Human Resources BUSI 342 Retaining and Recruiting Human Capital Assignment

Fifty employees of GlowFax Inc. quit the company this year. Thirty-five of the employees left by choice, while the rest were asked to leave either because of poor performance or high absenteeism. THe total number of employees in the company was 270 in January. The midyear employee count was 250, and the number became 220 at the end of the year. What is GlowFax's turnover rate for this year?

20 PERCENT

Lumina Inc. had 4,900 employees at the beginning of 2014. During the first half of the year, the company had no attrition. THe company's profits were high, and its training and orientation programs were efficient. It continued to hire at a healthy pace and had 5,000 employees at midyear. However, in the second half of the year, 200 employees were laid off and no new hiring took place. What is Lumina's turnover rate for 2014?

4 PERCENT

At Piaffique Inc, 15 employees quit and an additional 10 employees were fired for poor performance this year. The company's midyear employee count was 50. What is Piaffique's turnover rate for this year?

50 PERCENT

Which of the following candidates has the highest probability of being rejected by a U.S. organization that follows ethical HR practices and recruits non traditional diverse workers?

A 24-YEAR-OLD DANISH WOMAN WITHOUT A U.S. VISA

Symphony Inc. has a culture of open communication and trust. Joel, an HR Manager at the company, wants to assess the level of current employee satisfaction and engagement. He has planned to conduct interviews with the employees of the organization to gain valuable insights on what motivates them to continue working for the organization. Which of the following types of interviews should Joel conduct in this scenario?

A STAY INTERVIEW

Who developed the earliest need-based theory of human motivation?

ABRAHAM MASLOW

Alan, an HR manager at Iris Inc., wants to measure the absenteeism rate of the company. Which of the following equations should Alan use to accurately compute the absenteeism rate?

ABSENTEEISM RATE= (NUMBER OF PERSONS - DAYS LOST THROUGH JOB ABSENCE DURING PERIOD)/([AVERAGE NUMBER OF EMPLOYEES]X[NUMBER OF WORKDAYS])X100

The percentage of applicants hired divided by the total number of applicants offered jobs is called the

ACCEPTANCE RATE.

In the context of the motivation/hygiene theory, which of the following is considered a motivator?

ADVANCEMENT

Which of the following is used by employers to address the issue of job satisfaction among employees?

AN ATTITUDE SURVEY

Which of the following organizations is most likely to benefit from external sources of recruitment?

AN ORGANIZATION THAT FACES RAPIDLY CHANGING COMPETITIVE ENVIRONMENTS AND CONDITIONS

Stacy, an HR Manager at Stack Bank, posts a job advertisement for the position of loan officer on the website of the American Bankers Association. This will allow Stacy to determine the _________

APPLICATION POPULATION

BioLabs Inc. is in the process of laying off 10 percent of its shipping and receiving employees. At the same time, it is hiring new hourly staff. This scenario best exemplifies

CHURN.

In the context of the types of executive search firms,_______________ charge a fee only after a candidate is hired by a client company.

CONTINGENCY FIRMS

Which of the following is true of school recruiting and college recruiting?

COOPERATIVE PROGRAMS WITH EMPLOYERS GENERATE QUALIFIED FUTURE APPLICANTS FOR FULL-TIME POSITIONS.

Edison Inc., an electrical utility company, is venturing into a business in which electricity is generated through solar and wind energy. Which of the following job recruitment strategies should be incorporated by the HR Director at Edison to reduce the existing disparate impact in the company?

EMPHASIZING EXTERNAL RECRUITING METHODS TO ATTRACT SKILLED MINORITY APPLICANTS

Which of the following is a tangible item in a psychological contract?

EMPLOYEE PRODUCTIVITY

Which of the following is a replacement cost that is caused by turnover in a company?

EMPLOYEE REFERRAL FEES

___________________ is defined as the perceived fairness of what a person does compared with what the person receives for doing it.

EQUITY

In the context of the two-factor theory, which of the following needs of employees do motivators primarily try to fulfill?

ESTEEM NEEDS

In an _______________, individuals are asked to explain their reasons for leaving an organization.

EXIT INTERVIEW

Which of the following is an intangible item in a psychological contract?

FAIR TREATMENT

According to Abraham Maslow's hierarchy of needs theory, a person strives to satisfy his or her higher order needs first.

