Talent Planning and Acquisition Quiz

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There is a document the federal government has created that you would like to use in your training class. You'll be teaching how the form is designed, its purpose, and what all parts of the form provide. The form will be included in your overhead presentation, in the course manual, and as a handout in the classroom. Is this legal? *

1 point

No, the form is protected from copyright infringement.

No, the form can be shown in the overhead presentation, but not distributed or photocopied.

Yes, the form can be distributed with a fee to the federal government for access to the form.

Yes, work created by the federal government is in the public domain.

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described? *

1 point

Griggs versus Duke Power, 1971

Washington versus Davis, 1976

Albemarle Paper versus Moody, 1975

McDonnell Douglas Corp. versus Green, 1973

As a Senior HR Professional, you should be familiar with certain precedent-setting cases related to equal employment opportunity. This case focused on the requirement for employees seeking internal transfer or promotions to possess a high school education and certain scores on aptitude tests. The court found under Title VII of the Civil Rights Act that the test could disparately impact ethnic minority groups. Which case is referenced? *

1 point

Griggs versus Duke Power

McDonnell Douglas Corp versus Green

Washington versus Davis

Regents of California versus Bakke

As a Senior HR Professional, you must be familiar with certain legal terms, laws, and regulations that affect how you and others operate in the workplace. One term is protected class. Which of the following statements best describes a protected class? *

1 point

A group of people who share a common characteristic and who are protected from discrimination and harassment on the basis of that shared characteristic.

A group of people who share a common characteristic and who are exempt from discrimination regulations on the basis of that shared characteristic.

A group of people who do not share a common characteristic and who are not protected from discrimination and harassment on the basis of that shared characteristic.

A group of people who share a race and who are protected from discrimination and harassment on the basis of that race.

Validity demonstrates a clear relationship between performance on the selection procedure and performance on the job. There are three cases for interview question validity. Which of the following is NOT one of them? *

1 point

Questions are based on job analysis.

Questions prompt for answers that are systematically related to a specific job.

Questions prompt for answers that provide evidence about important job-related skills.

Questions prompt for stories of past experience in different types of jobs.

As a Senior HR Professional, you must be familiar with certain legal terms, laws, and regulations that affect how you and others operate in the workplace. Basically, there are three types of discrimination that can happen in the workforce. Which of the following is NOT one of the three discrimination types? *

1 point

Adverse political capital

Perpetuating past discrimination

Disparate treatment

Disparate impact

Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service. What aspect of the contractor control aspect is best described as how the business pays the worker? *

1 point

Financial Control

Behavioral Control

Type of relationship

Contractual relationship

You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable? *

1 point

$50,000

$300,000

$500,000

There is no limited amount as the jury can determine damages

One factor of the Uniform Guidelines on Employee Selection is reliability during interviews. Which of the following statements is the best description of reliability during interviews? *

1 point

Interviews should adapt job-related questions for each candidate for a particular position based on the candidate's experience.

Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for a particular position.

Interviews should prepare and consistently use questions that will be asked of all candidates based on the candidate's submitted resume.

Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for all employment positions within the organization.

What type of analysis in an Affirmative Action Plan would create an organizational chart that includes information about incumbents' race, gender, and wages? *

1 point

Job Group Analysis

Availability Analysis

Utilization Analysis

Workforce Analysis

Henry is the Senior HR Professional for his organization which manufactures automobile parts. His organization has plants throughout the US. Management has informed Henry that a plant in Alabama will be closing. 650 jobs will be eliminated as a result. How many days is Henry's organization required to give notice before the plant may close? *

1 point

30 days

60 days

90 days

120 days

Placement goals are part of Affirmative Action Plans. A placement goal should be met with good faith efforts, not through which one of the following? *

1 point

Discrimination

Outsourcing

Quotas

Advertisements

A church has announced a position for a new minister. One of the requirements of the new minister, however, is that this person be a member of the faith of the church that is hiring. This is an example of which of the following in regard to Title VII? *

1 point

Piece-rate system

Violation of the Title VII requirements not to discriminate employment based on religion

Bona fide occupational qualification

Violation of Title VII religious requirements for employment

What act prohibits discrimination on the basis of physical and mental disabilities? *

1 point

ADEA of 1967

Rehabilitation Act of 1973

VEVRAA of 1974

IRCA of 1986

Mark is an HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. Mark will also be considered to be designated the responsibility for this Affirmative Action Plan. What does the designation of responsibility mean? *

1 point

It means that Mark will be the person that reports on the plan's implementation to management

It means that Mark will be the person responsible for actually implementing the plan

It means that Mark will be the person that reports on the plan's implementation to the Department of Labor

It means that Mark will be the manager for all Affirmative Action scenarios and issues within his company

On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2? *

1 point

Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4

Reaffirmed that affirmative action isn't to establish quotes, but to create goals

Workforce analysis was replaced with a one-page organizational profile

Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups

Within the Worker Adjustment and Retraining Notification Act, there are rules for notifying employees of mass layoffs and plant closings. There are, however, three exceptions to the notification time limit. Which one of the following is a valid exception to the notification time limit for a plant closing? *

1 point

Natural disaster

Death of business owner

Acquisition of firm by competition

Replacement of jobs from one state to another

Which of the following prohibits employers from hiring undocumented workers? *

1 point

IRCA

FECA

FLSA

OSHA

Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario? *

1 point

The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964

This is an example of a violation of the Title VII of the Civil Rights Act of 1964

This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964

This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and helps them re-orientate to the job market? *

1 point

Utility function

Outplacement

Duty of diligence

Exit interview

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related? *

1 point

Griggs versus Duke Power, 1971

McDonnell Douglas Corp. versus Green, 1973

Albemarle Paper versus Moody, 1975

Washington versus Davis, 1976

Robert is the HR Professional for his organization. June, Robert's supervisor, assigns Robert for completing and filing the EEO-1 Report for the organization. What is the EEO-1 Report? *

1 point

It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees by job category, ethnicity, race, and gender the organization employs.

It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees the organization employs.

It is a report that all employers must submit to the Department of Labor defining the race and income of all employees in the organization.

It is a report that all employers must submit to the Department of Labor defining the race, social security identification number, and income of all employees in the organization.

You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date? *

1 point

January 1 of each year

September 30 of each year

April 15 of each year

The anniversary date of your organization reaching 100 employees

The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) requires which of the following? *

1 point

All contractors must list all job openings with state employment agencies.

All employers must list all job openings with state employment agencies.

State employment agencies must give preference to Vietnam veterans for senior-level management position referrals.

State employment agencies must give preference to Vietnam veterans for positions lasting 3 days or longer.

Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity? *

1 point

Predictive validity

Content validity

Professional validity

Construct validity

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