Q&A Hero

Q: It is unlawful to discriminate in hiring, firing, compensation, or classification of employees on the basis of race, color, religion, sex, or national origin.

Q: Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.

Q: The consent decree usually contains only an agreement to halt certain practices, and seldom extends to providing monetary relief or AA programs.

Q: In disparate treatment cases, the employee attempts to demonstrate that the defendant's stated reasons for a practice are a pretext, or smoke screen, for the discriminatory intent of practice.

Q: The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit.

Q: Applicant flow statistics look at differences in selection rates (proportion of applicants hired) among different groups for a particular job.

Q: Claims of disparate impact focus on the effect of employment practices, rather than on the motive or intent underlying them.

Q: Claims of disparate treatment focus on the effect of employment practices, rather than on the motive or intent underlying them.

Q: Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.

Q: The Age Discrimination in Employment Act covers individuals over the age of 40.

Q: The Civil Rights Act prohibits discrimination on the basis of age or disability status.

Q: Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act, the ADA, or the ADEA.

Q: When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count.

Q: Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.

Q: Agencies that enforce staffing laws typically do not rely on written documents to perform their functions.

Q: The Civil Rights Act is a statutory source of law/regulations.

Q: Examples of common law include the Fifth and Fourteenth Amendments to the Constitution.

Q: Constitutional law supersedes any other source of law or regulation.

Q: The majority of common law decisions are made at the federal level.

Q: The Civil Rights Act specifically mentions employment practices that are permitted for employers.

Q: Laws and regulations provide protections to employees that they could not possibly acquire individually in an employment contract.

Q: Employment laws and regulations exist, in part, to reduce or limit the employer's power in the employment relationship.

Q: Court cases suggest that permatemps (employees from a staffing agency who have been with the employer for extended period of time) are still exclusively considered employees of the staffing agency.

Q: Temporary employees are considered to be employees of the temporary help agency that obtained them through its own staffing process.

Q: A person is more likely to be considered an independent contractor if they work without supervision or oversight from the employer.

Q: If an employer hires an independent contractor, it may reduce the employer's exposure to laws and regulations governing the employment relationship.

Q: An independent contractor is legally considered an employee of the employer who hired him/her.

Q: There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination.

Q: The common law principle of employment-at-will says that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time, but for only for certain reasons.

Q: An employer does not incur any legal responsibilities or liabilities regarding its employees.

Q: The formal agreement which specifies the employment terms and conditions for the employee and employer is called an employment contract.

Q: The specificity of the language used in an employment contract must be very extensive.

Q: Employment contracts may be written but not in oral form.

Q: The employer-employee relationship is the most prevalent type of employment relationship.

Q: When jobs are highly fluid, it is probably advisable for organizations to focus more on A. person-job match. B. person-organization match. C. recruiter-recruit match. D. dynamic equilibrium.

Q: A _____________ staffing strategy is when organizations decide to go to locations where there are ample labor supplies. A. transfer system B. relocate system C. factional system D. extrinsic system

Q: Organizations often __________ when they choose to ride out dips in demand for goods and services or to stockpile talent. A. understaff B. overstaff C. attract D. relocate

Q: Outsourcing is __________. A. setting up operations in another country B. typically prohibited by law in most states C. a strategy that is being used less and less D. moving a business process to another vendor

Q: The ___________ is composed of more peripheral workers who are used on an as-needed, just-in-time basis. A. core workforce B. high performance workforce C. flexible workforce D. none of these

Q: A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running." A. pure acquisition B. pure development C. lead system D. lag system

Q: Staffing system management involves __________. A. assessing applicant qualifications B. facilitating employee retention C. guiding, coordinating, controlling, and evaluating staffing activities D. day-to-day legal compliance activities

Q: Which of these activities is most directly associated with the employment phase of the staffing process? A. screening job applications B. deciding on finalists for a job C. advertising a job opening D. evaluating the results of a job aptitude test

Q: Which of the following is a part of the recruiting phase of the staffing process? A. drawing up job offers B. completing application blanks C. developing and conducting job fairs D. both drawing up job offers and developing and conducting job fairs

Q: According to the overall staffing organizations model, HR and staffing strategy are driven by ______________. A. the mission, goals and objectives of the organization B. support activities C. legal compliance activities D. all of these are correct

Q: According to the overall staffing organizations model, an example of a(n) core staffing activity is _______. A. HR strategy and planning B. job analysis C. internal recruitment D. none of these

Q: According to the overall staffing organizations model, one support activity is _________. A. external staffing B. job analysis C. internal staffing D. labor relations

