WS1MAN4320
Formal job descriptions are best for young organizations that need flexible employees.
False
Job fairs are best for finding passive job seekers.
False
Most companies can replicate a competitor's capabilities by imitating the competitor's staffing practices.
False
Passive job seekers can be easy to find as they are constantly on the lookout for a better opportunity.
False
Procedural fairness relates to people's beliefs that the policies and procedures that produced the hiring or promotion decision were unfair.
False
Internal recruiting sources locate people who currently work for the company who would be good recruits for other positions.
True
The final hiring decision is usually made by the hiring manager.
True
Viewing employees as an asset to be managed generally leads to a low-cost approach to staffing.
True
Which of the following events suggests that a home improvement store such as Home Depot or Lowe's will need fewer workers in the next 1-3 years?
a decrease in consumer disposable income
Spillover effects can be either positive or negative in nature.
True
Typically, when interest rates rise,
businesses are less likely to expand
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 advantages of using structured questionnaires for job analysis?
speed and low cost
A company is successful at recruiting engineers by handing out flyers during community events near a university which is highly rated for its engineering program. The company's competitor effectively reaches the same audience by hanging banners at a similar event. This is an example of ________.
substitutability
An organization's competitive advantage is ________.
what it can do differently from its competitors
Online job fairs are best for recruiting ________.
active job seekers
Which of the following was declared illegal by the Taft-Hartley Labor Act?
closed shop
A job task is a(n)________.
observable unit of work with a beginning and an end
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
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
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
Valuing the ideas and contributions of people with diverse ideas and perspectives is a possible component of a company's talent philosophy.
True
Recruiter behaviors have the largest impact on ________.
applicant intentions to pursue a job opportunity
A job analysis that produces a valid selection system identifies characteristics in candidates that ________.
are not easily learned on the job
In staffing, O*NET is used for ________.
background job analysis information
A systematic process of identifying and describing the important aspects of a job and the characteristic a worker needs to perform the job well is a ________.
job analysis
Alex and Jane are the best economists that FlexMoney Inc., a consulting firm, has. However, FlexMoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field. This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire. Which job analysis method is being used by FlexMoney?
job elements method
The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.
job elements method
If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes, which of the following has been used?
judgmental forecasting
Organizations relying on excellent organization performance would have what type of talent philosophy?
keeping salaries as low as possible to control costs
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
An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________.
low interactional fairness
Peter will not take a job that offers a salary below $45,000 per annum but is flexible on where the job is located. For Peter, pay is a ________.
non-compensatory screening factor
Why is it usually best to supplement the ratio, scatter plot, and trend forecasting methods with managerial judgment?
because historical trends and relationships can change
The Age Discrimination in Employment Act of 1967 protects people ________.
40 years of age or older
Which of the following is true for employment contracts?
An implicit contract is not specified in a written or verbal contract.
Desirable criteria are those that may enhance the new hire's job performance, but are not essential to adequate job performance.
True
Why is it more likely that employee referral programs are effective and successful?
Applicants hired through this method lower high turnover.
________ are the knowledge, skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.
Competencies
A company using a low-cost strategy is least likely to embrace an asset-based philosophy.
False
A ratio analysis assumes that the ratio between the number of employees needed and certain business metrics is highly variable.
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
Companies that use the same recruiting strategies are likely to experience similar results.
False
Contingent workers are part of a company's core workforce.
False
Roberto applied to the post of a software engineer at Tech Infosystems. He was asked to correct a software problem as a screening test and then interviewed by a panel that comprised of a hiring manger, the HR manager, and a software engineer from the firm. Which of the following statements, if true about the recruitment process, would result in Roberto concluding that the procedural fairness was high?
He could not correct the software problem in the screening test and was not selected for the position.
A Japanese company that makes electronic watches exports 90 percent of its products to the United States. Which of the following will happen if the dollar strengthens against the Japanese Yen?
The company's watches will become less expensive in the US
Which of the following, if true, would uphold a company's sustainable competitive advantage in front of rival firms?
Strategic staffing practices are difficult to imitate.
________ generates a list of 50 to 200 tasks grouped in categories reflecting major functions of the job as the functions relate to selection purposes
Task Inventory
Which of the following is a characteristic of independent contractors?
They do not receive benefits from the employer.
Department store BigTen refused to hire Max because of his religion. The store is in violation of ________.
Title VII of the Civil Rights Act of 1964
________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply.
Transition analysis
A retail store forecasts a greater need for salespeople during Thanksgiving. This is an example of a seasonal forecast.
True
Complying with staffing laws enhances an organization's ability to appeal to a broader customer base.
