Question 1

Leading indicators may include any of the following,EXCEPT:

Accepted Answer

A) sales or inventory levels. 
B) transitional matrix analysis. 
C) changes in technology. 
D) trends in the composition of the workforce. 
E) actions of competitors. 
A) sales or inventory levels. 
B) transitional matrix analysis. 
C) changes in technology. 
D) trends in the composition of the workforce. 
E) actions of competitors.

Question 2

What is succession planning? What are the benefits of succession planning?

Accepted Answer

Succession planning is the process of id

Question 3

Which of the following options for avoiding a labour shortage is slow in achieving results and provides a low ability to change later?

Accepted Answer

A) Overtime 
B) Temporary employees 
C) Outsourcing 
D) New external hires 
E) All of the abovE. 
A) Overtime 
B) Temporary employees 
C) Outsourcing 
D) New external hires 
E) All of the abovE.

Question 4

Which of the following options for reducing an expected labour surplus is a relatively slow solution,but has the benefit of being low in suffering caused?

Accepted Answer

A) Natural attrition 
B) Downsizing 
C) Pay reductions 
D) Transfers 
E) Demotions 
A) Natural attrition 
B) Downsizing 
C) Pay reductions 
D) Transfers 
E) Demotions

Question 5

In general,which of the following sources provide an excellent yield ratios and a relatively low cost per hire?

Accepted Answer

A) Renowned universities and colleges 
B) Local universities and colleges 
C) Company websites 
D) Newspaper advertisements 
E) Executive search firms 
A) Renowned universities and colleges 
B) Local universities and colleges 
C) Company websites 
D) Newspaper advertisements 
E) Executive search firms

Question 6

Describe the measures used to evaluate various recruiting sources used by organizations.

Accepted Answer

Yield ratio - A ratio that expresses the

Question 7

Discuss the relative merits of internal versus external recruiting.

Accepted Answer

Internal recruiting advantages:
1.Genera

Question 8

Yield ratios express the:

Accepted Answer

A) output yielded by a new hire in relation to the cost of recruiting the new hire. 
B) percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. 
C) cost per hire. 
D) quality of new hires based on manager feedback. 
E) none of the abovE. 
A) output yielded by a new hire in relation to the cost of recruiting the new hire. 
B) percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. 
C) cost per hire. 
D) quality of new hires based on manager feedback. 
E) none of the abovE.

Question 9

A transitional matrix is a judgmental procedure used to forecast labour supply.

Accepted Answer

A) True 
 B)False

Question 10

Companies are turning to the use of social media including Facebook,Twitter,and LinkedIn to seek out job candidates.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is a metaphor to describe an effective recruiter?

Accepted Answer

A) Warm and fuzzy blanket 
B) Seasonal bridge 
C) Hot stove 
D) Talent magnet 
E) Step ladder 
A) Warm and fuzzy blanket 
B) Seasonal bridge 
C) Hot stove 
D) Talent magnet 
E) Step ladder

Question 12

Your company's primary concern is to reduce an expected labour surplus fast;its secondary concern is to minimize human suffering.The options that would best address the company's concerns (in the priority indicated)are:

Accepted Answer

A) downsizing and pay reductions. 
B) transfers and reducing hours. 
C) early retirement and retraining. 
D) natural attrition and transfers. 
E) overtime and outsourcing. 
A) downsizing and pay reductions. 
B) transfers and reducing hours. 
C) early retirement and retraining. 
D) natural attrition and transfers. 
E) overtime and outsourcing.

Question 13

Which one of the following is NOT true of transitional matrices?

Accepted Answer

A) They show the proportion (or number)of employees in different job categories at different times. 
B) They are useful for charting historical trends in the company's supply of labour. 
C) Under stable conditions,they are useful for developing future strategies to redress labour shortages or surpluses. 
D) They are useful in predicting external labour market trends. 
E) They answer the questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?" 
A) They show the proportion (or number)of employees in different job categories at different times. 
B) They are useful for charting historical trends in the company's supply of labour. 
C) Under stable conditions,they are useful for developing future strategies to redress labour shortages or surpluses. 
D) They are useful in predicting external labour market trends. 
E) They answer the questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?"

Question 14

The most important source of recruits for entry-level professional and managerial vacancies is:

Accepted Answer

A) Human Resources and Skills Development CanadA. 
B) advertisements in newspapers and magazines. 
C) staffing services companies. 
D) on-campus interviewing. 
E) executive search firms. 
A) Human Resources and Skills Development CanadA. 
B) advertisements in newspapers and magazines. 
C) staffing services companies. 
D) on-campus interviewing. 
E) executive search firms.

Question 15

Succession planning focuses on employees who have been identified as lower-performers and identifies specific plans to enhance their performance.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following recruiter characteristics do applicants tend to respond to most positively?

