HRM Quiz: Staffing and Employment Law

This document presents a quiz and exam covering key concepts in Human Resource Management (HRM), specifically focusing on staffing, employment law, and workforce planning. The quiz includes multiple-choice questions on topics such as staffing strategies, FTE definitions, workforce planning steps, employment-at-will, and discrimination laws. Additionally, it features short answer questions requiring definitions and comparisons of concepts like disparate impact vs. disparate treatment, job descriptions vs. job specifications, and replacement charts vs. succession planning. The document also includes a list of references used in the answers.

Multiple Choice Questions
1. A software company has a high turnover rate. What staffing strategy would be most
appropriate?
Answer: Filling vacancies quickly with people who are able to perform with minimal job training
2. An FTE is defined as:
Answer: a full-time equivalent employee
3. Janson Engineering has found it difficult to recruit experienced project managers to lead its
many projects. Which of the following would be a proactive action that may help close current
and future gaps?
Answer: D) All of the above
4.) Which of the following is not a step in workforce planning?
Answer: all of the above are steps in workforce planning
5.) Employment-at-will is an employment relationship which ________.
Answer: allows either the employee or employer to terminate the employment at any time
6.) Which of the following examples would qualify the company to hire the intern as an unpaid
employee?

Answer: an accounting student is given an opportunity to shadow one of your company’s
accounting employee’s prior to starting work with the company in the fall.
7.) Which of the following is the first step in the typical workforce planning process?
A) Identifying the firm's business strategy
8.) The job analysis technique that uses worker oriented job elements is the ________.
B) Job elements method
9.) In analyzing a job of a stenographer that is to be advertised as a vacancy, an employer found
that the ________ for the job was rapid typing skills.
D) Essential function
10.) Which of the following would be classified as a skill rather than knowledge, ability or other
characteristics?
C) Mentor and coach others
11.) DAK Corporation had kept all its hiring plans on hold during the last four quarters because
the economy was in a state of recession. DAK manufactures oil filters, air filters, and spark plugs
for several major auto manufacturers. The company is analyzing market trends in order to
reassess its hiring strategy for the coming year. Which of the following, if true, would best
support the argument for restarting hiring?

C) Auto manufacturers have aggressively started hiring more staff.
12.) A systematic process of identifying and describing the important aspects of a job and the
characteristic a worker needs to perform the job well is a ________.
B) Job analysis
13.) Which of the following establishes a prima facie case of discrimination based on disparate
treatment?
A) Plaintiff applied for a job/promotion; the job was filled by an applicant of another race or
gender
14.) The Age Discrimination in Employment Act of 1967 protects people ________.
B) 40 years of age or older
15.) The Uniformed Services Employment and Reemployment Rights Act ________.
A) Ensures that members of the uniformed services can return to their civilian employment after
their military service ends
16.) A hotel chain that is recruiting front desk receptionists receives 200 applications from males
and 100 applications from females. 100 out of 200 men are hired and 25 out of 100 women are
hired. Which of the following statements is true of the hotel chain's hiring policy?
B) There is evidence of a disparate impact of the hiring process on females as a group.
17.) Which of the following is a characteristic of independent contractors?

A) C) They control the processes and results of their work.
18.) Which of the following visually shows each of the possible successors for a job and
summarizes their strengths, present performance, promotion readiness, and development needs?
D) Replacement charts
19.) Which of the following is NOT a reason cited in your readings that a company would want
to consider current employees as a valuable resource for finding qualified new hires?
B) Applicants hired through employee referrals are more likely to be given a realistic preview of
the job which helps them make a good decision as to whether they would fit with the
organization.
20.) Which of the following is NOT a benefit of hiring interns?
B) Allows for extra hands to help with administrative tasks
Short Answer Questions
What is the public policy exception to employment at will? Give one example of a
termination that may be construed as an exception to employment at will based on public
policy.
The public policy exception to employment at will is an assumption that gives assurance to the
representatives against such antagonistic business activities. For instance, in the computer
department of local automobile company, an individual named ‘Gus Luis’ was terminated as he

