MG 412 final

When labor markets are tight and good recruits are hard to find, organizations must pursue talent-oriented staffing.

True

A job analysis ________.

determines a job's entry requirements

When a firm pursues a differentiation strategy, it is attempting to ________.

develop products that have unique characteristics

The WARN Act of 1988 applies to the following, except:

employers with employees who work less than 20 hours per week

According to the resource-based view of the firm, in order to create value, staffing practices must ________.

enhance the differentiation of the firm's products

An alternative definition of staffing may include the following, except ________.

may require outsourcing the staffing function

Formal job descriptions are best for young organizations that need flexible employees.

False

Identifying important skills needed for a job is essential because they tend to be more stable and enduring capabilities than other factors such as job knowledge or abilities.

False

Most companies can replicate a competitor's capabilities by imitating the competitor's staffing practices.

False

Organizations that have a customer service strategy, tend to hiring externally.

False

Proactive staffing is done in response to situations or issues.

False

Recruiting large numbers of applicants is always the best way to ensure quality hires.

False

Someone who provides their services to a firm as an independent contractor is considered an employee of that firm.

False

Staffing strategy should be derived from what other companies have found to be successful strategies.

False

Strategic staffing is not concerned with the integration of staffing practices.

False

Strategy is locating qualified individuals, appropriate sources and labor markets from which to recruit.

False

Sustained competitive advantage exists when the company has survived for 1 year.

False

The employee generally has more power in the employee-employer relationship.

False

The employment contract is common in most organizations.

False

The increased financial return on staffing investment is an example of a process goal.

False

The job analysis interview method should use an unstructured format.

False

The mission statement describes what they want the future of the company to look like.

False

The staffing specialist usually make the final hiring decision.

False

Title VII of the Civil Rights Act covers organizations with 20 or more employees.

False

When labor markets are loose, organizations must work harder to find talent.

False

Seasonal employees are employees hired to work only during a particular part of the year.

True

Socialization is the process of assimilating or integrating newly hired or recently promoted employees with their job, workgroup, and organization.

True

Sourcing is locating qualified individuals, appropriate sources and labor markets from which to recruit.

True

Talent management requires the development of improved processes for attracting, developing, retaining, and utilizing people with the required skills and aptitude to meet current and future business needs.

True

Talent philosophy is a system of beliefs about how employees should be treated

True

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

True

The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.

True

The ADA has been expanded to include broad coverage of the definition of a disability.

True

The HR and staffing strategies may flow from the organization strategy, but it may also directly influence the formation of the organizational strategy.

True

The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.

True

The employer health insurance mandate in the 2010 Patient Protection & Affordable Care Act, requires employers with at least 50 full-time employees to provide government-approved, affordable health insurance to at least 95 percent of their employees and dependents beginning in 2014.

True

The seven components of strategic staffing are planning, sourcing, recruiting, selecting, acquiring, deploying, and retaining talent.

True

There are two major forms of conducting job analysis: job requirements model and the competency-based model.

True

Traditional human resource departments were more transactional.

True

Under the Americans with Disabilities Act, if a disabled applicant can perform the essential functions of a job with reasonable accommodation, they must be considered for the position.

True

When organizations have person-job (PJ), some of the outcomes including: higher attraction, performance, retention, attendance, job satisfaction and others.

True

Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.

True

An organization's competitive advantage ________.

allows it to survive competition

Succession management ensures that ________.

an organization has people ready to assume leadership positions when they become available

A competency is _____.

an underlying characteristic of an individual that contributes to job or role performance

Deployment involves ________.

assigning talent to appropriate jobs and roles in the organization

If the job of a loader exists to load packages on delivery trucks, the ability to safely lift and load packages onto a truck is a(n) ________.

essential function

Which of the following are employees of a company who take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client or company?

leased workers

Hiring people who are efficient, trainable, and willing to follow standardized procedures would support a(n) ________ competitive advantage.

operational excellence

Which of the following are detailed records or databases that summarize each employee's skills, competencies, education, training, languages spoken, and chances of being promoted?

talent inventories

Screening new applicants is handled by the human resource department.

