Chp 5

25. Yield ratios provide a methodology to help make more effective decisions regarding what recruitment method to use.

27. Which of the following reconciles the forecast of labor supply and demand?
A) Action programming
B) Gap analysis
C) Control and evaluation
D) Environmental scanning
E) Labor demand forecast

3. As a mid-level manager working at a company that rewards high performance work practices, you should emphasize external recruitment over internal recruitment.

17. Job candidates who have been referred, particularly those who are family and friends of current employees, typically receive a RJP and therefore have longer tenure if hired.

33. All of the following are effective downsizing strategies with the exception of:
A) Understanding that downsizing may be painful, however, it is the best solution when supply is higher than demand.
B) Ensuring that employees are involved in the process and perceive it to be fair.
C) Understanding that attention needs to be paid to not only those who leave, but to those who stay.
D) Be certain to continue to communicate with employees throughout the process.
E) Consider the options of reductions in compensation, work hours or retraining as alternatives to downsizing.

32. Control and evaluation in human resource planning:
A) monitors the effectiveness of human resource plans over time.
B) closes the gap between the current and desired state of affairs.
C) is a process of translating broad strategies into operational tasks.
D) is the ratio of applicants to hires at each step of the selection process.
E) projects how business needs will affect HR needs.

26. The six sequential steps in the Human Resource Planning (HRP) process are:
A) labor analysis, supply analysis, environmental scanning, gap analysis, action programming, evaluation
B) evaluation, labor analysis, supply analysis, environmental scanning, gap analysis, action programming
C) environmental scanning, labor analysis, supply analysis, gap analysis, action programming, evaluation
D) environmental scanning, supply analysis, labor analysis, gap analysis, action programming, evaluation
E) gap analysis, supply analysis, labor analysis, action programming, environmental scanning, evaluation

20. A visit to a college campus is a major source of recruiting for professional and managerial positions.

31. A large food services company determines that it needs to recruit externally for a comptroller. This job has been identified as a key position within the organization. The need for external recruitment would :
A) be an indication that the company did not use regression analysis
B) be a sign that the company will be going out of business
C) result in the recruitment costs being lower than internal recruiting
D) be an indication that there was not an effective succession planning
E) be a result of a highly detailed internal training and development program

23. If the result of your GAP analysis indicates that demand is greater than supply, a solution could be increasing the use of overtime and temporary employees.

14. Internal recruitment stifles upward movement of personnel.

42. ABC Retailer has posted an advertisement for an entry-level sales position. Although they have received many applications, the applicants do not seem to have the requisite skills or experience for the position. What could the manager do to increase the percentage of qualified candidates?
A) Increase the salary offered for the position and focus on Internet recruiting
B) Ensure that the job opening is posted both on line and in print form
C) Review the content of the advertisement to ensure it reflects a RJP
D) Ensure that there are current performance plans for all sales employees
E) Increase the number of newspapers that run the advertisement

9. While making data driven decisions is important in other areas of HRM, decisions related to HR planning and recruitment are most effective using more subjective, intuitive methods.

19. The geocentric policy of hiring the best person regardless of nationality is the formal policy of choice for most large U.S. corporations.

34. Human resource information systems (HRIS), and replacement charts are methods for __________.
A) forecasting external supply
B) forecasting internal supply
C) forecasting external demand
D) forecasting internal demand
E) forecasting job previews

46. HR planning for positions outside of the U.S. involves
A) A focus on job compatibility, versus RJP
B) Methodology distinctly different from domestic planning
C) Greater complexity and a focus on job compatibility and RJP
D) A focus on only labor supply and not demand
E) Operating in an environment of stability and predictability

4. Identifying the relevant labor market is an important step towards deciding the type of recruiting method to be used.

39. External recruiting is especially effective when?
A) You have a very small budget
B) The company is growing and is trying to increase the diversity of its workforce
C) The position is a very high level, for instance VP of Finance
D) The company needs to boost the morale of its employees
E) You have a large company with a succession plan

40. In the __________ approach, the HR department examines the current business situation and determines staffing requirements for the rest of the firm.
A) centralized
B) decentralized
C) markov
D) regression
E) trend analysis

41. The __________ technique helps minimize interpersonal and jurisdictional conflicts.
A) trend analysis
B) decentralized
C) markov
D) delphi
E) trend analysis

18. One of the advantages of using employment process outsourcing (EPO) and recruitment process outsourcing (RPO) is that you are leveraging a specialized firm focused on specific occupations.

