44430 - Ch.1

ethical decision

a decision that is morally acceptable to the larger community

Strategy

a long-term plan for achieving a goal

code of conduct

a set of rules outlining the responsibilities and behavioral expectations for employees

recruiting

all organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers

stakeholder

anyone who is impacted by a decision

staffing analytics

applying software and research methodology to statistically analyze staffing-related data with the goal of optimizing staffing systems

selection

assessing job candidates and deciding whom to hire

deployment

assigning talent to appropriate jobs and roles in the organization

Talent management

attracting, developing, retaining, and utilizing people with the required skills and aptitudes to meet current and future business needs

sourcing

locating qualified individuals and labor markets from which to recruit

schemas

patterns of thought that organize categories of information and the relationships among them

Competitive advantage

something that a company does differently from its rivals that allows it to perform better, survive, and succeed in its industry

outcome goals

staffing goals that apply to the product of the hiring effort

process goals

staffing goals that relate to the hiring process itself

Deployment involves ________. Select one: A. assigning talent to appropriate jobs and roles in the organization B. negotiating an employment contract C. getting new hires up to speed and productive on their job D. getting a job requisition approved

A

Greg's Bakery chain is planning to diversify into producing and selling candy. It has opened a new factory to support this plan, and the factory is ready to be staffed. The top management at Greg's has decided that it is willing to offer the best salaries in the industry to its latest employee additions. In this situation, which of the following staffing goals should Greg's follow? Select one: A. hiring the best qualified employees B. providing an extensive training period C. hiring a large number of employees D. hiring high-salaried employees

A

If an employer is unable to hire candidates with the desired qualifications, _______ may be its only option. Select one: A. training B. succession planning C. performance management D. compensating them highly

A

Staffing can be considered a cornerstone of human resource management because it ________. Select one: A. determines the workforce available to the company B. is the only function performed by human resources C. takes the most time of any human resource management function D. takes the largest part of the human resource budget

A

Succession management ensures that ________. Select one: A. an organization has people ready to assume leadership positions when they become available B. high-potential new hires do not leave because they are overqualified and under challenged C. a company attracts sufficient numbers of appropriately qualified applicants D. new employees will be motivated by the firm's compensation package

A

Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees? Select one: A. when technology is developing very rapidly B. when competition in the market has increased C. when the training period provided is short D. when the existing employees are overqualified

A

When a supervisor introduces a new hire to her new colleagues and other important people in the organization he is engaging in ________. Select one: A. socialization B. career planning C. recruiting D. deployment

A

Staffing ethics are gaining more attention as _______ increase. Select one: A. business demands B. legal risks C. hiring costs D. employee turnover

B

When a company creates an advertising campaign about what a great employer it is, it has engaged in ________. Select one: A. competency modeling B. employer branding C. redeployment D. sourcing

B

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 ________. Select one: A. recruiting B. succession planning C. workforce planning D. sourcing

C

An organization's competitive advantage is ________. Select one: A. the number of employees it hires in a year B. the annual employee turnover rate C. not something that can be influenced by staffing D. what it can do differently from its competitors

D

Focusing on maximizing how quickly a position can be filled improves the _______ of the staffing process. Select one: A. quality B. cost C. effectiveness D. efficiency

D

If a staffing specialist evaluates the external labor market to determine how challenging it will be to hire the talent her employer needs over the next few years, which of the following is being done? Select one: A. acquiring B. sourcing C. performance management D. planning

D

Interviewing job candidates to assess their fit with the job and organization is part of ________. Select one: A. attracting B. deploying C. employee profiling D. selecting

D

When a firm determines that it will need to hire 50 customer service representatives within the next three months, it has engaged in ________. Select one: A. attracting B. competency modeling C. placement D. workforce planning

D

Strategic staffing

The process of staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness.

employer branding

creating a favorable image in desired applicants' minds about the organization being a good place for them to work

Workforce planning

the process of predicting an organization's future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy

workforce planning

the process of predicting an organization's future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy