MIE 330 - Exam 2 - Chapter 5

Workforce utilization review

A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the proportion in the job category 9 If such an analysis indicates that some group—for example, African Americans—makes up 35% of the relevant labor market for a job category but that this same group constitutes only 5% of the actual incumbents in that job category in that organization, then this is evidence of under-utilization. controversial because they are seen as unfair by many non-minorities

Offshoring

A special case of outsourcing where the jobs that move actually leave one country and go to another. A special case of outsourcing where the jobs that move actually leave one country and go to another.

_____ 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 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.

Leading indicator

An objective measure that accurately predicts future labor demand In the cattle industry, the price of corn is closely related to the cost of beef

Transitional matrix

An objective measure that accurately predicts future labor demand. Typically these matrices show how people move in one year from one state (outside the organization) or job category to another state or job category.

Outsourcing

An organization's use of an outside organization for a broad set of services.

Forecasting

Determine the supply of and demand to predict areas within the organization where there will be future labor shortages or surpluses

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

Downsizing 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. 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.

Which of the following options is considered a slow option for reducing an expected labor surplus and has a low impact on human suffering?

Early retirement 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 early retirement, which is a slow option to reduce surplus staff, but it has a low impact on human suffering.

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

Human resource recruitment 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. 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 for the term leading indicator?

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

What is the organizational recruitment process?

Job choice has vacancy characteristics and applicant characteristics Vacancy characteristics has personnel policies and recruiter traits and behaviors Applicant characteristics has recruiter traits and behaviors and recruitment sources

Direct applicants

People who apply for a job vacancy without prompting from the organization.

Referrals

People who are prompted to apply for a job by someone within the organization.

Due process policies

Policies by which a company formally lays out the steps an employee can take to appeal a termination decision. Organizational recruiting materials that emphasize due process, rights of appeal, and grievance mechanisms send a message that job security is high; employment-at-will policies suggest the opposite

Employment-at-will-policies

Policies which state that either an employer or an employee can terminate the employment relationship at any time, regardless of cause Companies that do not have employment-at-will provisions typically have extensive due process policies

What are different options for surplus or shortages

Surplus - downsizing, pay reductions, demotions, transfers, work sharing, hiring freeze, natural attrition, early retirement, retraining Shortage - overtime, temporary employees, outsourcing, retrained transfers, turnover reductions, new external hires, technological innovation

Which of the following options for avoiding an expected labor shortage has the benefit of being a fast solution with high revocability?

Temporary employees 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 Army appealing to the patriotism in people to get more new recruits The 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 like monetary and material benefits.

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 reduces the level of customer loyalty. 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.

Downsizing

The planned elimination of large numbers of personnel, designed to enhance organizational effectiveness. Although one tends to think of downsizing as something that a company turns but the organizations initiating the cutbacks were making a profit at the time

Human resource recruitment

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

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

The sheer size and lack of differentiation between candidates listed on the site. 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 résumés that can be electronically searched using key terms. The biggest downside to these large sites, however, is their sheer size and lack of differentiation.

Recruiters traits

Traits that stand out when applicants reactions to recruiters are examined are warmth - how much does the recruiter seem to care about the applicant and is enthusiastic about her potential to contribute to the company and the second is informativeness these characteristics seem more important than such demographic characteristics as age, sex, or race, which have complex and inconsistent effects on applicant responses

Which of the following is true about transitional matrices?

Transitional matrices are extremely useful for charting historical trends in a company's supply of labor. Matrices such as the transitional matrix are extremely useful for charting historical 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.

Policies that state that either party in an employment relationship can terminate that relationship at any time, regardless of cause, are called _____.

employment-at-will policies 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 The final step in the planning process is to evaluate the results.

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

forecasting 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 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.

Recruiter's functional areas

organizations must choose whether their recruiters are specialist in human resources or experts at particular jobs (supervisors or job incumbents). Studies indicate that applicants find a job less attractive and the recruiter less credible when he is a personnel specialist. Thus they need to ensure that applicants perceive them as knowledgeable and credible

Yield ratios express the:

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

Recruitment Policies

personnel policies is a generic term we use to refer to organizational decisions that affect the nature of the vacancies for which people are recruits characteristics of the vacancy are more important than recruiters or recruiting sources when it comes to predicting job choice

Recruiters realism

the recruiters job is to attract candidates and there is some pressure ot exaggerate the positive features of the vacancy while downplaying the negative features because applicants are sensitive to negative information if they are too positive this can lead to a serious case of unmet expectations and high turnover rate

What shows the proportion of employees in different job categories at different times.

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