HRM - 201 - Chapter 5 HW & Quiz

Statistical methods are excellent for capturing what type of data? (HW)

Historical trends.

Human resource recruitment is an organizational activity that is designed to affect the number of people who apply for vacancies, the type of people who apply for them, and/or the likelihood that those applying for vacancies will accept positions if offered. A primary goal of recruitment is to ensure that when a vacancy occurs, the organization has a number of reasonably qualified applicants to choose from. All companies have to address three concerns regarding recruiting: (1) personnel policies, which affect the kinds of jobs the company has to offer; (2) recruitment sources used to solicit applicants, which affect the kinds of people who apply; and (3) the characteristics, or traits, and behaviors of the recruiter. This activity is important because it will give you practice in addressing these concerns. The goal of this activity is to characterize the recruitment policies that organizations use and the recruiter's role in the recruitment process. (HW)

1. Allstate Insurance recruits from within as much as possible, by filling vacancies with workers already employed by the organization. A: [Personnel Policies] 2. Applicants react to a recruiter's warmth and ability to provide the information the applicant is seeking. A: [Recruiter Traits and Behaviors] 3. Sprint has increased the percentage of new hires who are recruited by word-of-mouth and referrals. A: [Recruitment Sources] 4. Recruiters who provide realistic job previews may minimize the problem of early employee turnover. A: [Recruiter Traits and Behaviors] 5. Companies that use advertising to recruit job candidates must consider what to say, who to say it to, and what medium to use. A: [Recruitment Sources] 6. The U.S. Army has offered pay raises, developed the Army's Partnership for Youth Success Program, and partners with private sector organizations to retrain current soldiers and relocate spouses. A: [Personnel Policies] 7. Recruiters can increase their impact on applicants by providing timely feedback. A: [Recruiter Traits and Behaviors] 8. Organizations that are not well known may use the web to attract talent by interacting with large well-known job sites such as Monster.com or CareerBuilder. A: [Recruitment Sources] 9. McMaster-Carr has a policy that the employment relationship can be terminated by the employee or the employer at any time for any reason. A: [Personnel Policies]

By comparing forecasts for labor supply and demand for specific jobs, planners can ascertain whether there will be a labor surplus or a labor shortage for certain job categories. The second step in human resource planning is to define specific goals regarding a desired end and provide benchmarks for determining the relative success of a program aimed at addressing labor surpluses or shortages. There are a number of strategies for addressing the issue of a labor surplus that vary according to expense, speed, effectiveness, amount of human suffering, and irrevocability. There should be a specific timetable for achieving goals. Each question below gives an option for reducing an expected labor surplus. For each question select correct answer based on the speed and amount of human suffering described in the question. (HW)

1. In 2015, Argo-Tech purchased the power accessories division of TRW Inc. All employees eligible to retire were encouraged and sometimes forced to do so. A: [Human Suffering: Low; Speed: Slow] 2. In September 2015, the Progressive Insurance Companies announced a reorganization to increase efficiencies and reduce cost. In November 2015, Progressive announced a reduction-in-force of 340 people. A: [Human Suffering: Low; Speed: Slow] 3. When GM downsized its Janesville assembly plant in Wisconsin, some employees were offered an opportunity to stay on board and share job responsibilities with other workers. A: [Human Suffering: Moderate; Speed: Fast] 4. When a restaurant chain has an employee surplus as one of its locations, it many allow the extra employees to work at another location where there is not a surplus. A: [Human Suffering: Moderate; Speed: Fast] 5. Cedaredge Town Council trustees regularly hire new animal control officers. However. In February 2016, the trustees discussed the possibility of not hiring for the position for that calendar year. A: [Human Suffering: High; Speed: Fast] 6. With a shortfall in its operating budget, John Carroll University in Cleveland asked administrators to take unpaid leave. A: [Human Suffering: High; Speed: Fast]

Identify the similarity between the natural attrition and early retirement strategies for reducing a labor surplus. (QUIZ)

Both strategies yield slow results for an organization.

