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R & S
Terms in this set (140)
If a staffing specialist evaluates the organization's current employees and the external labor market to determine the availability of desired talent, which of the following is being done?
Strategic staffing consists of filling a job as quickly and cheaply as possible.
Which of the following people determine whether an applicant will be extended a job offer?
Staffing professionals promote the goals of society by ________.
helping to match people with jobs and organizations
Locating qualified individuals and labor markets from which to recruit is _______.
Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gabs between the current skills in the organization and the skills it will need to execute its business strategy is ______.
All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is ______.
Although staffing practices can influence turnover rates, they cannot influence a firm's stock market performance.
Strategic staffing means _______.
staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness
Although a company can better match employees with jobs they like, staffing does not influence organizational performance.
Staffing influences organizational performance because ________.
its outcomes determine who will work for and represent the firm
An organization's competitive advantage is ________.
what it can do differently from its competitors
Staffing can be considered a cornerstone of human resource management because it ________.
determines the workforce representing the company
A company is successful at recruiting engineers by handing out flyers during community events near a university which is highly rated for its engineering program. The company's competitor effectively reaches the same audience by hanging banners at a similar event. This is an example of ________.
Hiring people who are entrepreneurial, creative, and have a high tolerance for ambiguity would support a ________ competitive advantage.
Jen is the Human Resources manager for Bailey's, a large department store. A competitor, ShopWell, is scheduled to open nearby in a few months and Jen is afraid that some of her staff may quit and join ShopWell. To prevent this, Jen introduces a performance incentive program that will reward Bailey's highest-performing employees at the end of the year. This is an example of ________.
Which of the following, if true, would uphold a company's sustainable competitive advantage in front of rival firms?
strategic staffing practices are difficult to imitate
Higher performers that are productive within a company can ________.
generate a greater amount of business
Most companies can replicate a competitor's capabilities by imitating the competitor's staffing practices.
A company using a low-cost strategy is least likely to embrace an asset-based philosophy.
Companies that use the same recruiting strategies are likely to experience similar results.
Hiring people who are efficient, trainable, and willing to follow standardized procedures would support a(n) ________ competitive advantage.
According to the resource-based view of the firm, in order to create value, staffing practices must ________.
enhance the differentiation of the firm's products
Axis Auto tries to keep its operational spending as low as possible so that it can pass its savings on to customers in the form of lower prices. This is known as a ________ strategy.
Organizations relying on excellent organization performance would have what type of talent philosophy?
keeping salaries as low as possible to control costs
Which of the following is a characteristic of independent contractors?
They do not receive benefits from the employer
The WARN Act of 1988 applies to ______.
private, public, and quasi-public entities which operate in a commercial context
Employers are not liable for the behavior of their employees during the time of their employment.
Which of the following is true for employment contracts?
an implicit contract is not specified in a written or verbal contract
The Age Discrimination in Employment Act of 1967 protects people ________
40 years of age or older
The WARN Act relates to which of the following?
Contingent workers are part of a company's core workforce.
Which of the following are employees of a company who take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client or company?
Department store BigTen refused to hire Max because of his religion. The store is in violation of ________.
Title VII of the Civil Rights Act of 1964
Which of the following was declared illegal by the Taft-Hartley Labor Act?
In staffing, O*NET is used for ________.
background job analysis information
A job task is a(n)________.
observable unit of work with a begining and an end
The same job analysis techniques can be used effectively for staffing, compensation, and training purposes.
A job analysis that produces a valid selection system identifies characteristics in candidates that ________.
are not easily learned on the job
The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.
critical incidents method
Alex and Jane are the best economists that FlexMoney Inc., a consulting firm, has. However, FlexMoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field. This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire. Which job analysis method is being used by FlexMoney?
job elements method
Which of the following are advantages of using structured questionnaires for job analysis?
speed and low cost
________ are the knowledge, skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.
A systematic process of identifying and describing the important aspects of a job and the characteristic a worker needs to perform the job well is a ________.
Formal job descriptions are best for young organizations that need flexible employees.
________ generates a list of 50 to 200 tasks grouped in categories reflecting major functions of the job as the functions relate to selection purposes.
The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.
job elements method
Typically, when interest rates rise,
businesses are less likely to expand
Anna is the manager of human resources at Alcatec Inc. She is comparing the number of employees required over the next six months versus the capabilities of her existing workforce adjusted for attrition. She is trying to identify any gaps between the two. Which step of the workforce planning process is discussed here?
conduct a workforce analysis
________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply.
If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes, which of the following has been used?
