TBChap 005, Planning for and Recruiting Human Resources PDF

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Chapter 05 Planning for and Recruiting Human Resources Answer Key

True / False Questions

1.

In human resource planning, forecasting is an intermediary step. FALSE The process of human resource planning consists of three stages: forecasting, goal setting and strategic planning, and program implementation and evaluation. The first step in human resource planning is forecasting.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-01 Discuss how to plan for human resources needed to carry out the organization's strategy. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

2.

Statistical models are used for forecasting labor demands because they are good at capturing "once-in-a-lifetime" changes. FALSE Statistical models almost always have to be complemented with subjective judgments of experts. There are simply too many "once-in-a-lifetime" changes to consider, and statistical models cannot capture them. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-02 Determine the labor demand for workers in various job categories. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

5-1 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

3.

In the context of forecasting the demand for labor, leading indicators are objective measures that accurately predict future labor demand. TRUE An organization might use trend analysis, constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. These statistics are called leading indicators. Leading indicators are objective measures that accurately predict future labor demand.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-02 Determine the labor demand for workers in various job categories. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

4.

A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. TRUE A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-02 Determine the labor demand for workers in various job categories. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

5.

The second step in human resource planning is performance evaluation. FALSE The second step in human resource planning is goal setting and strategic planning. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-01 Discuss how to plan for human resources needed to carry out the organization's strategy. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

5-2 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

6.

The goals an organization sets in its human resource planning process should come directly from the analysis of its labor supply and demand. TRUE The purpose of setting specific numerical goals is to focus attention on the problem and provide a basis for measuring the organization's success in addressing labor shortages and surpluses. The goals should come directly from the analysis of labor supply and demand. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

7.

Downsizing can be used to reduce surplus labor because it yields fast results. TRUE Downsizing reduces labor surpluses quickly; however, this action may cause the highest amount of suffering among employees who survive the job cuts. Refer to Table 5.2.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

8.

Work sharing is usually implemented in an effort to avoid labor shortages. FALSE Work sharing is one of the options that can be used to avoid a labor surplus.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

5-3 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

9.

The negative effect of downsizing would be low among firms that use performance-related pay incentives. FALSE The negative effect of downsizing is especially high among firms that engage in highinvolvement work practices, such as the use of teams and performance-related pay incentives.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 2 Medium Topic: The Process of Human Resource Planning

10.

Downsizing disrupts the social networks through which people are creative and flexible. TRUE Downsizing leads to a loss of talent, and it often disrupts the social networks through which people are creative and flexible.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

11.

The most widespread methods for eliminating labor shortages are reducing work hours and endorsing early-retirement programs. FALSE The most widespread methods for eliminating a labor shortage are hiring temporary and contract workers and outsourcing work.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning 5-4 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

12.

The use of temporary workers might provide an organization with additional administrative tasks and financial burdens. FALSE Temporary employment offers lower costs to organizations. Using temporary workers frees the employer from many administrative tasks and financial burdens associated with being the "employer of record."

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 2 Medium Topic: The Process of Human Resource Planning

13.

In the context of employing temporary and contract workers, if the person providing the service is a contractor and not an employee, the company is not supposed to directly supervise the worker. TRUE In the context of employing temporary and contract workers, if the person providing the service is a contractor and not an employee, the company is not supposed to directly supervise the worker.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

14.

Contracting with another organization to perform a broad set of services is called outsourcing. TRUE Contracting with another organization to perform a broad set of services is called outsourcing.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a 5-5 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

15.

To ensure success with an outsourcing strategy, companies should outsource work that requires tight security. FALSE To ensure success with an outsourcing strategy, companies should avoid outsourcing any work that is proprietary or requires tight security.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

16.

When implementing an HR strategy, the organization must hold some individual accountable for achieving the goals. TRUE When implementing an HR strategy, the organization must hold some individual accountable for achieving the goals. That person also must have the authority and resources needed to accomplish those goals.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 2 Medium Topic: The Process of Human Resource Planning

17.

The steps in a workforce utilization review are identical to the steps in the HR planning process. TRUE The steps in a workforce utilization review are identical to the steps in the HR planning process.

AACSB: Analytical Thinking 5-6 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-03 Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

18.

In general, all companies have to make decisions in three areas of recruiting: personnel policies, recruitment sources, and the characteristics and behavior of the recruiter. TRUE In general, all companies have to make decisions in three areas of recruiting: personnel policies, recruitment sources, and the characteristics and behavior of the recruiter.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-04 Describe recruitment policies organizations use to make job vacancies more attractive. Level of Difficulty: 1 Easy Topic: Recruiting Human Resources

19.

Personnel policies influence the kinds of job applicants an organization attracts. FALSE Personnel policies influence the characteristics of the positions to be filled. Recruitment sources influence the kinds of job applicants an organization reaches. And the nature and behavior of the recruiter affect the characteristics of both the vacancies and the applicants.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-04 Describe recruitment policies organizations use to make job vacancies more attractive. Level of Difficulty: 2 Medium Topic: Recruiting Human Resources

20.

