Mhr 411

Front 1

What is staffing

Back 1

Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.

Front 2

Recruitment

Back 2

Hiring someone

Front 3

selection

Back 3

the action or fact of carefully choosing someone or something as being the best or most suitable

Front 4

placement

Back 4

the action of putting someone or something in a particular place or the fact of being placed.

Front 5

acquisition

Back 5

Involves external staffing systems that govern the initial intake of applicants into the organization

Front 6

deployment

Back 6

placements of new hires on the actual job they will hold

Front 7

retention

Back 7

manage the inevitable flow of employees out of the organization.

Front 8

What are the key points of the staffing quantity model?

Back 8

Compare workforce quantity requirement to workforce availability. To see if you have enough workers.

Front 9

What is meant by the concept of the person-job match?

Back 9

To match a person with a job that matches that person KSA to result in HR outcomes.

Front 10

What is included in the formation of the employment relationship?

Back 10

Person/organization

Front 11

What is meant by the concept of the person/organization match?

Back 11

shows how person/job matching could extend to how well the person will also fit in the organization. Match a person to a organization by their organizational values, new job duties, multiple jobs, future jobs.

Front 12

What are the elements of the staffing system components model

Back 12

Recruitment (identification and attraction)
Selection (assessment and evaluation)
Employment (decision making and final match)

Front 13

What are the elements of the overall staffing organizations model?

Back 13

Organization : formulate strategy to express an overall purpose
HR:Key decision on how workforce should be handled
Staffing strategy: How to staff the worker.

Front 14

What types of employment contracts are enforceable?

Back 14

Written agreements that (1) guarantee employment for a specified period of time, (2) limit the circumstances in which employment may be terminated, or (3) set forth a specific consequence for terminating employment are generally enforceable through breach of contract actions.

Front 15

What would be an exception to employment-at-will?

Back 15

"just cause" only and other federal, state, and local laws.

Front 16

What special protections to employees do laws and regulations seek to provide?

Back 16

Balance of power, protection of employees and employers.

Front 17

What is the key purpose affirmative action?

Back 17

intended to promote the opportunities of defined minority groups within a society to give them equal access to that of the privileged majority population.

Front 18

What role does adverse impact in the process by which discrimination is determined?

Back 18

Focuses on the effects of employment practices rather than on the motive or intent.

Front 19

Describe the process by which a case of disparate treatment may be determined.

Back 19

Involve allegations of intentional discrimination. knowingly discriminate against a certain race or sex.

Front 20

What protections to disabled people does the Americans with Disabilities Act (ADA) provide regarding employment?

Back 20

Employer cannot discriminate against an individual with a disability because of the disability of such individual in regard to job application procedures.

Front 21

What is the Immigration Reform and Control Act (1986) and what are the consequences of its violation?

Back 21

Prohibit the employment of unauthorized aliens and to provide civil and criminal penalties for violation. A fine of 10,000 for each unauthorized alien as well as imprisonment for 6 months.

Front 22

What are the properties of H-1B visas?

Back 22

Non-immigrant must have a bachelor degree or higher in a specific specialty to work up to 6 years.

Front 23

What are the components of the HR planning process?

Back 23

Making initial planning decisions, forecasting HR requirements, forecasting HR availability , determining employee shortages and surpluses, and developing actions plan.

Front 24

What are the advantages of having a core work force?

Back 24

Stability, continuity and predictability. The organization can depend on its core workforce to build strategic plans based on it.

Front 25

What is the focus of “employment reconciliation?”

Back 25

Try to keep employees

Front 26

What are the limits of using simple headcounts for forecasting and HR planning?

Back 26

Ignores the amount of scheduled time worked by each employee, and the vacant employee spot.

Front 27

What is the purpose of “Markov analysis?”

Back 27

To predict availability on the basis of historical patterns of job stability and movement among employee.

Front 28

What is generally involved in executive reviews?

Back 28

?

Front 29

What are the steps for designing action plans?

Back 29

Set objectives, generate alternative activities, assess alternative activities, and choose alternative activities.

Front 30

What generally makes Affirmative Action programs acceptable to the Supreme Court?

Back 30

They are organizational- specific plans that have a legal origin and basis.

Front 31

What are the advantages/disadvantages of internal staffing

Back 31

-Positive employee reactions, quick, less expensive, less time required to reach full productivity
-No new KSA, small market to recruit from, may need more training.

Front 32

What are the advantages/disadvantages external staffing?

Back 32

New KSA, larger number of minority, larger pool, may need less training
- negative employee reaction, time consuming, expensive, more time required to reach full productivity.

Front 33

What is the role of a job description?

Back 33

The traditional way of describing a job is to identify and define its elements and task precisely.

Front 34

Provide examples of intrinsic and extrinsic rewards?

Back 34

Intrinsic reward- experience, job satisfaction, feedback.
Extrinsic reward- pay, benefits, bonuses.

Front 35

What is meant by “traditional job

Back 35

are very static, with little or no change occurring in tasks or KSA.

Front 36

What is meant by flexible job

Back 36

allows the employees a certain degree of freedom in deciding how the work will be done and how they'll coordinate their schedules with those of other employees.

Front 37

What is meant by evolving job

Back 37

A job that is changing

Front 38

What is meant by idiosyncratic job

Back 38

A unusual job.

Front 39

What is “sentence analysis technique” used for?

Back 39

For writing task statements that confirm what he does, why he does it, what is made, and what he uses.

Front 40

What types of skills are contained in O*Net?

Back 40

Basic skills and cross functional skill.

Front 41

Under what circumstances would it be recommended that an outside consultant for job analysis be brought in?

Back 41

When defining a job

Front 42

In the measurement of reward differentials, the standard deviation of ratings assigned to each reward by the respondents indicates what?

Back 42

To see organizational preferences.

Front 43

What is the meaning of “essential” in defining essential job functions for the purposes of complying with Americans with Disabilities Act (ADA) regulations?

Back 43

Too see if the disabled person can do the job.

Front 44

What would be associated with strategy development within the external recruitment process?

Back 44

Help assess those issues that are fundamental to the organization: open versus targeted recruitment, recruitment sources, and recruiting metrics.

Front 45

Generally, who might serve in the role of recruiter used by organizations?

Back 45

HR professional, lines managers, and employees.

Front 46

What elements of a recruitment guide is the most useful for developing a recruitment strategy?

Back 46

Safeguards the interests of the employer, applicant, and recruiter

Front 47

What are the characteristics of employment agencies?

Back 47

A source of nonexempt employees and lower-level exempt employees, these agencies contact, screen, and present applicants to employers for a fee.

Front 48

What is recommended to ensure effectiveness if an HR specialist is involved in developing a message to be communicated to job applicants?

Back 48

The communication message to applicants could focus on conveying realistic, employment brand, or targeted information.

Front 49

What is recommended by the “contingency approach” to message selection?

Back 49

targeted messages

Front 50

What is the most critical aspect of an advertisement for enhancing applicant self-screening?

Back 50

Much shorter and to the point.

Front 51

For legal purposes, how is “job applicant” defined

Back 51

depends on the user's recruitment and selection procedures. The concept of an applicant is that of a person who is indicated an interest in being considered for hiring, promotion, or other employment opportunities.

Front 52

What are the characteristics of an ideal recruiter?

Back 52

Strong interpersonal skills; knowledge about the organization, jobs, and career-related issues; technology skills; and enthusiasm about the organization and job candidates.

Front 53

What are the features of a high-impact recruiting Web site?

Back 53

Attractive to applicant, functional and easily navigated, convey the information.