Human Resources Exam 1 Study Guide with Complete Solutions

Human Resources Exam 1 Study Guide with Complete Solutions HR Functional Activities - Answer-Planning Job analysis and job design Recruitment and selection Training and development Performance management/evaluation Compensation and benefits Employee relations/ work environment Personnel policies Employee data and information systems Compliance with laws Support for strategy Activities relatively new and growing in importance - Answer-Job redesign HR info systems International and strategic HR EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 2/31 influence of scientific management - Answer--person job fit -job analysis -time and motion studies -training people for jobs person job fit - Answer-of assessing applicants KSAs that will best achieve TDRs in the selection process Job analysis - Answer-look at position's TDRs, KSAs to perform TDR's subsequent events of scientific management - Answer-1. hawthorne studies 2. civil rights act of 1964 hawthorne studies - Answer-people arent just a machine, they have needs that need to be met to be productive and motivated in the job- need to take into account personality civil rights act of 1964 - Answer-outlawed discrimination based on race, color, religion, sex, or national origin Equal Pay Act of 1963 - Answer--if men and women in an org are doing equal work, the employer must pay them equally - pay differences may result from differences in seniority, merit, quantity, quality of production, or any other factor other than sex Title VII of the Civil Rights Act of 1964 - Answer--regulates equal employment opportunity EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 3/31 -enforced by the equal employment opportunity commission, an agency of the department of justice discrimination - Answer-treating someone different based on: race color religion sex national origin Title VII applies to - Answer--Employers with 15 or more employees -All employment agencies -Labor unions with 15 or more members -State and local governments and their agencies -Most federal government employment Age Discrimination in Employment Act of 1967 - Answer-Prohibits discrimination of workers over the age of 40 (company can sometimes argue if age is close to retirement) EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 4/31 Age Discrimination in Employment Act guidelines - Answer-- has to be a specific guideline for who you lay off -be at risk if you lay off older employees and replace them with younger people -consider impact of terminations of older employees -exceptions apply when someones life or livelihood is at stake can terminate of age in - Answer-public safety, professors, company executives -if productivity is dropping with a valid performance evaluation and testing in hiring process EEO act of 1972 - Answer-passed in response to disparate impact issues -expanded coverage to regulate more businesses -disparate impact is a form of discrimination -eeo1 document to serve as reporting system -affirmative action plans can be implemented expanded coverage to regulate more business - Answer-(EEO Act) -companies with more than 15 employees -all federal and state EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 5/31 exceptions: religious schools private clubs (master's golf) indian reservations disparate impact is a form of discrimination - Answer-(EEO act) No longer have to show intent of discrimination EEO1 document to serve as reporting system - Answer-(EEO act) -serve to analyze breakdown of organization by gender, ethnicity, race -sent annually to EEOC -EEOC can use EEO1 document to come and charge you Affirmative action plans can be implemented - Answer-(EEO act) -enforced by government -if already in place, must be legal ex: 80% of seats of a training session reserved for women- men can file reverse discrimination EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 6/31 American with Disabilities Act of 1990 - Answer--if a contractor with the fed govt, must take affirmative action to hire employees with disabilities -most of rehabilitation act of 1973 was placed in american disabilites act American with Disabilities Act theory - Answer-if you do not provide reasonable accommodation can be found discrimination if individual is defined as qualified disabled qualified disabled - Answer-if an individual can perform the essential TDRS with or without accommodation from the company cannot discriminate against - Answer-1. physical or mental impairment that substantially impacts their ability in more than one of their major life activities (writing, eating) 2. have record of such impairment (doctor's record, psych record) 3. regarded as having such a disability (disfigurement) providing accommodations - Answer--Physical changes in the workplace (ramps, elevators, wide enough entries/halls etc.) -Brail provided in buildings -Sign language for translation if the individual is deaf -Employee assistance programs (AA, drug abuse, etc.) when not need to provide accommodations - Answer-- employee or applicant has to request accommodations EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 7/31 -causes employer undue hardship undue hardship - Answer--depends upon size of the organization -if have to change operations of company significantly -cost of accommodation in general -if endangers the health and safety of others exemptions to disabilities act - Answer--executive branch -private clubs -native american and foreign companies Civil rights act of 1991 - Answer-1. prohibits class based adjustment scores of minority groups 2. all EOC laws apply for americans working abroad, unles