Question 1

What is the primary reason organizations choose to downsize? How do they meet this objective?

Accepted Answer

The primary reason organizations engage in downsizing is to promote future competitiveness.
According to surveys,they do this by meeting four objectives:
1.Reducing costs: Labor is a large part of a company's total costs,so downsizing is an attractive place to start cutting costs.
2.Replacing labor with technology: Closing outdated factories,automating,or introducing other technological changes reduces the need for labor.Often,the labor savings outweigh the cost of the new technology.
3.Mergers and acquisitions: When organizations combine,they often need less bureaucratic overhead,so they lay off managers and some professional staff members.
4.Moving to more economical locations: Some organizations move from one area of the United States to another,especially from the Northeast and Midwest to the South and the mountain regions of the West.

Question 2

Sasha,a production manager at ZestCorp Inc.,must predict future labor demand using information about inventory levels from the past three years.Sasha is most likely using _____ to predict the demand.

Accepted Answer

A)  yield ratio 
B)  workforce utilization review 
C)  trend analysis 
D)  cost per hire 
E)  capacity utilization analysis 
A)  yield ratio 
B)  workforce utilization review 
C)  trend analysis 
D)  cost per hire 
E)  capacity utilization analysis C

Question 3

Which of the following best describes a phased-retirement program?

Accepted Answer

A)  It refers to laying off older employees in small batches. 
B)  It refers to giving lucrative incentives to a large number of older employees to voluntarily retire. 
C)  It refers to reducing the number of hours older employees work, as well as the cost of these employees. 
D)  It refers to giving older employees a certain time limit to voluntarily retire. 
E)  It refers to offering alternative work locations and work responsibilities to older employees. 
A)  It refers to laying off older employees in small batches. 
B)  It refers to giving lucrative incentives to a large number of older employees to voluntarily retire. 
C)  It refers to reducing the number of hours older employees work, as well as the cost of these employees. 
D)  It refers to giving older employees a certain time limit to voluntarily retire. 
E)  It refers to offering alternative work locations and work responsibilities to older employees. C

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

Recruitment sources affect both the characteristics of vacancies and potential job applicants.

Accepted Answer

A) True 
 B)False

Question 6

Rhodes Group,a financial services corporation,advertises itself to cultivate a favorable picture of the organization by using the slogan,"Investing innovatively." This scenario is an example of _____ advertising.

Accepted Answer

A)  viral 
B)  image 
C)  proactive 
D)  saturation 
E)  signature 
A)  viral 
B)  image 
C)  proactive 
D)  saturation 
E)  signature

Question 7

Gary,the CEO of El Eram Inc.,is dealing with an aging labor force problem,which is reducing productivity across the organization.The most effective way of dealing with this situation is to _____.

Accepted Answer

A)  downsize by firing older employees with compensation 
B)  encourage older employees to work more productively by retraining them 
C)  provide performance-based incentives to increase production output and delay their retirement 
D)  enhance their work by employing innovative technological processes 
E)  encourage lower-performing older workers to leave voluntarily by offering early-retirement incentives 
A)  downsize by firing older employees with compensation 
B)  encourage older employees to work more productively by retraining them 
C)  provide performance-based incentives to increase production output and delay their retirement 
D)  enhance their work by employing innovative technological processes 
E)  encourage lower-performing older workers to leave voluntarily by offering early-retirement incentives

Question 8

What are early-retirement programs? What is a phased-retirement program and what are its benefits?

Accepted Answer

Early-retirement programs allow the olde

Question 9

The process of communicating information about a job vacancy on company bulletin boards,in employee publications,on corporate intranets,and anywhere else an organization communicates with employees is referred to as:

Accepted Answer

A)  job postings. 
B)  external hiring. 
C)  employment referral. 
D)  a workforce utilization review. 
E)  direct sourcing. 
A)  job postings. 
B)  external hiring. 
C)  employment referral. 
D)  a workforce utilization review. 
E)  direct sourcing.

Question 10

Steve applies for a job at Texel Inc.because his friend Dan,who is a manager there,prompts him to do so.In this scenario,Steve is a(n)_____.

Accepted Answer

A)  direct applicant 
B)  natural applicant 
C)  neutral applicant 
D)  referral 
E)  executive search professional 
A)  direct applicant 
B)  natural applicant 
C)  neutral applicant 
D)  referral 
E)  executive search professional

Question 11

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

Question 12

Keri,a trainer at Klemens Inc.,plans on finding out how many candidates moved from the initial interview stage to the training selection stage in the past month in the company.She needs to compare the _____ to accomplish her task.

