MGMT 383 Chapter 2
Workforce analytics is a set of quantitative approaches that answer two simple questions.
1) "What do we need to know about our organization and workforce to run the company more effectively?" 2) "How do we turn that knowledge into action?"
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.
A
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
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.
A
Which of the following is NOT an element of attitudes? A. Satisfaction B. Cognition C. Action D. Emotion
A
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
A
______ are internal states that focus on particular aspects of or objects in the environment. A. Attitudes B. Job Satisfaction C. Organizational Commitment D. Logic
A
What is a work-life program?
A work-life program includes any employer-sponsored benefit or working condition that helps an employee to balance work and non-work demands.
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
B
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
B
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
B
_____ occurs when an employee leaves an organization permanently. A. Transfer B. Turnover C. Temporary layoff D. Downsizing
B
______ 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
B
Information, design, and statistics pertain to which component of the LAMP model? A. Probability B. Analytics C. Logic D. Measures
B. Analytics
A work-life program span broad areas except: A. Information services and HR policies B. leave options C. rigid working conditions D. child and dependent care benefits
C
Most organizations assume that they cannot: A. quantify the value of collaboration B. share knowledge C. A & B D. Neither A nor B
C
Nearly ____ percent of employees who are caregivers of an older relative also have children under the age of 18. A. 60 B. 25 C. 75 D. 10
C
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
C
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.
C
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.
C
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
C
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. Pre-employment administrative functions D. Postemployment acquisition and dissemination of information
D
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.
D
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.
D
The LAMP model includes all of the following EXCEPT: A. logic. B. analytics. C. measures. D. probability.
D
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
D
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
D
The leading cause of absenteeism in the United States is: A. entitlement mentality. B. stress. C. family-related issues. D. personal illness.
D
Civil rights laws precisely define the term discrimination.
FALSE
Employers are not required to make reasonable accommodations for disabled job applicants if the cost of doing so is too expensive.
FALSE
If employees have employers who invest in training programs that promote job challenge and learning, autonomy, supervisor task support, a climate of respect and trust, work-life fit, and economic security then they should be highly engaged, satisfied with their jobs, and intend to stay.
FALSE
In organizations with 50 or more employees, an employer may not deny a person initial employment, reemployment, promotion or benefits on the basis of that person's membership or potential membership in the armed services.
FALSE
The Age Discrimination in Employment Act prohibits discrimination in pay, benefits, or continued employment for employees age 50 and over.
FALSE
The Americans with Disabilities Act applies to all employers, no matter what their size.
FALSE
The Equal Employment Opportunity Commission was created to ensure that employers, employment agencies, and labor organizations comply with the Constitution.
FALSE
The purpose of measuring turnover costs is to build a case to present to stockholders.
FALSE
Title VII prohibits the use of "professionally developed" ability tests.
FALSE
Under FMLA, an employee can sue if an employer requires a second medical opinion after the employee has provided medical certification of their serious illness.
FALSE
Having a rational talent strategy including competitive advantage and talent pivot points pertains to which component of the LAMP measurement system? A. Logic B. Process C. Measures D. Analytics
Logic
According to the Immigration Reform and Control Act of 1986, employers must verify the identity and work authorization of every new employee.
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
In jobs where women and minorities are underrepresented in the workforce relative to their availability in the labor force, employers must establish goals and timetables for hiring and promotion.
TRUE
Informational literature; instruction in a formal training program; and instruction by employee assignment are the three training costs associated with turnover.
TRUE
It is okay to exclude people from selection so long as the exclusion is based on what can be demonstrated to be job-related criteria.
TRUE
Lost supervisory hours must be considered when determining the cost of absenteeism.
TRUE
One effect of the Civil Rights Act of 1991 was the expansion of the remedies in discrimination cases to include monetary damages and jury trials.
TRUE
The FMLA covers all private-sector employers with 50 or more employees, including part timers, who work 1,250 hours over a 12-month period.
TRUE
The Immigration Reform and Control Act of 1986 applies to every employer, no matter how small.
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
Unequal (disparate) treatment is based on an intention to discriminate.
TRUE
Explain the four critical components of the LAMP model.
