HRM 531 Entire Course

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HRM 531 Entire Course Link
https://uopcourses.com/category/hrm-531/
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HRM 531 Week 1
Knowledge Check


The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 15 / 15

Concepts Mastery
Questions

Employment at
Will 100% • 1

• 2

• 15

Major employment
laws 100% • 3

• 4• 5

Fundamental
Features of the U.S. Industrial Relations System (Six Factors) 100% • 6

• 7• 8

Three General
Types of Third-Party Involvement in a Bargaining Impasse 100% • 9

• 10

• 11

Forms of
Nonunion Grievance Procedures 100% • 12

• 13

• 14

Concept:
Employment at Will

Mastery : 100%
Questions : • 1

• 2

• 15

Materials on the
concept:

• Employment at
Will

1.

According to
_____, an employee may not be fired because he or she refuses to commit an
illegal act, such as perjury or price fixing.

• A.

public policy
exception

• B.

social learning
theory

• C.

retaliatory
discharge

• D.

lifestyle
discriminate

2.

A worker being
fired for actions ranging from filing a workers’ compensation claim to
reporting safety violations to government agencies is called

• A.

unfair dismissal

• B.

red-hot-stove
discipline

• C.

retaliatory
discharge

• D.

just cause

15.

_____ refers to
an employment relationship between an employer and an employee, under which
either party can terminate the relationship without notice for any reason not
prohibited by law.

• A.

Fiduciary duty
of loyalty

• B.

Employment at
will

• C.

Due process

• D.

An implied
promise

Concept: Major
employment laws

Mastery : 100%
Questions : • 3

• 4• 5

Materials on the
concept:

• Title VII of
the Civil Rights Act of 1964

• The Legal
Context of Human Resource Decisions

3.

A bona fide
occupational qualification allows

• A.

exemption from
the Fourteenth Amendment

• B.

seniority
systems

• C.

discrimination
to be permissible when a qualification is considered reasonably necessary to
the operation of the business or enterprise

• D.

random drug
testing

4.

The Civil Rights
Act of 1871

• A.

prohibits the
denial, termination, or suspension of government contracts if an employer is
following an affirmative action plan accepted by the federal government for the
same facility within the past 12 months

• B.

requires that
men and women working for the same establishment be paid the same rate of pay
for work that is substantially equal in skill, effort, responsibility, and
working conditions

• C.

grants all
citizens the right to sue in federal court if they feel they have been deprived
of any rights guaranteed by the Constitution and other laws

• D.

provides that a
seniority system that intentionally discriminates against the members of a
protected group can be challenged within 180 days

5.

Title VII is
most relevant to the employment context because it _____ on the basis of race,
color, religion, sex, or national origin in all aspects of employment.

• A.

encourages
advancement

• B.

prohibits
discrimination

• C.

eliminates
nepotism

• D.

prevents layoffs

Concept:
Fundamental Features of the U.S. Industrial Relations System (Six Factors)

Mastery : 100%
Questions : • 6

• 7• 8

Materials on the
concept:

• Fundamental
Features of the U.S. Industrial Relations System

6.

One distinctive
feature of the U.S. system compared with other countries is

• A.

selective
representation

• B.

collective
agreements are of fixed duration that embody a sharp distinction between
negotiation of and interpretation

• C.

centralized
collective bargaining

• D.

low union dues
and small union staffs

7.

The role of
government in the U.S. industrial relations system is characterized by

• A.

active in
dispute resolution

• B.

legalistic in
the courts only

• C.

legalistic in
administrative procedures and the courts, but passive in dispute resolution

• D.

legalistic in
administrative procedures and active in dispute resolution

8.

In U.S.
industrial relations, union organization is

• A.

opposed by both
large and small employers

• B.

opposed by small
employers but supported by large employers

• C.

opposed by large
employers but supported by small employers

• D.

supported by
both large and small employers

Concept: Three
General Types of Third-Party Involvement in a Bargaining Impasse

Mastery : 100%
Questions : • 9

• 10

• 11

Materials on the
concept:

• Bargaining
Impasses: Strikes, Lockouts, or Third-Party Involvement

9.

