MGT-6551 Chapters 5 & 6
Voluntary seperation
Situation like quitting and retirement are both examples of___________?
content validity
Which of the following strategies assesses the degree to which the content of the selection method is representative of job content?
The Civil Rights Act of 1964
Which of the states that discrimination in all terms and conditions of employment is illegal?
employment separation
________ occurs when an employee ceases to be a member of organization.
recruitment
_________ is the process of generating a pool of qualified candidates for a particular job.
turnover rate
__________ is a measure of the rate at which employees leave the firm.
voluntary seperations
__________occurs when an employee decides to end the relationship with an employer.
Involuntary seperation
_______occurs when management decides to terminate its relationship with an employee.
Recruitment
a firm announces a job's availability to the market to attract qualified candidates to apply during_________?
an exit interview
a good way find out what king of counseling or assistance the employee might need is through___________?
in the first 30-60 days of employment
a reduction in turnover _______ means fewer workers need to be hired as replacements during the year.
layoffs
a type of involuntary seperation
human resource planning
activities that managers engage in to forecast their current and future needs for human resources
20,000
approximately how much more is an above-average employee with a $50,000 salary worth than an average employee in the same position?
turnover rates
employee separation is measured by___________, which companies should monitor and try to keep low.
25%
employment turnover costs approximately what percentage of the annual salary and benefits of the employee who is leaving?
Human resource planning
firms should conduct _________ to ensure they have the right number and right kinds of people to deliver a particular level of output or service in the future.
an open window
in order to restrict the eligibility of early retirement to a short period of time, organizations use what's called________?
layoffs
organizations will typically try to reduce labor costs by any means necessary, however, __________ should be viewed as a last resort only.
Interviews
other traditional selection tools or methods include letters of recommendations, application forms, personality and honesty tests, and ________ to name a few.
Validity
the best defense against discrimination is evidence of the _________ of the selection process.
training of new employees
the direct cost of employee turnover includes__________?
labor demand
the number of workers it needed to maintain the business's growth in uncertain times.
Validity
the selection process should offer evidence of _________ as a defense against discrimination.
job-search assistance
two of the most important aspects of a company's outplacement services are emotional support and _________.
Employee separation
what is the name for what occurs when an employees ceases to be a member of an organization?
Reliable
when a measure produces perfectly consistent results, it is said to be perfectly___________?
more employees that it needs
when labor supply exceeds labor demand, a firm will have ________.
age discrimination
when offering early retirement options to employees, employers must be careful to avoid unintentional ___________?
your customer
when you are trying to sell job, a qualified job candidate should be considered___________?
whether the turnover rate is a problem
when you look into the various components of turnover rate, you can better understand_________.
recruitment
which is defined in the chapter as the first step in the hiring process.
the web
which is often cited in this chapter as a recruitment tool that is relatively cheap, more dynamic and often faster at producing results than other methods.
Retrain existing workers
which of the following can an employer do if the need for labor exceeds the labor supply?
quantitative forecasting
which of the following considers variables such as current staffing levels, turnover rates, and future staffing needs to plan for organizational staffing?
The process of making the "hire" or "not hire" decision regarding each applicant for a job
which of the following describes the process of selection?
creating cost savings for the organization
which of the following is NOT a benefit of an outplacement program?
Limited promotion opportunities
which of the following is NOT a benefit of employee seperation?
to defuse hostility towards the company
which of the following is a benefit to the employer when including emotional support as part of outplacement services?
reduced likelihood of introducing innovation and new perspectives
which of the following is a disadvantages of intentional recruiting?
the candidate will already be familiar with the organization's policies, procedures, and customers
which of the following is an advantage to promoting a current employee when a position is available?
Counseling
which of the following is an aspect of emotional support offered by outplacement services?
retirement
which of the following is an example of a voluntary seperation?
dissatisfaction with the job
which of the following is one reason an employee might decide to pursue a voluntary termination?
socialization
which of the following orients, new employees to the organization and to the units in which they will be working?
Worker Adjustment and Retraining Notification Act (WARN)
which of the following pieces of legislation requires U.S. employers with 100 or more employees to give 60 days notice to employees who will be laid off as a result of plant closings or mass separation of 50 or workers?
Reliability
which of the following refers to consistency of measurement, usually across time but also across judges?
labor supply
which of the following terms describe the availability of workers who possess the required skills that an employer might need?
labor demand
which of the following terms describes the number of workers an organization will need in the future?
Human resource planning
which refers to the forecasting of human resource needs and the projected matching of individuals with anticipated job vacancies.