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Question
Carlos, director of training for a large organization, is looking at the diversity audit, which shows completion rates for the annual clerical training program; a program that is required for promotion to advanced clerical worker. The information presented shows the following figures for relevant groups of employees: Caucasian 30%; Hispanic 25%; African American 30%; Asian 40%; Other, 30%. The company typically promotes about a third of its clerical staff each year. What should Carlos do?a) Change the trainers. Success rates of 50% or better are required for ADA compliance.
b) There is no problem with adverse impact for the program. No action needs to be taken.
c) Carlos should reengineer jobs to eliminate the clerical function.
d) Arrange for the Caucasian group to take a different test.
e) Change the cut score.
Answer
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Related questions
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Which case found that layoffs of white workers to establish racial or ethnic balances were illegal?
a) Griggs v. Duke Power.
b) Washington v. Davis.
c) Wyant v. Jackson Board of Education.
d) U. S. v. Paradise.
e) Wards Cove Packing Company v. Antonio.
Q:
An allegation of discrimination could be supported under the restricted policy infraction test in which instance?
a) Company position advertisements state that travel is required, approximately 10-12 days per month.
b) The XYZ company has a policy of promoting from within. They only hire inexperienced, newly graduated applicants, mostly from local universities.
c) A large Baltimore-based financial institution has no African-Americans on the payroll.
d) Jon, an HIV+ postal worker, was passed over for promotion. He had successfully completed all training requirements, but he failed to pass the qualifying examination.
e) Company position available announcements are posted in English and French. Most of the Hispanic workers only speak Spanish.
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When using shared services, which type of service works directly with business unit managers in strategic roles to develop goals and plans for the organization?
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b) Generalist centers
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a) Compensation and benefits manager
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d) Product differentiation
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a) Only react to the decisions made by top managers
b) Be forward thinking
c) Take the lead regarding the "people" dimension of the organization
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Q:
The main thrust of the _____ is to promote staffing activities.
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________ are designed to assist employees in advancing their work lives.
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The _________ paved the way for the human relations movement.
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Unfortunately, compensation and benefits managers are the lowest paid HR professionals.
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Q:
Frederick Taylor is often regarded as the father of scientific management.
Q:
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a) codes of ethics.
b) acquisitions.
c) sustainability.
d) employee morale.
e) corporate improvement programs.
Q:
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a) Inclusion
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c) Ethics
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Q:
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HRM is often involved in all of the following for their contingent workers except
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Q:
Ivan is the vice-president of human resources for a large manufacturing organization involved in work process engineering. What kinds of training needs should he anticipate?
a) New work procedures.
b) Technology enhancements.
c) Decision making.
d) Working in teams.
e) All of the above.
Q:
a) suspensionb) Drug-Free Workplace Act of 1988c) Fair Credit Reporting Act of 1971d) Polygraph Protection Act of 1988e) hot-stove rulef) drug testingg) written verbal warningh) Implied employment contracti) dismissalj) employment-at-will doctrinek) disciplinel) whistle-blowingm) honesty testn) Privacy Act of 1974o) written warningA concept rooted in nineteenth-century common law, which permitted employers to discipline of discharge employees at their discretion.
Q:
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Q:
The Drug-Free Workplace Act of 1988 requires federal contractors to actively pursue a drug-free environment.
Q:
An allegation of discrimination could be supported under a geographical comparison test in which instance?
a) Mary, a 50-year-old chemical engineer, responded to a position advertised as "Chemical Engineer: BS in Chemical Engineering, plus 5 years' experience or equivalent." She received a form letter in response that said applications were no longer being accepted for this position. She saw the same position advertised 2 days later.
b) Don, a 35-year old MBA, was not interviewed by the XYZ company for the position of general manager. He knew that when his uncle was going to retire next month, a general manager position would be available. The firm has a policy of promoting from within and hires only inexperienced, newly graduated applicants.
c) A large Miami-based financial institution has no Hispanics on the payroll.
d) Jose, who speaks only Spanish, applied for a postal service job which was posted in English, Spanish, and French. He was told applications were no longer being accepted for this position.
e) Jon, an HIV positive postal worker, was passed over for promotion because of his physical condition. He had successfully completed all training requirements and passed the qualifying examination.
Q:
You are vice-president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience, no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed?
a) The 4/5 rule
b) McDonnell-Douglas Test
c) Geographical comparison
d) Performance ratio comparison
e) Seniority systems