The right of
employees to strike in support of their bargaining demands is protected by

• A.

the
Landrum-Griffin Act

• B.

state law

• C.

collective
bargaining agreements

• D.

the Taft-Hartley
Act

10.

While mediation
assists the parties to reach their own settlement, _____ hears the positions of
both and decides on binding settlement terms.

• A.

fact-finding

• B.

arbitration

• C.

wildcat
resolution

• D.

intercession

11.

Mediation is
most successful when

• A.

the mediator
acts as a judge in the negotiations

• B.

disputants see
mediators as fair

• C.

mediators are
assigned by the courts to intervene

• D.

the mediator’s
advice has the force of a government writ

Concept: Forms
of Nonunion Grievance Procedures

Mastery : 100%
Questions : • 12

• 13

• 14

Materials on the
concept:

• Grievance
Procedures in Nonunion Companies: Workplace Due Process

12.

A(n) _____ is a
neutral facilitator between employees and managers who assists in resolving
workplace disputes.

• A.

peer-review
panel

• B.

grievance
committee

• C.

ombudsperson

• D.

complaint team

13.

The concept of
_____ requires an employer not only to produce persuasive evidence of an
employee’s liability or negligence, but also to provide the employee a fair
hearing and to impose a penalty appropriate to the proven offense.

• A.

the hot-stove
rule

• B.

positive
discipline

• C.

progressive
discipline

• D.

just cause

14.

In a unionized
firm, the _____ clause of the collective bargaining agreement typically retains
for management the authority to impose reasonable rules for workplace conduct
and to discipline employees for just cause.

• A.

employee
relations

• B.

management
rights

• C.

implied promises

• D.

organizational
support

 

 

HRM 531 week 2
Employment Law Compliance Plan


Complete the
Employment Law Compliance Plan task in the form of a memo, as described in the
message from Traci on the Atwood and Allen Consulting Page.

1) Under the
individual assignment, click on the Atwood and Allen Consulting page

2) Click under
the corresponding week

3) Read Traci’s
email; please ensure that you read Traci’s email all the way to the end since this
is where you will find the instructions for your assignments every week.

4) Choose from
one of the businesses that has been provided; small, medium, or large (click on
one of the links)

5) After
choosing the business, please construct your paper or memo, which ever it may
be, according to the instructions on Traci’s email.

Please note, not
every assignment’s format is a memo, some are actually presented in a research
paper format. Must use APA formatting. Must include a title page with all
assignments.

Please follow
these steps on a weekly basis

 

HRM 531 Week 2
Learning Team Reflection


Discuss the work
you completed for your client this week. Your discussion should include the
principles and strategies that apply to your business and those that can apply
to each member’s business.

Prepare a 350-
to 1,050-word paper detailing the findings of your discussion.

Click the
Assignment Files tab to submit your assignment.

 

HRM 531 Week 2
Knowledge Check


The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 21 / 21

Concepts Mastery
Questions

Components and
Objectives of Organizational Reward Systems 100% • 1

• 2• 3

Determinants of
Pay Structure and Level 100% • 4

• 5• 6

Policy Issues in
Pay Planning and Administration 100% • 7

• 8• 9

Organization-wide
Incentives 100% • 10

• 11

• 12

Strategic
Considerations in the Design of Benefit Programs 100% • 13

• 14

• 15

Components of
the Benefits Package 100% • 16

• 17

• 18

Cost-Containment
Strategies for Benefits 100% • 19

• 20

• 21

Concept:
Components and Objectives of Organizational Reward Systems

Mastery : 100%
Questions : • 1

• 2• 3

Materials on the
concept:

• Components and
Objectives of Organizational Reward Systems

1.

At a
comprehensive point of view, a(n) _____ includes anything an employee values
and desires that an employer is able and willing to offer in exchange for
employee contributions.

• A.

competency-based
pay system

• B.

employee stock
ownership plan

• C.

organizational
reward system

• D.

merit-pay method

2.

