Answer: Symptoms of dysfunction in the workplace
The growing importance of HRM is due to several trends in society and the world of work. In order to depict the major events that influenced the growth and importance of HRM, six major trends have been identified:
-Increased competition
-The costs and benefits associated with HR utilization
-Productivity changes (resulting from changes in technology, capital investment, the 2008-2014 recession, capital utilization, outsourcing, and government policies)
-The increasing pace and complexity of social, cultural, legal, demographic, and educational changes
-The symptoms of dysfunction in the workplace
-Trends of the 21st century
Answer: A more competitive market for recruiting talent
The economy is a critical element of the external environment. Local, state, and national economic events can have a significant impact on HR activities. A strong economy tends to decrease unemployment, increase wages, make recruitment more competitive, and increase the desirability of training. On the other hand, a weak economy tends to increase unemployment, diminish wage demands, make recruitment less competitive, and reduce the need for training and development of current employees. HRM has a major role in both types of economies, although the priorities and nature of HR's activities and functions will change depending on the economy.
Answer: Focus on one area of HR
HR generalists often administer various human resource plans for the firm, participate in developing goals and objectives for the department, administer compensation programs, perform benefits administration, develop and maintain affirmative action programs, conduct recruitment efforts, handle employee relations, participate in administrative staff meetings, assist in the evaluation of reports and decisions, maintain human resource information system records, ensure compliance with federal and state regulations and perform other duties as required and assigned. The level of expertise of an HR generalist may not be as deep as that of an HR specialist.
Answer: Basing employment decisions on valid tests
Title VII makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex, or national origin. Title VII also makes it illegal to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment based upon those same characteristics. Furthermore, Title VII prohibits employers from limiting, segregating, or classifying employees in any way that would deprive any individual of employment opportunities or adversely affect his or her status as an employee because of their race, color, religion, sex, or national origin. Because HR professionals want to hire, develop, and retain excellent employees, it is critical that everyone in the firm judge people's potential and performance on valid tests, and not on physical appearance.
Answer: Gender
While Title VII does not specifically define race or color, the EEOC and case law have suggested that race and color employment discrimination encompass:
-Ancestry - racial or ethnic background
-Physical characteristics - such as a person's color, hair, facial features, height and weight
-Race-associated illnesses - for example, diabetes, obesity and sickle cell anemia affect some races more than others
-Culture - dress, grooming practices, accent, or manner of speech
-Perception - a belief that a person is a member of a particular racial group
-Association - a person's association with someone of a particular race (e.g., spouse, relatives, friends/associates of a certain race).
Answer: To not hire an individual because they are not qualified
Title VII does not require employers to hire individuals that are not qualified even if they are minorities. If they are not qualified, there is no discrimination. Title VII makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex or national origin. Title VII also makes it illegal to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment based upon those same characteristics. Title VII also prohibits employers from limiting, segregating or classifying employees (or applicants for employment ) in any way which would deprive any individual of employment opportunities or adversely affect his or her status as an employee because of their race, color, religion, sex or national origin.
Answer: Curb societal beliefs that people are different based on their physical appearance
On June 19, 1963, President John F. Kennedy sent comprehensive civil rights legislation to Congress, asking Congress to "make a commitment it has not fully made in this century to the proposition that race has no place in American life or law." Shortly after President Kennedy's assassination, President Johnson signed into law the Civil Rights Act of 1964. This law was intended to address and curb the practice in society of treating people differently based on their race. The anti-employment discrimination provisions of the Civil Rights Act of 1964 were included in Title VII of that legislation.
Title VII makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex, or national origin. Title VII also makes it illegal to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment based upon those same characteristics.
Answer: True
Title VII makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex, or national origin. Title VII also makes it illegal to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment based upon those same characteristics. Furthermore, Title VII prohibits employers from limiting, segregating, or classifying employees (or applicants for employment) in any way that would deprive any individual of employment opportunities or adversely affect his or her status as an employee because of their race, color, religion, sex, or national origin.