Why is it usually best to supplement the ratio, scatter plot, and trend forecasting methods with managerial judgment?
because historical trends and relationships can change
Forecasting is not an exact science, and it is rare for a forecast to be exactly right. Given this uncertainty, it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.
New salespeople at a retail store generate an average of $50,000 in profit their first year. In addition, the reduced workload on the rest of the sales staff improves their efficiency and ability to provide high-quality customer service by 10 percent. This is worth an additional $20,000 to the company. The cost of hiring and training a new salesperson is expected to be $3,000 and $8,000 respectively. The salary for this position is $35,000. What is the return on investment of hiring an additional salesperson?
A Japanese company that makes electronic watches exports 90 percent of its products to the United States. Which of the following will happen if the dollar strengthens against the Japanese Yen?
the company's watches will become less expensive in the US
Which of the following events suggests that a home improvement store such as Home Depot or Lowe's will need fewer workers in the next 1-3 years?
a decrease in consume disposable income
Which of the following is the first step in the typical workforce planning process?
identifying the firm's business strategy
A ratio analysis assumes that the ratio between the number of employees needed and certain business metrics is highly variable.
Why is it more likely that employee referral programs are effective and successful?
applicants hired through this method lower high turnover
Publicizing open jobs to employees is known as ________.
internal job posting
An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?
Online job fairs are best for recruiting ________.
active job seekers
Passive job seekers can be easy to find as they are constantly on the lookout for a better opportunity.
The management at Ajax Corporation believes that internal recruiting sources are the best, especially when it comes to filling vacant positions higher up in the hierarchy. Team leaders and managers at Ajax regularly update the internal records of all employees and their performances, promotability, career interests, etc. This allows the company to quickly and cheaply source qualified internal candidates who can be contacted whenever a position needs to filled. Most of Ajax's managers were promoted to their respective positions with the help of this internal database. Which of the following methods of internal sourcing does Ajax use?
Job fairs are best for finding passive job seekers.
The ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is ________.
Succession management is the ongoing process of recruiting, evaluating, developing, and preparing employees to assume positions in other firms in the future.
An HR manager trying to recruit for a number of key positions in a firm asks the best talent to recommend the best employees they've worked with in the past or employees they feel would be good performers. This is an example of ________.
SteelMakers Inc. (SMI) is in urgent need of senior sales executives. Sales have declined in the last three quarters while the market share of their leading competitor, Steelworld, has steadily increased. SMI has realized that they are losing out not because of inferior products, but because they have not been able to pitch their products as well as Steelworld. After careful observation of the sales efforts of the latter, the SMI management has decided to offer extremely lucrative, hard to refuse, deals to one or two selected members of Steelworld's sales team. Which of the following modes of sourcing is SMI using in this case?
Which of the following seems to be most important with regard to recruiter demographics?
the recruiter needs to be able to relate to a recruit's value system and drive
Tracy has an interview with a disorganized, unprepared recruiter and concludes that the company does not have a very professional culture. This is an example of ________.
Recruiter behaviors have the largest impact on ________.
applicant intentions to pursue a job opportunity
Karen learns that her new job at the bookstore has no other female employees. Thinking that this could lead her employers and coworkers to treat her unfairly, she declines the offer. This is an example of ________.
Peter will not take a job that offers a salary below $45,000 per annum but is flexible on where the job is located. For Peter, pay is a ________.
non-compensatory screening factor
Roberto applied to the post of a software engineer at Tech Infosystems. He was asked to correct a software problem as a screening test and then interviewed by a panel that comprised of a hiring manger, the HR manager, and a software engineer from the firm. Which of the following statements, if true about the recruitment process, would result in Roberto concluding that the procedural fairness was high?
he could not correct the software problem in the screening test and was not selected for the position
An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________.
low interactional fairness
Which of the following would help the process of compiling information about the job or organization that candidates will find more and less attractive?
surveying present employees
Procedural fairness relates to people's beliefs that the policies and procedures that produced the hiring or promotion decision were unfair.
Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job?
Presenting both positive and potentially negative aspects of a job to recruits is a ________.
realistic job preview
The extent to which recruiters influence job seekers depends on the degree to which recruiters ________.
are seen as reliable signals of what it would be like to work for the company
Liking one's job but not liking the company one works for reflects poor person-group fit.
Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?
Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method?
situational judgement test
According to the Uniform Guidelines on Employee Selection Procedures (UGESP), to the extent that the setting and manner of administration of a selection method fail to measure the work situation, the lesser the need for other validity evidence for that selection method.
When a company rejected Sara, who would have been a poor performer on the job, which assessment outcome occurred?
Graphology includes any practice that involves determining personality traits or abilities from a person's ________.
