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Question
Executive Orders 11246 and 11375 apply to which of the following employers?A) publicly traded firms
B) federal contractors
C) small businesses
D) private employers
Answer
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Related questions
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In a brief essay, discuss Executive Orders 11246 and 11375 and their effect on affirmative action programs.
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Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates.
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B) Due to economic difficulties, the firm will be laying off the two lowest-performing employees in Suzanne's department.
C) Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans.
D) Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance.
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During the refreezing stage of Lewin's change process, managers are likely to use new appraisal systems and incentives as a way to reinforce desired behaviors.
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What is talent management? What role do profiles play in the selection process?
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Discuss the two basic types of interviews: structured and unstructured. Which one do you think is better? Why?
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Situational interviews typically have a lower validity than behavioral interviews in predicting job performance.
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Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.
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Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.
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Which area of an HR audit is most likely being assessed by an HR specialist who is reviewing job descriptions and the employment status of current employees?
A) employee relations
B) roles and head count
C) mandated benefits
D) group benefits
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An HR specialist conducting an HR audit should review which of the following when auditing recruitment and selection practices?
A) disciplinary procedures
B) FLSA compliance
C) workers' compensation
D) background check policies
Q:
A ________ metric focuses on measuring the activities that contribute to achieving the company's strategic aims.
A) strategy-based
B) high-performance
C) human resource
D) benchmark
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All of the following are commonly used HR metrics EXCEPT ________.
A) health care costs per employee
B) absence rate
C) cost per new hire
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Q:
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Which of the following terms refers to delivering learning content via laptops and cell phones when needed?
A) mobile learning
B) individualized learning
C) demand-driven learning
D) computer-based learning
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Which of the following enables employers to schedule, deliver, and manage online training?
A) virtual classrooms
B) qualification inventories
C) transaction processing systems
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A) transactional HR groups
B) corporate HR groups
C) embedded HR units
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All of the following are examples of human resource specialties EXCEPT ________.
A) job analyst
B) training specialist
C) EEO coordinator
D) financial advisor
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Members of the EEOC are appointed by the ________.
A) U.S. Senate
B) U.S. Supreme Court
C) President of the United States
D) Vice-President of the United States
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To be a strategic positioner, means that one has to have the breadth of business knowledge necessary to be able to help top management develop its strategic plan.
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Which term refers to the competency needed by today's HR managers to create a meaningful work environment and align strategy, culture, practices, and behavior?
A) capability builder
B) credible activist
C) strategic positioner
D) technology proponent
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Dana, an HR manager at Coffman Consulting, wants to compare current employees' skills with the firm's projected strategic needs. Which of the following would most likely help Dana accomplish this task?A) computerized analytical programB) network monitoring softwareC) corporate intranet websiteD) streaming desktop video