was absent from his work due to long illness. This is violation of the public policy, as under law
it not allowed to terminate a person who was not able come to office due to his/her illness
(Greenberg Traurig, 2012).
Define disparate impact and disparate treatment. How do they differ?
Both unique effect and different treatment allude to prejudicial practices. Divergent effect is
regularly alluded to as accidental segregation, though unique treatment is deliberate. The terms
antagonistic effect and unfavorable treatment are now and then utilized as an option (Seiner A
Joseph, 2006).
Different effect happens when strategies, practices, decides or different frameworks that have all
the earmarks of being impartial outcome in an unbalanced effect on a secured gathering. For
instance, testing all candidates and utilizing comes about because of that test that will
unexpectedly dispose of certain minority candidates excessively is unique effect (Seiner A
Joseph, 2006).
Define job description and job specification and describe how they are used.
Job Description

The job description is explained as the set of working responsibilities that incorporates essential
employment related information that is helpful to promote a occupation as well as pull in a pool
of ability. It incorporates data, for instance, title of job, area of job, answering to as well as of
representatives, work outline, nature along with goals of a inclination, undertakings as well as
obligations to be performed, employed circumstances, machineries, strategies as well as types of
gear to be exploited by a premeditated laborer along with risks betrothed with it (Mathis, Robert
L., 2006).
Job Specification: It is defined as the work detail which is composed of articulation of
instructive capabilities, specific potentials, level of understanding, physical, passionate,
specialized and relational abilities required to play out an occupation, obligations associated with
an occupation as well as other strange tactile requests. It likewise incorporates general wellbeing,
psychological wellness, knowledge, inclination, memory, judgment, initiative aptitudes,
passionate capacity, versatility, adaptability, qualities and morals, behavior and inventiveness,
and so forth.
They are used as the expected set of responsibilities and occupation detail, which are two basic
parts of employment examination. They characterize a vocation completely as well as manage
both business along with worker on the best way to approach the entire procedure of enlistment
as well as determination. The two informational groups are to a great degree relevant for creating
a correct fit amongst employment as well as ability, measure implementation along with

scrutinization of preparing requirements as well as computing the price of a precise profession
(Mathis, Robert L., 2006).
Compare and contrast replacement charts and succession planning?
Replacement charts accept that the association graph will stay unaltered after some time. It as a
rule distinguishes "reinforcements" for top-level positions, as they are recognized on the
association diagram, and stops there. A normal "substitution outline" will list around 3
individuals as "reinforcements" for each best level position and will generally show how
prepared every individual is to accept the part of the present place of employment occupant
(Rothwell J. William, 2012).
Progression arranging, conversely, concentrates on creating individuals as opposed to only
naming them as substitutions. It shall probably assemble profound seat quality all through the
association such that, at whatsoever point an inaugural happens, the association has many
qualified applicants inside that might be considered for progression.
Following are the different ways in which a firm can deal with temporary employee surpluses.
 Impermanent cutbacks
 No matter how you look at it pay cuts

 decrease in work hours,
 Reallocating laborers to extending regions of the business,
 Unpaid vacays,
 Holidays,
 Work sharing
References
Greenberg Traurig, LLP, 2012. "At-Will Employment Disclaimers - The National Labor
Relations Board's Next Target?". The National Law Review. Retrieved on 19th October, 2017.
Mathis, Robert L., and John H. Jackson. Human Resource Management. 11th ed. Mason:
Thomson South-Western, 2006. 175-87. Print. Guide To Writing Job Descriptions. UCLA,
Retrieved on 19th October, 2017.
Rothwell J. William, 2012, “The Difference Between Management Succession Planning and
Technical Succession Planning”, Retrieved on 19th October, 2017.
Seiner A Joseph, 2006, Disentangling, Disparate Impact and Disparate Treatment. Retrieved on
19th October, 2017.