Accepted Answer

A)  yield ratios 
B)  cost per hire 
C)  prospective costs 
D)  returns on investment 
E)  liquidity ratios 
A)  yield ratios 
B)  cost per hire 
C)  prospective costs 
D)  returns on investment 
E)  liquidity ratios

Question 13

Grexel Tools Inc.is a large manufacturing company with branches in different countries in Asia.The company desires to gain competitive advantage by reducing unnecessary process costs.Which of the following is most suitable for this company to gain competitive advantage?

Accepted Answer

A)  The company must hire new employees who have job skills that enhance productivity. 
B)  The company must consider downsizing by reducing the workforce. 
C)  The company must move to a location where raw materials are abundant. 
D)  The company must outsource their work to a location where they can get inexpensive labor that still provides quality output. 
E)  The company must hire temporary workers to fill permanent job positions. 
A)  The company must hire new employees who have job skills that enhance productivity. 
B)  The company must consider downsizing by reducing the workforce. 
C)  The company must move to a location where raw materials are abundant. 
D)  The company must outsource their work to a location where they can get inexpensive labor that still provides quality output. 
E)  The company must hire temporary workers to fill permanent job positions.

Question 14

_____ states that if there is no specific employment contract saying otherwise,the employer or employee may end an employment relationship at any time,regardless of cause.

Accepted Answer

A)  Due-process policy 
B)  Employment flexibility 
C)  Rule of fair treatment 
D)  Rule of law 
E)  Employment at will 
A)  Due-process policy 
B)  Employment flexibility 
C)  Rule of fair treatment 
D)  Rule of law 
E)  Employment at will

Question 15

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

Accepted Answer

A)  on-campus interviewing. 
B)  public employment agencies. 
C)  advertisements in newspapers and magazines. 
D)  private employment agencies. 
E)  employee referrals. 
A)  on-campus interviewing. 
B)  public employment agencies. 
C)  advertisements in newspapers and magazines. 
D)  private employment agencies. 
E)  employee referrals.

Question 16

What is the second step in human resource planning? Explain the significance of this step.

Accepted Answer

The second step in human resource planni

Question 17

Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant?

Accepted Answer

A)  Recruitment sources 
B)  Personnel policies 
C)  Recruiter traits 
D)  Recruiter behavior 
E)  Applicant characteristics 
A)  Recruitment sources 
B)  Personnel policies 
C)  Recruiter traits 
D)  Recruiter behavior 
E)  Applicant characteristics

Question 18

In the context of human resource planning,the primary goal of forecasting is to:

Accepted Answer

A)  predict labor shortages or surpluses in specific areas of an organization. 
B)  determine labor supply. 
C)  set goals for hiring employees. 
D)  focus attention on a problem and provide a basis for measuring an organization's success. 
E)  eliminate large numbers of personnel with the goal of enhancing an organization's competitiveness. 
A)  predict labor shortages or surpluses in specific areas of an organization. 
B)  determine labor supply. 
C)  set goals for hiring employees. 
D)  focus attention on a problem and provide a basis for measuring an organization's success. 
E)  eliminate large numbers of personnel with the goal of enhancing an organization's competitiveness.

Question 19

In the context of evaluating the quality of a recruitment source,yield ratios express the:

Accepted Answer

A)  output yielded by a new hire in relation to the cost of recruiting the new hire. 
B)  dollar costs incurred per hire in relation to the number of applicants interviewed. 
C)  percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. 
D)  quality of new hires by comparing the cost of training the new recruits to the cost of hiring them. 
E)  percentage of applicants who complete one year in the organization after recruitment. 
A)  output yielded by a new hire in relation to the cost of recruiting the new hire. 
B)  dollar costs incurred per hire in relation to the number of applicants interviewed. 
C)  percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. 
D)  quality of new hires by comparing the cost of training the new recruits to the cost of hiring them. 
E)  percentage of applicants who complete one year in the organization after recruitment.

Question 20

Which of the following is true of temporary workers?