Antoine is proud of his team of warm, knowledgeable, and ethical recruiters at Luvia Insurance. They are sure to give realistic job previews, and they keep up to date on the company's policies so they can provide applicants with accurate answers to a host of questions. However, it sometimes takes a while to fill positions. And over the past year, Antoine has observed that the number of applicants who accept offers has fallen. He follows up with several who turned down offers and learns that they took jobs elsewhere because they developed an unfavorable opinion of Luvia Insurance. Which situation most likely explains this problem? (QUIZ)

Candidates are not getting timely feedback about their applications.

Which of the following is the least appropriate source of recruiting for the vacant jobs? (HW)

College and university placement offices.

Frank is the CEO of Telex Inc., a company that has a team-oriented culture in which people perform as groups and complete short-term projects to earn revenue. After studying his company's structure, Frank feels Telex's current processes are inefficient. As a result, Frank decides to downsize the organization and then use the profits to enhance the organization's efficiency. What is a disadvantage of this approach? (QUIZ)

Downsizing will interfere with the effectiveness of the organization's teamwork.

__________ formally lay out the steps an employee may take to appeal an employer's decision to terminate that employee. (QUIZ)

Due-process policies.

Because of the new location relative to the main campus, the organization will probably use which of the following sources of recruitment? (HW)

External sources.

What should be Alicia's first step? (HW)

Forecast labor supply and demand within the company once video work starts.

After forecasts of labor demand and supply are known, what comes next in the planning process? (HW)

Goal setting and strategic planning.

The second step in human resource planning is (QUIZ)

Goal setting and strategic planning.

Which of the following recruitment sources should the university avoid using to hire for its entry-level positions? (HW)

Headhunters.

Forecasting can use statistical or __________ methods. (HW)

Judgmental.

In the context of forecasting the demand for labor, using trend analysis, inventory levels, changes in technology, and actions of competitors are examples of (QUIZ)

Leading indicators.

Maxim is an HR manager at a large accounting firm. He hires and trains the firm's staff of recruiters. Maxim hires people with education in human resource management and a warm attitude that displays a positive interest in people. How else should he equip the recruiters so that they have success in this kind of work? (QUIZ)

Maxim should equip recruiters with the kinds of information job applicants are seeking.

Trinkets Inc., a manufacturer of widgets, has entered into a contract with a third party to perform services related to processing orders, managing inventory levels, and shipping products to customers. The company is engaged in (QUIZ)

Outsourcing.

In the context of evaluating the quality of a recruitment source, yield ratios express the (QUIZ)

Percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

Because the university is concerned with cost, it should not consider which of the following sources of recruitment that might be expensive? (HW)

Private employment agencies.

Amber wants to apply for a job vacancy. She calls the recruiter who advertised this vacancy to learn more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Amber. Which term refers to the job information given by the recruiter? (QUIZ)

Realistic job preview.

A manufacturing company, hit by a slump in demand, is experiencing a labor surplus. The company expects the market to improve in six months, and it does not want to lay off any of its employees. Which strategy is an equitable way to handle this issue and spread the burden more fairly? (QUIZ)

Reduced work hours.