If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate, which staffing goal is not being met?
generating positive stakeholder reactions
The Uniform Guidelines on Employee Selection Procedures were created to ________.
assist organizations in complying with federal law prohibiting discrimination in hiring
Job seekers often rate ________ as the most job-related selection procedure.
What is a stereotype threat?
awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores
Which of the following is true about integrity tests?
integrity tests have the ability to overcome the problem of faking
Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.
An additional ethical issue involves the ________ of an employee's application for another position in the company.
RBC Electronics is a retailer of electronic appliances. If Sandy does not see or understand the work processes and rules that influence RBC employees' task behaviors and has limited knowledge of the regulations, policies, and resources that affect employees' behavior, then Sandy is most likely a(n) ________.
Which of the following improves the ease of use of skills inventories?
When employees are turned down for the promotions or lateral moves for which they were considered, it rarely affects productivity.
An organization claiming to provide an environment in which employees can grow their careers has to ________.
provide performance feedback and development opportunities
Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"?
because "high potential" pool implies the rest are of low potential
A firm's internal assessment goals tend to be the same as its external assessment goals.
External customers are often best for evaluating an employee's ________.
Which of the following would be required to provide critical skills to employees that might be needed in the future?
More and richer information is usually available about external rather than internal job candidates.
When an employee quits because he/she is passed over for promotion, what has occurred?
a negative stakeholder reaction
Having administrative assistant job candidates perform a set of exercises including taking phone messages, typing reports, scheduling meetings, and filing is an example of a(n) ________.
Which of the following is a limitation of using supervisors in performance reviews?
they may be less able to see the employees task and interpersonal behaviors
Mr. Draper is the hiring manager of a large corporation. He has been asked to recruit two new sales executives for the firm specifically targeted for luring away from a rival firm. Which of the following packages should he offer in order to have a maximum chance of fulfilling this task?
maximum job offer
A company relies on innovation as a competitive advantage. It wants to maintain the secrecy of its research and development projects. Which of the following would it most likely use?
At Spyglass Inc., a private eye firm, new hires are chosen with utmost care. The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated. Which of the following methods should it use to hire new employees?
multiple hurdles approach
The bargained-for exchange between the contract parties is known as ________.
Backing out of an employment contract after the job offer is accepted is called ________.
When different assessments are made using different scales, before they can be combined the raw scores must be ________.
Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.
Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.
A high job offer does not allow further negotiation.
The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments.
Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of ________.
Pursuing diverse candidates should begin in the assessment stage of the hiring process.
To be legal, job offers must be presented in writing.
Orientation provides employees with the knowledge and skills they need to do their jobs.
The Wolverines are a leading university soccer team. All new recruits to the team must go through certain "rites of passage" which include shaving their heads, swimming in cold water, getting a tattoo of the team's emblem, and other tests of servitude and obedience. This is an example of ________.
Denise, the human resource manager of a manufacturing company found that the company's socialization process was too overwhelming for new hires. It consisted of presentations, meetings, and seminars packed into the first week of joining the company. She decided to switch into a(n) ________ approach to socializing so that new employees did not suffer from information overload.
A socialization program that requires new hires to "pass" different stages of socialization or be removed from the organization is a ________.
After a wave of retirements, new employees hired to replace the retirees are likely to experience what type of socialization?
Exit interviews are done to inform employees why they are being let go.
When coworkers show a new employee how to do their job, formal socialization is taking place.
Socialization programs putting newcomers through a common set of experiences as a group rather than individually are called ________.
Anticipatory socialization occurs when employees receive training and begin learning about the company culture and norms, and how to do the job.
Which of the following is true of voluntary turnover?
it can be reduced by giving new hires a ralistic job preview
Processing a new employee's employment-related paperwork, acquiring necessary keys and identification cards, and establishing an e-mail account for them is part of ________.
The influence of strategic staffing on a candidate ends once the candidate is hired.
The DMADV method of Six Sigma stands for Design, Measure, Analyze, Deduce, and Verify.
Which of the following is a long-term staffing metric?
employee job success measured by recruiting source and recruiter
The HR manager of a manufacturing firm was calculating the amount spent annually by the company on its staffing practices. Which of the following should not be classified as a hiring cost?
productivity losses due to the vacancy
Indirect staffing costs ________.
can be more significant than the direct costs but are more difficult to measure
The best use of short-term staffing metrics is ________.
to be leading indicators to assess a company's staffing system
Lagging indicators help a company improve its staffing efforts midstream.
The balanced scorecard approach bases its assessment of employee performance completely on financial gain to the company.
How well staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance are elements of ________.
________ is a direct cost of staffing.
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