MAN 3320 CHAPTER 13 EMPLOYEE STAFFING AND BENEFITS

In the context of staffing, contracting out work to a third-party administrator or vendor is known as _____.

outsourcing

The operational consistency of an organization's staffing system is called _____.

standardization

If there is no state law permitting employees to access their personnel files, they are generally allowed access to their personnel files only if _____.

there is an organizational policy that permits it

Match the types of data that are used as an organization's staffing metrics (in the left column) with the ways in which they are calculated (in the right column). Instructions

urnover rate matches Choice Dividing the number of separations per month by the average number of people employed each month and then taking the sum of these average monthly number Efficiency ratio matches Choice Dividing total staffing costs by total compensation recruited

In the context of the analysis of staffing system results, arrange the steps involved in the implementation of an observational analysis in the correct order of occurrence. (Place the first step at the top.) Instructions

1. Establish techniques to measure operationally meaningful, valid staffing metrics. 2. Measure staffing metrics across locations. 3. Measure differences across locations in system implementation processes. 4. Utilize statistical software to estimate the impact of different system implementation procedures.

In the context of organizational arrangements, match the types of firms (in the left column) with their features (in the right column). Instructions

A firm that has a hierarchical system for decision making matches Choice It will incorporate a higher degree of centralized authority. A firm that has a flat or participative culture for decision making matches Choice It is matched with devolving staffing decisions to individual managers.

Match the organizational aspects that can improve the strategic focus of the staffing area (in the left column) with their descriptions (in the right column).

A policy matches Choice It is an objective that needs to be sought through appropriate actions. A procedure matches Choice It provides the rules that govern a specific course of action.

Match the organizational aspects that can improve the strategic focus of the staffing area (in the left column) with their descriptions (in the right column). Instructions

A policy matches Choice It is an objective that needs to be sought through appropriate actions. A procedure matches Choice It provides the rules that govern a specific course of action.

In the context of employment law training, identify the ways in which firms have addressed hidden biases during staffing activities. (Check all that apply.)

By including specific interview questions to assess cultural fit of the applicant to the firm's culture By providing prompts or tip sheets to decision makers

True or false: Private employees' privacy rights are protected by the Privacy Act of 1974.

False

A firm that is mainly focused on creating customer value by providing the lowest-cost products and services will require a staffing system that is similarly frugal and efficient. Which of the following are required in this case? (Check all that apply.)

Increased use of automated systems Higher tolerance for lower qualification levels

Identify a true statement about the efficiency ratio, which is used as an organization's staffing metrics.

It considers the notion that recruiting people for jobs with a higher compensation level might cost more due to such costs as executive search fees.

Identify the true statements about the standardization of an organization's staffing system. (Check all that apply.)

It enhances job applicants' views on the decisions made by the organization. It has an increased likelihood to maintain diversity.

In the context of the analysis of staffing system results, which of the following forms of analysis of observational data uses algorithms to develop predictive models?

Machine learning systems

True or false: An organization should make sure that any document that is to be placed in an employee's personnel file should be reviewed before making it part of that record.

True

Match the types of documents that should be created during staffing and other human resources (HR) activities (in the left column) with the corresponding statements (in the right column). Instructions

An individual employee's personnel file matches Choice It includes only those documents that associate directly with the job and the employee's performance of it. A document that cannot be used in staffing decisions matches Choice Its examples include files pertaining to medical information and equal employment opportunity.

In the context of the metrics used for staffing process evaluation, match the types of benchmarks used by an organization (in the left column) with their functions (in the right column). Instructions

An internal benchmark matches Choice It can assess whether some business units are in greater need of attention than others and trends in human resources (HR) outcomes over time. An external benchmark matches Choice It can assess whether the organization is achieving exceptional, average, or poor results compared to other organizations in the same industry or area.

Identify the components that should be included in the requirements for employment law training. (Check all that apply.)

An organization's specific harassment and discrimination policies should be included in the training materials. The training content should cover EEO practices in several staffing areas as pertains to the numerous EEO laws and regulations.

In an organizational context, arrange the stages involved in the policy and procedure process in the correct order of occurrence. (Place the first stage at the top.)

1. Deciding on the overarching human resources (HR) strategy 2. Defining particular goals for staffing policies and procedures 3. Communicating about policies and procedures to employees and ensuring their correct implementation 4. Assessing whether policies and procedures are effective in achieving goals

In the context of the analysis of staffing system results, arrange the steps involved in the implementation of an observational analysis in the correct order of occurrence. (Place the first step at the top.) Instructions.

1. Establish techniques to measure operationally meaningful, valid staffing metrics. 2. Measure staffing metrics across locations. 3. Measure differences across locations in system implementation processes. 4. Utilize statistical software to estimate the impact of different system implementation procedures.

