HRIR 3021 Exam 2 comprehensive Questions and Answers with 100%
Correct Answers | Latest Version Already Graded A+
HR Planning - (ANSWER)Compares present state of the organization with its future goals to identify what
changes it must make in its HR to meet those goals
Forecasting - (ANSWER)Determines supply and demand to predict areas within the organization where
there will be labor shortages or surpluses
External Leading Indicators to Workforce Planning - (ANSWER)Change prior to large economic
adjustments, can be used to predict trends. Examples include retail sales, manufacturing production,
stock market, inventory levels, housing market
External Lagging Indicators - (ANSWER)Change after large economic trends. Examples include GDP,
income and wages, unemployment rate, CPI
Internal Considerations When Planning - (ANSWER)Technology, Increased customer demand, workforce
changes
Labor Markets - (ANSWER)The external supply pool from which organizations attract their employees
(geographic, education, etc.)
Full Time Equivalent (FTE) - (ANSWER)Reports how many hours are worked, not how many employees do
the work. One FTE equals 2,080 work hours, which is equivalent to one year's full time work schedule
Options for Reducing a Surplus - (ANSWER)Downsizing, pay reductions, demotions, transfers, work
sharing, hiring freeze, natural attrition, early retirement, retraining
Why Downsizing? - (ANSWER)Reduce costs.
Replace labor with technology.
Mergers and acquisitions.
Moving to more economical locations.
,HRIR 3021 Exam 2 comprehensive Questions and Answers with 100%
Correct Answers | Latest Version Already Graded A+
Options for Avoiding a Shortage - (ANSWER)Overtime, temporary employees, outsourcing, retrained
transfers, turnover reductions, new external hires, technological innovation
When is someone an employee and not an independent contractor? - (ANSWER)1. When the employer
tells the workers how to do the work and controls the workers' activities.
2. Provide the workers with supplies/tools and reimbursing the workers for expenses.
3. Provide benefits such as insurance and paid vacation time.
4. If a company hires workers from a temp agency to do work for a long period of time, directly controls
what these workers do, and uses them to perform key roles
Skills a Recruiter Needs - (ANSWER)Diversity and sensitivity skills, ethical recruiting behaviors, knowledge
of the law, great communication skills, timely feedback, use teams when possible, prepare in advance
Advantages of External Recruiting - (ANSWER)New sources bring new perspectives.
Training new hires may be cheaper/faster.
New hires are likely to have fewer internal political supporters in the firm.
New hires may bring new insights from the industry, new expertise.
Disadvantages of External Recruiting - (ANSWER)May not select someone who will fit well with the job
and the organization.
The process may cause morale problems for internal candidates not selected.
New employees may require longer adjustment periods as well as orientation efforts.
Advantages of Internal Recruiting - (ANSWER)The morale of the promotee is very high, the firm can
better assess a candidates abilities due to prior work actions, recruiting costs are lower for some jobs,
the process is a motivator to other employees, the process can aid succession planning and employee
development, the company may have to hire only at the entry level and move employees up based on
experience
, HRIR 3021 Exam 2 comprehensive Questions and Answers with 100%
Correct Answers | Latest Version Already Graded A+
Disadvantages of Internal Recruiting - (ANSWER)"Inbreeding" of employees may result in a less diverse
workforce, as well as a lack of new ideas, those people not promoted may experience morale problems,
political infighting may occur with competition for promotions, companies will often need a training and
development program to prepare employees for new positions, some managers may resist having new
employees promoted into their departments, taking an employee from one area creates a deficit in
another area.
Advantages of Internet Recruiting - (ANSWER)Recruiting cost savings, recruiting time savings, expanded
(global) pool of applicants, better targeting of specific audiences
Disadvantages of Internet Recruiting - (ANSWER)More unqualified applicants, additional time for HR
staff, many applicants are not seriously seeking employment, access limited or unavailable to some
applicants, privacy of information and discrimination issues
Legal Issues in Internet Recruiting - (ANSWER)Exclusion of protected classes from the process. Making
information accessible for people with disabilities. Collection of federally required applicant information.
Proper identification of "real" applicants. Maintaining confidentiality and privacy.
Yield Ratios - (ANSWER)A ratio that expresses percentage of applicants who successfully move from one
stage of the recruitment and selection process to the next. Another evaluation calculation is Cost Per
Hire.
Steps in the Selection Process - (ANSWER)1. Screening Applicants and Resumes.
2. Testing and Reviewing Work Samples.
3. Interviewing Candidates.
4. Checking References and Background.
5. Making a Selection.
Background Checks - (ANSWER)Employers must have you sign a release to obtain information. Often
times this is on the employment application. They can use this release during your entire employment.
