HRM531 week 6 Final Exam
HRM531 week 6 Final Exam
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This 0 page Study Guide was uploaded by Experthelper Notetaker on Monday November 9, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 45 views.
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Date Created: 11/09/15
If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties they can be held liable for gt Quid pro quo gt Loss of consortium gt gt Hostile environment Which is not a quality of Generation Y gt gt The constant need for stimulationentertainment gt A blurring of the lines between work and leisure time while on the job gt Short attention spans When companies discover they can communicate better with their customers through employees who are similar to their customers those companies then realize they have increased their diversity gt External gt Primary gt Secondary gt In workers have been fired for refusing to quit smoking for living with someone without being married drinking a competitor s product motorcycling and other legal activities outside of work gt Constructive discharge gt gt Invasion of privacy gt Defamation Because practical considerations make job tryouts for all candidates infeasible it is necessary to the relative level of job performance for each candidate on the basis of available information gt Accept gt Assign gt gt Abandon Title VII of the states that top executives in companies receiving government support can retract bonuses retention awards or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate gt Pay for Performance Act 2009 gt gt Equal Pay Act 1963 gt Sarbanes Oxley Act 2002 Which of the following is a distinctive feature of the US system compared with other countries gt Wages set by arbitration councils gt Low union dues and small union staffs gt All agreements are of unlimited duration gt page 513 Organizations periodically turn to to meet demands for talent brought about by business growth and a desire for fresh ideas or to replace employees who leave gt Entrylevel employees gt Former employees gt Their subsidiaries gt page 211 What is our country s income maintenance program ERISA 1974 PPA 2006 401k COBRA 1985 VVVV is the biggest hurdle to overcome in a payforperformance plan Compensation equation Salary cap performance level Meritpay increases VVVV is the process where managers provide feedback to the employees regarding their past and present job performance proficiency as well as a basis for improving performance in the future gt Placement gt gt Selection gt Recruiting This made extensive changes to the Employee Retirement Income Security Act ERISA of 1974 that governs employersponsored qualified for tax deferral retirementbenefit plans gt ShortTerm Disability laws gt Employer Cost Shifting laws gt page 486 gt ShortTerm Severance Pay laws Training that results in is costly because of the cost of training Which proved to be useless and the cost of hampered performance gt Simulation of training gt Applicability of training gt Reinforcement of training gt page 306 implies that appraisal systems are easy for managers and employees to understand and use gt Sensitivity gt Acceptability gt page 339 gt Reliability The Civil Rights Act of 1991 offered What for victims of unintentional discrimination gt Affirmative action gt page 85gt gt Racenorming gt Adverse impact A occurs When parties are unable to move further toward settlement gt Lockout gt page 530 gt Mediation gt Grievance Mary arrives at her new job Before she can begin actually doing the work she must complete a series of activities including role playing and virtual reality interactions What type of training method does Mary s new employer use gt Information presentation gt page 309 gt Onthejob training gt Organizational development If objective performance data are available which of the following is the best strategy to use gt Summated rating scales BARS gt gt page 348 gt Work planning and revieW To avoid legal difficulties related to performance appraisals and enhance credibility in court employers should gt Present only the manager s perspective gt Present only the employee s perspective gt Have friends testify gt page 340 For organizations is an indirect cost associated With downsizing gt Outplacement gt Administrative processing gt page 401 gt Severance pay Employee demotions usually involve gt ltpages9sgt gt A decrease in status and privilege but no loss of opportunity or pay gt An increase in pay and more responsibility gt A reduction in pay but no loss of opportunity status or privilege Which question should not be important in evaluating the value of training gt ltpagesugt gt Is the change positive related to organizational goals gt Did change occur gt Is the change due to training Hard quotas gt Are a commitment to treat all races and sexes equally in all decisions about hiring promotion and pay gt page 688 gt Are a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination gt Systematically favor women and minorities in hiring and promotion decisions When conduction a performance feedback discussion active listening requires gt Verbal communications only gt Interruptions to get your point across 2 page 262 gt Summarizing your key points Properly designed incentive programs work because they are based on two wellaccepted psychological principles 1 increased motivation improves performance and 2 gt The Rucker plan gt The Scanlon plan gt Controlbased compensation gt page 441 What can affirmative action assist organizations in achieving that diversity initiatives cannot gt Maximizing creativity 2 ltpage122gt gt Maximizing workforce commitment gt Increased productivity proceeds from an oral warning to a written warning to a suspension to dismissal gt Procedural justice gt page 694 gt Positive discipline gt Due process In determining the competitiveness of benefits senior management tends to focus mainly on gt Value gt Worth gt page 471 gt Security include everything in a work environment that enhances a worker s sense of selfrespect and esteem by others gt page 692 gt Social responsibilities gt Internal pay objectives gt General business strategies analysis is the level of analysis that focuses on employees specifically gt page 298 gt Operations gt Employee gt Environmental
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