Medaille College

Human Resource Management, MGT 231E

_______/100 points

Student Name Kristin Formatted: Font: 14 pt, Underline

Gillettee_______________________________________

Select 5 out of the following 10 written questions. You answer must contain no less than 250
words and no more than 500. Each question is worth 15 points.

_______/75 points

1. Identify and discuss the basic trends facing organizations today and how they impact the
human resource function.

2. Provide a definition of Affirmative Action Programs and discuss the pros and cons.

Affirmative action- a policy that goes beyond equal employment opportunity by requiring
organizations to comply with the law and correct any past discriminatory practices by increasing
the numbers of minorities and women in specific positions. A pro of affirmative action is that it
requires managers to provide the same opportunities to all job applicants and employees regardless
of race, color, religion, sex, national origin, or age. A con is that an employer may be accused of
reverse discrimination.

3. Discuss the advantages and disadvantages of a diverse workforce.

4. Provide a definition of a job analysis and discuss describe sort of information gained from
conducting the analysis and the various uses for that information.

Job analysis is the process of obtaining information about jobs by determining their duties, tasks,
or activities. The job analysis provides the job description and job specification which will help
deciding the qualifications or knowledge needed to perform the job. .

5. Provide a definition of internal recruiting and discuss the advantages and

disadvantages..disadvantages.

Internal recruiting is when workers are hired within the company at entry- level jobs and higher
jobs are filled from within. An advantage of internal hiring is the option of growth in the company
and promotions. A disadvantage is missing out on new ideas and creativity an outside applicant
may bring to the company.

6. Describe a minimum of three sources of obtaining external candidates and the pros and
cons of each.
 7. Describe and explain 3- 5 questions that should not be included on the application form
and why.
Questions that should not be asked on an application include, how old are you, what is the origin of your
name, how much do you weigh, are you a man or woman? These are all inappropriate and offensive.

8. Describe three tools other than tests that employers can use to help in selection of
employees, and theretheir purpose in the selection process.

9. Describe mistakes that can be committed by the interviewer, and why they are mistakes.

10. Define exempt and non-exempt employees. Your answer must include the type of
compensation (salary, hourly, and overtime) available for each category of employee.
Formatted: Indent: Left: 0", First line: 0"
Exempt employees are not covered by the overtime provisions of the Fair Labor Standards Act. Exempt
employees are usually managers or part of the white-collar profession and salaried employees who do
not receive overtime if they work over 40 hours per week. Non- exempt employees are covered by the
overtime provisions of the Fair Labor Standards Act and are usually paid at an hourly rate for time
worked. If they work over 40 hours a week they are granted overtime pay.
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Each of the following questions is worth 1 a point.

__________/25 points

____ d ____ 1. Which of the following does diversity not include?

a. Age
b. Race
c. Sex
d. Job position

____a___ 2. Which of the following is not covered by Title VII of the Civil Rights Act of 1964?
a. Religion
b. Race
c. Color
d. Sexual orientation

____d___ 3. Which would not be cause for a sexual harassment charge?

a. Unwelcome sexual advances
b. Request for sexual favors
c. Other verbal and physical conduct of a sexual nature
d. An employee asking another employee to go to dinner

____a___ 4. In the context of sexual harassment, the courts may decide _______ exists even if no direct
threats or promises are made in exchange for sexual behavior.
a. a hostile environment
b. a quid pro quo
c. a justifiable excuse
d. a BFOQ

____c___ 5. A _______ is persons such as minorities and women covered by equal opportunity laws
including Title VII.
a. civil rights candidate
b. reference group
c. protected class
d. control group

___d____ 6. Under the Americans with Disabilities Act, employers may not ask questions in the
following areas during an interview except:
a. prescription drugs being taken.
b. disabilities.
c. medical histories.
d. ability to perform job functions.

___a____ 7. A BFOQ defense is:

a. essentially a defense to a claim of intentional discrimination.
b. subject to liberal interpretation.
c. applicable when it avoids inconvenience.
 d. applicable if it causes the employer hardship.

___c____ 8. _______ is a program that goes beyond equal employment opportunity by requiring the
employer to make an extra effort to hire and promote those in the protected group.
a. Human resource management
b. Responsibility overload
c. Affirmative action
d. Quota hiring

___c____ 9. Job analysis provides information used for writing a(n):

a. organization chart.
b. policy.
c. job description.
d. procedure.

___c____ 10. The ______ is a written statement of what the jobholder actually does, how he or she does
it, and under what conditions the job is performed.
a. job evaluation
b. job analysis
c. job description
d. job specification

___d____ 11. The ______ lists the knowledge, abilities, and skills needed to perform the job
satisfactorily.
a. job evaluation
b. job analysis
c. job description
d. job specification

____d___ 12. The section of the job description that permits quick identification of the exempt or
nonexempt status of the job is the:
a. job code.
b. job title.
c. grade/level.
d. FLSA status.

___b____ 13. According to the Americans with Disabilities Act, the _____ indicate the duties that
employees are required to perform, with or without reasonable accommodation.
a. fundamental tasks
b. essential job functions
c. necessary duties
d. required responsibilities

___c____ 14. Which of the following is a disadvantage of employee referral as a means of recruiting?
a. An employee may become dissatisfied if his or her referral is rejected.
b. There may be too many candidates referred.
c. There may be many unqualified applicants referred.
d. It is costly to promote a referral program.
___c____ 15. The application form includes the following information except:
a. applicants signature
b. work experience
c. education with graduation dates.
d. references

___a___ 16. Application forms must comply with the requirements of:
a. Equal Opportunity Laws.
b. the Federal Trade Commission.
c. Department of Homeland Security
d. the Department of Employment.

___a___ 17. Equal opportunity laws mandate that you must be able to prove that your tests were related
to success or failure:
a. relative to the job description.
b. of the job family.
c. on the job.
d. in the job analysis.

___a___ 18. Employees hired in the U.S. have to complete the _____ form to prove employment
eligibility.
a. I-9
b. INS-589
c. INS-9
d. E-9

___d___ 19. In a(n) _______, an interviewer follows a predetermined sequence of questions.

a. appraisal interview
b. nondirective interview
c. stress interview
d. structured interview

___a___ 20. In a _____, the interviewer asks a series of job-related questions that focus on how the
interviewee reacted to actual situations in the past.
a. behavioral interview
b. stress interview
c. job-related interview
d. situational interview

___d___ 21. The following are common interviewing mistakes made by recruiters except:
a. following a structured guide.
b. snap judgments.
c. leniency.
d. central tendency.

___a___ 22. Advertising for a mature individual would be discriminatory according to some state and
local equal employment opportunity laws.
 a. True
b. False

___a___ 23. The Americans with Disabilities Act prohibits discrimination against qualified individuals
who, with or without reasonable accommodation, can carry out the essential functions of a
job.
a. True
b. False

___a___ 24. A job description lists a job's duties, responsibilities, reporting relationships, working
conditions and supervisory responsibilities.
a. True
b. False

___a___ 25. Background checks are an inexpensive and straightforward way to verify factual
information.
a. True
b. False