___________
bridge the gap between organizational objectives and individual expectations
and aspirations.

• A.

Financial
systems

• B.

Corporate
compensation systems

• C.

Employment
practices

• D.

Rewards

3.

Reviews of both
laboratory and field tests of _____________ are quite consistent. Individuals
tend to follow the equity norm and to use it as a basis for distributing
rewards.

• A.

equity theory

• B.

the external
labor market

• C.

organizational
needs

• D.

the internal
labor market

Concept:
Determinants of Pay Structure and Level

Mastery : 100%
Questions : • 4

• 5• 6

Materials on the
concept:

• Determinants
of Pay Structure and Level

4.

In labor
economics, __________________ theory holds that unless an employee can produce
a value equal to the value received in wages, it will not be worthwhile to hire
that worker.

• A.

the marginal
productivity

• B.

the percent of
company offerings

• C.

the willingness
to reduce the size of the workforce

• D.

the concern with
pay for position

5.

Which of the
following laws established the first national minimum wage?

• A.

Davis–Bacon Act
(1931)

• B.

Fair Labor
Standards Act (1938)

• C.

Walsh–Healey Act
(1936)

• D.

McNamara–O’Hara
Service Contract Act (1965)

6.

The
Sarbanes–Oxley Act of 2002 requires that

• A.

companies can
seek repayment for incentives paid that were later found to be materially
inaccurate

• B.

the Securities
and Exchange Commission meet annually to discuss bonuses

• C.

the minimum wage
change each year

• D.

executives
cannot retain bonuses or profits from selling company stock if they mislead the
public about the financial health of the company

Concept: Policy
Issues in Pay Planning and Administration

Mastery : 100%
Questions : • 7

• 8• 9

Materials on the
concept:

• Alternatives
to Pay Systems Based on Job Evaluation

• Policy Issues
in Pay Planning And Administration

7.

In the United
States, salary discussions among employees are protected under

• A.

the Equal Pay
Act (1963)

• B.

the National
Labor Relations Act (1935)

• C.

Salary.com

• D.

the Fair Labor
Standards Act (1938)

8.

Open pay systems
tend to work best when

• A.

there is a union
to negotiate pay increases

• B.

business
strategy matches the organizational development stage

• C.

job performance
can be measured objectively

• D.

effort and
performance are related closely over a long time span

9.

Narrowing pay
ratios between jobs or pay grades in a firm’s pay structure is

• A.

pay secrecy

• B.

pay compression

• C.

pay security

• D.

pay inequality

Concept:
Organization-wide Incentives

Mastery : 100%
Questions : • 10

• 11

• 12

Materials on the
concept:


Organizationwide Incentives

• Team
Incentives

10.

Gain sharing
plans consist of all EXCEPT which of the following elements:

• A.

An internal
equity

• B.

A philosophy of
cooperation

• C.

A financial
bonus

• D.

An involvement
system

11.

Which of the
following is NOT another name for gain sharing?

• A.

The Scanlon plan

• B.

The Rucker plan

• C.

Control-based
compensation

• D.

Improshare

12.

One downside of
team incentives is that

• A.

managers do not
feel that incentives motivate employees equally

• B.

it does not
provide retirement income to employees

• C.

most employees
do not feel that their jobs have a direct impact on profits

• D.

it does nothing
to educate employees about the factors of business success and capitalism

Concept: Strategic
Considerations in the Design of Benefit Programs

Mastery : 100%
Questions : • 13

• 14

• 15

Materials on the
concept:

• Long-Term
Strategic Business Plans

• Strategic
Considerations in the Design of Benefits Programs

13.

One strategic
issue that should influence the design of benefits is an organization’s

• A.

plan to pay
panel

• B.

value to
employees

• C.

shareholder’s
form

• D.

stage of
development

14.

Evidence
indicates that the perceived value of benefits rises when employers introduce

• A.

higher salaries

• B.

more jobs

• C.

flexible
supervisors

• D.

choice through a
flexible benefits package

15.

Which act covers
private-sector employees over age 21 enrolled in noncontributory (100%
employer-paid) retirement plans that have 1-year service?

