capsim hr quiz

worker training is entered by the ______ a. hour b. dollar

a. hour hours are entered on the hr screen. training costs $20.00 per hour per worker

hiring the needed complement will always eliminate _____ a. overtime b. worker layoffs c. a second shift d. strikes

a. overtime hiring the needed complement eliminates all overtime. the second shift workers are paid the same as workers on overtime, however, second shift workers are more efficient and do not seek work elsewhere, therefore reducing turnover

assuming the productivity index is greater than 100%, adding overtime will _____ a. increase the productivity index b. decrease the productivity index

b. decrease the productivity index while the productivity index can never fall below 100%, it is possible for teams to increase the index by investing in a higher quality of worker (recruiting spend) and in education (training hours). however, scheduling overtime will decrease the index because workers will become tired and disgruntled

management should strive to _____ a. increase turnover b. decrease turnover

b. decrease turnover lowering turnover reduces recruitment costs

recruiting costs are incurred when _____ a. automation levels increase b. production runs increase and teams match hiring to needed complement c. workers are assigned to a second shift

b. production runs increase and teams match hiring to needed complement increasing production and then matching the needed complement will result in new hires, and therefore increase recruiting costs

increasing capacity tends to _____ a. reduce the needed complement b. reduce the number of workers on second shift c. reduce overtime

b. reduce the number of workers on second shift increasing capacity tends to reduce the number of workers on the second shift. as an example, a production order of 1,200 units on a line with a capacity of 800 units (numbers in thousands) will require 400 units to be produced by the second shift. increasing capacity to a total of 1,000 units will result in 1,000 units manufactured by first shift labor, and only 200 units produced by more expensive second shift labor

production runs can be scheduled in _____ a. only one shift b. always two shifts c. one or two shifts d. up to three shifts

c. one or two shifts up to twice the production line's first shift capacity can be scheduled for each individual product. production runs that exceed the first shift capacity result in either overtime and/or a second shift, depending on the worker complement

increasing training hours tends to _____ a. increase the needed complement b. decrease the needed complement c. neither increase nor decrease the needed complement d. both increase and decrease the needed complement

d. both increase and decrease the needed complement in the short term, increasing training hours will increase the needed complement -- workers are taken off the production line and put in the classroom. however, as time goes on, investing in training hours increases worker productivity, and therefore tends to decrease the needed complement

generally, separation costs will be incurred when _____ a. production levels increase b. automation levels increase c. production levels decrease d. production levels decrease and / or automation levels increase

d. production levels decrease and / or automation levels increase the needed complement is determined by a combination of: a) the number of units ordered into production; and b) the automation level of the assembly lines. decreasing the number of units produced from one year to the next will decrease the needed complement. similarly, increases in automation will decrease the needed complement. if teams adjust the this year cell to match the needed complement, separation costs will be incurred

teams can eliminate all recruiting costs if they wish t/f

f teams can choose to enter 0 in the recruiting speed cell on the human resources screen, however that number is in addition to a base recruiting cost of $1,000 per worker. a recruiting speed entry facilitates recruiting a better quality of worker