Question 1

An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.

Accepted Answer

A) True 
 B)False  True

Question 2

Which of the following statements regarding staffing policies and procedures is true?

Accepted Answer

A)  they seldom contribute to organizational efficiency 
B)  they help to ensure legal compliance 
C)  they often lead to negative applicant reactions 
D)  all of the above are true 
A)  they seldom contribute to organizational efficiency 
B)  they help to ensure legal compliance 
C)  they often lead to negative applicant reactions 
D)  all of the above are true B

Question 3

Which of the following best fits the description of a staffing flowchart?

Accepted Answer

A)  it shows the distance from staffing to strategic operational concerns 
B)  it depicts the actual flow of staffing activities from vacancy to hire 
C)  it provides evidence of how staffing measures increase performance directly 
D)  it is a physical model of staffing using flows to show movement 
A)  it shows the distance from staffing to strategic operational concerns 
B)  it depicts the actual flow of staffing activities from vacancy to hire 
C)  it provides evidence of how staffing measures increase performance directly 
D)  it is a physical model of staffing using flows to show movement B

Question 4

Human resources information systems have been used for which of the following functions?

Accepted Answer

A)  EEO data analysis and reports 
B)  employee succession planning 
C)  databases of job titles and responsibilities 
D)  all of the above 
A)  EEO data analysis and reports 
B)  employee succession planning 
C)  databases of job titles and responsibilities 
D)  all of the above

Question 5

Research suggests that organizational decision making is seen as most fair when it is based on _____.

Accepted Answer

A)  social influence 
B)  clearly communicated decision criteria 
C)  processes tailored to each unique individual 
D)  all of the above 
A)  social influence 
B)  clearly communicated decision criteria 
C)  processes tailored to each unique individual 
D)  all of the above

Question 6

Advertising expenses and cost per applicant are examples of __________ staffing metrics.

Accepted Answer

A)  cost 
B)  timeliness 
C)  outcomes 
D)  reactions 
A)  cost 
B)  timeliness 
C)  outcomes 
D)  reactions

Question 7

Centralization of the staffing function creates economies scale and consistency in staffing policies and processes across the organization.

Accepted Answer

A) True 
 B)False

Question 8

In ______________ a neutral person investigates a complaint and develops findings that may be the basis for resolving an employee complaint.

Accepted Answer

A)  mediation 
B)  arbitration 
C)  fact finding 
D)  peer review 
A)  mediation 
B)  arbitration 
C)  fact finding 
D)  peer review

Question 9

It is typically not possible to use techniques like split-samples analysis or longitudinal analysis to evaluate the effectiveness of established processes.

Accepted Answer

A) True 
 B)False

Question 10

Increasingly, organizations are emphasizing __________ as a key indicator of staffing effectiveness because vacancies can mean loss of revenue.

Accepted Answer

A)  yield ratios 
B)  employee satisfaction surveys 
C)  staffing-to-employee ratios 
D)  time to fill 
A)  yield ratios 
B)  employee satisfaction surveys 
C)  staffing-to-employee ratios 
D)  time to fill

Question 11

The fixed point or method of entry into staffing jobs is frequently the recruiting and interviewing function.

Accepted Answer

A) True 
 B)False

Question 12

Entry into staffing jobs normally occurs at the generalist rank in both private and public organizations.

Accepted Answer

A) True 
 B)False

Question 13

There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper and pencil measures are usually preferable.

Accepted Answer

A) True 
 B)False

Question 14

Surveys suggest that staffing is one of the first areas that organizations will outsource.

Accepted Answer

A) True 
 B)False

Question 15

The four common types of staffing metrics evaluate _____.

Accepted Answer

A)  performance, process, quantity, and quality 
B)  rectification, justification, elaboration, and relation 
C)  cost, timeliness, outcomes, and reactions 
D)  speed, diligence, dedication, and perseverance 
A)  performance, process, quantity, and quality 
B)  rectification, justification, elaboration, and relation 
C)  cost, timeliness, outcomes, and reactions 
D)  speed, diligence, dedication, and perseverance

Question 16

It is highly desirable to periodically conduct audits or reviews of an organization's degree of compliance with laws and regulations pertaining to staffing.