FALSE

All individuals looking for a job in a particular geographic area are referred to as the labor force population.

FALSE

Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.

FALSE

Functional turnover occurs when key individuals leave an organization, often at crucial times.

FALSE

In the context of turnover costs incurred by a company, vacancy costs primarily include supervisory time, pay rates to prevent separations, and exit interview time.

FALSE

Older employees tend to have lower job satisfaction than younger employees.

FALSE

Paid orientation time is a separation cost involved in turnover.

FALSE

Recruiters have completely stopped using newspaper ads as a tool for external recruitment because job seekers use the internet almost exclusively even in smaller cities and towns.

FALSE

Recruiting is exclusively an administrative function rather than a part of strategic HR planning.

FALSE

Replacement training is a direct cost of absenteeism.

FALSE

Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, to Seattle, Washington. Solange Allure will be changing its occupational labor market.

FALSE

Web-based job postings and social media are more expensive than newspapers.

FALSE

Work rule violation is the most common cause of voluntary turnover.

FALSE

Paul, the Director of Recruitment at an insurance company, finds that the company has a disparate impact on the proportion of Hispanic employees compared to the proportion of Hispanics in the labor market. Which of the following steps should Paul take to solace the problem most efficiently?

HE SHOULD START ADVERTISING FOR JOB OPENINGS ON THE LOCAL SPANISH RADIO

Calculating the average amount of time it takes from contact to hire for each source of applicants allows a firm to most accurately:

IDENTIFY THE MOST TIME-EFFICIENT RECRUITING SOURCES

The number of absences per 100 employees each day is known as the ________

INCIDENCE RATE

Angela is a self-employed graphic artist. She is usually hired by companies for special projects that last from a week to six months. Angela can be best described as an

INDEPENDENT CONTRACTOR

Mark was terminated by his company because of his poor client management skills, which resulted in the company losing one of its major clients. Mark's termination best exemplifies

INVOLUNTARY TURNOVER.

Which of the following best describes presenteeism?

IT IS WHEN AN EMPLOYEE COMES TO WORK EVEN WHEN HE OR SHE IS NOT WELL.

How does an exit interview help an organization in its employee retention efforts?

IT PROVIDES MANAGERS AND SUPERVISORS WITH INFORMATION FOR IMPROVING COMPANY EFFORTS TO REDUCE EMPLOYEE TURNOVER

Which of the following is a feature of Internet recruiting?

IT REQUIRES EMPLOYERS TO TRACK APPLICANTS AND FILE EEO REPORTS

Train Tax, a tax preparation company, has identified that the total cost of its employee benefits contributes to 30 percent of the company's expenses. Which of the following should be incorporated by Train Tax to reduce its cost associated with employee benefits?

IT SHOULD EMPLOY TEMPORARY WORKERS

Colette Value Inc., a game development firm, has received a new project that involves the development of a mobile game. The project must be completed within a year. The company, however, is facing a shortage of mobile game developers and must hire 50 developers to ensure the timely completion of the project. As a result, the firm decides to take part in a job-related event that would give the firm access to a large pool of applicants at the same time. Which of the following recruitment options has Colette Value decided to use to find a large number of suitable candidates in a short time?

JOB FAIRS

In most basic sense, ______________ involves the positive feelings and evaluations individuals have about their employment

JOB SATISFACTION

Identify an intangible item in a psychological contract.

LOYALTY

Which of the following is the first step in the process of managing retention?

MEASUREMENT AND ASSESSMENT

____________ is the desire that exists within a person that causes that individual to act.

MOTIVATION

Churn refers to the practice of hiring

NEW EMPLOYEES WHILE LAYING OFF OTHERS.

In the context of Abraham Maslow's hierarchy of needs theory, which of the following needs will a person strive to fulfill first?

PHYSIOLOGICAL NEEDS

In the context of equity theory, which of the following is considered an outcome?

PRESTIGE

The term _______________ refers to the unwritten expectations employees and employers have about the nature of their work relationships.

PSYCHOLOGICAL CONTRACT

Job fairs are primarily useful for

RAPID HIRING OF A LARGE NUMBER OF CANDIDATES.

In the context of the motivation/hygiene theory, which of the following is considered a motivator?

