BUS 475 FINAL EXAM LATEST 2023-2024 ACTUAL
EXAM 100 QUESTIONS AND CORRECT DETAILED
ANSWERS (VERIFIED ANSWERS) |ALREADY
GRADED A+
Practice questions for this set
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department of labor; all laws are EEO except 11246 which is part of civil rights
act but for independent contractors
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What is succession planning and
1 nominal measurement 2
why would you use this?
3 Statutory Law DOL
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Terms in this set (102)
, -First step always: WHAT DOES THE BUSINESS NEED?
-Business goals
What components do you
-strategy
need from the organization
-upcoming projects
first, before creating a
-expansions
staffing strategy?
-mergers
-overall direction
-making key decisions about acquisition, deployment
Why is it important to have and retention
a clearly defined staffing -HR strategy seeks to align acquisition and management
strategy? of the workforce with organization strategy
-For staffing levels and staffing quality
1. Acquire or Develop Talent
2. Hire Yourself or Outsource
3. External or Internal Hiring
Be able to explain all 4. Core or Flexible Workforce
Staffing Levels within a 5. Hire or Retain
strategic staffing decision. 6. National or Global
7. Attract or Relocate
8. Overstaff or Understaff
9. Short or Long Term Focus
1. Person / Job Organization Match
2. Specific or General KSAO
Staffing Quality 3. Exceptional or Acceptable Workforce
Quality
4. Active or Passive Diversity
, 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
What are all Staffing Levels
6. National or Global
within a strategic staffing
7. Attract or Relocate
decision? How would you
8. Overstaff or Understaff
use these
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.
contract made up between the employee and employer;
(1) required to withhold employee payroll taxes
(2) required to pay taxes
Employee (3) covered under the myriad laws and regulations
governing the employment relationship, and
(4) liable for the acts of its employees during
employment
employer is free from tax withholding, tax payment and
Independent contractor benefits obligations; employer cannot dictate
how/where work will be done
do not have special legal stature; coemployment -
Temp
company vs staffing agency who is liable?
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