Recruitment sources affect both the characteristics of vacancies and potential job applicants. FALSE Personnel policies influence the characteristics of the positions to be filled. Recruitment sources influence the kinds of job applicants an organization reaches. And the nature and behavior of the recruiter affect the characteristics of both the vacancies and the applicants.

AACSB: Analytical Thinking 5-7 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-04 Describe recruitment policies organizations use to make job vacancies more attractive. Level of Difficulty: 2 Medium Topic: Recruiting Human Resources

21.

In the context of recruitment sources, referrals are people who apply for a vacancy without prompting from the organization. FALSE Referrals are people who apply for a vacancy because someone in the organization prompted them to do so.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-05 List and compare sources of job applicants. Level of Difficulty: 1 Easy Topic: Recruitment Sources

22.

Many of the people reading classified ads are either over- or underqualified for the position. TRUE Many of the people reading classified ads are either over- or underqualified for the position.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-05 List and compare sources of job applicants. Level of Difficulty: 1 Easy Topic: Recruitment Sources

23.

In the context of recruitment sources, private employment agencies serve primarily blue-collar workers, while public employment agencies mostly serve white-collar workers. FALSE In contrast to public employment agencies, which primarily serve the blue-collar labor market, private employment agencies provide much the same service for the white-collar labor market.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-05 List and compare sources of job applicants. Level of Difficulty: 1 Easy 5-8 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

Topic: Recruitment Sources

24.

In the context of recruiter traits and behavior, the recruiter affects the nature of both the job vacancy and the applicants generated. TRUE The recruiter affects the nature of both the job vacancy and the applicants generated.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-06 Describe the recruiter's role in the recruitment process, including limits and opportunities. Level of Difficulty: 1 Easy Topic: Recruiter Traits and Behaviors

25.

Research suggests that realistic job previews have a strong and consistent effect on employee turnover. FALSE Research suggests that realistic job previews have a weak and inconsistent effect on turnover. AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-06 Describe the recruiter's role in the recruitment process, including limits and opportunities. Level of Difficulty: 1 Easy Topic: Recruiter Traits and Behaviors

Multiple Choice Questions

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26.

Which of the following is the first step in the human resource planning process?

A. B. C. D. E.

Forecasting Goal setting Program implementation Program evaluation Performance evaluation

The first step in human resource planning is forecasting. In personnel forecasting, the HR professional tries to determine the supply of and demand for various types of human resources.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Remember Learning Objective: 05-01 Discuss how to plan for human resources needed to carry out the organization's strategy. Level of Difficulty: 1 Easy Topic: The Process of Human Resource Planning

27.

Identify a benefit of applying statistical forecasting methods.

A. They are particularly useful in dynamic environments. B. Under the right conditions, they provide predictions that are much more precise than judgmental methods. C. They are particularly useful in predicting important events that have no historical precedent. D. They are invariably better than the "best guesses" of experts. E. They can be used by organizations as a substitute for relying on the subjective judgments of experts. Statistical methods capture historic trends in a company's demand for labor. Under the right conditions, these methods predict demand and supply more precisely than a human forecaster can using subjective judgment. But many important events in the labor market have no precedent. When such events occur, statistical methods are of little use.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-01 Discuss how to plan for human resources needed to carry out the organization's strategy. Level of Difficulty: 2 Medium Topic: The Process of Human Resource Planning

5-10 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

28.

Organizations carry out human resource planning to:

A. B. C. D. E.

reduce hiring of workers from colleges and universities. increase hiring costs to match industry standards. avoid taking risks. gain an advantage over competitors. replace technology with highly skilled workers.

Organizations need to carry out human resource planning so as to meet business objectives and gain advantage over competitors. To do this, organizations need a clear idea of the strength and weaknesses of their existing internal labor force.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-01 Discuss how to plan for human resources needed to carry out the organization's strategy. Level of Difficulty: 2 Medium Topic: The Process of Human Resource Planning

29.

In the context of human resource planning, the primary goal of forecasting is to:

A. B. C. D. E.

predict labor shortages or surpluses in specific areas of an organization. determine labor supply. set goals for hiring employees. focus attention on a problem and provide a basis for measuring an organization's success. eliminate large numbers of personnel with the goal of enhancing an organization's competitiveness.

The primary goal of forecasting is to predict which areas of the organization will experience labor shortages or surpluses.

AACSB: Analytical Thinking Accessibility: Keyboard Navigation Blooms: Understand Learning Objective: 05-01 Discuss how to plan for human resources needed to carry out the organization's strategy. Level of Difficulty: 2 Medium Topic: The Process of Human Resource Planning

5-11 Copyright © 2016 McGraw-Hill Education. All rights reserved. No reproduction or distribution...