True
Anna is the manager of human resources at Alcatec Inc. She is comparing the number of employees required over the next six months versus the capabilities of her existing workforce adjusted for attrition. She is trying to identify any gaps between the two. Which step of the workforce planning process is discussed here?
conduct a workforce analysis
Axis Auto tries to keep its operational spending as low as possible so that it can pass its savings on to customers in the form of lower prices. This is known as a ________ strategy.
cost-leadership
The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.
critical incidents method
Staffing can be considered a cornerstone of human resource management because it ________.
determines the workforce representing the company
Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job?
distributive fairness
An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?
employee referrals
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
Higher performers that are productive within a company can ________.
generate a greater amount of business
Staffing professionals promote the goals of society by ________.
helping to match people with jobs and organizations
Which of the following people determine whether an applicant will be extended a job offer?
hiring manager
Publicizing open jobs to employees is known as ________.
internal job posting
Staffing influences organizational performance because ________.
its outcomes determine who will work for and represent the firm
The WARN Act relates to which of the following?
layoffs
If a staffing specialist evaluates the organization's current employees and the external labor market to determine the availability of desired talent, which of the following is being done?
planning
SteelMakers Inc. (SMI) is in urgent need of senior sales executives. Sales have declined in the last three quarters while the market share of their leading competitor, Steelworld, has steadily increased. SMI has realized that they are losing out not because of inferior products, but because they have not been able to pitch their products as well as Steelworld. After careful observation of the sales efforts of the latter, the SMI management has decided to offer extremely lucrative, hard to refuse, deals to one or two selected members of Steelworld's sales team. Which of the following modes of sourcing is SMI using in this case?
poaching
The WARN Act of 1988 applies to ________.
private, public, and quasi-public entities which operate in a commercial context
The management at Ajax Corporation believes that internal recruiting sources are the best, especially when it comes to filling vacant positions higher up in the hierarchy. Team leaders and managers at Ajax regularly update the internal records of all employees and their performances, promotability, career interests, etc. This allows the company to quickly and cheaply source qualified internal candidates who can be contacted whenever a position needs to filled. Most of Ajax's managers were promoted to their respective positions with the help of this internal database. Which of the following methods of internal sourcing does Ajax use?
talent inventories
Which of the following seems to be most important with regard to recruiter demographics?
The recruiter needs to be able to relate to a recruit's value system and drive.
New salespeople at a retail store generate an average of $50,000 in profit their first year. In addition, the reduced workload on the rest of the sales staff improves their efficiency and ability to provide high-quality customer service by 10 percent. This is worth an additional $20,000 to the company. The cost of hiring and training a new salesperson is expected to be $3,000 and $8,000 respectively. The salary for this position is $35,000. What is the return on investment of hiring an additional salesperson?
152%
Forecasting is not an exact science, and it is rare for a forecast to be exactly right. Given this uncertainty, it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.
False
Recruiting sources should be prioritized based on staffing goals and the results of the recruiting source effectiveness analysis.
True
Distributive fairness is the perceived fairness of the hiring or promotion outcome.
True
Which of the following is the first step in the typical workforce planning process?
identifying the firm's business strategy
Jen is the Human Resources manager for Bailey's, a large department store. A competitor, ShopWell, is scheduled to open nearby in a few months and Jen is afraid that some of her staff may quit and join ShopWell. To prevent this, Jen introduces a performance incentive program that will reward Bailey's highest-performing employees at the end of the year. This is an example of ________.
proactive staffing
Hiring people who are entrepreneurial, creative, and have a high tolerance for ambiguity would support a ________ competitive advantage.
product leadership
Locating qualified individuals and labor markets from which to recruit is ________.
sourcing
Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is ________.
workforce planning
Employers are not liable for the behavior of their employees during the time of their employment.
False
Someone who provides their services to a firm as an independent contractor is considered an employee of that firm.
False
Strategic staffing consists of filling a job as quickly and cheaply as possible.
False
Succession management is the ongoing process of recruiting, evaluating, developing, and preparing employees to assume positions in other firms in the future.
False
The same job analysis techniques can be used effectively for staffing, compensation, and training purposes.
False
Scatter plots show graphically how two different variables are related.
True
Seasonal employees are employees hired to work only during a particular part of the year.
True
Seniority-based promotions make leadership competencies an important hiring criteria even for lower-level positions.
True
Bottom-up judgmental forecasting uses the input of lower-level managers to estimate the firm's total staffing requirements.
True
For firms whose talent philosophy supports promotion from within, internal sourcing is the core of the staffing system.
True
If a company has high turnover, it should focus on filling vacancies quickly and hiring people who can hit the ground running.
True
If new competitors enter an industry, customers will have greater product choices, which will tend to dilute the demand for any one company's products or services.
True
Innovative mobile recruiting strategies are necessary to meet future staffing needs and to attract the younger workforce.
True
Interactional fairness relates to people's perceptions of the interpersonal treatment and amount of information they received during the hiring process.
True
All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is ________.
recruiting
An HR manager trying to recruit for a number of key positions in a firm asks the best talent to recommend the best employees they've worked with in the past or employees they feel would be good performers. This is an example of ________.
referrals
Strategic staffing means ________.
staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness
The ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is ________.
succession management
Which of the following would help the process of compiling information about the job or organization that candidates will find more and less attractive?
surveying present employees