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Managing People & Organizations- UARK Questions and Answers Fully Solved
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Managing People & Organizations- UARK
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Managing People & Organizations-UARK
Four-fifths Rule - answerA method of determining whether or not selection practices are
discriminatory
Selection Rate - answerTotal # hired/Total # applied
Impact Rate - answerGroup with lower selection rate/Group with higher selection rate
BFOQ - answerBona fide occupational qualification; Membership of a protected class is
an actual qualification for performing the job
BFOQ Example - answerHaving to be male to be a priest
Business Necessity - answerA work related practice that is necessary for safe and
efficient operation.
Business Necessity example - answerCommercial pilots must be under a certain age //
US Marshall's cannot suffer from deafness, diabetes, hypertension, etc.
Human Capital Architecture - answerx-axis is value, y-axis is uniqueness.
Complimentary, strategic, support, core.
Strategic knowledge - answerVery unique skills that are directly related to a company's
strategy.
Core Employees - answerUse skills that are valuable to the company, but aren't unique
or difficult to replace.
Complimentary/Alliance Partners - answerHave skills, but are not directly related to the
strategy of the company.
Supporting Labor - answerEmployees whose skills are of little value and can usually be
found easily in the labor market.
2 Basic HR Strategies - answerHigh performance workers and control oriented work
system
High performance workers - answerA combination of HR practices, work structures, and
processes that maximize employee's knowledge, skill, commitment, & flexibility
, Control Oriented Work System - answerMinimizes employee skill & ability, but seeks to
limit variability and performance across people.
Core Capability - answerA combination of knowledge and technical abilities that allow a
business to be competitive.
Selection - answerThe process of choosing individuals who have relevant qualifications
to fill existing or projected job openings.
Person-job Fit - answerJob analysis identifies required individual competencies for job
success.
Person-organization Fit - answerThe degree to which individuals are matched to the
culture and values of the organization.
5 Evaluation Selection Method Standards - answerReliability, Validity, Generalizability,
Utility, Legality
Reliability - answerThe degree to which a measure of physical or cognitive ability is free
from error
Validity - answerThe extent to which a performance measure assesses all and only
relevant aspects of job performance
Generalizability - answerThe degree to which the validity of a selection method
established in one context extends to other contexts
Utility - answerThe degree to which information provided by selection methods
enhances the effectiveness of hiring personnel.
Legality - answerAll selection methods must conform to existing laws and legal
precedents
Civil Rights Act of 1961 & 1964 - answerProtects individuals from discrimination on the
basis of race, color, sex, religion, and national origin.
Age Discrimination Employment Act of 1967 - answerIf any neutral-appearing practice
happens to have an adverse effect on those over 40, the burden of proof shifts to the
employer, who must show business necessity.
Americans with Disabilities Act of 1991 - answerProtects individuals with physical and
mental disabilities (or with a history of the same), and requires that employers make
"reasonable accommodations."
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