Accepted Answer

A) True 
 B)False

Question 17

In ______________ a neutral person conducts formal hearing and issues a decision that is binding on the parties.

Accepted Answer

A)  mediation 
B)  arbitration 
C)  fact finding 
D)  peer review 
A)  mediation 
B)  arbitration 
C)  fact finding 
D)  peer review

Question 18

Most of the processes involved in staffing are too subjective or difficult to quantify.

Accepted Answer

A) True 
 B)False

Question 19

Records may be used to audit staffing practices and conduct staffing research.

Accepted Answer

A) True 
 B)False

Question 20

Those employed within the staffing function need to work with training and development staff regularly.

Accepted Answer

A) True 
 B)False

An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.

Which of the following statements regarding staffing policies and procedures is true?

Which of the following best fits the description of a staffing flowchart?

Human resources information systems have been used for which of the following functions?

Research suggests that organizational decision making is seen as most fair when it is based on _____.

Advertising expenses and cost per applicant are examples of __________ staffing metrics.

Centralization of the staffing function creates economies scale and consistency in staffing policies and processes across the organization.

In ______________ a neutral person investigates a complaint and develops findings that may be the basis for resolving an employee complaint.

It is typically not possible to use techniques like split-samples analysis or longitudinal analysis to evaluate the effectiveness of established processes.

Increasingly, organizations are emphasizing __________ as a key indicator of staffing effectiveness because vacancies can mean loss of revenue.

The fixed point or method of entry into staffing jobs is frequently the recruiting and interviewing function.

Entry into staffing jobs normally occurs at the generalist rank in both private and public organizations.

There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper and pencil measures are usually preferable.

Surveys suggest that staffing is one of the first areas that organizations will outsource.

The four common types of staffing metrics evaluate _____.

It is highly desirable to periodically conduct audits or reviews of an organization's degree of compliance with laws and regulations pertaining to staffing.

In ______________ a neutral person conducts formal hearing and issues a decision that is binding on the parties.

Most of the processes involved in staffing are too subjective or difficult to quantify.

Records may be used to audit staffing practices and conduct staffing research.

Those employed within the staffing function need to work with training and development staff regularly.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Retention Management

Filters

Exam 13: Staffing System Management

An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.

Which of the following statements regarding staffing policies and procedures is true?

Which of the following best fits the description of a staffing flowchart?

Human resources information systems have been used for which of the following functions?

Research suggests that organizational decision making is seen as most fair when it is based on _____.

Advertising expenses and cost per applicant are examples of __________ staffing metrics.

Centralization of the staffing function creates economies scale and consistency in staffing policies and processes across the organization.

In ______________ a neutral person investigates a complaint and develops findings that may be the basis for resolving an employee complaint.

It is typically not possible to use techniques like split-samples analysis or longitudinal analysis to evaluate the effectiveness of established processes.

Increasingly, organizations are emphasizing __________ as a key indicator of staffing effectiveness because vacancies can mean loss of revenue.

The fixed point or method of entry into staffing jobs is frequently the recruiting and interviewing function.

Entry into staffing jobs normally occurs at the generalist rank in both private and public organizations.

There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper and pencil measures are usually preferable.

Surveys suggest that staffing is one of the first areas that organizations will outsource.

The four common types of staffing metrics evaluate _____.

It is highly desirable to periodically conduct audits or reviews of an organization's degree of compliance with laws and regulations pertaining to staffing.

In ______________ a neutral person conducts formal hearing and issues a decision that is binding on the parties.

Most of the processes involved in staffing are too subjective or difficult to quantify.

Records may be used to audit staffing practices and conduct staffing research.

Those employed within the staffing function need to work with training and development staff regularly.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Retention Management

Filters