MIE 330 CH 5: Human Resource Planning and Recruitment

Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization. How many of the production managers employed in 2013 were promoted to the category of assistant plant manager in 2016?

10 percent Explanation Of the total production managers employed in 2013, 10 percent were promoted to the category of assistant plant manager in 2016, while 75 percent remained in the same position. The remaining 15 percent left the organization.

Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization. How many of the total sales representatives employed in 2013 were promoted to the sales manager position in 2016?

5 percent Explanation As per the figure, only 5 percent of the sales representatives were promoted to the position of sales manager. At the same time, 60 percent remained in the same role, and 35 percent of the sales representatives left the organization.

_______ forecast and monitor the proportion of various protected group members, such as women and minorities, that are in various job categories and career tracks.

Affirmative action plans Explanation Human resource planning is an important function that should be applied to an organization's entire labor force. It is also important to plan for various subgroups within the labor force. For example, affirmative action plans forecast and monitor the proportion of various protected group members, such as women and minorities, that are in various job categories and career tracks

Which of the following is the biggest downside for large job sites?

Because of the sheer size of the website, there is a lack of differentiation between candidates listed on the site. Explanation A way for organizations to use the Web is to interact with the large, well-known job sites. These sites attract a vast array of applicants, who submit standardized resumes that can be electronically searched using key terms. The biggest downside to these large sites, however, is their sheer size and lack of differentiation.

______ is the planned elimination of large numbers of personnel designed to enhance organizational effectiveness.

Downsizing Explanation Downsizing is the planned elimination of large numbers of personnel designed to enhance organizational effectiveness.

Which of the following statements is true about downsizing?

Downsizing efforts often fail because employees who survive the purges often become narrow-minded, self-absorbed, and risk averse. Explanation One of the reasons downsizing efforts often fail is that employees who survive the purges often become narrow-minded, self-absorbed, and risk averse. Motivation levels drop off because any hope of future promotions—or even a future—with the company dies out.

_______ is the practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees.

Human resource recruitment Explanation Human resource recruitment is defined as any practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees.

Which of the following is an advantage of relying on internal recruitment sources?

It generates a sample of applicants who are well known to the firm. Explanation Relying on internal sources offers a company several advantages. One of them is that it generates a sample of applicants who are well known to the firm.

Which of the following is the definition of a leading indicator?

It is an objective measure that accurately predicts future labor demand. Explanation A leading indicator is an objective measure that accurately predicts future labor demand.

Which of the following is a disadvantage of employing temporary workers as a means of eliminating a labor shortage?

The low levels of commitment to the organization and its customers that temporary workers bring with them often reduce the level of customer loyalty. explanation Low levels of commitment to the organization and its customers on the part of temporary employees often spill over and reduce the level of customer loyalty.

Which of the following is true about transitional matrices?

Transitional matrices are extremely useful for charting historic trends in a company's supply of labor. Explanation Matrices such as the transitional matrix are extremely useful for charting historic trends in a company's supply of labor. More important, if conditions remain somewhat constant, they can also be used to plan for the future.

Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization. There were demotions from the ________ job category.

assistant plant manager Explanation Of the total assistant plant managers employed in 2013, 5 percent were demoted to the position of production manager. Five percent of the assistant plant managers left the organization in 2016.

Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization. From which of the following job categories was no employee promoted in 2016?

clerical Explanation Of all the clerical who were employed in 2013, none were promoted in 2016. Additionally, 30 percent of the HR coordinators left the organization.

Since there are fewer students on campus, security does not have to wait to shrink their workforce. Which option should administrators choose to reduce those numbers quickly?

demotions Explanation The second step in human resource planning is goal setting and strategic planning. As part of this step, many organizations determine that they might have surplus staff in the future. One of the options for reducing an expected labor surplus is demotions, which is a fast option to reduce surplus staff, but it typically results in high human suffering.

One way to recruit companies to a state is to offer tax incentives; another is to assure them that the workforce is prepared. When a state government confirms that an employer will be given the authority to terminate employment of an employee at any time without cause and gives the same assurance to the employees, those statutes are referred to as

employment-at-will policies. Explanation Employment-at-will policies state that either party in an employment relationship can terminate that relationship at any time, regardless of cause. Companies that do not have employment-at-will provisions typically have extensive due process policies.

The final step in the planning process is to

evaluate results. Explanation The final step in the planning process is to evaluate the results.

The process of attempting to ascertain the supply of and demand for various types of human resources is called

forecasting Explanation In personnel forecasting, an HR manager attempts to ascertain the supply of and demand for various types of human resources

The approach that pays employees higher wages than what competitors pay their employees in similar roles is called the

lead-the-market approach. Explanation Because pay is an important job characteristic for almost all applicants, companies that take a "lead-the-market" approach to pay—that is, a policy of paying higher-than-current-market wages—have a distinct advantage in recruiting.

Yield ratios express the

percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization. Which of the following job categories saw the highest percentage of its employees leave the organization in 2013?

sales apprentice Explanation Of the total sales representatives in 2013, 35 percent left the organization, the highest of any position. Additionally, 5 percent of the sales representatives were promoted to the position of sales manager.

Instead of filling vacant instructor positions with new full-time faculty, Sweetwater College can take advantage of

temporary employees. Explanation The second step in human resource planning is goal setting and strategic planning. As part of this step, many organizations determine that they might have a labor shortage. One of the options for avoiding an expected labor shortage is hiring temporary employees, which is a fast solution to the problem and is easily revocable.

Which of the following is an example of an intrinsic reward?

the U.S. Army appealing to the patriotism in people to get more new recruits Explanation The U.S. Army has to rely on more intrinsic rewards related to patriotism and personal growth opportunities that people associate with military service rather than extrinsic rewards such as monetary and material benefits.

A(n) ________ shows the proportion of employees in different job categories at different times.

transitional matrix Explanation Transitional matrices show the proportion (or number) of employees in different job categories at different times.