HIM 361 Final exam - Personnel Planning & Recruiting
The fastest growing labor force segment in the United States over the next few years will be those from ________ years old. a) 23-29 b) 45-64 c) 65+ d) 30-44
b)
A Markov analysis is primarily used to ________. a) Forecast the availability of internal job candidates b) Analyze the effectiveness of recruitment sources c) Predict the long-term employment needs in an industry d) Assess the productivity and tenure of a job applicant
a)
A recruiting yield pyramid is the historical arithmetic relationship between all of the following EXCEPT ________. a) Internal and external candidates b) Recruitment leads and invitees c) Interviews and offers made d) Offers made and offers accepted
a)
All of the following are characteristics of a job posting EXCEPT ________. a) Indicating the preferred number of applicants b) Listing the job's attributes c) Providing the job's pay rate d) Publicizing the open job to employees
a)
All of the following are common concerns that have been expressed to researchers by temporary employees EXCEPT ________. a) Being in compliance with equal employment laws b) Being treated impersonally by employers c) Worrying about the lack of insurance benefits d) Feeling insecure about their employment situation
a)
Approximately what percentage of new college graduates are hired to fill externally filled jobs that require a college degree? a) 38% b) 83% c) 16% d) 7%
a)
Jessica Garza is a manager at a large retail store. Currently, Jessica has four temporary workers under her supervision that a local staffing agency has provided. In which of the following tasks related to the temporary workers should Jessica become directly involved? a) Answering task-related questions b) Providing online training and development c) Negotiating the pay rate d) Setting the time-off policies
a)
Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months, which means Marcus is currently working on ________. a) Personnel planning b) Screening job candidates c) Interviewing job candidates d) Writing job descriptions
a)
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. All of the following questions are relevant to Marie's decision to fill top positions at the new hotels with internal candidates EXCEPT: What percentage of employers in the service industry use succession planning? What are the key managerial positions that are available at the new hotels? What is the designated procedure for assessing and selecting potential candidates? What skills, education, and training have been provided to potential candidates?
a)
Newton Manufacturing is using a private employment agency to recruit individuals for management positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so you should ________. Provide the agency with an accurate job description Develop applicant screening software for internal hires Send HR experts to monitor the agency's recruiting activities Post jobs on the firm's intranet and bulletin boards
a)
Smith Industries is thinking of having another company take care of its benefits management. This is called: a) Outsourcing b) Screening c) Recruiting d) Telecommuting
a)
The ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance is known as ________. a) Succession planning b) Work sampling c) Employee mentoring d) Employee recruiting
a)
What mathematical process do employers use to forecast availability of internal job candidates that shows the probabilities that feeder positions in a chain will be filled? a) Markov analysis b) Trend analysis c) Access analysis d) Workforce analysis
a)
When using either a trend analysis or a ratio analysis, it is assumed that ________ will remain the same. a) Productivity levels b) Recruitment plans c) Staffing levels d) Currency rates
a)
Which of the following is NOT a tool used by firms to recruit outside candidates? a) Intranet job postings b) Newspaper advertising c) Employment agencies d) Online job boards
a)
Which of the following is a primary goal of college recruiters? Attracting good candidates Developing a pool of temporary workers Building relationships with college career centers Cutting future recruiting costs for the firm
a)
Which of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm? Potential to lose employees who aren't promoted Questionable commitment of candidates to the firm Significant training and orientation requirements Lack of knowledge regarding a candidate's strengths
a)
Which of the following would be the best option for a business that needs to attract local applicants for hourly jobs? a) Walk-ins b) On-demand recruiting services c) Employee referral campaigns d) College recruiting
a)
Which of the following terms refers to the use of nontraditional recruitment sources? Negligent hiring Human resource management Alternative staffing Personnel planning
alternative staffing
A ________ is a graphical method used to help identify how two variables are related. a) Productivity chart b) Scatter plot c) Trend analysis d) Ratio analysis
b)
A small software firm is seeking several permanent employees with experience in the semiconductor industry and advanced degrees in computer science. The firm is a small one and cannot afford to pay a traditional recruiting firm a fee of 30% per each hire's salary. Instead, this firm should consider using a(n) ________. Outsourcing staffing service On-demand recruiting service Temporary staffing agency Contingency-based recruiter
b)
Bob needs to find and attract applicants to his company's open positions, which is known as ________. Engagement Employee recruiting Staffing Trend analysis
b)
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, most likely undermines Marie's decision to fill top positions with inside candidates? a) Training new employees about the practices and procedures at Barnum is costly in regards to both time and money b) Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains c) Many current Barnum employees have indicated they are loyal to the firm by rejecting offers to work at competing hotels. d) The influence of local labor unions and EEO legislation is blamed for the high turnover rate among Barnum employees.