Q: The staffing system components model says that the phases of the staffing process occur in which order after the initial interaction between the applicant and the organization? A. selection, recruitment, employment B. recruitment, selection, employment C. recruitment, employment, selection D. employment, recruitment, selection

Q: Which of the following matching concerns arise in person-organization match? A. values, new job duties, multiple jobs, and future jobs B. values, qualifications, and motivation C. person, process, and principle D. all of these are correct

Q: In terms of the person/organization match _________. A. the "organization" includes only tasks to be performed that are written down as part of the job description B. attempts to match people to organization values should not be made C. there is a concern with the "fit" of people to multiple jobs or future jobs D. all of these are correct

Q: Regarding the person/job match model, ________. A. staffing is only concerned with the job requirements-KSAO portion of the match B. job requirements should be expressed in terms of only tasks involved and not KSAOs C. It applies only to tasks that have been identified and written down D. none of these are correct

Q: The person/job match model says that there must be a match between ________. A. job requirements with KSAOs and job rewards with individual motivation B. job requirements and individual motivation C. KSAOs and individual motivation D. none of these

Q: Which of the following statements is false regarding person-job match? A. Jobs are characterized by their requirements and embedded rewards. B. Individuals are characterized by their level of qualification. C. Organizational culture is an important aspect of person-job match. D. Individuals can be characterized by their motivation levels.

Q: Which of the following are portions of person-job match? A. Jobs are characterized by their requirements B. Jobs are characterized by their embedded rewards C. Individuals are characterized by their level of qualification and motivation D. All of these.

Q: The staffing quantity model uses _________ to determine whether a condition of being overstaffed, fully staffed, or understaffed exists. A. projected staffing requirements B. projected staffing availabilities C. projected economic trends D. projected staffing requirements and projected staffing availabilities are both needed

Q: According to the staffing quantity model, an organization will be __________ when availabilities exceed requirements. A. fully staffed B. understaffed C. overstaffed D. none of these

Q: Staffing systems exist, and should ultimately be used, to ___________. A. ensure that day-to-day operations run smoothly B. ensure that procedural, transactional, and routine activities are accomplished C. reduce costs regardless of the effects on quality or quantity D. contribute to the attainment of organizational goals such as survival, profitability, and growth

Q: The purpose of retention systems is to ___________. A. attract qualified applicants to job openings in the organization B. establish a good person-job match C. manage the flow of employees out of the organization D. establish a good person-organization match

Q: The process that involves the placement of new hires on the actual job they will hold is called ____________. A. acquisition B. deployment C. retention D. none of these

Q: Which of the following statements is true regarding staffing? A. The organization is the only active player in the staffing process. B. The staffing process is composed of a series of interrelated parts including recruitment, selection, decision making and job offers. C. The staffing process should only be viewed from the perspective of the individual (line) manager. D. None of these

Q: The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness is called _________. A. staffing B. recruitment C. selection D. placement

Q: An active diversity strategy might be pursued as a way of acquiring workers who can help identify a products that might be received favorably by various segments of the marketplace.

Q: Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills.

Q: A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.

Q: When forced to choose between addressing short-term labor shortages or identifying talent for the long term, most organizations focus on developing the long-term concerns.

Q: Some organizations understaff in order to avoid costly layoffs.

Q: Outsourcing is when an organization sets up its own operations in another country.

Q: Some organizations accept a certain level of turnover as inevitable and frequently hire replacements to fill vacancies.

Q: An organization's core workforce is composed of workers who are used on an as-needed, just-in-time basis.

Q: Organizations choose to follow an internal staffing strategy if they want to cultivate a stable, committed workforce.

Q: Small and midsized organizations have increasingly turned to outsourcing as a way to improve the quality of certain recruiting and hiring processes.

Q: Sound staffing strategy should always focus on acquiring employees who can hit the ground running and be at peak performance the moment they arrive.

Q: Core activities for HR include legal compliance, planning, and job analysis.

Q: Support activities for HR include legal compliance, planning, and job analysis.

Q: Organizational strategy usually dictates HR strategy, and HR strategy seldom has an impact on organizational strategy.

Q: Self-selection refers to employee decisions about whether to continue in or drop out of the staffing process.

Q: The selection stage of the staffing process emphasizes the assessment and evaluation of job applicants.

Q: The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.

Q: The initial stage in the staffing system components model is recruitment.

Q: The three stages of entering an organization (in order) are selection, recruitment, and employment.

Q: It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements.