HRM 5
Which of the following is true of the several options available to reduce expected labor surplus?
Early retirement causes relatively less human suffering.
Policies that state that either party in an employment relationship can terminate that relationship at any time, regardless of cause, are called _____.
Employment-at-will policies
_____ state that either party in the employment relationship can terminate that relationship at any time, regardless of cause.
Employment-at-will policies
The final step in the planning process is to _____.
Evaluate Results
Baby boomers are fast approaching retirement, and early indicators show that this group will retire as expected.
FALSE
Employers prefer hiring and training new employees rather than having to pay existing workers extra for overtime production.
FALSE
Recruiters tend to be viewed by job seekers as more credible when they are personnel specialists rather than subject matter experts in the job being filled.
FALSE
Recruiting advertisements in newspapers and periodicals typically generate more desirable recruits than direct applications or referrals.
FALSE
Referrals are people who apply for a vacancy without prompting from the organization.
FALSE
The last step in the human resource planning process is forecasting.
FALSE It's the 1st step.
Hiring employees from external sources is a fast option to avoid an unexpected labor shortage plus its revocability is high.
FALSE There are several options to avoid an unexpected labor shortage. Hiring employees from external sources is a slow option to avoid an unexpected labor shortage, and additionally its revocability is low.
A special case of outsourcing where the jobs that move actually leave one country and go to another is called _____.
Offshoring
A reason why downsizing efforts often fail is that employees who survive the purges often become narrow-minded, self-absorbed, and risk-averse.
TRUE
An advantage of employing temporary workers is that it frees a firm from many administrative tasks and financial burdens associated with being the "employer of record."
TRUE
During the human resource planning process, Zip Corp. has learned that only 5 percent of its employees are African American as compared to the 20 percent present in the labor market. Which of the following techniques did the company use to determine this difference?
Workforce Utilization Review
Yield ratios express the:
percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
The programs developed in the strategic-choice stage of the process are put into practice in the _____ stage.
program-implementation
The goals that are set in the human resource planning process should come directly from:
the analysis of the labor supply and demand.
_____ forecast and monitor the proportion of various protected group members, such as women and minorities that are in various job categories and career tracks.
Affirmative Action Plans
As part of the forecasting process, a company has determined its labor demand and supply for the next year. What should be the company's next step to complete the forecasting process?
Ascertain whether there will be a labor shortage or labor surplus for the respective job categories
Which of the following options is considered a fast option for reducing an expected labor surplus but results in high human suffering?
Demotions
After conducting a trend analysis, Bonneville Inc., an automobile manufacturing company, has learned that there will be a consistent rise in demand for welders over the next two years. Additionally, its current team of welders is aging and several welders are close to retirement. Moreover, there are very few youngsters applying for welding positions with the company. As a consequence, the company fears a labor shortage in the future. Which of the following steps should Bonneville Inc. take to address this issue?
Determine possibilities of internal labor supply through a transitional matrix
_____ are people who apply for a vacancy without prompting from the organization.
Direct Applicants
The first step in the human resource planning process is _____.
Forecasting The human resource planning process consists of forecasting, goal setting and strategic planning, and program implementation and evaluation. The first step in the planning process is forecasting.
_____ is the practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees.
Human Resource Recruitment
Which of the following best explains why older people approaching retirement age have no intention of retiring?
Improved health of older people in general, in combination with the decreased physical labor in many jobs has made working longer a viable option.
Which of the following is NOT a consequence of hiring temporary workers in an organization?
Increased cooperation between existing full-time workers with temporary workers
Which of the following is NOT one of the forces that draw out an older worker's career?
Insufficient younger workers to replace the older workforce
Which of the following is an advantage of relying on internal recruitment sources?
It generates a sample of applicants who are well known to the firm.
Which of the following statements accurately defines outsourcing?
It is the process of using of another organization for a broad set of services.
The approach that pays employees higher wages than what competitors pay their employees in similar roles is called the _____.
Lead-the-market approach
Polex Inc., a large software firm, is facing financial difficulties. In a bid to reduce costs, it has contracted a significant portion of its developmental work to a firm based in Asia. Which of the following employment methods has Polex Inc. adopted?
Outsourcing
_____ refers to an organization's use of another organization to perform a broad set of services.
Outsourcing
Which of the following is true about outsourcing?
