Question 1

Trend analysis refers to:

Accepted Answer

A)  a pooling of the "best guesses," or subjective judgments, of experts to predict labor demand and supply. 
B)  the use of subjective judgments to understand relationships among variables during fluctuating and unstable conditions. 
C)  a process that accurately predicts labor demand for the next year using leading indicators. 
D)  a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market. 
E)  a statistical method of forecasting that uses the proportion of employees in various job categories for making predictions. 
A)  a pooling of the "best guesses," or subjective judgments, of experts to predict labor demand and supply. 
B)  the use of subjective judgments to understand relationships among variables during fluctuating and unstable conditions. 
C)  a process that accurately predicts labor demand for the next year using leading indicators. 
D)  a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market. 
E)  a statistical method of forecasting that uses the proportion of employees in various job categories for making predictions.

Question 2

Planners need to combine statistical forecasts of labor supply with expert judgments because:

Accepted Answer

A)  it would motivate the experts in the organization. 
B)  subjective judgments are always more reliable than historical data. 
C)  historical data may not always reliably indicate future trends. 
D)  statistical methods fail to account for historical trends. 
E)  statistical forecasts work well only in a dynamic environment. 
A)  it would motivate the experts in the organization. 
B)  subjective judgments are always more reliable than historical data. 
C)  historical data may not always reliably indicate future trends. 
D)  statistical methods fail to account for historical trends. 
E)  statistical forecasts work well only in a dynamic environment.

Question 3

In the human resource planning process,which of the following is the immediate next step of the forecasting step?

Accepted Answer

A)  Goal setting and strategic planning 
B)  Evaluation and feedback 
C)  Program implementation 
D)  Program evaluation 
E)  Performance evaluation 
A)  Goal setting and strategic planning 
B)  Evaluation and feedback 
C)  Program implementation 
D)  Program evaluation 
E)  Performance evaluation

Question 4

The negative effect of downsizing would be low among firms that use performance-related pay incentives.

Accepted Answer

A) True 
 B)False

Question 5

To compute _____,find the cost of using a particular recruitment source for a particular type of vacancy.Then divide that cost by the number of people hired to fill that type of vacancy.

Accepted Answer

A)  cost per hire 
B)  yield ratio 
C)  return on investment 
D)  total cost of hiring 
E)  hiring conversion rate 
A)  cost per hire 
B)  yield ratio 
C)  return on investment 
D)  total cost of hiring 
E)  hiring conversion rate

Question 6

Contracting with another organization to perform a broad set of services is called outsourcing.

Accepted Answer

A) True 
 B)False

Question 7

The process of communicating information about a job vacancy on company bulletin boards,in employee publications,on corporate intranets,and anywhere else the 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 8

The U.S.Army's "Army Strong" campaign,designed to create a generally favorable impression of the Army as a good place to work in,is an example of:

Accepted Answer

A)  general advertising. 
B)  image advertising. 
C)  saturation advertising. 
D)  proactive advertising. 
E)  adventure advertising. 
A)  general advertising. 
B)  image advertising. 
C)  saturation advertising. 
D)  proactive advertising. 
E)  adventure advertising.

Question 9

Which of the following is a disadvantage of downsizing?

Accepted Answer

A)  It cannot be used to reduce the number of managers. 
B)  It would result in reduced future competitiveness. 
C)  It cannot provide an immediate solution to labor surplus. 
D)  It hurts long-term organizational effectiveness. 
E)  It does not have an immediate effect on costs. 
A)  It cannot be used to reduce the number of managers. 
B)  It would result in reduced future competitiveness. 
C)  It cannot provide an immediate solution to labor surplus. 
D)  It hurts long-term organizational effectiveness. 
E)  It does not have an immediate effect on costs.

Question 10

Companies that use "lead-the-market" pay strategy:

Accepted Answer

A)  would pay more than the current market wages for a job. 
B)  have a recruiting disadvantage. 
C)  would recruit lesser number of employees than needed and depend on overtime. 
D)  provide relatively better working conditions to employees compared to competitors. 
E)  usually have low pay, coupled with overtime and flex-time. 
A)  would pay more than the current market wages for a job. 
B)  have a recruiting disadvantage. 
C)  would recruit lesser number of employees than needed and depend on overtime. 
D)  provide relatively better working conditions to employees compared to competitors. 
E)  usually have low pay, coupled with overtime and flex-time.

Question 11

In terms of external sources of recruitment,who are direct applicants and referrals? Why are these two groups regarded as excellent sources of recruitment?

Accepted Answer

Direct applicants are people who apply f

Question 12

Determining the internal labor supply calls for a detailed analysis of:

Accepted Answer

A)  how many people are willing to work for the organization. 
B)  how many people are currently in various job categories. 
C)  the financial performance and profitability of the company. 
D)  the future vacancies that will be available in the company. 
E)  the compensation strategies and recruitment methods used by the company. 
A)  how many people are willing to work for the organization. 
B)  how many people are currently in various job categories. 
C)  the financial performance and profitability of the company. 
D)  the future vacancies that will be available in the company. 
E)  the compensation strategies and recruitment methods used by the company.

Question 13

Temporary employment:

Accepted Answer

A)  is costlier compared to most other methods of overcoming labor shortage. 
B)  is not suitable when demand for the employers' products changes rapidly. 
C)  is less flexible compared to the other methods of overcoming labor shortage. 
D)  it is most effective for key customer service jobs. 
E)  is not a popular method of overcoming labor shortage. 
A)  is costlier compared to most other methods of overcoming labor shortage. 
B)  is not suitable when demand for the employers' products changes rapidly. 
C)  is less flexible compared to the other methods of overcoming labor shortage. 
D)  it is most effective for key customer service jobs. 
E)  is not a popular method of overcoming labor shortage.