• A.

COBRA (1985)

• B.

HIPAA (1996)

• C.

ERISA (1974)

• D.

ADA (1990)

Concept:
Components of the Benefits Package

Mastery : 100%
Questions : • 16

• 17

• 18

Materials on the
concept:

• Workers’
Compensation

• Disability
Insurance

• Components of
the Benefits Package

16.

______________cover
128 million workers in the United States.

• A.

Workers’
compensation programs

• B.

Defined-benefit
programs

• C.

Defined-contribution
programs

• D.

Point-of-service
programs

17.

________________
provides a supplemental, one-time payment when death is accidental, and it
provides a range of benefits when employees become disabled—that is, when they
cannot perform the main functions of their occupations.

• A.

A preferred
provider payment

• B.

Medical
underwriting

• C.

Disability coverage

• D.

A
point-of-service plan

18.

The type of
private pension plan in which an employer promises to pay a retiree a stated
pension is a

• A.

defined-benefit
plan

• B.

defined-performance
plan

• C.

defined-retirement
plan

• D.

defined-contribution
plan

Concept:
Cost-Containment Strategies for Benefits

Mastery : 100%
Questions : • 19

• 20

• 21

Materials on the
concept:


Cost-Containment Strategies

• Severance Pay

19.

What is driving
the increasing costs of healthcare?

• A.

Passage of the
health care exchanges

• B.

Aging population
and an increase in obesity

• C.

Increasing
numbers of legal immigrants

• D.

Rising cost of
childcare

20.

The gatekeeper
in a managed care health insurance plan is the

• A.

primary care
physician

• B.

insurance cost
monitor

• C.

the employee

• D.

the HR
representative

21.

__________ is
not legally required, and, because of unemployment compensation, many firms do
not offer it.

• A.

Retirement pay

• B.

Short-term
disability

• C.

Severance pay

• D.

Cost shifting

 

HRM 531 week 3 Compensation
and Benefits Strategies Recommendations


Complete the
Compensation and Benefits Strategies Recommendations task as described in the
Email from Traci on the Atwood and Allen Consulting Page.

 

HRM 531 Week 3
Knowledge Check


The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 14 / 15

Concepts Mastery
Questions

Requirements of
Effective Appraisal Systems 100% • 1

• 2• 3

Methods of
Appraising Employee Performance 100% • 4

• 5• 6

Performance-Appraisal
Legalities 100% • 7

• 8• 9

Elements of
Effective Performance Feedback Interviews 100% • 10

• 11

• 12

Four Broad Types
of Internal Moves 100% • 13

• 14

• 15

Concept:
Requirements of Effective Appraisal Systems

Mastery : 100%
Questions : • 1

• 2• 3

Materials on the
concept:

• Requirements
Of Effective Appraisal Systems

1.

________ implies
that a performance appraisal system is capable of distinguishing effective from
ineffective performers.

• A.

Relevance

• B.

Sensitivity

• C.

Reliability

• D.

Acceptability

2.

_____ translate
job requirements into levels of acceptable or unacceptable employee behavior.

• A.

Absolute rating
systems

• B.

Qualitative
analyses

• C.

Reliability
judgments

• D.

Performance
standards

3.

One requirement
of sound appraisal systems is _____, which refers to consistency of judgment.

• A.

reliability

• B.

sensitivity

• C.

relevance

• D.

acceptability

Concept: Methods
of Appraising Employee Performance

Mastery : 100%
Questions : • 4

• 5• 6

Materials on the
concept:

• Alternative
Methods Of Appraising Employee Performance

4.

Which of the
following is an advantage of narrative essays?

• A.

Good for
individual feedback and development

• B.

Good for making
comparisons across employees

• C.

Forces raters to
make distinctions among employees

• D.

Provides a
direct link between job analysis and performance appraisal

5.

Which of the
following is a disadvantage of forced distribution?

• A.

Difficult to
make comparisons across employees

• B.

May be
inaccurate if a group of employees is either very effective or ineffective

• C.

Provides little
basis for individual feedback and development

• D.

