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Question
Additional Case 3.3Tyra has been the head of HR at SPI for 20 years. During her time there, she has instituted an internal EEO complaint resolution process and a no-tolerance policy for sexual harassment.
Many SPI employees are Asian immigrants, but there are half a dozen countries represented within the company. Such diversity benefits the firm because many of the firm's product manuals are translated into foreign languages.
Due to an increase in product demand, SPI needs to hire many new employees. Tyra has received 70 applications for positions in the production department. She hires 60% of the white applicants and 25% of the African-Americans applicants.
Refer to Additional Case 3.3. An applicant for a type-setting job at SPI does not meet the minimum qualifications and has a visual impairment that calls for special lighting in order for her see at a functional level. Which of the following adjustments should SPI make in order to serve the applicant?
A) The necessary lighting should be made available once the applicant receives the job.
B) The necessary lighting needs to be made available once the applicant requests it.
C) No adjustment needs to be made because the applicant is not qualified for the position.
D) No adjustment needs to be made because the applicant is not legally disabled.
Answer
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Additional Case 2.3
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Finally, RII is looking at current staffing practices and trying to decide what type of workforce is best for the future. The business is highly technical and requires highly experienced employees, but product demand is volatile. Demand can double or be cut in half from one year to the next, depending on the economy and competitors' actions. Innovation is key in RII's product development. In order to manage all the HR information generated for and during the change, RII has initiated an HRIS system.
Refer to Additional Case 2.3. Managers at RII will most likely use the HRIS for which of the following activities?
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