Question 14

_____ is the practice of hiring relatives.

Accepted Answer

A)  Localism 
B)  Nepotism 
C)  Structuralism 
D)  Voluntarism 
E)  Abstractionism 
A)  Localism 
B)  Nepotism 
C)  Structuralism 
D)  Voluntarism 
E)  Abstractionism

Question 15

Which of the following is an internal source of recruitment?

Accepted Answer

A)  Employee Referrals 
B)  Direct Applicants 
C)  Employment Agencies 
D)  Job Postings 
E)  Personal Interviews 
A)  Employee Referrals 
B)  Direct Applicants 
C)  Employment Agencies 
D)  Job Postings 
E)  Personal Interviews

Question 16

The process of _____ creates a buffer between planning and the actual selection of new employees.

Accepted Answer

A)  recruiting 
B)  HR plan evaluation 
C)  induction 
D)  outsourcing 
E)  training 
A)  recruiting 
B)  HR plan evaluation 
C)  induction 
D)  outsourcing 
E)  training

Question 17

Work sharing is one of the options that can be used for avoiding labor shortage.

Accepted Answer

A) True 
 B)False

Question 18

Outsourcing poses many challenges.Provide suggestions for employers to overcome these challenges.

Accepted Answer

To ensure success with an outsourcing st

Question 19

Early-retirement programs:

Accepted Answer

A)  are not a popular way to reduce labor surplus. 
B)  are very successful because most baby boomers want to retire. 
C)  work well for knowledge based jobs and services. 
D)  cause more human suffering than the other methods of labor reduction. 
E)  encourage lower-performing older workers to leave voluntarily. 
A)  are not a popular way to reduce labor surplus. 
B)  are very successful because most baby boomers want to retire. 
C)  work well for knowledge based jobs and services. 
D)  cause more human suffering than the other methods of labor reduction. 
E)  encourage lower-performing older workers to leave voluntarily.

Question 20

Hugh & Co.,a manufacturer of widgets,has entered into a contract with a third party to perform a few functions of its supply chain management.Hugh & Co.can be said to be engaged in:

Accepted Answer

A)  offshoring. 
B)  consolidation. 
C)  licensing. 
D)  merger. 
E)  outsourcing. 
A)  offshoring. 
B)  consolidation. 
C)  licensing. 
D)  merger. 
E)  outsourcing.

Trend analysis refers to:

Planners need to combine statistical forecasts of labor supply with expert judgments because:

In the human resource planning process,which of the following is the immediate next step of the forecasting step?

The negative effect of downsizing would be low among firms that use performance-related pay incentives.

To compute _____,find the cost of using a particular recruitment source for a particular type of vacancy.Then divide that cost by the number of people hired to fill that type of vacancy.

Contracting with another organization to perform a broad set of services is called outsourcing.

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

The U.S.Army's "Army Strong" campaign,designed to create a generally favorable impression of the Army as a good place to work in,is an example of:

Which of the following is a disadvantage of downsizing?

Companies that use "lead-the-market" pay strategy:

In terms of external sources of recruitment,who are direct applicants and referrals? Why are these two groups regarded as excellent sources of recruitment?

Determining the internal labor supply calls for a detailed analysis of:

Temporary employment:

_____ is the practice of hiring relatives.

Which of the following is an internal source of recruitment?

The process of _____ creates a buffer between planning and the actual selection of new employees.

Work sharing is one of the options that can be used for avoiding labor shortage.

Outsourcing poses many challenges.Provide suggestions for employers to overcome these challenges.

Early-retirement programs:

Hugh & Co.,a manufacturer of widgets,has entered into a contract with a third party to perform a few functions of its supply chain management.Hugh & Co.can be said to be engaged in:

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

Managing Employees Performance

Developing Employees for Future Success

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

Creating and Maintaining High-Performance Organizations

Filters

Exam 5: Planning for and Recruiting Human Resources

Trend analysis refers to:

Planners need to combine statistical forecasts of labor supply with expert judgments because:

In the human resource planning process,which of the following is the immediate next step of the forecasting step?

The negative effect of downsizing would be low among firms that use performance-related pay incentives.

To compute _____,find the cost of using a particular recruitment source for a particular type of vacancy.Then divide that cost by the number of people hired to fill that type of vacancy.

Contracting with another organization to perform a broad set of services is called outsourcing.

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

The U.S.Army's "Army Strong" campaign,designed to create a generally favorable impression of the Army as a good place to work in,is an example of:

Which of the following is a disadvantage of downsizing?

Companies that use "lead-the-market" pay strategy:

In terms of external sources of recruitment,who are direct applicants and referrals? Why are these two groups regarded as excellent sources of recruitment?

Determining the internal labor supply calls for a detailed analysis of:

Temporary employment:

_____ is the practice of hiring relatives.

Which of the following is an internal source of recruitment?

The process of _____ creates a buffer between planning and the actual selection of new employees.

Work sharing is one of the options that can be used for avoiding labor shortage.

Outsourcing poses many challenges.Provide suggestions for employers to overcome these challenges.

Early-retirement programs:

Hugh & Co.,a manufacturer of widgets,has entered into a contract with a third party to perform a few functions of its supply chain management.Hugh & Co.can be said to be engaged in:

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

Managing Employees Performance

Developing Employees for Future Success

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

Creating and Maintaining High-Performance Organizations

Filters