| 1 | Acquisition activities involve all of the following except |
|||
| A) |
External staffing systems | |||
| B) |
Deploying staff for maximum usefulness for the organization | |||
| C) |
Initial intake of applicants into the organization | |||
| D) |
Planning for the numbers of people needed | |||
| E) |
Establishing the types of rewards the job will provide | |||
| 2 | Retention systems seek to ________ the ________ flow of employees out of the organization |
|||
| A) |
Manage, inevitable | |||
| B) |
Reduce, warranted | |||
| C) |
Increase, voluntary | |||
| D) |
Decrease, involuntary | |||
| 3 | Staffing systems should be used primarily to |
|||
| A) |
Hire the best and brightest candidates | |||
| B) |
Contribute to organization survival, profitability and growth | |||
| C) |
Reduce the chance of legal difficulties for the employer | |||
| D) |
Balance the needs of employees and the employer | |||
| 4 | The ______________ seeks to align characteristics of individuals and jobs in ways that will result in desired HR outcomes. |
|||
| A) |
Staffing quantity formula | |||
| B) |
Person/organization match | |||
| C) |
Job requirement | |||
| D) |
Person/job match | |||
| 5 | KSAOs are |
|||
| A) |
Knowledge, skills, attributes, outcomes | |||
| B) |
Known, suspected, attributed and other characteristics | |||
| C) |
Knowledge, skills, abilities, other characteristics | |||
| D) |
Keep, select, acquire, other qualities | |||
| 6 | Core staffing activities include all of the following except |
|||
| A) |
Job analysis | |||
| B) |
Recruitment | |||
| C) |
Selection | |||
| D) |
Employment | |||
| 7 | Strategic staffing decisions include all of the following except |
|||
| A) |
Lag or lead | |||
| B) |
Hire or retain | |||
| C) |
Overstaff or under staff | |||
| D) |
Hire or Acquire | |||
| E) |
All of the above | |||
| 8 | Choosing an acceptable vs. exceptional workforce strategy will likely result in a workforce that is |
|||
| A) |
More creative | |||
| B) |
Less expensive | |||
| C) |
More motivated | |||
| D) |
More stable | |||
| 9 | When staffing considerations serve as key inputs to organization strategy development the firm is following a |
|||
| A) |
Lag system | |||
| B) |
Human focus | |||
| C) |
Lead system | |||
| D) |
Systematic staffing focus | |||
| 10 | Part of the matching process is to match ________ to __________ . |
|||
| A) |
KSAOs, motivation | |||
| B) |
Intrinsic rewards, pay and benefits | |||
| C) |
Job rewards, individual motivation | |||
| D) |
Job analysis, retention strategy | |||
| 1 | Staffing policies and procedures can help to increase _________. |
|||
| A) |
employee perceptions of procedural justice | |||
| B) |
consistency in operations | |||
| C) |
legal compliance and equal employment opportunity | |||
| D) |
all of the above | |||
| 2 | Recruiting and selection activities are increasingly a focus for organizational HR activities. |
|||
| A) |
True | |||
| B) |
False | |||
| 3 | A split-sample analysis of data pertaining to a new HR practice involves _________. |
|||
| A) |
collecting data from a long period of time, both before and after a policy is implemented | |||
| B) |
dividing good vs. poor employees into samples and seeing which policy each group prefers | |||
| C) |
trying out a new procedure with part of the organization, while maintaining the old procedures with another part of the organization | |||
| D) |
any of the above could be a split-sample analysis | |||
| 4 | The availability of data for evaluating the effectiveness of HR activities has been _______ over time because of the adoption of HRIS. |
|||
| A) |
increasing | |||
| B) |
decreasing | |||
| C) |
staying about the same | |||
| D) |
fluctuating about a steady average | |||
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