Accepted Answer

A)  Temporary employment involves higher costs. 
B)  Using temporary workers frees an employer from many administrative tasks. 
C)  Use of temporary workers is not suitable for small companies because extensive testing of the employees needs to be done before these companies get employees from an agency. 
D)  Most temporary workers need to be trained by the employers every time they join a new organization. 
E)  Temporary employment is not suitable for those employers who need to operate efficiently even when demand for their products changes rapidly. 
A)  Temporary employment involves higher costs. 
B)  Using temporary workers frees an employer from many administrative tasks. 
C)  Use of temporary workers is not suitable for small companies because extensive testing of the employees needs to be done before these companies get employees from an agency. 
D)  Most temporary workers need to be trained by the employers every time they join a new organization. 
E)  Temporary employment is not suitable for those employers who need to operate efficiently even when demand for their products changes rapidly.

What is the primary reason organizations choose to downsize? How do they meet this objective?

Sasha,a production manager at ZestCorp Inc.,must predict future labor demand using information about inventory levels from the past three years.Sasha is most likely using _____ to predict the demand.

Which of the following best describes a phased-retirement program?

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

Recruitment sources affect both the characteristics of vacancies and potential job applicants.

Rhodes Group,a financial services corporation,advertises itself to cultivate a favorable picture of the organization by using the slogan,"Investing innovatively." This scenario is an example of _____ advertising.

Gary,the CEO of El Eram Inc.,is dealing with an aging labor force problem,which is reducing productivity across the organization.The most effective way of dealing with this situation is to _____.

What are early-retirement programs? What is a phased-retirement program and what are its benefits?

The process of communicating information about a job vacancy on company bulletin boards,in employee publications,on corporate intranets,and anywhere else an organization communicates with employees is referred to as:

Steve applies for a job at Texel Inc.because his friend Dan,who is a manager there,prompts him to do so.In this scenario,Steve is a(n)_____.

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

Keri,a trainer at Klemens Inc.,plans on finding out how many candidates moved from the initial interview stage to the training selection stage in the past month in the company.She needs to compare the _____ to accomplish her task.

Grexel Tools Inc.is a large manufacturing company with branches in different countries in Asia.The company desires to gain competitive advantage by reducing unnecessary process costs.Which of the following is most suitable for this company to gain competitive advantage?

_____ states that if there is no specific employment contract saying otherwise,the employer or employee may end an employment relationship at any time,regardless of cause.

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

What is the second step in human resource planning? Explain the significance of this step.

Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant?

In the context of human resource planning,the primary goal of forecasting is to:

In the context of evaluating the quality of a recruitment source,yield ratios express the:

Which of the following is true of temporary workers?

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

What is the primary reason organizations choose to downsize? How do they meet this objective?

Sasha,a production manager at ZestCorp Inc.,must predict future labor demand using information about inventory levels from the past three years.Sasha is most likely using _____ to predict the demand.

Which of the following best describes a phased-retirement program?

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

Recruitment sources affect both the characteristics of vacancies and potential job applicants.

Rhodes Group,a financial services corporation,advertises itself to cultivate a favorable picture of the organization by using the slogan,"Investing innovatively." This scenario is an example of _____ advertising.

Gary,the CEO of El Eram Inc.,is dealing with an aging labor force problem,which is reducing productivity across the organization.The most effective way of dealing with this situation is to _____.

What are early-retirement programs? What is a phased-retirement program and what are its benefits?

The process of communicating information about a job vacancy on company bulletin boards,in employee publications,on corporate intranets,and anywhere else an organization communicates with employees is referred to as:

Steve applies for a job at Texel Inc.because his friend Dan,who is a manager there,prompts him to do so.In this scenario,Steve is a(n)_____.

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

Keri,a trainer at Klemens Inc.,plans on finding out how many candidates moved from the initial interview stage to the training selection stage in the past month in the company.She needs to compare the _____ to accomplish her task.

Grexel Tools Inc.is a large manufacturing company with branches in different countries in Asia.The company desires to gain competitive advantage by reducing unnecessary process costs.Which of the following is most suitable for this company to gain competitive advantage?

_____ states that if there is no specific employment contract saying otherwise,the employer or employee may end an employment relationship at any time,regardless of cause.

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

What is the second step in human resource planning? Explain the significance of this step.

Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant?

In the context of human resource planning,the primary goal of forecasting is to:

In the context of evaluating the quality of a recruitment source,yield ratios express the:

Which of the following is true of temporary workers?

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