Forces raters to
make distinctions among employees

6.

The advantage of
using a behavioral checklist is that

• A.

it is good for
individual feedback and development

• B.

the meaning of
response categories is generally interpreted similarly by various raters

• C.

it focuses
directly on job behaviors

• D.

it provides a
direct link between job analysis and performance appraisal

Concept:
Performance-Appraisal Legalities

Mastery : 100%
Questions : • 7

• 8• 9

Materials on the
concept:

• Purposes Of
Performance-Appraisal Systems

• Requirements
Of Effective Appraisal Systems

7.

Appraisals
provide legal and formal organizational justification for

• A.

employment
decisions

• B.

keeping unions
out

• C.

high executive
salaries

• D.

bringing legal
action against employees



8.

The answer to
the question “What really makes the difference between success and failure on a
particular job, and according to whom?” determines

• A.

relevance

• B.

sensitivity

• C.

reliability

• D.

coherence

9.

To avoid legal
difficulties regarding performance appraisals, organizations should

• A.

train
supervisors on how to skip embarrassing questions

• B.

allow
supervisors flexibility in the appraisal process

• C.

provide written
instructions and train supervisors on the rating system

• D.

use the
competitors appraisal system

Concept:
Elements of Effective Performance Feedback Interviews

Mastery : 100%
Questions : • 10

• 11

• 12

Materials on the
concept:

• Secrets Of
Effective Performance-Feedback Interviews

10.

Prior to the
performance-feedback interview, the supervisor should

• A.

communicate
frequently with subordinates about their performance

• B.

refrain from
speaking to subordinates

• C.

have a coworker
complete the entire appraisal

• D.

set aside a
maximum of 15 minutes to write the appraisal

11.

Most companies
require that appraisal results be

• A.

e-mailed to the
employee

• B.

signed by the
manager

• C.

sent by
certified mail to the employee

• D.

discussed with
the employee

12.

Supervisors that
excel at conducting performance-feedback interviews typically have received
_________ prior to conducting appraisals.

• A.

a bonus

• B.

vacation

• C.

a promotion

• D.

training

Concept: Four
Broad Types of Internal Moves

Mastery : 100%
Questions : • 13

• 14

• 15

Materials on the
concept:

• Internal
Staffing Decisions: Patterns of Career Change

• Promotions

13.

From the
organizations perspective, the four broad types of internal moves include

• A.

layoffs,
retirements, resignations, and demotions

• B.

demotions,
transfers, relocations, and up

• C.

promotions,
demotions, transfers, and relocations

• D.

promotions,
demotions, transfers, and layoffs

14.

Psychologically,
promotions help satisfy employees’ need for

• A.

superiority

• B.

separation

• C.

discipline

• D.

security

15.

To minimize
defensive behavior, procedures used for promotion decisions must be

• A.

changed
frequently

• B.

flexible

• C.

rigid

• D.

fair

 

HRM 531 Week 4
Knowledge Check


The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 12 / 12

Concepts Mastery
Questions

Four Levels of
Needs Analysis 100% • 1

• 2• 3

Principles That
Enhance Learning 100% • 4

• 5• 6

Three Categories
of Training Methods 100% • 7

• 8• 9

Steps in
Evaluation Phase 100% • 10

• 11

• 12

Concept: Four
Levels of Needs Analysis

Mastery : 100%
Questions : • 1

• 2• 3

Materials on the
concept:

• Assessing
Training Needs

• Assessing
Training Needs and Designing Training Programs

1.

The level of
training needs analysis that focuses on identifying whether training supports
the company’s strategic direction is called _____ analysis.

• A.

individual

• B.

environmental

• C.

operations

• D.

organization

2.

_____ analysis
is helpful in determining the special needs of a particular group, such as
older workers, women, or managers at different levels.

• A.

Individual

• B.

Operations

• C.

Demographic

• D.

Organization

3.

The level of
training needs analysis that attempts to identify the content of the training
is _____ analysis.

