MANG 4469 EXAM 2
Temporary Talent Shortage
Because higher salaries cost the organization more money throughout the new hire's tenure with the company, hiring inducements that last only as long as the talent shortage does are often better.
Role of Judgement
Because historical trends and relationships can change, it is usually best to supplement the more mechanical ratio, scatter plot, and trend forecasting methods with managerial judgment.
Signaling
Because people often have limited information about organizations and jobs, in the absence of objective information they may rely on the recruiter's traits and behaviors as signals of aspects of both the company and the job opportunity.
Trend Analysis
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.
True
Business needs can include :Increasing staffing levels to execute a growth strategy. Is this an example of Forecasting Labor Demand True or False?
False, Decreasing
Business needs can include: Increasing staffing levels during a restructuring. Is this an example of Forecasting Labor Demand? True or False
EEOC Best practices in Recruiting
Ensure that there is a communication network notifying interested persons of opportunities, including advertising within the organization, with the general media, and media that focuses on minorities, people with disabilities, older persons, and women.
Return on Investment Analysis
Estimate the return on investment from adding a new position based on the costs and outcomes resulting from that new hire
Forecasting Labor demand
Achieving the staffing levels necessary for generating a given amount of revenue within a particular period of time (e.g., salesperson staffing levels necessary to generate $5 million of revenue within 6 months) Is an example of
C) spillover effect
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 ________. A) incorrect signaling B) cognitive dissonance C) spillover effect D) groupthink
B) differentiation
Firms operating globally often need to give some latitude to their local managers to tailor their strategies and practices to meet the needs of their locations. This highlights the ________ aspect of global sourcing. A) integration B) differentiation C) standardization D) specialization
Identify the business strategy
First step of the Workforce Planning Process
C) the percent of applicants ultimately hired.
Hiring yield refers to: A) the proportion of hires coming through a particular recruiter. B) the return on investment from one additional hire. C) the percent of applicants ultimately hired. D) the proportion of applicants moving from one stage of the hiring process to the next.
C) low interactional fairness
An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________. A) low distributive fairness B) low procedural fairness C) low interactional fairness D) high procedural fairness
A) employee referrals
An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source? A) employee referrals B) job fairs C) search firms D) college recruiting
Forecasting Labor Demand
An organization's demand for labor depends on its forecasted business activity and its business needs, which depend on its business strategy
The last step
As the environment changes, forecasts and action plans may need to change as well.. this is part of what step of the Workforce Planning Process
Ratio Analysis
Assumes that there is a relatively fixed ratio between the number of employees needed and certain business metrics.
Top-down
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.
A. Jamie is very organized; Stella is very cooperative.
Ottercut Tech, a software start-up, is putting together a new team to work on the marketing strategies for their expansion project. In the context of using the "Big Five" personality traits for effective team building, which of the following employees would be a good addition to a team that encourages a strong and harmonious culture and is most likely to give the best results? A. Jamie is very organized; Stella is very cooperative. B. Mary is not achievement-oriented; Issac is laid-back. C. Both John and Adam are domineering. D. Both Miriam and Ann are aggressive and unforgiving. E. George is emotionally unstable; Bianca is constantly depressed.
A) realistic job preview
Presenting both positive and potentially negative aspects of a job to recruits is a ________. A) realistic job preview B) job description C) job enhancement preview D) person specification
True
Ratio Analysis needs consistent historical trends to calculate ratios. True or False?
Signaling
Recruiter behaviors affect applicant attraction indirectly through influencing applicant perceptions of job and organizational attributes.
Judgemental Forecasting
Relies on the experience and insights of people in the organization to predict future needs.
Web crawlers
Sites that continually search for people with desirable talents and sell access to recruiters
Internal Recruiting Sources
Succession management Talent inventories Employee development Internal joon posting systems Employee referrals
Temporary Employee Surplus
Temporary layoffs may need to last more than six months to be cost-effective due to severance costs, greater unemployment insurance premiums, temporary productivity declines, and the rehiring and retraining process. This is an example of
Components of Emotional Intelligence
The ability to diagnose and recognize your own emotions. The ability to control your own emotions. The ability to recognize and diagnose the emotions of others. The ability to respond appropriately to emotional cues.
Transition Analysis
The analysis is best performed for a limited number of jobs at a time to keep it easily interpretable.
D) Employer image
The attitudes towards and perception of an organization as a potential place to work is called? A) Organizational image B) Signaling effect C) Spill over D) Employer image
Monitor, evaluate, and revise the forecasts and action plans
The last step of the Workforce Planning Process
Role of Judgement
The more mechanical methods can be used as a starting point and managerial input then used to modify the estimates.
