UTK HRM 360 Exam One (Mackey) UPDATED ACTUAL Questions And Correct
Answers
Terms in this set (94)
Human Resource Management The design of formal systems in an organization to ensure the effective and
efficient use of human talent to accomplish the organization' goals.
Employee Branding The firm's corporate image or culture created to attract and retain the type of
employees the firm is seeking.
Human Resource Manager An individual who normally acted in an advisory or staff capacity, working with
other managers to help them deal with human resource matters.
Shared Service Centers Consolidating routine HR functions into one location for many business units.
Human Resource Information System Systematic tool for gathering, storing, maintaining, retrieving and revising HR
data.
Diversity Ensuring that factors are in place to provide for and encourage the continued
development of a diverse workforce by melding these actual and perceived
differences among workers to achieve maximum productivity.
Ethics A system of moral principles and values that establish appropriate conduct.
The Dodd-Frank Act This was enacted on July 21st, 2010, includes three sections that add whistle-
blower protections, and it also amended the Sarbanes-Oxley Act (SOX) and False
Claims Act to expand their whistle-blower protections.
Ethical Dilemmas -Follow directions from the boss (49%).
-Meet overly aggressive objectives (48%).
-Help the organization survive (40%).
Corporate Social Responsibility The implied, enforced, or felt obligation of managers, actin gin their official
capacity, to serve or protect the interests of groups other than themselves.
Job Description Summarizes the most important features of a job.
Title VII of the Civil Rights Act Prohibits employment discrimination based on race, color, religion, sex or national
origin.
3 key elements in a job analysis and job description Knowledge, Skills, Abilities
Yield Ratios Ratios that can help quantify recruitment.
Skill Banks Computerized talent or skill inventories that can furnish a list of qualified people.
Griggs vs. Duke Power 1971 court case that recognized adverse impact discrimination.
, Ledbetter vs. Goodyear Tire Co. Act that creates a rolling time frame for filing wage discrimination claims and
expands plaintiff field beyond employee who was discriminated against. First
thing Obama signed in his administration.
McDonnell vs. Green This employee worked at a plant employing 30,000 people and he was laid off.
he participated in protest activities and blocked the entrance. When the company
hired new employees he was not hired back. He filed a suit and prevailed.
EEOC The agency that works in conjunction with Title VII in enforcing federal
employment discrimination laws and gives advice but does not litigate.
Dwight& Church vs. Procter & Gamble An employer is prohibited from making adverse employment decisions based on
unfounded concerns about the known disability of a family member or anyone
else with whom the applicant or employee has a relationship or association.
Fair Labor Standards Act: FLSA Employees are categorized as exempt and nonexempt and job analysis is key in
this determination. Overtime is also regulated by this act.
Job Analysis Systematic process of determining the skills, duties and knowledge required for
performing jobs in an organization.
O*NET This website makes occupational information interactive and accessible to all.
(Occupational Information Network)
OSHA Job descriptions are required to specify elements of the job that endanger health
or are considered unsatisfactory or dangerous to employees. This agency
regulates safety.
Applicant tracking system A software application designed to help an enterprise select employees more
efficiently.
Selection The process of hiring the most suitable candidate for a vacant position.
Retention Ability to keep talented employees in the organization through:
-Clear and consistent job expectations
-Fair supervision
-Adequate training
-Development
-Resources
-Respect
-Equity
-Recognition
-Growth opportunities
Realistic Job Preview Honest and complete information about the job. The candidate should be able to
make an informed decision from the information given. Favorable and unfavorable
aspects of the job should be given.
Reliability The extent to which a selection test provides consistent results.
Answers
Terms in this set (94)
Human Resource Management The design of formal systems in an organization to ensure the effective and
efficient use of human talent to accomplish the organization' goals.
Employee Branding The firm's corporate image or culture created to attract and retain the type of
employees the firm is seeking.
Human Resource Manager An individual who normally acted in an advisory or staff capacity, working with
other managers to help them deal with human resource matters.
Shared Service Centers Consolidating routine HR functions into one location for many business units.
Human Resource Information System Systematic tool for gathering, storing, maintaining, retrieving and revising HR
data.
Diversity Ensuring that factors are in place to provide for and encourage the continued
development of a diverse workforce by melding these actual and perceived
differences among workers to achieve maximum productivity.
Ethics A system of moral principles and values that establish appropriate conduct.
The Dodd-Frank Act This was enacted on July 21st, 2010, includes three sections that add whistle-
blower protections, and it also amended the Sarbanes-Oxley Act (SOX) and False
Claims Act to expand their whistle-blower protections.
Ethical Dilemmas -Follow directions from the boss (49%).
-Meet overly aggressive objectives (48%).
-Help the organization survive (40%).
Corporate Social Responsibility The implied, enforced, or felt obligation of managers, actin gin their official
capacity, to serve or protect the interests of groups other than themselves.
Job Description Summarizes the most important features of a job.
Title VII of the Civil Rights Act Prohibits employment discrimination based on race, color, religion, sex or national
origin.
3 key elements in a job analysis and job description Knowledge, Skills, Abilities
Yield Ratios Ratios that can help quantify recruitment.
Skill Banks Computerized talent or skill inventories that can furnish a list of qualified people.
Griggs vs. Duke Power 1971 court case that recognized adverse impact discrimination.
, Ledbetter vs. Goodyear Tire Co. Act that creates a rolling time frame for filing wage discrimination claims and
expands plaintiff field beyond employee who was discriminated against. First
thing Obama signed in his administration.
McDonnell vs. Green This employee worked at a plant employing 30,000 people and he was laid off.
he participated in protest activities and blocked the entrance. When the company
hired new employees he was not hired back. He filed a suit and prevailed.
EEOC The agency that works in conjunction with Title VII in enforcing federal
employment discrimination laws and gives advice but does not litigate.
Dwight& Church vs. Procter & Gamble An employer is prohibited from making adverse employment decisions based on
unfounded concerns about the known disability of a family member or anyone
else with whom the applicant or employee has a relationship or association.
Fair Labor Standards Act: FLSA Employees are categorized as exempt and nonexempt and job analysis is key in
this determination. Overtime is also regulated by this act.
Job Analysis Systematic process of determining the skills, duties and knowledge required for
performing jobs in an organization.
O*NET This website makes occupational information interactive and accessible to all.
(Occupational Information Network)
OSHA Job descriptions are required to specify elements of the job that endanger health
or are considered unsatisfactory or dangerous to employees. This agency
regulates safety.
Applicant tracking system A software application designed to help an enterprise select employees more
efficiently.
Selection The process of hiring the most suitable candidate for a vacant position.
Retention Ability to keep talented employees in the organization through:
-Clear and consistent job expectations
-Fair supervision
-Adequate training
-Development
-Resources
-Respect
-Equity
-Recognition
-Growth opportunities
Realistic Job Preview Honest and complete information about the job. The candidate should be able to
make an informed decision from the information given. Favorable and unfavorable
aspects of the job should be given.
Reliability The extent to which a selection test provides consistent results.
