HUMAN RESOURCE MGMT CHAPTER 2
false
A state bases unemployment tax rates on each company's turnover rate. Companies operating in this state will find that a lower turnover will lead a higher unemployment tax rate
reduced productivity during the learning period
According to the text, the major cost associated with employee turnover is probably: A. reduced productivity during the learning period. B. the per-person costs associated with replacements for those who left. C. the total cost of a formal orientation program. D. reaching final hiring decisions.
Postemployment acquisition and dissemination of information
Activities associated with in-processing new employees pertain to which of the following replacement cost elements? A. Travel and moving expenses B. Communicating job availability C. Preemployment administrative functions D. Postemployment acquisition and dissemination of information
false
All activities associated with in-processing new employees is classified under training costs related to turnover
Absenteeism
Any failure of an employee to report for or to remain at work as scheduled is called A. Leveraged worker cost B. Lost wage metric C. Absenteeism D. Presenteeism
absenteeism
Any failure of an employee to report for or to remain at work as scheduled regardless of reason is: A. protected under FMLA. B. absenteeism. C. turnover. D. allowed in work-life programs.
true
Application of the LAMP process creates a powerful tool for educating leaders outside of HR, and for embedding HR measures into mental frameworks that provide the basis for meaningful people related business decisions.
true
Attitudes are internal states that focus on particular aspects of or objects in the environment.
true
Break-even values indicate the length of time the observed effect would need to be maintained in order to recover the cost of a training program.
level of employee that is absent
Costs of employee absenteeism vary depending on the type of firm, the industry, and the: A. distribution of corporate resources. B. state unemployment tax rate. C. established absenteeism baseline. D. level of employee that is absent.
false
Despite the popular perception of flexibility as a powerful business tool that can improve important human capital outcomes and boost operational performance, studies have shown that flexibility has to be essentially positioned as a "perk," employee-friendly benefit, or advocacy cause.
Quality of work relations
Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Quality of work relations B. Participation and membership C. Performance on the job D. Communication breakdowns
All of the above
Engagement fuels which of the following? A. Identification with the success of the company. B. Discretionary efforts. C. Concern for quality. D. All of the above
true
From a business standpoint, absenteeism is any failure of an employee to report for or to remain at work as scheduled, regardless of reason.
Logic
Having a rational talent strategy including competitive advantage and talent pivot points pertain to which component of the LAMP measurement system? A. Logic B. Process C. Measures D. Analytics
dysfunctional
High performers who are difficult to replace represent _____ turnovers. A. functional B. voluntary C. involuntary D. dysfunctional
false
In any area of behavior costing, all types of cost are controllable through prudent HR decisions.
false
In retailing, there has not been a link demonstrated between employee behavior, customer behavior, and profits.
profits
In retailing, there is a chain of cause and effect running from employee behavior to customer behavior to: A. manager attitudes. B. profits. C. job satisfaction. D. behavior costing.
analytics
In the context of absenteeism, _____ refer(s) to formulas and to comparisons to industry averages and adjustments for seasonality. A. measures B. analytics C. logic D. process
separation
In the costing of employee turnover, the category of _____ costs includes the cost of the interviewer's time and the cost of the terminating employee's time. A. training B. separation C. replacement D. vacancy
time, quantity, or quality
Indirect measures are usually expressed in terms of: A. replacement value B. time, quantity, or quality C. estimated value D. standard value
false
Indirect measures of costs cannot be converted to direct measures.
utility analysis
Indirect measures of training outcomes can often be converted into estimates of the dollar impact of training by using a method known as: A. work-life initiative. B. value creation. C. behavior costing. D. utility analysis.
Analytics
Information, design, and statistics pertain to which component of the LAMP model? A. Probability B. Analytics C. Logic D. Measures
true
Informational literature; instruction in a formal training program; and instruction by employee assignment are the three training costs associated with turnover.
Performance on the job
Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Participation and membership B. Performance on the job C. Loss of vitality D. Communication breakdowns
true
Lost supervisory hours must be considered when determining the cost of absenteeism.
false
Opportunity costs are direct costs associated with mismanaged organizational stress.
true
Rather than identifying workers' weaknesses and attempting to fix them, where the gains will be short-lived, the best managers focus on strengths.
5-STAR principles
SYSCO developed a work climate/employee engagement survey built around the A. organizational goals B. training and development C. 5-STAR principles D. organizational mission
probability
The LAMP model includes all of the following EXCEPT: A. logic. B. analytics. C. measures. D. probability.
logic
The _____ component of the LAMP model begins with the assumption that employee turnover is not equally important everywhere. A. probability B. analytics C. process D. logic
5.5
The average employee in the United States has about _____ unscheduled absences per year. A. 1.8 B. 3.2 C. 5.5 D. 10
true
The behavior-costing approach to employee attitude valuation is based on the assumption that measures and attitudes are indicators of subsequent employee behaviors.
false
The best managers establish very clear objectives and define the steps for their employees.
false
The best managers identify the best talents available and then create appropriate positions for the talent.
