Question 1

Which of the following is an internal source of recruitment?

Accepted Answer

A)  employee referrals 
B)  direct applicants 
C)  employment agencies 
D)  job postings 
E)  personal interviews 
A)  employee referrals 
B)  direct applicants 
C)  employment agencies 
D)  job postings 
E)  personal interviews D

Question 2

In the context of managing human resources, the process of ________ creates a buffer between planning and the actual selection of new employees.

Accepted Answer

A)  recruiting 
B)  evaluating 
C)  inducting 
D)  outsourcing 
E)  training 
A)  recruiting 
B)  evaluating 
C)  inducting 
D)  outsourcing 
E)  training A

Question 3

What is an element in the final stage of human resources planning?

Accepted Answer

A)  estimating labor demand 
B)  forecasting labor supply 
C)  estimating labor surplus or shortage 
D)  strategic planning 
E)  evaluating outcomes 
A)  estimating labor demand 
B)  forecasting labor supply 
C)  estimating labor surplus or shortage 
D)  strategic planning 
E)  evaluating outcomes E

Question 4

Paul is the HR manager at FloGlow Inc., which is preparing for the launch of a new product line. The company needs to know how many new customer service representatives to add to help customers with questions and concerns about the existing and new products. To guide the company, Paul needs information about the number of employees currently providing customer service, the number likely to be in those jobs next year, and the number expected to move to other positions in the organization. The information will be easier to organize and interpret if Paul uses a(n)

Accepted Answer

A)  electronic recruiting process. 
B)  transitional matrix. 
C)  propensity analysis. 
D)  due-process policy. 
E)  multiple regression analysis. 
A)  electronic recruiting process. 
B)  transitional matrix. 
C)  propensity analysis. 
D)  due-process policy. 
E)  multiple regression analysis.

Question 5

Research suggests that realistic job previews have a strong and consistent effect on employee turnover.

Accepted Answer

A) True 
 B)False

Question 6

What is the first step in the human resource planning process?

Accepted Answer

A)  forecasting 
B)  goal setting 
C)  program implementation 
D)  program evaluation 
E)  performance evaluation 
A)  forecasting 
B)  goal setting 
C)  program implementation 
D)  program evaluation 
E)  performance evaluation

Question 7

Sean works in the human resource department of a well-known and highly respected maker of athletic equipment. He suggests that the company expand its recruiting by placing job advertisements on popular websites for job seekers. However, his supervisor says this has become a poor use of the company's recruiting dollars. Which is the most likely reason for the supervisor's objection?

Accepted Answer

A)  These types of websites are too difficult for most job hunters to use. 
B)  The company will be flooded with applications from individuals who are barely qualified. 
C)  Employers can't search these sites; only job seekers can conduct searches. 
D)  The company will get very few applications, because job hunters read the ads slowly. 
E)  Finding a match between job seekers and job vacancies is inefficient on these sites. 
A)  These types of websites are too difficult for most job hunters to use. 
B)  The company will be flooded with applications from individuals who are barely qualified. 
C)  Employers can't search these sites; only job seekers can conduct searches. 
D)  The company will get very few applications, because job hunters read the ads slowly. 
E)  Finding a match between job seekers and job vacancies is inefficient on these sites.

Question 8

Alice helped a sales manager place an ad on job boards and hire five new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?

Accepted Answer

A)  $40,000 
B)  $5,000 
C)  $1,000,000 
D)  $10,000 
E)  $200,000 
A)  $40,000 
B)  $5,000 
C)  $1,000,000 
D)  $10,000 
E)  $200,000

Question 9

Berns Inc. hires Allen as a supervisor in the company. They have an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and Allen is based on the

Accepted Answer

A)  promote-from-within policy. 
B)  lead-the-market strategy. 
C)  employment-at-will policy. 
D)  nepotistic agreement. 
E)  benevolent agreement. 
A)  promote-from-within policy. 
B)  lead-the-market strategy. 
C)  employment-at-will policy. 
D)  nepotistic agreement. 
E)  benevolent agreement.