Outsourcing is a logical choice when a firm simply does not have certain expertise and is not willing to invest time and effort into developing it.
_____ and _____ are the most common techniques employed by companies to handle labor shortage and labor surplus respectively.
Outsourcing; Downsizing
_____ is a generic term used to refer to organizational decisions that affect the nature of the vacancies for which people are recruited.
Personnel Policies
In contrast to agencies that primarily serve the unemployed in the blue-collar market, _____ cater to the white-collar labor market by encouraging anyone to find work regardless of whether they are currently employed or not.
Private Employment Agencies
G&I Associates, a leading IT company, forecasted potential labor shortage at the managerial and supervisory levels. Using performance records, the company identified several of its own customer service personnel as brilliant prospects for the managerial positions. Which of the following should be the company's next move?
Promote the personnel from within
Which of the following actions is most likely to enable organizations to increase the impact that recruiters have on those they recruit?
Providing timely feedback
Which of the following is an example of image advertising?
Rain Inc. releases television advertisements that give an idea about the pleasant working conditions in the organization.
_____ refers to any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
Recruitment
Jack is a maintenance supervisor at a large petroleum refinery in Texas. His friend, Ronald, who works at another refinery in Louisiana, informs Jack about a vacancy for a maintenance manager's position at the Louisiana refinery and asks him to apply for the position. Jack is an example of a(n) _____.
Referral
The _____ step in human resource planning is goal setting and strategic planning.
Second
Which of the following is true about temporary workers?
Some full-time employees perceive the temporary help as a threat to their own job security.
Which of the following is excellent for capturing historic trends in a company's demand for labor, and under the right conditions giving predictions that are much more precise than other methods?
Statistical Methods
How do statistical forecasting methods differ from judgmental forecasting methods with regard to the labor market?
Statistical methods are excellent for capturing historic trends.
Statistical planning models almost always have to be complemented by _____.
Subjective Judgements
A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market is called a workforce utilization review.
TRUE
A leading indicator is an objective measure that accurately predicts future labor demand.
TRUE
Image advertising is often effective because job applicants develop ideas about the general reputation of the firm and then this spills over to influence their expectations about the nature of specific jobs at the organization.
TRUE
One of the reasons organizations engaged in downsizing was that many firms changed the location of where they did business for economic reasons
TRUE
Promote from-within policies make it clear to applicants that there are opportunities for advancement within the company.
TRUE
Statistical planning models are useful when there is a long, stable history that can be used to reliably detect relationships among variables.
TRUE
The purpose of setting specific quantitative goals is to focus attention on the problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus.
TRUE
The second step in human resource planning is goal setting and strategic planning.
TRUE
The typical organizational response to a labor shortage has been either hiring temporary employees or outsourcing, responses that are fast and high in revocability.
TRUE
Which of the following options for avoiding an expected labor shortage is a slow solution and has low revocability?
Technological Innovation
Which of the following options for avoiding an expected labor shortage has the benefit of being a fast solution with high revocability?
Temporary Employees
Which of the following employment methods gives an employer the flexibility needed to operate efficiently when demand for his or her products changes rapidly?
Temporary employment
Which of the following is a disadvantage of employing temporary workers as a means of eliminating a labor shortage?
The low levels of commitment to the organization and its customers that temporary workers bring with them often reduces the level of customer loyalty.
In the face of demographic pressures dealing with an aging workforce, many employers try to use _____ among their older workers through early retirement incentive programs.
Voluntary Attrition
Which of the following pairs of recruiter characteristics does an applicant tend to respond to most positively?
Warmth and Informativeness
Recruiting advertisements in newspapers and periodicals:
are likely to typically generate less desirable candidates than direct applications or referrals.
Executive search firms (ESFs):
serve as an important confidentiality buffer between the employer and the recruit. Due to the sensitive nature of the headhunting process, the most successful ESFs tend to develop trusting, long-term relationships with high-skilled employees, and serving as the buffer between the employer and the recruit becomes the core of their business model.
The purpose of setting specific quantitative goals is:
to focus attention on a problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus. The purpose of setting specific quantitative goals is to focus attention on a problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus. The goals should come directly from the analysis of labor supply and demand and should include a specific figure for what should happen with the job category or skill area and a specific timetable for when results should be achieved.