Correct Answers | Latest Version Already Graded A+
HR Planning - (ANSWER)Compares present state of the organization with its future goals to identify what
changes it must make in its HR to meet those goals
Forecasting - (ANSWER)Determines supply and demand to predict areas within the organization where
there will be labor shortages or surpluses
External Leading Indicators to Workforce Planning - (ANSWER)Change prior to large economic
adjustments, can be used to predict trends. Examples include retail sales, manufacturing production,
stock market, inventory levels, housing market
External Lagging Indicators - (ANSWER)Change after large economic trends. Examples include GDP,
income and wages, unemployment rate, CPI
Internal Considerations When Planning - (ANSWER)Technology, Increased customer demand, workforce
changes
Labor Markets - (ANSWER)The external supply pool from which organizations attract their employees
(geographic, education, etc.)
Full Time Equivalent (FTE) - (ANSWER)Reports how many hours are worked, not how many employees do
the work. One FTE equals 2,080 work hours, which is equivalent to one year's full time work schedule
Options for Reducing a Surplus - (ANSWER)Downsizing, pay reductions, demotions, transfers, work
sharing, hiring freeze, natural attrition, early retirement, retraining
Why Downsizing? - (ANSWER)Reduce costs.
Replace labor with technology.
Mergers and acquisitions.
Moving to more economical locations.
,HRIR 3021 Exam 2 comprehensive Questions and Answers with 100%
Correct Answers | Latest Version Already Graded A+
Options for Avoiding a Shortage - (ANSWER)Overtime, temporary employees, outsourcing, retrained
transfers, turnover reductions, new external hires, technological innovation
When is someone an employee and not an independent contractor? - (ANSWER)1. When the employer
tells the workers how to do the work and controls the workers' activities.
2. Provide the workers with supplies/tools and reimbursing the workers for expenses.
3. Provide benefits such as insurance and paid vacation time.
4. If a company hires workers from a temp agency to do work for a long period of time, directly controls
what these workers do, and uses them to perform key roles
Skills a Recruiter Needs - (ANSWER)Diversity and sensitivity skills, ethical recruiting behaviors, knowledge
of the law, great communication skills, timely feedback, use teams when possible, prepare in advance
Advantages of External Recruiting - (ANSWER)New sources bring new perspectives.
Training new hires may be cheaper/faster.
New hires are likely to have fewer internal political supporters in the firm.
New hires may bring new insights from the industry, new expertise.
Disadvantages of External Recruiting - (ANSWER)May not select someone who will fit well with the job
and the organization.
The process may cause morale problems for internal candidates not selected.
New employees may require longer adjustment periods as well as orientation efforts.
Advantages of Internal Recruiting - (ANSWER)The morale of the promotee is very high, the firm can
better assess a candidates abilities due to prior work actions, recruiting costs are lower for some jobs,
the process is a motivator to other employees, the process can aid succession planning and employee
development, the company may have to hire only at the entry level and move employees up based on
experience
, HRIR 3021 Exam 2 comprehensive Questions and Answers with 100%
Correct Answers | Latest Version Already Graded A+
Disadvantages of Internal Recruiting - (ANSWER)"Inbreeding" of employees may result in a less diverse
workforce, as well as a lack of new ideas, those people not promoted may experience morale problems,
political infighting may occur with competition for promotions, companies will often need a training and
development program to prepare employees for new positions, some managers may resist having new
employees promoted into their departments, taking an employee from one area creates a deficit in
another area.
Advantages of Internet Recruiting - (ANSWER)Recruiting cost savings, recruiting time savings, expanded
(global) pool of applicants, better targeting of specific audiences
Disadvantages of Internet Recruiting - (ANSWER)More unqualified applicants, additional time for HR
staff, many applicants are not seriously seeking employment, access limited or unavailable to some
applicants, privacy of information and discrimination issues
Legal Issues in Internet Recruiting - (ANSWER)Exclusion of protected classes from the process. Making
information accessible for people with disabilities. Collection of federally required applicant information.
Proper identification of "real" applicants. Maintaining confidentiality and privacy.
Yield Ratios - (ANSWER)A ratio that expresses percentage of applicants who successfully move from one
stage of the recruitment and selection process to the next. Another evaluation calculation is Cost Per
Hire.
Steps in the Selection Process - (ANSWER)1. Screening Applicants and Resumes.
2. Testing and Reviewing Work Samples.
3. Interviewing Candidates.
4. Checking References and Background.
5. Making a Selection.
Background Checks - (ANSWER)Employers must have you sign a release to obtain information. Often
times this is on the employment application. They can use this release during your entire employment.