The letters in LAMP stand for logic, analytics, measures, and process, four critical components of a measurement system that drives strategic change and organizational effectiveness. Without a compelling logic, it is just not clear where to look for insights about what the numbers mean. Conversely, with well-grounded logic, it is easier to help leaders outside of HR to understand and use the measurement systems to enhance the talent-related decisions they make. Analytics transforms HR logic and measures into rigorous, relevant insights. While statistics and research design are analytical strategies for drawing correct conclusions from data, measures comprise the numbers that populate the statistical formulas. Process is the final element of the LAMP framework. Measurement affects decisions and behavior, but decisions and behavior unfold within a complex social system. Hence effective measurement systems must fit within a change-management process that begins by influencing key decision makers.
What are three broad categories of costs in the basic turnover costing model?
The three categories are: separation costs, replacement costs, and training costs.
Effective Management practices drive: A. Employee Satisfaction B. Customer Satisfaction C. Long-term Profitability D. Long-term Growth
a
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.
b
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.
b
In the context of absenteeism, _____ refers to formulas and to comparisons to industry averages and adjustments for seasonality. A. measures B. analytics C. logic D. process
b
_____ is(are) the emotional engagement that people feel toward and organization. A. Values B. Employee engagement C. Abilities D. Concepts
b
______ is also a core element of any change process. A. Money B. Education C. Benefits D. Measurability
b
_______ is a multidimensional attitude; it is made up of attitudes toward pay, promotions, coworkers, supervision, the work itself, and so on. A. Attitudes B. Job Satisfaction C. Organizational Commitment D. Logic
b
34. (p. 39) _____ transform(s) HR logic and measures into rigorous, relevant insights. A. Process B. Benchmarks C. Analytics D. ABC costing
c
The average employee in the United States has about _____ unscheduled absences per year. A. 1.8 B. 3.2 C. 5.4 D. 10
c
________ an emotional bond or linking of an individual to the organization that makes it difficult to leave. A. Attitudes B. Job Satisfaction C. Organizational Commitment D. Logic
c
___________ is a good example where the employee is absent and is simply not available to perform his or her job; that absence will cost money. A. Vacation B. Holiday C. Medically verified illness D. Jury Duty
c
High performers who are difficult to replace represent _____ turnovers. A. functional B. voluntary C. involuntary D. dysfunctional
d
______ is the process of using data to influence key decision makers. A. Logic B. Analytics C. Probability D. Process
d
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.
false
According to the Pregnancy Discrimination Act of 1978, an employer is always required to give pregnant employees special treatment.
false
All activities associated with in-processing new employees is classified under training costs related to turnover.
false
At the level of the individual work unit, highly engaged employees cooperate with each other, they devote extra effort to innovation, but they don't adapt effectively to change
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.
false
In retailing, there has not been a link demonstrated between employee behavior, customer behavior, and profits.
false
Talent is not a key constraint to growth in many organizations.
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.
false
The letters in LAMP stand for logic, assessment, metrics, and potential.
false
The most dominant cause of absenteeism in the United States is family-related issues.
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.
false
Under Title VII, discrimination is never permissible, even when a factor such as gender is a bona fide occupational qualification for employment.
false
Under Title VII, pre-employment inquiries regarding such matters as race, sex, or ethnic group are not permissible.
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.
false
Global competition and the rapidly changing financial environment are driving the need to innovate constantly and effectively.
trie
As a society, we espouse equality of opportunity, rather than equality of outcomes.
true
Contractors and subcontractors with more than $50,000 in government business and with 50 or more employees must prepare and implement written affirmative action plans.
true
Discrimination is permissible when a prohibited factor (e.g., gender) is a bona fide occupational qualification.
true
Employers are always potentially liable for a supervisor's sexual misconduct toward an employee, even if they knew nothing about that supervisor's conduct.
true
Every organization in the United States with 100 or more employees must file an annual EEO-1 report detailing the number of employees by job category.
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.
true
If someone decides to bring suit under Title VII, the first step is to establish a prima facie case of discrimination.
true
In business settings, it is hard to be convincing without data.
true
Once the courts accept prima facie evidence, the burden of producing evidence shifts back and forth from the plant if (the complaining party) to defendant (the employer).
true
Rather than identifying workers' weaknesses and attempting to fix them, where the gains will be short-lived, the best managers focus on strengths.
true
The Civil Rights Act of 1866 grants all citizens the right to make and enforce contracts for employment.
true
The ability to develop and share insights around the globe has become an increasingly important element of competitive advantage.
true
The behavior-costing approach to employee attitude valuation is based on the assumption that measures and attitudes are indicators of subsequent employee behaviors.
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.
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 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.
true
