Question 1

To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.

Accepted Answer

A)  not necessarily interfere with the job status of non-minority and male employees 
B)  concentrate on future, rather than past discrimination 
C)  not focus on underutilization 
D)  be a permanent feature of organizational structure 
A)  not necessarily interfere with the job status of non-minority and male employees 
B)  concentrate on future, rather than past discrimination 
C)  not focus on underutilization 
D)  be a permanent feature of organizational structure A

Question 2

Companies often prefer internal hiring because it gives them a large labor market to recruit from.

Accepted Answer

A) True 
 B)False  False

Question 3

A flexible workforce can be obtained by using staffing firms or independent contractors.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following are likely to occur during job expansion periods?

Accepted Answer

A)  New hire rates increase for entry level jobs, but decrease for higher level jobs 
B)  Departure of some employees to take opportunities at other firms 
C)  Stagnation of movement through internal labor markets 
D)  Reductions in turnover rates 
A)  New hire rates increase for entry level jobs, but decrease for higher level jobs 
B)  Departure of some employees to take opportunities at other firms 
C)  Stagnation of movement through internal labor markets 
D)  Reductions in turnover rates

Question 5

The apparent skills gap in the American workforce appears to be arising because of an increase in demand for highly skilled workers.

Accepted Answer

A) True 
 B)False

Question 6

Manager judgment is an ideal method for forecasting workforce availabilities for companies with large numbers of employees in many job categories.

Accepted Answer

A) True 
 B)False

Question 7

Manager judgment is an important method for staffing in _________.

Accepted Answer

A)  organizations with extensive records on human resources outcomes 
B)  smaller organizations 
C)  organizations with lateral diffusion of responsibility 
D)  organizations in the manufacturing sector 
A)  organizations with extensive records on human resources outcomes 
B)  smaller organizations 
C)  organizations with lateral diffusion of responsibility 
D)  organizations in the manufacturing sector

Question 8

Markov Analysis is used to assess a previous period's workforce demands on the basis of historical patterns of external applications.

Accepted Answer

A) True 
 B)False

Question 9

A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.

Accepted Answer

A) True 
 B)False

Question 10

A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of these predictors has affected staffing levels in the past. This equation is used to predict future staffing levels. This is an example of _______________.

Accepted Answer

A)  regression analysis 
B)  ratio analysis 
C)  trend analysis 
D)  Markov analysis 
A)  regression analysis 
B)  ratio analysis 
C)  trend analysis 
D)  Markov analysis

Question 11

Affirmative action plans and programs do not originate from _______.

Accepted Answer

A)  voluntary employer efforts 
B)  court-imposed remedies for discriminatory practices 
C)  consent agreements 
D)  international treaties 
A)  voluntary employer efforts 
B)  court-imposed remedies for discriminatory practices 
C)  consent agreements 
D)  international treaties

Question 12

Staffing objectives are derived from identified gaps between requirements and availabilities.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following are likely responses to labor shortages?

Accepted Answer

A)  Decreased pay and benefits packages 
B)  Hiring bonuses and stock options 
C)  Decreased use of temporary employees 
D)  Higher hiring standards 
A)  Decreased pay and benefits packages 
B)  Hiring bonuses and stock options 
C)  Decreased use of temporary employees 
D)  Higher hiring standards

Question 14

In human resources planning, a comparison is made between labor force requirements and labor availability.

Accepted Answer

A) True 
 B)False

Question 15

For succession planning to work, organizations must also have _____.

Accepted Answer

A)  historical data on product demand 
B)  training and development systems in place 
C)  reimbursable expenditure accounts 
D)  none of the above 
A)  historical data on product demand 
B)  training and development systems in place 
C)  reimbursable expenditure accounts 
D)  none of the above

Question 16

Markov analysis is a technique for __________.

Accepted Answer

A)  job analysis 
B)  availability forecasting 
C)  HR requirement forecasting 
D)  seniority estimation 
A)  job analysis 
B)  availability forecasting 
C)  HR requirement forecasting 
D)  seniority estimation

Question 17

HR professionals generally report that high school graduates have sufficient basic skills in reading comprehension, writing, and math for entry-level jobs.

Accepted Answer

A) True 
 B)False

Question 18

In project based HR planning, the organization's representatives set up a system that looks far into the future and tries to avoid consideration of short term perturbations in the market.

Accepted Answer

A) True 
 B)False

Question 19

Outsourcing is confined almost exclusively to manufacturing work.

Accepted Answer

A) True 
 B)False

Question 20

Some states have banned the use of AAPs for government contractors and educational institutions.

Accepted Answer

A) True 
 B)False

To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.

Companies often prefer internal hiring because it gives them a large labor market to recruit from.

A flexible workforce can be obtained by using staffing firms or independent contractors.

Which of the following are likely to occur during job expansion periods?

The apparent skills gap in the American workforce appears to be arising because of an increase in demand for highly skilled workers.

Manager judgment is an ideal method for forecasting workforce availabilities for companies with large numbers of employees in many job categories.

Manager judgment is an important method for staffing in _________.

Markov Analysis is used to assess a previous period's workforce demands on the basis of historical patterns of external applications.

A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.

Affirmative action plans and programs do not originate from _______.

Staffing objectives are derived from identified gaps between requirements and availabilities.

Which of the following are likely responses to labor shortages?

In human resources planning, a comparison is made between labor force requirements and labor availability.

For succession planning to work, organizations must also have _____.

Markov analysis is a technique for __________.

HR professionals generally report that high school graduates have sufficient basic skills in reading comprehension, writing, and math for entry-level jobs.

In project based HR planning, the organization's representatives set up a system that looks far into the future and tries to avoid consideration of short term perturbations in the market.

Outsourcing is confined almost exclusively to manufacturing work.

Some states have banned the use of AAPs for government contractors and educational institutions.

Staffing Models and Strategy

Legal Compliance

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 3: Planning

To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.

Companies often prefer internal hiring because it gives them a large labor market to recruit from.

A flexible workforce can be obtained by using staffing firms or independent contractors.

Which of the following are likely to occur during job expansion periods?

The apparent skills gap in the American workforce appears to be arising because of an increase in demand for highly skilled workers.

Manager judgment is an ideal method for forecasting workforce availabilities for companies with large numbers of employees in many job categories.

Manager judgment is an important method for staffing in _________.

Markov Analysis is used to assess a previous period's workforce demands on the basis of historical patterns of external applications.

A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.

Affirmative action plans and programs do not originate from _______.

Staffing objectives are derived from identified gaps between requirements and availabilities.

Which of the following are likely responses to labor shortages?

In human resources planning, a comparison is made between labor force requirements and labor availability.

For succession planning to work, organizations must also have _____.

Markov analysis is a technique for __________.

HR professionals generally report that high school graduates have sufficient basic skills in reading comprehension, writing, and math for entry-level jobs.

In project based HR planning, the organization's representatives set up a system that looks far into the future and tries to avoid consideration of short term perturbations in the market.

Outsourcing is confined almost exclusively to manufacturing work.

Some states have banned the use of AAPs for government contractors and educational institutions.

Staffing Models and Strategy

Legal Compliance

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters