450 Test 2

If a company employs two office assistants for every nine architects (a staffing ratio of 2:9) and it plans to expand and hire eighteen new architects, how many new office assistants will it need to hire?

4

Transition Analysis

A quantitative technique used to analyze internal labor markets and forecast internal labor supply. technique for analyzing an organization's internal labor market, which can be useful in answering recruits' questions about promotion paths and the likelihood of promotions as well as in workforce planning. can forecast how many current employees will likely still be employed in the future The analysis is best performed for a limited number of jobs at a time to keep it easily interpretable.

Forecasting

Given the uncertainty of forecasts, construct estimates as a range, providing low, probable, and high estimates. Recalculate estimates as changes happen in the organization's internal and external environments and as the firm's assumptions and expectations change.

Work Force 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.

Bottom up Judgmental Forecasting

uses the input of lower-level managers in estimating staffing requirements. Based on supervisors' understanding of the business strategy, each level provides an estimate of their staffing needs to execute the strategy. The estimates are consolidated and modified as they move up the organization's hierarchy until top management formalizes the company's estimate of its future staffing needs into staffing goals.

Forecasting Labor Supply

Combining current staffing levels with anticipated staffing gains and losses results in an estimate of the supply of labor for the target position at a certain point in the future. Anticipated gains and losses can be based on historical data combined with managerial estimates of future changes.

Workforce Planning Process

Identify the business strategy. Articulate the firm's talent philosophy and strategic staffing decisions. Conduct a workforce analysis. Develop and implement action plans. Develop action plans to address any gaps between labor demand and labor supply forecasts. Monitor, evaluate, and revise the forecasts and action plans. As the environment changes, forecasts and action plans may need to change as well.

Which of the following observations is true?

Jobs recruited using batch recruiting typically take a longer time to fill than jobs recruited using continuous recruiting.

Scatter Plot

Show graphically how two different variables are related.

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

Which of the following recruitment strategies can reduce the possibility of overlooking qualified internal talent?

Talent Inventories

Forecasting The internal Labor market

To forecast internal talent resources for a position, subtract anticipated losses from the number of employees in the target position at the beginning of the forecasting period. Losses may be due to promotions, demotions, transfers, retirements, resignations, etc. When workers are harder to find, more employees than usual may leave the organization to pursue other opportunities than leave during looser labor markets when jobs are less plentiful. Anticipated gains from transfers, promotions, and demotions are then added to the internal labor supply forecast.

Trend Analysis

Uses past employment patterns to predict future needs. Any employment trends that are likely to continue can be useful in forecasting labor demand. Because so many factors can also affect staffing needs, including competition, the economic environment, and changes in how the company gets its work done (e.g., automation might improve productivity), trend analysis is rarely used by itself in making labor demand forecasts.

Which of the following, if true, would require a company to make adjustments to its historical employee-productivity ratios?

a. The company is adopting a more efficient manufacturing system.

________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.

a. Trend analysis

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 ________.

a. non-compensatory screening factor

Which of the following is a way in which companies usually deal with temporary employee surpluses?

a. removing contingent workers

Retainer firms are ________.

a. search firms who charge employers a fixed fee in advance of placement

Online job fairs are best for recruiting ________.

active job seekers

Which of the following seems to be most important with regard to recruiter demographics?

b. The recruiter needs to be able to relate to a recruit's value system and drive.

The correlation coefficient between a selection test and job performance is 0. This means the selection test ________.

b. and job performance are unrelated

Why is it usually best to supplement the ratio, scatter plot, and trend forecasting methods with managerial judgment?

b. because historical trends and relationships can change

If the correlation coefficient for the relationship between a job sample test and job performance is -0.7 and significant, then the employer should ________.

b. hire people who score low on the job sample test

An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________.

b. low interactional fairness

A successful executive, who is happy with her current position, does not look for information about other jobs, but might be tempted by a great opportunity is a(n) ________.

b. passive job seeker

Which of the following would help the process of compiling information about the job or organization that candidates will find more and less attractive?

b. surveying present employees

When are the mean, median, and mode likely to be at the same point in a distribution of scores?

b. when the distribution is a normal curve

Which of the following is true of transition analysis?

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

Which of the following is a benefit of social networking as a sourcing method?

c. It increases diversity of talent available.

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?

c. a decrease in consumer disposable income

Filling lower-level positions from the local labor market and higher-level positions from the regional or national labor market is an example of ________.

c. geographic targeting

Publicizing open jobs to employees is known as ________.

c. internal job posting

Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?

c. turnover data of the company

If a test score is at the 90th percentile, then which of the following is true?

d. Only 10% of the test takers scored higher than this.

Which of the following is true about multiple regressions?

d. Regression is done in the form of an equation.

If the items on an assessment method do not seem to be job-related, then, which of the following is true?

d. The assessment method's face validity is low.

Recruiter behaviors have the largest impact on ________.

d. applicant intentions to pursue a job opportunity

Which of the following refers to the training of employees to extend their capabilities and prepare them to assume other jobs and roles in the firm?

d. employee development

Which of the following forecasting methods relies on the experience and insights of people in the organization to predict a firm's future employment needs?

d. judgmental forecasting

The top 30% of job applicants, based on a job knowledge test, advance to the next stage of the hiring process regardless of their job knowledge test score. What type of measure is the job knowledge test?

d. norm-referenced

When multiple versions of the same test are developed to deter cheating, which of the following reliabilities is used to ensure the two forms are comparable?

d. parallel forms reliability

For which of the following types of candidates will initial recruiter experiences be more important in their ultimately becoming applicants at all?

d. passive job seekers

Hiring top talent away from another company is an example of using which recruiting source?

d. raiding competitors

How dependably or consistently a measure assesses a particular characteristic is the measure's ________.

d. reliability

Which of the following is an internal recruiting source?

d. succession management

External Labor Market

people who do not work for a firm

Internal Labor Market

the firms current employees

Judgmental Forecasting

Relies on the experience and insights of people in the organization to predict future needs.

Business Needs can include things like

Achieving the staffing levels necessary for generating a given amount of revenue within a particular period of time Increasing staffing levels to execute a growth strategy Decreasing staffing levels during a restructuring Obtaining the new talents needed to create new products or provide different services

Ratio Analysis

Assumes that there is a relatively fixed ratio between the number of employees needed and certain business metrics. Need consistent historical trends to calculate ratios.

Top Down Judgmental Forecasting

organizational leaders rely on their experience and knowledge of their industry and company to make predictions about what future staffing levels will need to be. Top managers' estimates then become staffing goals for the lower levels in the organization. In some cases, particularly when companies are facing financial difficulties or restructuring, budgets may determine these headcount numbers.

Years of experience, salary in dollars, and weight are examples of what type of measure?

ratio

Presenting both positive and potentially negative aspects of a job to recruits is a ________.

realistic job preview

When a union organizer tries to get a job with a company for the purpose of unionizing the company's workforce, this is known as ________.

salting

Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet. When her friend Carrie hears about this, she stops shopping at that store. This is an example of ________.

spillover effect