Staff Planning
The three questions that need to be answered are : How many people should we recruit? What resources do we need? How much time will it take to hire?
Ratio Analysis
This process can be used for either justifying new positions or demonstrating the need for layoffs.
C) Situational judgement tests
This type of assessment measures behaviors and attitudes of a person in work related situations. A) Personality tests B) Emotional intelligence tests C) Situational judgement tests D) Cognitive ability tests
B) signaling
Tracy has an interview with a disorganized, unprepared recruiter and concludes that the company does not have a very professional culture. This is an example of ________. A) a realistic job preview B) signaling C) cognitive dissonance D) a person specification
Trend Analysis
Uses past employment patterns to predict future needs
Bottom-up
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.
B) web crawlers
Web sites that continually search the Web for information about people with desirable talents and sell access to their database of potential recruits are called ________. A) career sites B) web crawlers C) job boards D) career fairs
B) procedural fairness is low
When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills ________. A) distributive fairness is low B) procedural fairness is low C) interactional fairness is low D) interactional fairness is high
C) talent inventories
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? A) performance reviews B) transition databases C) talent inventories D) replacement charts
C) judgmental forecasting
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? A) trend analysis B) ROI analysis C) judgmental forecasting D) transition analysis
D. Extroversion
Which of the following is a "Big Five" personality trait? A. Physical ability B. Cognitive ability C. Aptitude D. Extroversion E. Honesty
A) succession management
Which of the following is an internal recruiting source? A) succession management B) career fairs C) boolean searching D) college recruiting
A) identifying the firm's business strategy
Which of the following is the first step in the typical workforce planning process? A) identifying the firm's business strategy B) articulating the firm's strategic staffing decisions C) developing and implementing action plans D) conducting a workforce analysis
D) replacement charts
Which of the following visually shows each of the possible successors for a job and summarizes their strengths, present performance, promotion readiness, and development needs? A) scatter diagrams B) perceptual maps C) talent inventories D) replacement charts
Sourcing
identifying and locating high potential recruits Done for internal as well as external job candidates Involves the analysis of different possible sources of recruits to identify those best able to meet the firm's staffing goals
Flipping or Flip searching
identifying people who link to a web site E.g., link:microsoft.com AND (url:resume OR title:resume)
Spillover effects
indirect or unintended consequences of an action
Networking sites
leveraging your personal connections to generate applicants
Semi-passive job seekers
people who are interested in a new position but only occasionally look actively for one
Active job seekers
people who need a job and are actively looking for information about job openings
Distributive
perceived fairness of the outcome Did you get the job or promotion?
Realistic job previews
provide both positive and potentially negative information to job candidates.
Batch recruiting
recruiting a new applicant pool each time
Geographic sourcing
sourcing recruits based on where they live Can focus on the local labor market Can focus on labor markets in locations similar to the organization's location in terms of city size, cost of living, climate, recreational opportunities, etc. Can target individuals likely to find the firm's location attractive
Talent Inventories
summarize each employee's skills, competencies, and qualifications
Integration
the coordination of a single global staffing strategy with the organization retaining adequate controls over local operations
Differentiation
the need to acknowledge and respect the diversity of local country cultures and expectations and thus giving some latitude to local managers to tailor the strategy to meet the needs of their location
Hiring yields
the percent of applicants ultimately hired (also called selection ratios)
Extroversion
the personality of seeking fulfillment from sources outside the self or in community. High scorers tend to be very social while low scorers prefer to work on projects alone.
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
Staffing yields
the proportion of applicants moving from one stage of the hiring process to the next
Staffing efficiency driven forecasting
the total cost associated with the compensation of the newly hired employee
Employee surveys
to identify the potential for increased turnover in the future
Replacement charts
visually shows each of the possible successors for a job and summarizes their present performance, promotion readiness, and development needs
B) passive job seeker
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) ________. A) active job seeker B) passive job seeker C) semi-passive job seeker D) non-active job seeker
Transition Analysis
A simple but often effective 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
Emotional Intelligence
Difficult to measure and define. Considered to be an important measure of managerial success.
Source Plan
1.Profile desirable employees to identify promising sources 2.Perform ongoing recruiting source effectiveness analyses by tracking 3.Prioritize recruiting sources based on staffing goals and employee profiles
C) New or lesser known organizations
4) Organizations that are at this stage may have greater difficulty attracting recruits using passive recruiting sources. A) Mature stage B) Cash cow stage C) New or lesser known organizations D) Recovery stage
A) active job seeker
A new college graduate looking for his or her first job is a(n) ________. A) active job seeker B) passive job seeker C) semi-passive job seeker D) non-active job seeker
Transition Analysis
A quantitative technique used to analyze internal labor markets and forecast internal labor supply.
