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BUS 475 FINAL EXAM LATEST ACTUAL EXAM
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BUS 475 FINAL EXAM LATEST ACTUAL EXAM
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BUS 475 FINAL EXAM LATEST ACTUAL EXAMWhat components do you need from the organization first, before creating a staffing
strategy? - ANSWER: -First step always: WHAT DOES THE BUSINESS NEED?
-Business goals
-strategy
-upcoming projects
-expansions
-mergers
-overall direction
Why is it important to have a clearly defined staffing strategy? - ANSWER: -making
key decisions about acquisition, deployment and retention
-HR strategy seeks to align acquisition and management of the workforce with
organization strategy
-For staffing levels and staffing quality
Be able to explain all Staffing Levels within a strategic staffing decision. - ANSWER: 1.
Acquire or Develop Talent
2. Hire Yourself or Outsource
3. External or Internal Hiring
4. Core or Flexible Workforce
5. Hire or Retain
6. National or Global
7. Attract or Relocate
8. Overstaff or Understaff
9. Short or Long Term Focus
Staffing Quality - ANSWER: 1. Person / Job Organization Match
2. Specific or General KSAO
3. Exceptional or Acceptable Workforce
Quality
4. Active or Passive Diversity
What are all Staffing Levels within a strategic staffing decision? How would you use
these - ANSWER: Staffing Levels
1. Acquire or Develop Talent
2. Hire Yourself or Outsource
3. External or Internal Hiring
4. Core or Flexible Workforce
5. Hire or Retain
6. National or Global
7. Attract or Relocate
8. Overstaff or Understaff
9. Short or Long Term Focus
, Use: HR can use these different staffing levels to help determine how many and
what kind of employees they need to fulfill their strategic plan as well as prepare
for future surpluses, or shortages.
Employee - ANSWER: contract made up between the employee and employer;
(1) required to withhold employee payroll taxes
(2) required to pay taxes
(3) covered under the myriad laws and regulations governing the employment
relationship, and
(4) liable for the acts of its employees during employment
Independent contractor - ANSWER: employer is free from tax withholding, tax
payment and benefits obligations; employer cannot dictate how/where work will
be done
Intern - ANSWER: (1) the training must be similar to that given in school,
(2) the training experience is to benefit the intern,
(3) the trainee does not displace another person and works under close supervision
of the employer's staff,
(4) the employer does not gain an immediate advantage from the trainee's
activities, and on occasion operations may be hampered,
(5) the trainee is not entitled to a job at the end of training, and
(6) the employer and the trainee must understand that the trainee is not entitled
to any pay for time spent
Common Law - ANSWER: a court-made law consisting of case-by-case decisions of
the court which determine over time permissible and impermissible practices and
their remedies; individual to each state
ex: Employment-at-will: an agreement between an employer and employee, both
parties agree and can terminate the contract at any time "just because"
***
constitutional law - ANSWER: Derived from US constitution and its amendments;
supersedes any other law
5th amendment: don't have to testify against yourself
14th amendment: prohibits employers from violating an individuals rights of due
process and equal protection
Statutory Law - ANSWER: Derived from written statutes passed by legislative
bodies - federal (Congress), state (legislature and assembly) and local (municipal)
***
EEOC - ANSWER: Equal employment opportunity commission
DOL - ANSWER: department of labor; all laws are EEO except 11246 which is part of
civil rights act but for independent contractors
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