b)
One type of workers is ________, who do all or most of their work remotely, often from home, using information technology. a) Walk-ins b) Telecommuters c) Recruiters d) Temps
b)
Recruiting is necessary to ________. a) Forecast the short-term supply of outside candidates b) Develop an applicant pool c) Forecast the short-term supply of outside candidates d) Determine whether to use inside or outside candidates
b)
Smith Industries has set a goal of recruiting minority applicants. Which of the following methods is LEAST likely to be successful for Smith Industries? a) Providing flexible benefits plans b) Utilizing executive recruiters c) Collaborating with professional organizations d) Offering flexible work schedules
b)
The ________ run by the U.S. Department of Labor enables public employment agency counselors to advise applicants about local and national job openings. a) Equal Employment Opportunity Commission b) National Job Bank c) U.S. Career Center d) National Employment Agency
b)
When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________. a) Personnel forecasts b) Skills inventories c) Scatter plots d) Estimated sales trends
b)
Which of the following determines future staff needs by using ratios between a causal factor and the number of employees required? Personnel ratio Ratio analysis Forecasting ratio Ratio matrix
b)
Which of the following has improved the ability of executive recruiters to find potential candidates? a) Broad banding b) Corporate intranets c) Internet databases d) Mobility premiums
b)
________ are special employment agencies retained by employers to seek out top management talent for their clients. a) Private employment agencies b) Executive recruiters c) Temporary agencies d) State-run employment agencies
b)
A ________ is used to calculate the number of applicants a firm must generate to hire the required number of new employees Trend analysis Scatter plot Recruiting yield pyramid Ratio analysis
c)
A trend analysis is limited in its usefulness because it ________. Overlooks the passage of time in regards to staffing Addresses only the financial impact of employment changes Overlooks the potential for changes in skills needed Assumes constant increases in worker productivity
c)
All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT ________. Implementing job rotation Offering global assignments Developing skills inventories Providing internal training
c)
An employer will most likely use a private employment agency in order to ________. Spend more time recruiting applicants Receive assistance writing job ads Fill a specific job opening quickly Adhere to federal hiring practices
c)
Dixon Industries wants to engage in predictive workforce monitoring. As the HR manager at Dixon, you should most likely ________. a) Frequently assess the online HR scorecard b) Regularly implement the Markov analysis c) Continuously monitor workforce planning issues d) Primarily use recruiters for top executive jobs
c)
Finding or attracting applicants for an employer's open positions is known as ________. a) Succession planning b) Job posting c) Employee recruiting d) Personnel planning
c)
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that Marie should implement a computerized skills inventory database? Barnum's recruiting yield pyramid indicates that the firm should generate 1,000 leads in order to fill 100 positions. Barnum offers its employees the opportunities to participate in job rotation and job expansion experiences. Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions HR managers at Barnum frequently receive discrimination complaints that must be investigated by the EEOC.