Transition Analysis
Can also forecast the number of people who currently work for the organization likely to still be employed in various positions at some point in the future.
Return on Investment Analysis
Compare this amount with the value your company will gain to determine the return on the investment of adding the new position.
B. Dependable, organized, persevering, and achievement-oriented
Identify the traits that are found in a conscientious person. A. Sociable, gregarious, assertive, and talkative B. Dependable, organized, persevering, and achievement-oriented C. Courteous, trusting, good-natured, and tolerant D. Emotionally stable, nondepressed, secure, and content E. Curious, imaginative, artistically sensitive, and broad-minded
B) 4
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? A) 2 B) 4 C) 6 D) 8
Temporary Employee Surplus
If slowdowns are cyclical or happen frequently, using temporary or contingent workers who are the first to be let go when business slows can help to provide a buffer around key permanent workers. This is an example of
A) local
In geographic targeting, the labor market used to source lower-level positions in a firm is most likely to be ________. A) local B) regional C) national D) international
Boolean searches
Internet search technique that allows a search to be narrowed by using special terms before the key words
Forecasting Labor Demand
It is a good idea to identify minimal as well as optimal staffing levels when analyzing
D) Ability to respond appropriately to others' emotional cues
Javier was getting a drink from the water cooler when Hartman approached excitedly and exclaimed, "Guess what, Javier? I got the deal ... I got the big contract ... we finally closed the sale with that giant computer company. I am so excited." Javier responded in a soft voice, "That's nice." Which emotional intelligence ability does Javier most likely need to develop? A) Ability to diagnose and recognize your own emotions B) Ability to control your emotions C) Ability to recognize and diagnose emotions displayed by others D) Ability to respond appropriately to others' emotional cues
Timing of Information
Later in the recruiting process Earlier in the recruiting process
Temporary Employee Surplus
Losing the investments the organization has already made in hiring and training the laid off workers can also be costly. This is an example of
B. Extroversion
Melissa Jetton, a manufacturing supervisor, is popular with her employees and other colleagues. She is sociable, gregarious, and easy to talk to. However, she is not very organized or achievement-oriented. In this context, which of the "Big Five" personality traits does she demonstrate? A. Conscientiousness B. Extroversion C. Aggression D. Depression E. Inquisitiveness
Temporary Talent Shortage
More expensive recruiting methods may quickly drain a recruiting budget without resulting in an acceptable hire Lowering hiring standards decreases the quality of the company's workforce, which may not be acceptable are examples of
Employer Image
Newer or lesser-known organizations with weak or nonexistent images among job seekers may have greater difficulty attracting recruits using passive recruitment sources such as newspaper advertisements, than organizations that are more widely known and favorably thought of.
Temporary Talent Shortage
Options include offering hiring incentives such as sign-on bonuses and retention bonuses such as stock options or cash to be paid after the employee has successfully worked with the company for a certain period of time. This is an example of
C) Abilities 1 and 2 are included in the author's definition.
Which statement is accurate concerning the abilities listed in the author's definition of emotional intelligence and the list provided below? 1. ability to diagnose and recognize emotions 2. ability to control emotions 3. ability to lead a team 4. ability to manage with self-confidence A) All abilities above are included in the author's definition. B) Abilities 1 and 3 are included in the author's definition. C) Abilities 1 and 2 are included in the author's definition. D) Abilities 1 and 4 are included in the author's definition. E) None of the abilities are included in the author's definition.
A) Trend analysis
________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs. A) Trend analysis B) Judgmental forecasting C) ROI analysis D) Transition analysis
D) Transition analysis
________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply. A) Trend analysis B) Judgmental forecasting C) ROI analysis D) Transition analysis
Organizational Image
a general impression based on both feelings and facts
Recruiting
activities that convert the leads generated during sourcing into job applicants, generate interest in a company and its jobs, and persuade candidates to accept extended job offers Can be done by recruiters, hiring managers, or employees
Employer Image
attitudes toward and perceptions of the organization as an employer Employer brands reinforce the ______________.
Workload-driven forecasting
based on historical data on the average number of hires typically made per recruiter
Procedural
beliefs that the policies and procedures that resulted in the hiring or promotion decision were fair Respect applicants' privacy, avoid delays, use job-related assessments, give fair opportunity to perform
Local employment agencies
can be a useful source of guidance in terms of information on the characteristics of the local labor force
Continuos recruiting
can shorten the hiring timeline
Passive job seekers
currently employed and are not actively seeking another job, but could be tempted by the right opportunity Many high-quality candidates are usually in this group, although it may be difficult to find them and interest them in your job opportunity
Interactional
fairness of the interpersonal treatment and amount of information received during the hiring process Honesty, respect, recruiter warmth, and effectiveness of information
