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HRM 594 Final Exam Latest version

HRM 594 Final Exam Latest version

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Author: Abraham Nolito
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1. (TCO B) Discuss the multiple constituents of HR. As a staffing professional in the human resources department or as the hiring manager of a work unit, evaluate the importance of representing the organization's interests, and the possible consequences of not doing so. (Points : 25)
2. (TCO E) Compare and contrast 10 different sources of applicants that organizations turn to when recruiting. For each source, identify needs specific to the source, as well as pros and cons of using the source for recruitment. (Points : 30)
3.(TCO G) As an HR professional, you are working on behalf of your internal customer. As an HR staffing manager, what guidelines/instructions would you share with your customer team? Discuss how you would deliver these instructions specifically regarding oral and written communication with job applicants. What might be some business risks with uninformed field organizational managers working with job applicants?(Points : 30)
4. (TCO C) As an HR leader, how would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions? (Points : 30)
5.(TCO F) Assume you gave a general ability test, measuring both verbal and computational skills to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all of the applicants regardless of their test scores. Thoroughly explain how would you investigate the criterion-related validity of the test. Review the steps required to evaluate using this method.(Points : 25)
6.(TCO H) There are numerous negative organizational consequences to firing employees, including the discomfort of the supervisor who delivers the termination information, conflict or sabotage from the departing employee, and the potential for a lawsuit. In response, many supervisors provide problem employees unpleasant work tasks, reduced working hours, or otherwise negatively modify their jobs in hopes that the problem employees will simply quit. What are the ethical issues raised by this strategy?(Points : 30)
7.(TCO A) Imagine an organization that has a staffing process in which vacancies are filled on a lottery basis (choose random candidates) or a first-come, first-hired basis among job applicants. Predict and explain the potential problems associated with these scenarios. Review ethical risks. (Points : 30)
8.(TCO D) It has been suggested thatethical conductbe formally incorporated as a general competency requirement for any job within the organization. Debate the pros and cons of this suggestion.(Points : 30)
9.(TCO I) Your company uses exit interviews to collect data for turnover; therefore, they are anonymous. To better evaluate potential supervisor influence on turnover, you have been instructed to include the name of the exiting employee on the exit interview form. Describe potential ethical issues. Explain the potential outcome if existing employees are required to include their names on exit interviews.(Points : 20)


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