This activity is important because trends and events that impact the economy also create opportunities and challenges forecasting the optimal number of human resources in an organization at any given time. The keys to utilizing labor markets for the organization's own competitive advantages are (1) to have a clear idea of the strengths and weaknesses of its existing internal labor force, (2) to be aware of where the company is going in the future and how the current configuration of human resources relates to what it will need in the future, and (3) to know where discrepancies exist between current staffing levels and those needed in the future to meet organizational goals. The first step in the human resource planning process is forecasting. Forecasting is an attempt to determine the supply and demand for various types of human resources to predict within the organization where there will be future labor shortages and surpluses. Historical statistical models and judgmental techniques are used for forecasting labor supply and demand. One type of statistical procedure that can be used for this purpose is the analysis of a transitional matrix, which is a chart that lists job categories held in one period and shows the proportion of employees in each of those same categories in a future period. The goal of this activity is to complete the transitional matrix to forecast labor supply and demand for several marketing positions within an organization. Instructions: Match the prompt describing the proportion of marketing employees at different times to the appropriate transitional matrix label. Use the information below to inform your answers. {Maintain Manager Position: 65 percent of sales managers in 2015 were still sales managers in 2018. Manager Promotion: 20 percent of sales reps in 2015 were promoted to sales managers in 2018. Apprentice-Manager Promotion: 10 percent of sales apprentices in 2015 were promoted to sales managers in 2018. Manager New Hire: 5 percent of sales managers in 2018 were not with the organization in 2015. Manager-Rep Demotion: None of the sales managers in 2015 were demoted to sales reps in 2018. Maintain Rep Position: 60 percent of sales reps in 2015 were still sales reps in 2018. Apprentice-Rep Promotion: 30 percent of sales apprentices in 2015 were promoted to sales reps in 2018. Rep New Hire: 10 percent of sales reps in 2018 were not with the organization in 2015. Manager-Apprentice Demotion: None of the sales managers in 2015 were demoted to a sales apprentice in 2018. Rep-Apprentice Demotion: None of the sales reps in 2015 were demoted to sales apprentices in 2018. Maintain Apprentice Position: 15 percent of sales apprentices in 2015 were still sales apprentices in 2018. Apprentice New Hire: 85 percent of sales apprentices in 2018 were not with the organization in 2015. Manager Turnover: 35 percent of sales managers in 2015 were no longer with the organization in 2018. Rep Turnover: 20 percent of sales reps in 2015 were no longer with the organization in 2018. Apprentice Turnover: 45 percent of sales apprentices in 2015 were no longer with the organization in 2018.} [1.)Maintain Apprentice Position 2.)Manager-Rep Demotion 3.)Rep-Apprentice Demotion 4.)Manager Turnover 5.)Manager-Apprentice Demotion 6.)Manager New Hire 7.)Rep-Manager Promotion 8.)Apprentice Turnover 9.)Rep Turnover 10.)Maintain Manager Position 11.)Maintain Rep Position 12.)Apprentice-Manager Promotion 13.)Rep New Hire 14.)Apprentice-Rep Promotion 15.)Apprentice New Hire] (HW)

Sales Manager 2015; Sales Manager 2018 A: [ 10 ] Sales Rep 2015, Sales Manager 2018 A: [ 7 ] Sales Apprentice 2015, Sales Manager, 2018 A: [ 12 ] Not in Organization 2015, Sales Manager, 2018 A: [ 6 ] Sales Manager 2015, Sales Rep 2018 A: [ 2 ] Sales Rep 2015, Sales Rep 2018 A: [ 11 ] Sales Apprentice 2015, Sales Rep 2018 A: [ 14 ] Not in Organization 2015, Sales Rep 2018 A: [ 13 ] Sales Manager 2015, Sales Apprentice 2018 A: [ 5 ] Sales Rep 2015, Sales Apprentice 2018 A: [ 3 ] Sales Apprentice 2015, Sales Apprentice 2018 A: [ 1 ] Not in Organization 2015, Sales Apprentice 2018 A: [ 15 ] Sales Manager 2015, Not in Organization 2018 A: [ 4 ] Sales Rep 2015, Not in Organization 2018 A: [ 9 ] Sales Apprentice 2015, Not in Organization 2018 A: [ 8 ]

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed (QUIZ)

Self-selection.

Which of the following recruitment sources should the university use to fill its 200 positions? (HW)

Social media.

Damien, an HR manager at Guidelines Inc., is preparing for a 5 percent increase in the production labor force next year. To do this, he needs to determine what the current number of production employees is and how the number is likely to change by the end of the year. To help with this analysis, Damien should use a (QUIZ)

Transitional matrix.

Paul is the HR manager at FloGlow Inc., which is preparing for the launch of a new product line. The company needs to know how many new customer service representatives to add to help customers with questions and concerns about the existing and new products. To guide the company, Paul needs information about the number of employees currently providing customer service, the number likely to be in those jobs next year, and the number expected to move to other positions in the organization. The information will be easier to organize and interpret if Paul uses a(n) (QUIZ)

Transitional matrix.

Identify a benefit of applying statistical forecasting methods. (QUIZ)

Under the right conditions, they provide predictions that are much more precise than a human forecaster's subjective judgment.

Janine, a trainer at Keller Inc., wants to find out how many candidates moved from the initial interview stage to the training selection stage in the past month. To find out, she needs to compare the (QUIZ)

Yield ratios.