• A.

operations

• B.

individual

• C.

environmental

• D.

organizational

Concept:
Principles That Enhance Learning

Mastery : 100%
Questions : • 4

• 5• 6

Materials on the
concept:

• Principles
that Enhance Learning

4.

_____ refers to
the material that is rich in association for the trainees and is therefore
easily understood by them.

• A.

Meaningfulness

• B.

Pygmalion effect

• C.

Orientation

• D.

Training paradox

5.

Which theory is
founded on the premise that an individual’s intentions regulate his or her
behavior?

• A.

Attribution
theory

• B.

Grounded theory

• C.

Correspondent
inference theory

• D.

Goal theory

6.

When trainees
are given the opportunity to practice far beyond the point where they have
performed a task correctly several times, the task becomes second nature and is

• A.

repetitive

• B.

overlearned

• C.

boring

• D.

irrelevant

Concept: Three
Categories of Training Methods

Mastery : 100%
Questions : • 7

• 8• 9

Materials on the
concept:

• Selecting
Training Methods

7.

The systematic,
long-range program within information presentation training methods to improve
the organization is

• A.

conferences

• B.

intelligent
tutoring

• C.

on-the-job
training

• D.

organizational
development

8.

Which of the
following is an example of the simulation method of training?

• A.

Job rotation

• B.

Orientation

• C.

Correspondence
courses

• D.

In-basket

9.

Which of the
following is an example of an on-the-job training method?

• A.

Intelligent
tutoring

• B.

Role playing

• C.

Understudy
assignments

• D.

Case method

Concept: Steps
in Evaluation Phase

Mastery : 100%
Questions : • 10

• 11

• 12

Materials on the
concept:

• Evaluating
Training Programs

10.

In evaluating
training programs, it is important to distinguish _____ from data-collection
methods.

• A.

targets of
evaluation

• B.

organizational
payoffs

• C.

cost-benefit
analysis

• D.

individual
participation

11.

The impact of
training on _____ is the most significant, but it is the most difficult effect
to demonstrate.

• A.

trainee
self-esteem

• B.

organizational
results

• C.

demographics

• D.

action learning

12.

The evaluation
phase is one phase of the process for effective training to occur. Which of the
following is not a part of the evaluation phase?

• A.

Development
criteria

• B.

Pretest trainees

• C.

Monitor training

• D.

Select training
media

 

HRM 531 Week 4
Learning Team Reflection


Discuss the work
you completed for your client this week. Your discussion should include the
principles and strategies that apply to your business and those that can apply
to each member’s business.

Prepare a 350-
to 1,050-word paper detailing the findings of your discussion.

Click the
Assignment Files tab to submit your assignment.

 

HRM 531 week 4
Performance Management Plan


Complete the
Performance Management Plan task as described in the Email from Traci on the
Atwood and Allen Consulting page.

 

HRM 531 Week 5
Knowledge Check


The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 15 / 15

Concepts Mastery
Questions

The Employee
Recruitment/Selection Process 100% • 1

• 8• 9

Four Types of
Company Postures for Recruitment 100% • 2

• 3• 4

Internal and
External Recruitment Methods 100% • 5

• 6• 7

Organizational
Considerations in Staffing Decisions 100% • 10

• 11

• 12

Screening and
Selection Methods 100% • 13

• 14

• 15

Concept: The Employee
Recruitment/Selection Process

Mastery : 100%
Questions : • 1

• 8• 9

Materials on the
concept:

• The Employee
Recruitment/Selection Process

1.

Recruitment
begins by specifying __________, which are the typical result of job analysis
and workforce planning activities.

• A.

human resource
requirements

• B.

strategic
imperatives

• C.

pay grades

• D.

affirmative
action candidates

8.

The step
following recruitment is ________, which is basically a rapid, rough selection
process.

• A.

orientation

• B.

initial
screening

• C.

performance
management

• D.

workforce
planning

9.

Typically, the
first step in an employee’s introduction to company policies, practices, and
benefits is a(n) _________ program.