Question 10

What is a step a downsized company can take to counter negative employee emotions?

Accepted Answer

A)  Demonstrate that the employees that were downsized deserved it. 
B)  Build confidence in the company's plans for a stronger future. 
C)  Show the organization's commitment to its management. 
D)  Encourage employees to work harder, increasing their value and thus keeping them with the company longer. 
E)  Pursue a commitment to the customers over a commitment to the community. 
A)  Demonstrate that the employees that were downsized deserved it. 
B)  Build confidence in the company's plans for a stronger future. 
C)  Show the organization's commitment to its management. 
D)  Encourage employees to work harder, increasing their value and thus keeping them with the company longer. 
E)  Pursue a commitment to the customers over a commitment to the community.

Question 11

A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

Accepted Answer

A) True 
 B)False

Question 12

Ernie, a manager at a large decoration store, is expecting increased sales during the upcoming holiday season. He knows that his current workforce will not be able to meet demand, putting him at risk of a labor shortage. Which strategy would be the best option to help Ernie avoid a labor shortage?

Accepted Answer

A)  Ernie should hire new employees because he will most likely need additional workers after the holiday season to deal with an increasing sales trend. 
B)  Ernie should increase his current employees' pay during the holiday season so they will work harder to achieve sales targets. 
C)  Ernie should keep his store closed during non-peak hours to compensate for labor shortages. This will ensure his current employees work harder during peak hours. 
D)  Ernie should hire temporary employees because he can let them go once the holiday season is over. 
E)  Ernie should consider increasing the prices of toys so he can make higher profits with fewer sales, thereby reducing the number of customers and consequently solving the labor shortage issue. 
A)  Ernie should hire new employees because he will most likely need additional workers after the holiday season to deal with an increasing sales trend. 
B)  Ernie should increase his current employees' pay during the holiday season so they will work harder to achieve sales targets. 
C)  Ernie should keep his store closed during non-peak hours to compensate for labor shortages. This will ensure his current employees work harder during peak hours. 
D)  Ernie should hire temporary employees because he can let them go once the holiday season is over. 
E)  Ernie should consider increasing the prices of toys so he can make higher profits with fewer sales, thereby reducing the number of customers and consequently solving the labor shortage issue.

Question 13

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a

Accepted Answer

A)  labor review. 
B)  trend analysis. 
C)  Forecast. 
D)  leading indicator. 
E)  transitional matrix. 
A)  labor review. 
B)  trend analysis. 
C)  Forecast. 
D)  leading indicator. 
E)  transitional matrix.

Question 14

Charlie, an HR manager at Delaney Inc., is expecting a labor surplus for the company in the month of November. This gives Charlie nearly eight months to deal with the problem. In order to reduce the labor surplus, Charlie decides to use a ________ strategy, which causes less suffering for employees.

Accepted Answer

A)  downsizing 
B)  demotion 
C)  hiring freeze 
D)  pay reduction 
E)  transfer 
A)  downsizing 
B)  demotion 
C)  hiring freeze 
D)  pay reduction 
E)  transfer

Question 15

What is true of companies that use a "lead-the-market" pay strategy?

Accepted Answer

A)  They pay more than the current market wages for a job. 
B)  They have a recruiting disadvantage. 
C)  They recruit fewer employees than needed and depend on overtime. 
D)  They provide relatively better working conditions to employees compared to competitors. 
E)  They usually have low pay, coupled with overtime and flex-time. 
A)  They pay more than the current market wages for a job. 
B)  They have a recruiting disadvantage. 
C)  They recruit fewer employees than needed and depend on overtime. 
D)  They provide relatively better working conditions to employees compared to competitors. 
E)  They usually have low pay, coupled with overtime and flex-time.

Question 16

Allie, a human resource manager at an electronics firm, observes that many employees who are reaching the traditional retirement age are not interested in leaving the organization. Which statement best explains the reason for this trend among older employees?

