Organizational practices for potential action violations

Assignment Help Operation Management

Reference no: EM132173974

1. A(n) ____________ examines current organizational practices for potential action violations.

A. EEO representative

B. Training Specialist

C. Job Analyst

2. A(n) _________ collects detailed information about job duties.

A. EEO representative

B. Job Analyst

C. Compensation Manager

3._______ use detailed information to prepare job descriptions.

A. EEO representatives

B. Compensation Managers

C. Job Analysts

5._____________ develop pay grades and compensation plans

A. Compensation Managers

B. Recruiters

C. Job Analysts

6.___________handle employee benefits programs

A. Trainers

B. Benefits Planners

C. Compensation Managers

7.___________ plan training activities

A. Training Specialist

B. Corporate Teachers

C. Managers

8. The ________ HR group focuses on being HR business partners to specific departments.

A. Embedded

B. Corporate

C. Transactional

9. The _______HR group works with top management to develop long range plans for the company.

A. Transactional

B. Centers of Expertise

C. Corporate

10.___________ refers to practices and policies you need to carry out the personnel aspect of your management job.

A. Human Resource Management

B. Labor Relations

C. Organizational Behavior

11. are specifically responsible for assisting and advising line manager in areas like recruiting, hiring and compensation

A. Human Resource Managers

B. Staff Managers

C. Line Managers

12. Which of the following is not a factor changing the environment of HRM?

A. Demographic Trends

B. Economic Trends

C. Generation Y

D. All of the above

13. Workers who hold multiple jobs or are contingent or part time are called_____.

A. Disposable

B. Seasonal

C. Non Traditional

CHAPTER 2:

Managing Equal Opportunity and Diversity

1. Workforce diversity can lead to increase in business success.

A. True

B. False

2. Diversity programs can lead to increases in business.

A. True

B. False

3. Limiting the information given during a response to an employment discrimination charge is advisable

A. True

B. False

4. There are 3 steps in an affirmative action program.

A. True

B. False

5. The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

A. True

B. False

6. Affirmative action programs usually have a top official in charge of development and implementation.

A .True

B. False

7. It is lawful to segregate or classify your employees on the basis of national origin

A. True

B. False

8. According to the Equal Pay Act, management must pay workers the same under all circumstances.

A. True

B. False

9. The Pregnancy Discrimination Act is an amendment to Title VII.

A. True

B. False

10. Verbal conduct of a sexual nature cannot be called sexual harassment.

A. True

B. False

11. The American with Disability Act of 1990 does not list specific disabilities.

A. True

B. False

Reference no: EM132173974

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