P&G Ch 1

RST is a small software firm that operates using the very latest technology. As a result, the employee skill sets required change rapidly. The skill sets of employees who have been with the company for several years are found to be inferior to those of new hires, and the company has realized that fresh graduates are often better qualified to handle the projects. The firm's resources are limited and it needs to spend as little as possible on the staffing function, reserving most of its capital for project-specific investments. Which of the following staffing goals would be most suited to the company's needs? A. Hiring employees every two years on a contract basis. B. Hiring employees whose skills can be developed over the long term. C. Reducing the employee turnover rate. D. Recruiting semi-skilled workers from nontraditional sources and training them.

A. Hiring employees every two years on a contract basis.

Which of the following is a hiring process goal? A. attracting diverse applicants B. enhancing organizational flexibility C. meeting stakeholder needs D. improving business strategy execution

A. attracting diverse applicants

Staffing professionals promote the goals of society by ________. A. helping to match people with jobs and organizations B. terminating underperforming employees C. planning for labor market changes D. minimizing the costs associated with recruitment

A. helping to match people with jobs and organizations

Which of the following people determine whether an applicant will be extended a job offer? A. hiring manager B. staffing personnel C. HR manager D. department supervisor

A. hiring manager

Assigning a high-performing sales associate to work with the company's most important client is an example of ________. A. selection B. deployment C. matchmaking D. strategic staffing

B. deployment

Strategic staffing means ________. A. investing large amounts of money on staffing activities B. staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness C. recruiting from as many places as possible to generate the largest possible number of applicants D. filling a job as quickly and cheaply as possible in order to add manpower to an organization

B. staffing an organization in future-oriented and goal-directed ways that support the organization's business

Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees? A. when the existing employees are overqualified B. when technology is developing very rapidly C. when the training period provided is short D. when competition in the market has increased

B. when technology is developing very rapidly

When a firm determines that it will need to hire 50 customer service representatives within the next three months, it has engaged in ________. A. placement B. workforce planning C. attracting D. competency modeling

B. workforce planning

Putting together an attractive job offer and negotiating with the candidate the company wants to hire is part of ________. A. recruiting B. onboarding C. acquiring D. attracting

C. acquiring

If a company's employees have talents that would be useful to the organization and the company is not taking advantage of these talents, it is not being efficient in the activity of ________. A. recruiting B. sourcing C. deploying D. acquiring

C. deploying

Creating a favorable image in desired applicants' minds about the organization being a good place for them to work is ________. A. deployment B. socialization C. employer branding D. creating a talent profile

C. employer branding

The primary goal of ________ is to get the right people interested in working for an organization or in a specific job, then persuade them to apply and ultimately accept the job offer if they are extended. A. sourcing B. employer branding C. recruiting D. selecting

C. recruiting

Interviewing job candidates to assess their fit with the job and organization is part of ________. A. attracting B. deploying C. selecting D. employee profiling

C. selecting

Deployment involves ________. A. getting a job requisition approved B. getting new hires up to speed and productive on their job C. negotiating an employment contract D. assigning talent to appropriate jobs and roles in the organization

D. assigning talent to appropriate jobs and roles in the organization

Leo Ink is a company that produces stationery items. In order to remedy the current low-profit situation, the company plans to hire personnel and form a brand new marketing team. The labor market proves to have a shortage of qualified marketing personnel. In this situation, which of the following strategies could Leo Ink follow to make profits? A. increase offered salary to hire marketing personnel B. continue in the present state C. increase its scale of production instead of hiring people D. branch into production of other items

A. increase offered salary to hire marketing personnel

If a staffing specialist evaluates the organization's current employees and the external labor market to determine the availability of desired talent, which of the following is being done? A. planning B. acquiring C. sourcing D. performance management

A. planning

Which of the following does an employer have to do if hiring from the traditional labor pool? A. provide competitive pay B. reduce required qualifications C. automate the job D. increase training

A. provide competitive pay

Locating qualified individuals and labor markets from which to recruit is ________. A. sourcing B. deployment C. recruiting D. staffing

A. sourcing

An organization's competitive advantage is ________. A. what it can do differently from its competitors B. the number of employees it hires in a year C. not something that can be influenced by staffing D. the annual employee turnover rate

A. what it can do differently from its competitors

Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is ________. A. workforce planning B. recruiting C. sourcing D. succession planning

A. workforce planning

Which of the following is the first of the seven components of strategic staffing? A. workforce planning B. planning C. retaining D. selecting

A. workforce planning

A service-based organization has adopted an expansionist strategy. It has taken on a number of big contracts from clients and is on a tight schedule to supply services by the deadlines promised. Which of the following statements, if true, will result in the staffing goals being best aligned to the organizational strategy? A. Compensation offered should be kept higher than the average market rate so that the maximum number of applicants is attracted. B. Staffing should be done keeping in mind the costly training necessary for the job and only the best qualified applicants should be hand-picked. C. Aggressive staffing should be done indiscriminately as a long training period guarantees that the applicants know how to do the job. D. Time taken to fill a position should be tracked for each recruiting source and the fastest possible source should be utilized.

D. Time taken to fill a position should be tracked for each recruiting source and the fastest possible source should be utilized.

Staffing can be considered a cornerstone of human resource management because it ________. A. takes the largest part of the human resource budget B. is the only function performed by human resources C. takes the most time of any human resource management function D. determines the workforce representing the company

D. determines the workforce representing the company

Staffing influences organizational performance because ________. A. it has no direct relation to profitability and profit growth B. it is an expensive part of human resources C. it is how people learn about the organization D. its outcomes determine who will work for and represent the firm

D. its outcomes determine who will work for and represent the firm

All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is ________. A. human resource management B. negotiating C. performance management D. recruiting

D. recruiting