Accepted Answer

A)  There are laws against gender discrimination. 
B)  There is a rise in the availability of pensions. 
C)  Jobs are becoming less physically demanding. 
D)  Phased-retirement programs require employees to work longer hours. 
E)  Older workers generally don't have much debt. 
A)  There are laws against gender discrimination. 
B)  There is a rise in the availability of pensions. 
C)  Jobs are becoming less physically demanding. 
D)  Phased-retirement programs require employees to work longer hours. 
E)  Older workers generally don't have much debt.

Question 17

Downsizing can be used to reduce surplus labor because it yields fast results.

Accepted Answer

A) True 
 B)False

Question 18

What are internal sources of recruitment? What are the advantages and disadvantages of using these sources?

Accepted Answer

Internal sources of recruitment are empl

Question 19

Explain the second step in human resource planning.

Accepted Answer

The second step in human resource planni

Question 20

In human resource planning, forecasting is an intermediary step.

Accepted Answer

A) True 
 B)False

Which of the following is an internal source of recruitment?

In the context of managing human resources, the process of ________ creates a buffer between planning and the actual selection of new employees.

What is an element in the final stage of human resources planning?

Research suggests that realistic job previews have a strong and consistent effect on employee turnover.

What is the first step in the human resource planning process?

Alice helped a sales manager place an ad on job boards and hire five new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?

Berns Inc. hires Allen as a supervisor in the company. They have an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and Allen is based on the

What is a step a downsized company can take to counter negative employee emotions?

A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

Ernie, a manager at a large decoration store, is expecting increased sales during the upcoming holiday season. He knows that his current workforce will not be able to meet demand, putting him at risk of a labor shortage. Which strategy would be the best option to help Ernie avoid a labor shortage?

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a

Charlie, an HR manager at Delaney Inc., is expecting a labor surplus for the company in the month of November. This gives Charlie nearly eight months to deal with the problem. In order to reduce the labor surplus, Charlie decides to use a ________ strategy, which causes less suffering for employees.

What is true of companies that use a "lead-the-market" pay strategy?

Allie, a human resource manager at an electronics firm, observes that many employees who are reaching the traditional retirement age are not interested in leaving the organization. Which statement best explains the reason for this trend among older employees?

Downsizing can be used to reduce surplus labor because it yields fast results.

What are internal sources of recruitment? What are the advantages and disadvantages of using these sources?

Explain the second step in human resource planning.

In human resource planning, forecasting is an intermediary step.

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Selecting Employees and Placing Them in Jobs

Training Employees

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters

Exam 5: Planning for and Recruiting Human Resources

Which of the following is an internal source of recruitment?

In the context of managing human resources, the process of ________ creates a buffer between planning and the actual selection of new employees.

What is an element in the final stage of human resources planning?

Research suggests that realistic job previews have a strong and consistent effect on employee turnover.

What is the first step in the human resource planning process?

Alice helped a sales manager place an ad on job boards and hire five new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?

Berns Inc. hires Allen as a supervisor in the company. They have an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and Allen is based on the

What is a step a downsized company can take to counter negative employee emotions?

A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

Ernie, a manager at a large decoration store, is expecting increased sales during the upcoming holiday season. He knows that his current workforce will not be able to meet demand, putting him at risk of a labor shortage. Which strategy would be the best option to help Ernie avoid a labor shortage?

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a

What is true of companies that use a "lead-the-market" pay strategy?

Allie, a human resource manager at an electronics firm, observes that many employees who are reaching the traditional retirement age are not interested in leaving the organization. Which statement best explains the reason for this trend among older employees?

Downsizing can be used to reduce surplus labor because it yields fast results.

What are internal sources of recruitment? What are the advantages and disadvantages of using these sources?

Explain the second step in human resource planning.

In human resource planning, forecasting is an intermediary step.

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Selecting Employees and Placing Them in Jobs

Training Employees

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters