Question 1

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

Accepted Answer

A) True 
 B)False  False

Question 2

As organization size increases,the likelihood that there will be a highly centralized HR department __________.

Accepted Answer

A)  increases 
B)  decreases 
C)  stays about the same 
D)  none of these 
A)  increases 
B)  decreases 
C)  stays about the same 
D)  none of these A

Question 3

Which of the following functions are most likely to be outsourced?

Accepted Answer

A)  recruiting creative talent for an advertising agency 
B)  screening registered nurses for a long-term care facility 
C)  recruiting and selecting individuals for teams 
D)  providing employee orientation 
A)  recruiting creative talent for an advertising agency 
B)  screening registered nurses for a long-term care facility 
C)  recruiting and selecting individuals for teams 
D)  providing employee orientation B

Question 4

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 5

Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactions and problems with legal compliance.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following statements is(are)not an important step in staffing process evaluations?

Accepted Answer

A)  Mapping out the intended process. 
B)  Identifying deviations from the intended process. 
C)  The norm is for organizations to conduct validation studies. 
D)  Correction actions should be planned to eliminate deviations. 
A)  Mapping out the intended process. 
B)  Identifying deviations from the intended process. 
C)  The norm is for organizations to conduct validation studies. 
D)  Correction actions should be planned to eliminate deviations.

Question 7

Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system.

Accepted Answer

A) True 
 B)False

Question 8

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 9

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 10

Number of positions filled and job performance are examples of __________ staffing metrics.

Accepted Answer

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

Question 11

Experienced managers who have used staffing system metrics often find that new staffing systems may not represent a significant improvement.

Accepted Answer

A) True 
 B)False

Question 12

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 13

What is the primary difference between mediation and arbitration?

Accepted Answer

A)  Arbitration is generally more time consuming than mediation 
B)  Arbitrators only consult with both sides,whereas mediators issue a binding decision 
C)  Mediation typically involves at least four parties 
D)  Mediators only consult with both sides,whereas arbitrators issue a binding decision 
A)  Arbitration is generally more time consuming than mediation 
B)  Arbitrators only consult with both sides,whereas mediators issue a binding decision 
C)  Mediation typically involves at least four parties 
D)  Mediators only consult with both sides,whereas arbitrators issue a binding decision

Question 14

Which of the following must report to the EEOC annually?

Accepted Answer

A)  all employers 
B)  private employers with over 100 employees (50 for federal contractors) 
C)  private employers with over 1000 employees (500 for federal contractors) 
D)  only organizations with federal contracts 
A)  all employers 
B)  private employers with over 100 employees (50 for federal contractors) 
C)  private employers with over 1000 employees (500 for federal contractors) 
D)  only organizations with federal contracts

Question 15

Although HRIS have increased data availability for human resources functions,they has done little to fundamentally affect the way staffing activities are evaluated.

Accepted Answer

A) True 
 B)False

Question 16

The evaluation of staffing systems should focus on the operation of the staffing process,the results and costs of the process,and the satisfaction of the customers of the staffing system.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following statements regarding the use of evaluation of policies and procedures?

Accepted Answer

A)  evaluations need to occur when there is evidence that formerly successful methods aren't working anymore,or when new techniques for achieving goals arise 
B)  evaluations tend to be too time consuming,and have few benefits 
C)  evaluations should only focus on how current methods are working,rather than being prompted by the latest fads 
D)  strategic policy evaluation involves so many intangibles that manager opinion is probably the only really useful way to go 
A)  evaluations need to occur when there is evidence that formerly successful methods aren't working anymore,or when new techniques for achieving goals arise 
B)  evaluations tend to be too time consuming,and have few benefits 
C)  evaluations should only focus on how current methods are working,rather than being prompted by the latest fads 
D)  strategic policy evaluation involves so many intangibles that manager opinion is probably the only really useful way to go

Question 18

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 19

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

Question 20

Records should be created for which of the following purposes?

Accepted Answer

A)  legal compliance 
B)  use in staffing decisions 
C)  justification of staffing decisions 
D)  all of these are correct 
A)  legal compliance 
B)  use in staffing decisions 
C)  justification of staffing decisions 
D)  all of these are correct

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

As organization size increases,the likelihood that there will be a highly centralized HR department __________.

Which of the following functions are most likely to be outsourced?

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

Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactions and problems with legal compliance.

Which of the following statements is(are)not an important step in staffing process evaluations?

Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system.

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

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

Number of positions filled and job performance are examples of __________ staffing metrics.

Experienced managers who have used staffing system metrics often find that new staffing systems may not represent a significant improvement.

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

What is the primary difference between mediation and arbitration?

Which of the following must report to the EEOC annually?

Although HRIS have increased data availability for human resources functions,they has done little to fundamentally affect the way staffing activities are evaluated.

The evaluation of staffing systems should focus on the operation of the staffing process,the results and costs of the process,and the satisfaction of the customers of the staffing system.

Which of the following statements regarding the use of evaluation of policies and procedures?

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

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

Records should be created for which of the following purposes?

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

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

As organization size increases,the likelihood that there will be a highly centralized HR department __________.

Which of the following functions are most likely to be outsourced?

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

Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactions and problems with legal compliance.

Which of the following statements is(are)not an important step in staffing process evaluations?

Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system.

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

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

Number of positions filled and job performance are examples of __________ staffing metrics.

Experienced managers who have used staffing system metrics often find that new staffing systems may not represent a significant improvement.

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

What is the primary difference between mediation and arbitration?

Which of the following must report to the EEOC annually?

Although HRIS have increased data availability for human resources functions,they has done little to fundamentally affect the way staffing activities are evaluated.

The evaluation of staffing systems should focus on the operation of the staffing process,the results and costs of the process,and the satisfaction of the customers of the staffing system.

Which of the following statements regarding the use of evaluation of policies and procedures?

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

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

Records should be created for which of the following purposes?

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