37. A mature company is expanding into overseas markets. A few U.S. managers will be transferred, but most new employees will be hired. The strategic plan involves focusing on research and development and new technology introduction. Which of the following HR activities will be the highest priority in support of the move and corporate strategy?
A) Succession planning
B) evaluation of downsizing potential
C) Labor supply and demand forecast
D) Turnover analysis
E) Delphi planning

29. As a part of Environmental scanning HR planners should:
A) Use data to determine if there are threats to the organization, such as political changes that will impact the demand for highly trained personnel within the company.
B) Interview managers to gain a better understanding of the specific department in which HR decisions are or will be made.
C) Develop a process and forms that will predict the availability of human resources through succession planning.
D) Ensure that final interviews of qualified applicants provide more realistic job previews.
E) Use regression analysis in order to quantifiably project resource availability from internal and external sources.

5. One of the significant trends in creative HR planning is the use of permanent part-time employees.

10. The WARN Act requires employers to give 60 days notice to their competitors if there is going to be a layoff of 500 or more employees.

30. When a manager uses the number of calls a phone operator can manage per hour to make decisions on staffing levels, which forecasting method are they using?
A) Linear programming
B) Trend analysis
C) Delphi technique
D) Multiple regression analysis
E) Nominal group technique

44. __________ reflects the number of candidates available at a step compared to a previous step.
A) Forecasting
B) Yield ratio
C) Time lapse
D) Work analysis
E) Recruitment

11. Turnover is costly for an organization, and one of the hidden costs is the loss of top talent and their knowledge and ideas.

16. A lower selection ratio is generally more desirable as it enables the organization to choose job candidates from a larger pool of qualified candidates, thus increasing selectivity.

21. The Immigration Reform & Control Act is a means for the U.S. to control the supply of labor.

12. The good news about the off shoring of jobs is that the jobs in question are increasingly low skilled jobs.

7. It is important for recruiters to consider how changes to overall compensation would impact the company’s ability to attract applicants to a job.

6. HR planning is a task that is accomplished without regard or connection to the business plan.

22. While IRCA outlines a process and provides an organization with forms to use to verify an applicant’s authorization to work in the U.S., there is no actual penalty for employers who fail to have employees complete an I-9 form.

35. Company ABC has been using walk-ins, newspaper ads and referrals for recruitment. In order to determine which source provided the best mix of potentially qualified applicants they would
A) use RJP
B) implement succession planning
C) use regression analysis
D) calculate EPO’s
E) calculate yield ratios

43. __________ is an alternative work arrangement that allows workers to work at home or in some other location other than the employer’s physical premises.
A) Telecommuting
B) Job sharing
C) Employee leasing
D) Part-time workers
E) Temporary employment

45. The most effective reengineering efforts are successful when they recognize that
A) having a focus on the customers needs to be put on hold until the dust settles and managers sort out their budgets.
B) it is best to begin with a very generous severance package to control the flow of talent within the organization.
C) labor unions must be neutralized in order for performance to be a high priority in decision making.
D) the organization should focus on short term gains to not be overwhelmed by long term consequences.
E) downsizing individuals that are vital to the creation of customer value will erode the organization’s competitive advantage.

8. The so-called “digital divide” is becoming larger, causing recruiters to become even more creative as they attempt to source a diverse pool of applicants.

13. Because the cost of labor is so high relative to other operating expenses, containing this cost can have a large impact on a company’s ability to compete on price.

15. Diversity is an issue to consider relative to HR selection, however, not at the HR planning stage.

38. A forecast of labor demand is:
A) Based on an assessment of the availability of individuals in the labor force who are potential recruits of the firm.
B) Proceeded by an inventory of individuals and jobs currently available within the firm
C) Derived from a projection of how business/industry needs will affect human resources
D) Inclusive of a forecast of resource availability both internal and externally available
E) Considered one of the more trivial aspects of human resource planning

24. Downsizing should be an organizations first response when supply is greater than demand.

1. Trend analysis, simple and multiple linear regression analysis are qualitative methods for forecasting labor demands.

36. What three factors define the relevant labor market?
A) Technology, population density, education
B) Occupation, location, industry
C) Union status, inflation, compensation strategy
D) Occupation, population density, compensation strategy
E) education, industry, technology

28. All of the following are examples of internal factors that can influence HR planning EXCEPT:
A) strategic business planning
B) diversification
C) legal environment
D) projected staff availability
E) recruitment planning

2. Increased group-level diversity always leads to improved performance.