In the context of the analysis of staffing system results, arrange the steps involved in the implementation of a pilot program in the correct order of occurrence. (Place the first step at the top.) Instructions

1. Establish techniques to measure operationally meaningful, valid staffing metrics. 2. Develop alternative staffing system processes with clear connections to staffing metrics. 3. Require some business units to start using the alternative staffing system while the other business units continue using the current system. 4. Calculate staffing metrics for the alternative staffing system and the current systems and compare the outcomes.

In the context of the analysis of staffing system results, arrange the steps involved in the implementation of a repeated measures analysis in the correct order of occurrence. (Place the first step at the top.) Instructions

1. Establish techniques to measure operationally meaningful, valid staffing metrics. 2. Track staffing metrics across several time periods. toggle button 3. Create and implement an alternative staffing system across all business units. 4. Estimate staffing metrics before and after the change in the staffing system.

Arrange the steps of using metrics to evaluate and update an organization's staffing processes in the correct order of occurrence. (Place the first step at the top.) Instructions

1. gathering 2. creating 3. combining 4. informing

Match the organizational aspects that can improve the strategic focus of the staffing area (in the left column) with their definitions (in the right column). Instructions

A policy matches Choice It is a guiding principle or selected course. A procedure matches Choice It is a prescribed routine or way of acting in situations that are similar.

Match the components of the annual EEO-1 (Standard Form 100) that needs to be submitted by many private employers and federal contractors (in the left column) with their inclusions (in the right column). Instructions

Component 1 matches Choice Head-count employment information about employee race, ethnicity, and sex, by job category Component 2 matches Choice Twelve annual salary pay bands that range from $19,239 and lower (grade 1) to $208,000 and above (grade 12)

Match the components of the annual EEO-1 (Standard Form 100) that needs to be submitted by many private employers and federal contractors (in the left column) with the associated requirements (in the right column). Instructions

Component 1 matches Choice It must be filed by federal contractors with 50-99 employees. Component 2 matches Choice It must be filed by federal contractors and private employers with 100 or more employees.

In an organizational context, match the stages involved in the policy and procedure process (in the left column) with their examples (in the right column).

Deciding on the overarching human resources (HR) strategy matches Choice Aligning the capabilities and efforts of employees with yearly strategic plans Defining particular goals for staffing policies and procedures matches Choice Hiring highly qualified individuals from a variety of sources Communicating about policies and procedures to employees and ensuring their correct implementation matches Choice Training managers in methods for implementing policies and procedures Assessing whether policies and procedures are effective in achieving goals matches Choice Periodically reviewing manager opinions related to policy and procedure outcomes

Identify the conditions for a firm's effective human resources (HR) function as emphasized by experts. (Check all that apply.)

It must be aware of the firm's strategy. It must combine talent and organizational practices.

In the context of the analysis of staffing system results, identify a true statement about the repeated measures design.

Its advantage is that an entire pre-change group functions as the baseline.

Match the alternative dispute resolution (ADR) approaches to addressing a complaint filed internally by a firm's employee (in the left column) with their descriptions (in the right column). Instructions

Negotiation matches Choice A discussion is held between the employer and the employee about the complaint with the goal of resolving the complaint. Fact finding matches Choice A neutral person from within or outside the firm investigates the complaint and develops findings that may be the basis for complaint resolution. Peer review matches Choice A panel of managers and employees work together to resolve the complaint. Mediation matches Choice A neutral person from within or outside the firm helps the parties negotiate a mutually acceptable agreement. Arbitration matches Choice A neutral person from within or outside the firm conducts a formal hearing and gives a decision that is binding on the parties.

In the context of an organization, match the types of staffing (in the left column) with their strategies (in the right column). Instructions

Outsourced staffing matches Choice Staffing functions are not connected with core organizational competencies. In-house staffing matches Choice Staffing functions are connected with core organizational competencies.

In the context of legal audits, identify a true statement about an organization's affirmative action plans (AAPs) and reports.

They are not considered sufficient as legal audits.

In the context of the analysis of staffing system results, which of the following statements is most likely true about observational designs?

They do not begin with a deliberate change in a staffing system.

In the context of alternative dispute resolution (ADR) techniques, identify the true statements about arbitration agreements. (Check all that apply.)

They do not function as a bar to pursuit by the EEOC of a discrimination claim seeking victim-specific relief. They are usually legally permissible and enforceable.

In the context of the analysis of staffing system results, identify a true statement about pilot programs.

They help compare staffing systems only if the business units that use the alternative system are similar to those that use the current system.

In the context of legal audits, an organization's affirmative action plans (AAPs) and reports _____.

are highly significant and useful inputs to a legal audit

An _______ __________refers to how the organization structures itself to conduct HR and staffing activities, often within the human resources (HR) department.

organizational arrangement