c)
Qualifications inventories can be tracked and maintained by using all of the following EXCEPT a ________. Skills inventory software Position replacement card Ratio analysis matrix Personnel replacement chart
c)
What is the primary purpose of an applicant tracking system? Sorting resumes based on an applicant's years of work experience Assisting recruiters with locating internal applicants for key positions Assisting employers in attracting, screening, and managing applicants Generating advertisements for attracting and gathering applicants
c)
What is the typical compensation structure for on-demand recruiting services? a) Commission b) Signing bonus c) Hourly rate d) Percentage fee
c)
When constructing a job advertisement, all of the following are aspects of the AIDA guide EXCEPT ________. a) Developing interest in the job b) Prompting applicant action c) Implying long-term benefits d) Attracting attention to the ad
c)
Which of the following best explains why firms are using temporary workers more frequently? a) High cost of workers' compensation insurance b) Low cost when hired through agencies c) Weak economic confidence among employers d) Workers' desires for flexible schedules
c)
Which of the following factors plays the greatest role in determining the best medium for a job advertisement? a) Job compensation and salary b) Time allowed to fill the position c) Skills needed for the job d) Graphics used in the advertisement
c)
Which of the following is most likely a true statement about mandatory alternative dispute resolution agreements? a) Employees absorb most of the costs associated with the arbitration process b) Most federal courts have found the documents unenforceable c) Judicial appeals and reconsideration are available if legal errors occur. d) Job applicants are typically more interested in firms that require arbitration
c)
________ is the process of deciding what positions the firm will have to fill and how to fill them a) Job analysis b) Selection c) Workforce planning d) Recruitment
c)
Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire? 20 2 5 10
c) 4,000,000 / 800,000 = 5
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs? a) Productivity levels for Barnum employees typically vary from month to month b) Personnel replacement charts serve as useful tools when filling Barnum's managerial positions c) The size of the two new Barnum hotels will be similar to the chain's other hotels. d) Barnum requires HR to maintain qualifications inventories for all current employees
c) scatter plot is keyword - it compares two variables such as the two hotels to see how they relate to each other
In regards to on-campus recruiting, which of the following is most likely to help sell the employer to the interviewee? a) Recruiter's professional attire b) Well-written job descriptions c) Emphasis on the job location d) Sincerity of the recruiter
d)
Kate works as a nurse on temporary assignment for hospitals throughout the region on an as needed basis. Kate is most likely ________. a) Using job enlargement b) Benchmarking jobs c) Participating in a job rotation d) Working as a contingent worker
d)
Pablo wants to figure out likely future employment needs for Slate Industries by examining past organizational employment needs of the company. This is an example of: a) A qualification inventory b) Ratio analysis c) Succession planning d) Trend analysis
d)
Succession planning requires making forecasts of in three steps: ________, develop inside candidates, assess and choose those who will fill the key position. a) Global trends b) Job specifications c) Labor relations d) Identify key needs
d)
The process of deciding how to fill executive positions at a firm is known as ________. a) Internal recruiting b) Long-term forecasting c) Advanced interviewing d) Succession planning
d)
What is an advantage of using employee referral campaigns? a) Local, hourly workers can be recruited quickly. b) Rewards and incentives are eliminated. c) Applicants have community ties. d) Applicants have received realistic job previews.
d)
What is the first step in succession planning? Selecting who will fill key positions Creating an applicant pool Developing the strengths of current employees Identifying and analyzing key position needs
d)
Which Web site is increasingly serving as a recruitment source for passive job candidates? a) You Tube b) Career Builder c) Monster d) LinkedIn
d)
Which of the following is the primary disadvantage for employers who use private employment agencies to fill positions? a) White-collar applicants are difficult to attract. b) Applicant processing time is too lengthy. c) Application procedures are complicated. d) Applicant screening may not be thorough
d)
Which of the following refers to company records showing present performance and promotability of inside candidates for a firm's top positions? a) Succession planning tools b) Trend analysis charts c) Yield pyramids d) Personnel replacement charts
d)
Which of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs? Ratio analysis Computer analysis Graphical analysis Trend analysis
d)
Which of the following terms refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job? a) Forecasting tools b) Personnel techniques c) Job analysis methods d) Selection tools
d)
Workforce planning often involves paying continuous attention to workforce planning issues which is called: a) Personnel replacement chart b) Yield pyramids c) Personnel replacement charts d) Predictive workforce monitoring
d)
What is the first step in the recruitment and selection process? Performing initial screening interviews Building a pool of candidates Deciding what positions to fill Performing candidate background checks
deciding what positions to fill
Pamlico River Productions is seeking a top-level manager to oversee its finance division. Qualified candidates can be difficult to find, so the business would most likely benefit from using a(n) ________ to recruit potential candidates. Executive recruiter Alternate staffing recruiter Internet-based job site Temporary agency
executive recruiter
A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs. Strategic business planning Organization chart Marketing planning Job analysis
strategic business planning