Ch. 11 Questions and correct solutions

Ch. 11 Questions and correct solutions 1. From its earliest inception as a primarily compliance-type function, human resource management has further expanded and evolved into its current state as a key driver of human capital development. 2. The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 30 years of age or older from employment discrimination based on age. 3. The Family and Medical Leave Act (FMLA) of 1993 entitled eligible employees to take up to 12 weeks of unpaid, job protected leave ina 12- month period for specified family and medical reasons. 4. Scheduling Human Resource compliance audits should be part of the company's overall strategy to avoid legal risk. 5. The identification of poor performers is a challenge that has existed since the earliest days of performance management, and even the most formal performance management process does not seem to be particularly good at weeding out poor performers. 6. Compensation and benefits are two elements that make up the total reward strategy used by organizations to attract, motivate, retain and engage employees. 7. In organizations today, success depends on talent acquisition outsourcing to external recruiters. 8. Talent development and succession planning are two of the most critical human resource management processes within an organization. 9. The skills, knowledge, and experience of an individual or group and its value to an organization refers to ___________________. 10. Human resource management includes the leadership and facilitation of all the following key life cycle process areas EXCEPT: 11. Human resources compliance is an area that traces back to the very origin of the human resources function--to 12. Although HR is responsible for creating and facilitating the performance management processes, it is the_____________________that need to strongly support the process and communicate the linkage of performance management to overall organizational goals and performance. 13. Performance management began as a simple tool to drive______________________but has evolved more recently into a tool used for______________. 14. Which term defines the strategy for selection, recruiting, and hiring processes? 15. _______________________is the process for reviewing key role and determining the readiness levels of potential internal and external candidates to fill these roles.