True

When employees are thought of as investors rather than assets, organizations tend to focus on managing costs and controlling labor expenses.

False

Which of the following is true for employment contracts?

An implicit contract is not specified in a written or verbal contract.

A differentiation strategy focuses on a narrow market segment or niche.

False

Contingent workers are part of a company's core workforce.

False

A decentralized staffing function is more responsive to the needs of hiring managers.

True

Firms should select only those candidates who already possess the skills that are necessary to be quickly and cheaply trained by the firm.

False

A job duty is an observable unit of work with a beginning and an end.

False

A job family is a grouping of positions that are similar in their tasks and task dimensions.

False

A reward's differential refers to the uniqueness of the reward.

False

A task statement consist of several job duties.

False

Although a company can better match employees with jobs they like, staffing does not influence organizational performance.

False

Although staffing practices can influence turnover rates, they cannot influence a firm's stock market performance.

False

An independent contractor is legally considered an employee of the employer who hired him/her.

False

Attracting sufficient numbers of appropriately qualified applicants is an example of a staffing outcome goal.

False

Companies that use the same recruiting strategies are likely to experience similar results.

False

Deployment involves recruiting talent from external sources to fill job vacancies in the organization.

False

Disparate treatment occurs when an action has a disproportionate effect on a protected group, regardless of its intent.

False

Diversity is not one of the major considerations for a staffing strategies.

False

External hiring reduces organizational diversity.

False

External staffing can be faster and cheaper than internal staffing.

False

Outcomes of the job analysis are the job description and person specification.

True

Which of the following is true of transition analysis?

It assumes that all employees in a job have an equal probability of movement.

The five requirements in creating a competitive advantage include the following, except ________.

It should be inexpensive

A formal group or cluster of tasks is a ________.

Job

The staffing function can be any of the following, except ________.

Neither centralized and decentralized

What is the current status of voluntary affirmative action programs?

Organizations must meet specific criteria in order to establish these programs.

According to the Resource-Based View of the Firm, a company's can produce a sustained competitive advantage by creating value by lowering costs of products or services.

True

Acquiring, developing, and retaining the right talent helps businesses create the organizational capability and intellectual capital driving their strategy execution.

True

An independent contractor performs services and the employer controls or directs only the result of the work.

True

An internal staffing focus helps keep employees committed to the company because they can see themselves as having a career there.

True

An internal talent focus requires a firm to invest in employee training and development.

True

Any employee of a temporary staffing agency working at another company's place of business is not entitled to receive benefits from the company.

True

Competencies can be thought of as job spanning while KSAOs are often limited to the particular job.

True

Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance.

True

Complying with staffing laws enhances an organization's ability to appeal to a broader customer base.

True

Contingent workers do not have a contract for long-term employment.

True

Desirable criteria are those that may enhance the new hire's job performance, but are not essential to adequate job performance.

True

Diverse employees help organizations to succeed through global ideas, diverse customers, and better strategic decisions.

True

Employment laws and regulations exist, in part, to reduce or limit the employer's power in the employment relationship.

True

Executive Order 11246 prohibits discrimination of protected groups and establishes affirmative action to promote diversity.

True

It is important to choose predictors that capture important KSAO developed from a JA.

True

It is important to identify KSAOs that are needed to perform essential job tasks.

True

Jobs performed in a consistent, predictable manner are easiest to analyze.

True

Managing the flow of employees into, through, and out of the organization is a critical action that involves both the HR professionals and managers.

True

The KSAO portion of a job requirements matrix may be _________.

converted to a job specification

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.

critical incidents method

Hiring people who are learning-oriented, and who have good networking skills would support a ________ competitive advantage.

customer intimacy

The Uniformed Services Employment and Reemployment Rights Act ________.

ensures that members of the uniformed services can return to their civilian employment after their military service ends