RECOGNITION

The process of generating a pool of qualified applicants for organizational jobs is called

RECRUITING

Which of the following is a direct cost of absenteeism?

REPLACEMENT FOR ABSENT WORKERS

Studies have shown that women are more likely to apply for a job when the job ad contains the word

RESPONSIBLE

__________________ can be calculated as the percentage of workers who remain in a firm from one point in time to another point in time.

RETENTION RATES

The percentage hired from a given group of candidates is called the

SELECTION RATE.

In the context of Abraham Maslow's hierarchy of needs theory, the highest human need is the need for _______

SELF-ACTUALIZATION

Which of the following is an example of good recruiting efforts in an organization?

TAKING STEPS TO ATTRACT MINORITY APPLICANTS IN CASE OF DISPARATE IMPACT

The rejection rate of a company explains:

THE COMPETITIVENESS OF THE COMPANY COMPARED WITH OTHER COMPANIES

Frederick Herzberg proposed ________

THE MOTIVATING/HYGIENE THEORY

Patricia was placed at Oliver & Co. through a temporary service firm for two months. Because of her outstanding performance, Oliver & Co. wants to hire Patricia for a full-time position. Given this scenario, which of the following statements is most likely to be true?

THE TEMPORARY SERVICE FIRM CAN BILL A PLACEMENT CHARGE TO OLIVER & CO.

Which of the following statements is true of employee turnover?

THE TURNOVER OF POORLY PERFORMING INDIVIDUALS IS CONSIDERED FUNCTIONAL

Which of the following statements is true of employee leasing firms?

THEY OFTEN CHARGE CLIENT COMPANIES BETWEEN 4 TO 6 PERCENT OF EMPLOYEE'S MONTHLY SALARIES.

Which of the following performance criteria is a quantitative measure of a recruitment process outsourcing firm?

TIME TO FILL

A long-term measure of recruiting effectiveness is to compare the number of past applicants who became successful employees with the number of applicants against whom they competed for their jobs.

TRUE

A no-fault policy in organizations allows employees to manage their own attendance.

TRUE

An example of a special labor market is suppliers and contractors for US military forces.

TRUE

An example of coworker-directed organizational citizenship behavior is cheering on a colleague for receiving a reward.

TRUE

An organization with a strong union is more likely to have less flexibility than a nonunion company deciding who will be hired and where a newly hired person will be placed.

TRUE

Calculating the acceptance rate helps identify how successful an organization is at hiring candidates.

TRUE

Employee productivity is a tangible aspect of psychological contracts.

TRUE

Employers can properly evaluate and manage employee work attitudes by regularly surveying employees.

TRUE

Generation Y workers value meaningful work and an opportunity to actively contribute to work policies and arrangements.

TRUE

Higher employment rates usually mean more dissatisfied employees in the workforce.

TRUE

Internet recruiting generates a high number of applicants and increases the work of the HR staff far beyond traditional recruiting methods.

TRUE

Internships give college students the opportunity to work for different companies and gain important career exposure.

TRUE

Mining resumes is a software approach to getting the best-fitting resumes from a big database.

TRUE

Motivation is a goal-directed drive, and the process seldom occurs in a void.

TRUE

One of the determinants of employees' willingness to exert effort is the degree to which they value the rewards offered by the organization.

TRUE

Recruiting should be viewed as a type of organizational marketing and should be consistent with an organization's overall presentation of its image.

TRUE

The purpose of the job posting system in an organization is to provide employees with more opportunities to move within the organization.

TRUE

The success base rate is a long-term measure of whether the HR function has provided productive, long-term employees for an organization.

TRUE

Trust is a visible reflection of the ethical culture of an organization.

TRUE

Rosario quit CoverCorp Inc. without completing a high-priority project that she was handling. The four remaining members of her team had to work overtime to complete the project, and they demanded adequate compensation to justify their extra hours of work. In this scenario, the amount subsequently paid to them best exemplifies

VACANCY COSTS.

Charu, an efficient waitress at a family restaurant, consistently gets low tips from customers. She announces that she is quitting her job to take another job at a newly opened casino. This best exemplifies _____________

VOLUNTARY TURNOVER

________________ compare the number of applicants at one stage of the recruiting process with the number at the next stage.

YIELD RATIOS