Accepted Answer

A) Warm and informative 
B) Gender and race (same as the applicant) 
C) Age (approximately the same as the applicant) 
D) Personal appearance and dress 
E) Take the role of an HR specialist 
A) Warm and informative 
B) Gender and race (same as the applicant) 
C) Age (approximately the same as the applicant) 
D) Personal appearance and dress 
E) Take the role of an HR specialist

Question 17

Organizations are most likely to benefit from hiring and retaining employees who have competencies that are part of the organization's competency framework.

Accepted Answer

A) True 
 B)False

Question 18

The goals that are set in the workforce planning process should come directly from:

Accepted Answer

A) mid-level managers,who tend to be most in touch with the organization's needs. 
B) the analysis of labour supply and demand. 
C) consultants' advice. 
D) the feedback provided by the organization's customers. 
E) the insights of HR professionals. 
A) mid-level managers,who tend to be most in touch with the organization's needs. 
B) the analysis of labour supply and demand. 
C) consultants' advice. 
D) the feedback provided by the organization's customers. 
E) the insights of HR professionals.

Question 19

Workforce planning may result in:

Accepted Answer

A) downsizing. 
B) training existing employees in new skills. 
C) hiring new employees. 
D) All of the above. 
E) "a" and "c" only. 
A) downsizing. 
B) training existing employees in new skills. 
C) hiring new employees. 
D) All of the above. 
E) "a" and "c" only.

Question 20

A strategic approach of attaching a visual,emotional,or cultural brand to an organization is called:

Accepted Answer

A) image advertising. 
B) brand advertising. 
C) lead-the-market pay strategy. 
D) employer branding. 
E) all of the abovE. 
A) image advertising. 
B) brand advertising. 
C) lead-the-market pay strategy. 
D) employer branding. 
E) all of the abovE.

Leading indicators may include any of the following,EXCEPT:

What is succession planning? What are the benefits of succession planning?

Which of the following options for avoiding a labour shortage is slow in achieving results and provides a low ability to change later?

Which of the following options for reducing an expected labour surplus is a relatively slow solution,but has the benefit of being low in suffering caused?

In general,which of the following sources provide an excellent yield ratios and a relatively low cost per hire?

Describe the measures used to evaluate various recruiting sources used by organizations.

Discuss the relative merits of internal versus external recruiting.

Yield ratios express the:

A transitional matrix is a judgmental procedure used to forecast labour supply.

Companies are turning to the use of social media including Facebook,Twitter,and LinkedIn to seek out job candidates.

Which of the following is a metaphor to describe an effective recruiter?

Your company's primary concern is to reduce an expected labour surplus fast;its secondary concern is to minimize human suffering.The options that would best address the company's concerns (in the priority indicated)are:

Which one of the following is NOT true of transitional matrices?

The most important source of recruits for entry-level professional and managerial vacancies is:

Succession planning focuses on employees who have been identified as lower-performers and identifies specific plans to enhance their performance.

Which of the following recruiter characteristics do applicants tend to respond to most positively?

Organizations are most likely to benefit from hiring and retaining employees who have competencies that are part of the organization's competency framework.

The goals that are set in the workforce planning process should come directly from:

Workforce planning may result in:

A strategic approach of attaching a visual,emotional,or cultural brand to an organization is called:

Strategies, Trends, and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Analyzing Work and Designing Jobs

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters

Exam 4: Planning for and Recruiting Human Resources

Leading indicators may include any of the following,EXCEPT:

What is succession planning? What are the benefits of succession planning?

Which of the following options for avoiding a labour shortage is slow in achieving results and provides a low ability to change later?

Which of the following options for reducing an expected labour surplus is a relatively slow solution,but has the benefit of being low in suffering caused?

In general,which of the following sources provide an excellent yield ratios and a relatively low cost per hire?

Describe the measures used to evaluate various recruiting sources used by organizations.

Discuss the relative merits of internal versus external recruiting.

Yield ratios express the:

A transitional matrix is a judgmental procedure used to forecast labour supply.

Companies are turning to the use of social media including Facebook,Twitter,and LinkedIn to seek out job candidates.

Which of the following is a metaphor to describe an effective recruiter?

Your company's primary concern is to reduce an expected labour surplus fast;its secondary concern is to minimize human suffering.The options that would best address the company's concerns (in the priority indicated)are:

Which one of the following is NOT true of transitional matrices?

The most important source of recruits for entry-level professional and managerial vacancies is:

Succession planning focuses on employees who have been identified as lower-performers and identifies specific plans to enhance their performance.

Which of the following recruiter characteristics do applicants tend to respond to most positively?

Organizations are most likely to benefit from hiring and retaining employees who have competencies that are part of the organization's competency framework.

The goals that are set in the workforce planning process should come directly from:

Workforce planning may result in:

A strategic approach of attaching a visual,emotional,or cultural brand to an organization is called:

Strategies, Trends, and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Analyzing Work and Designing Jobs

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters