be useful in a staffing plan.

Student Answer:2 methods of dealing with employee surpluses are 1. implementing a hiring freeze to keep the company from hiring more unneeded employee's and 2. offering early retirement plans to those who might be getting close to retirement. This can help to stop unneeded hiring and to thin out employee's who might consider leaving the organization early.


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Question17.Question :List and define 2 task criteria that might be used to gather information about tasks in a job analysis. Discuss the pros and cons of each.

Student Answer:2 task criteria that might be used to gather information about tasks in a job analysis are 1. to ask the employee in the position which could be negative because they could inflate their tasks or positive because they could save the company time and money by helping with this task. 2. Using the knowledge's contained in O*Net, this could be cost effective and faster than other methods but it might not be tailored to that position in a certain industry where the position tasks vary slightly.


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Hra549 - Exam 1