Title VII protects individuals against employment discrimination on the basis of:
Religion, sex, race, color, national origin
Race, color, national origin, sexual orientation, religion
Gender, race, color,
national origin, religion
Religion, sex, age, color, national origin
Answer: Religion, sex, race, color, national origin
Title VII makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex, or national origin. Title VII also makes it illegal to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment based upon those same characteristics. Furthermore, Title VII prohibits employers from limiting, segregating, or classifying employees (or applicants for employment) in any way that would deprive any individual of employment opportunities or adversely affect his or her status as an employee because of their race, color, religion, sex, or national origin.
Answer: EEOC
In addition to Title VII, the EEOC also conducts enforcement for several other federal statutes associated with the workplace. These statutes include:
Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older from employment discrimination based on their age.
Americans with Disabilities Act of 1990 (ADA), Title I and Title V, and its 2008 Amendments (ADAAA), which prohibit disability discrimination in the private sector.
Rehabilitation Act of 1973, Sections 501 and 505, which prohibit discrimination against a qualified individual with a disability in the federal government.
Civil Rights Act of 1991, which allows for compensatory and punitive damages for violations of Title VII.
Uniformed Services Employment and Re-employment Rights Act (USERRA), which protects military personnel from employment discrimination.
Genetic
Information Nondiscrimination Act of 2008 (GINA), which prohibits the use of genetic information in employment decisions.
Answer: May face Title VII liability if it gives Cody a positive performance evaluation and then later terminates him for poor job performance.
Title VII makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex, or national origin. Title VII also makes it illegal to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment based upon those same characteristics. Title VII also prohibits employers from limiting, segregating or classifying employees (or applicants for employment) in any way that would deprive any individual of employment opportunities or adversely affect his or her status as an employee because of their race, color, religion, sex, or national origin.
Answer: False
In simple linear regression analysis, a projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales. If a relationship can be established between the level of sales and the level of employment, predictions of future sales can be used to make predictions of future employment. Although there may be a relationship between sales and employment, the relationship is often influenced by an organizational learning phenomenon. This learning curve is what makes the statement false, because, for example, even though the sales may double, the level of employment necessary to support this increase may be less than double. An organizational learning curve can usually be determined by logarithmic calculations. Once the learning curve has been determined, more accurate projection of future employment levels can be established.
With multiple linear regression analysis, instead of relating employment to just one variable, multiple variables are used. This may often produce more accurate demand forecasts than linear regression analysis.
Answer: Policies that focus on highly repetitive behavior
Employee characteristics and HR policies vary depending on the organization's strategy. For example, employee characteristics and HR policies will be different if a firm adopts an entrepreneurial strategy instead of a rationalization/maximize-the-profit strategy. In the case of entrepreneurial strategy, the organization needs to adopt HR policies that lead employees to take risks and be innovative. As such, policies may be more relaxed and not integrated completely, emphasizing results instead, as well as focusing on being future-oriented, encouraging high employee participation, and recognizing the accomplishment of groups rather than single individuals. In contrast, the rationalization/maximize-the-profit strategy, used by organizations at a mature stage, needs employees to focus on high-output, low-risk, and highly repetitive behavior in the short term.
Answer: To determine what types of jobs the organization needs to fill
HR planning identifies the types of jobs the organization needs to fill, and thus, the knowledge, skills, and abilities (KSAs) needed by job applicants. Recruiting programs are developed around three planning components. HR planning is the last. The first is strategic business planning, which determines the organization's goals, future products and services, growth rate, location, legal environment and structure. The second is job/role planning, which follows strategic business planning and specifies what needs to be done at all levels of the organization in order to meet the firm's strategic initiatives.
Answer: False
Although HR planning identifies the organization's HR needs, job analysis is essential for identifying the necessary KSAs and the appropriate individual preferences, interests, and personality traits for each job within the organization. It is very difficult, if not impossible, to do effective recruiting unless the job qualifications are defined upon initiation of the employment requisition. No internal or external recruiting effort should begin until there is a clear and concise statement of the education, skills, and experience requirements, as well as the salary range, for the job. The recruitment process, to be done effectively, requires a great deal of information.
Answer: Company Websites
External methods and sources for recruitment include the following: college recruitment, advertising, employment agencies, career fairs, Internet sites, professional groups, social network sites, company websites, walk-ins, temporary help agencies, and trade associations.
Internal methods and sources for recruitment include the following: employee referral programs, job posting within the organization, promotions, and transfers.