• A.

initial
screening

• B.

intensive
training program

• C.

team-building

• D.

orientation

Concept: Four
Types of Company Postures for Recruitment

Mastery : 100%
Questions : • 2

• 3• 4

Materials on the
concept:

• Developing
Recruitment Policies: Labor-Market Issues

2.

Which of the
following statements about a company using a passive nondiscrimination posture
is true?

• A.

It is a
concerted effort by the organization to actively expand the pool of applicants
so that no one is excluded because of past or present discrimination.

• B.

This posture
recognizes that discriminatory practices in the past may block prospective
applicants from seeking present job opportunities.

• C.

No attempt is
made by the company to recruit actively among prospective minority applicants.

• D.

It
systematically favors women and minorities in hiring and promotion decisions.

3.

Which of the
following is a concerted effort by the organization to actively expand the pool
of applicants so that no one is excluded because of past or present
discrimination?

• A.

Hard quotas

• B.

Pure
diversity-based recruitment

• C.

Diversity-based
recruitment with preferential hiring

• D.

Passive
nondiscrimination

4.

A soft-quota
system

• A.

fails to
recognize that discriminatory practices in the past may block prospective
applicants from seeking present job opportunities

• B.

represents a
mandate to hire specific numbers of women or minority group members

• C.

is a commitment
to treat all races and sexes equally in all decisions about hiring, promotion,
and pay

• D.

systematically
favors women and minorities in hiring and promotion decisions

Concept:
Internal and External Recruitment Methods

Mastery : 100%
Questions : • 5

• 6• 7

Materials on the
concept:

• Internal
versus External Labor Markets

• Internal
Recruitment

5.

_________ affect
recruitment policies because firms often give preference to current employees
in promotions, transfers, and other career-enhancing opportunities.

• A.

Union employee
percentages

• B.

Labor market
characteristics

• C.

EEOC guidelines

• D.

Internal labor
markets

6.

When
implementing recruitment activities, initial consideration should be given to a
company’s __________, especially for filling jobs above the entry level.

• A.

minority groups

• B.

current
employees

• C.

women workforce

• D.

foreign
subsidiaries

7.

Promotion-from-within
policies must ______________, coupled with a company philosophy that permits
employees to consider available opportunities within the organization.

• A.

include
incentives to keep employees in their current positions

• B.

respect
seniority positions

• C.

receive strong
top-management support

• D.

anticipate
training needs

Concept:
Organizational Considerations in Staffing Decisions

Mastery : 100%
Questions : • 10

• 11

• 12

Materials on the
concept:

• Business
Strategy

• Organizational
Culture

10.

This type of
management style is often associated with organizations in the embryonic stage.

• A.

Freewheeling

• B.

Growth director

• C.

Entrepreneur

• D.

Movers and
shakers

11.

Which of the
following statements about an aging organization is true?

• A.

It demands extreme
cost control through consistency and centralized procedures.

• B.

It emphasizes
the generation of cash to develop new product lines.

• C.

It is concerned
with building excellence in the management teams.

• D.

It is
characterized by a heavy emphasis on product engineering.

12.

The role of
organizational culture in staffing is best applied if companies

• A.

avoid hiring
only those who fit the specifics of the organization’s culture

• B.

staffing
decisions are independent of organizational culture

• C.

staff only those
who fit into the profile of the organization’s culture

• D.

actively seek
out those individuals who have values contrary to the organization’s culture

Concept:
Screening and Selection Methods

Mastery : 100%
Questions : • 13

• 14

• 15

Materials on the
concept:

• Employment
Application Forms

• Screening and
Selection Methods


Recommendations, References, and Background Checks

13.

The information
least likely to be obtained in reference checks and recommendations is

• A.

a description of
the applicant’s physical attractiveness

• B.

character and
interpersonal competence

• C.

willingness of a
previous employer to rehire the applicant

• D.

education and
employment history

14.

Which law gives
students the legal right to see all letters of recommendation written about
them and also permits release of information about a student only to people
approved by the student at the time of the request?

• A.

Equal
Educational Opportunities Act (1974)

• B.

Protection of
Pupil Rights Amendment (1978)

• C.

Family
Educational Rights and Privacy Act (1974)

• D.

Freedom of
Information and Protection of Privacy Act (1990)

15.

Which act
requires third-party investigators to secure the applicant’s written consent
prior to doing a background check?

• A.

Fair Labor
Standards Act (1938)

• B.

Equal Credit
Opportunity Act (1974)

• C.

Gramm–Leach–Bliley
Act (1999)

• D.

Fair Credit
Reporting Act (1970)

 

HRM 531 week 5
Training Plan


Complete the
Training Plan task as described in the Email from Traci on the Atwood and Allen
Consulting page.

 

HRM 531 Week 6
Knowledge Check


The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 9 / 9

Concepts Mastery
Questions

Five Reasons Why
Diversity Has Become Dominant in Managing Human Resources 100% • 1

• 2• 3

Differences Between
EEO/AA and Diversity 100% • 4

• 5• 6

Characteristics
of four generations of workers 100% • 7

• 8• 9

Concept: Five
Reasons Why Diversity Has Become Dominant in Managing Human Resources

Mastery : 100%
Questions : • 1

• 2• 3

Materials on the
concept:

• Making the
Business Case for Diversity*

1.

Diversity in
organizations makes good business sense because

• A.

diversity is the
new trend

• B.

diverse
organizations are popular

• C.

diverse
organizations have less legal problems

• D.

a diverse
organization can be helpful when expanding into global markets

2.

The demographics
of the United States are changing so dramatically that over the coming decades
it will be impossible for employers to fill their ranks with members of the
traditional workforce, __________.

• A.

white females

• B.

males under
forty

• C.

baby boomers

• D.

white males

3.

To manage
diversity, you should replace inflexibility and intolerance with

• A.

care and concern

• B.

fear and
distance

• C.

adaptability and
acceptance

• D.

discipline and
segregation

Concept:
Differences Between EEO/AA and Diversity

Mastery : 100%
Questions : • 4

• 5• 6

Materials on the
concept:

• Workforce
Diversity: An Essential Component of HR Strategy

4.

Which of the
following describes affirmative action rather than diversity?

• A.

Legally driven

• B.

Assumes
integration

• C.

Proactive

• D.

Opportunity
focused

5.

Which of the
following is true?

• A.

Diversity is
problem focused, while affirmative action is opportunity focused.

• B.

Diversity is
government initiated, while affirmative action is voluntary.

• C.

Diversity is
proactive, while affirmative action is reactive.

• D.

Diversity is
quantitative, while affirmative action is qualitative.

6.

Which of the
following is a characteristic of affirmative action?

• A.

Affirmative
action is qualitative.

• B.

Affirmative
action is externally focused.

• C.

Affirmative
action is proactive.

• D.

Affirmative
action is problem focused.

Concept:
Characteristics of four generations of workers

Mastery : 100%
Questions : • 7

• 8• 9

Materials on the
concept:

• Age-Based
Diversity

7.

Which generation
was born in the middle of the Great Depression?

• A.

The silent
generation

• B.

Generation Y

• C.

The baby-boom
generation

• D.

Generation X

8.

The baby-boom
generation

• A.

represents approximately
50 million Americans

• B.

was born in the
middle of the Great Depression

• C.

does not change
jobs frequently

• D.

is a
computer-literate generation

9.

Hurt more by
parental divorce and having witnessed corporate downsizing firsthand, this generation
tends to be independent and cynical and does not expect the security of
long-term employment.

• A.

The baby-boom
generation

• B.

Generation X

• C.

Generation Y

• D.

The silent
generation

 

HRM 531 Week 6
Learning Team Reflection


Discuss the work
you completed for your client this week. Your discussion should include the
principles and strategies that apply to your business and those that can apply
to each member’s business.

Prepare a 350-
to 1,050-word paper detailing the findings of your discussion.

Click the
Assignment Files tab to submit your assignment.

 

HRM
531 Week 6 Recruitment and Selection Strategies Recommendations


 

Complete the
Recruitment and Selection Strategies Recommendations task, as described in the
Email from Traci, located on the Atwood and Allen Consulting page.
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