150
The combined effect of all costs associated with turnover can easily cost _____ percent or more of the departing person's salary. A. 25 B. 50 C. 80 D. 150
true
The firm's strategy and goals must guide the work of each business unit and of that unit's HR management activities.
personal illness
The leading cause of absenteeism in the United States is: A. entitlement mentality. B. stress. C. family-related issues. D. personal illness.
false
The letters in LAMP stand for logic, assessment, metrics, and potential.
true
The major cost associated with employee turnover is reduced productivity during the learning period of replacement.
false
The most dominant cause of absenteeism in the United States is family-related issues.
true
The objective in costing human resources is not just to measure the relevant costs, but also to develop methods and programs to reduce the costs of human resources by managing the more controllable aspects of those costs
false
The purpose of measuring turnover costs is to build a case to present to stockholders.
management decision making
The purpose of measuring turnover costs is to improve A. employee orientation. B. work-life programs. C. management decision making. D. training outcomes.
true
The purpose of the process component of the LAMP model is to make the insights gained as a result of costing employee absenteeism actionable.
true
The real payoff from determining the cost of employee behaviors lies in being able to demonstrate a financial gain from the wise application of human resource management methods.
true
The term Work-Life recognizes the fact that employees at every level in an organization face personal or family issues that can affect their performance on the job
Making decisions based on research, data, and evidence
The three pronged strategy for obtaining buy-in from managers on work-life programs includes: A. Instruction in on-line benefits B. Making decisions based on research, data, and evidence C. Instruction by employee assignment D. Staff meetings
false
The time coworkers spend guiding a new employee does not need to be included when considering the fully loaded cost of turnover.
false
Total pay is synonymous with the fixed costs, variable costs, or opportunity costs of employee time.
$4 billion
U.S. employers lose an estimated _____ annually to absenteeism related to child care. A. $4 million B. $4 billion C. $10 million D. $10-30 million
The performance and replaceability of employees who leave versus those who stay, and the criticality of their skills.
What is the crucial issue in analyzing turnover? A. The number of transfers within an organization. B. The number of employees that leave the organization. C. The performance and replaceability of employees who leave versus those who stay, and the criticality of their skills. D. Determining the total cost of all turnovers and estimating the percentage of that amount that represents controllable turnover.
Number of turnover incidents per period
What is the numerator used in the formula used to calculate turnover over any period? A. Average workforce size for the period B. Number of turnover incidents per period C. Previous period's turnover D. Percentage of new employees
To improve management decision-making
What is the purpose of measuring turnover costs? A. To show how to measure the effectiveness of the HR department. B. To realize the financial impact of human resource management activities. C. To improve management decision-making. D. To show how to assess the costs and benefits of people-related business activities.
To make the insights gained as a result of costing employee absenteeism actionable.
What is the purpose of the process component of the LAMP model? A. To make the insights gained as a result of costing employee absenteeism actionable. B. To measure the effectiveness of the HR department. C. To show how to assess the costs and benefits of people-related business activities. D. To improve management decision-making.
A correlation between work climate/employee engagement scores, productivity, retention, and pretax earnings.
What led SYSCO executives to pay attention to the human capital indices? A. A correlation between work climate/employee engagement scores, productivity, retention, and pretax earnings. B. A causation that higher sales lead to higher employee engagement. C. The LAMP model. D. The downturn in the economy.
true
When direct measures of training outcomes are available, standard valuation methods are appropriate.
Informational literature
Which of the following is NOT a cost element associated with replacing employees? A. Medical examinations B. Communicating job availability C. Informational literature D. Travel and moving expenses
Satisfaction
Which of the following is NOT an element of attitudes? A. Satisfaction B. Cognition C. Action D. Emotion
benefit costs
Which of the following is NOT one of the broad categories of costs in the basic costing turnover model? A. Benefit costs B. Separation costs C. Training costs D. Replacement costs
Absenteeism
Which of the following is an example of a direct cost associated with mismanaged organizational stress? A. Dissatisfaction B. Low motivation C. Absenteeism D. Decline in frequency of contact
Distortions of messages
Which of the following is an example of an indirect cost associated with mismanaged organizational stress? A. Quality of productivity B. Grievances C. Quantity of productivity D. Distortions of messages
false
Winston is totally dissatisfied with his job as an accounts executive. Martha, his manager, need not worry about his performance because available evidence indicates that there is no correlation between job dissatisfaction and productivity.
Employee engagement
____ is(are) the emotional engagement that people feel toward an organization. A. Values B. Employee engagement C. Abilities D. Concepts
Indirect
____ measures are usually expressed in terms of time, quantity, or quality. A. Indirect B. Extrinsic C. Direct D. Linear
turnover
_____ occurs when an employee leaves an organization permanently. A. Transfer B. Turnover C. Temporary layoff D. Downsizing
Analytics
_____ transform(s) HR logic and measures into rigorous, relevant insights. A. Process B. Benchmarks C. Analytics D. ABC costing
Work-Life
_______ issues address the fact that employees at every organizational level face personal or family issues that can affect their performance on the job. A. Pay and benefit B. Work-Life C. Training and development D. Family-life