HRIR 3021 Exam 2 Questions &
answers 100% Solved!
HR Planning - ANSWERSCompares present state of the organization with its future
goals to identify what changes it must make in its HR to meet those goals
Forecasting - ANSWERSDetermines supply and demand to predict areas within the
organization where there will be labor shortages or surpluses
External Leading Indicators to Workforce Planning - ANSWERSChange 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 - ANSWERSChange after large economic trends. Examples
include GDP, income and wages, unemployment rate, CPI
Internal Considerations When Planning - ANSWERSTechnology, Increased customer
demand, workforce changes
Labor Markets - ANSWERSThe external supply pool from which organizations attract
their employees (geographic, education, etc.)
Full Time Equivalent (FTE) - ANSWERSReports 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 - ANSWERSDownsizing, pay reductions, demotions,
transfers, work sharing, hiring freeze, natural attrition, early retirement, retraining
Why Downsizing? - ANSWERSReduce costs.
Replace labor with technology.
Mergers and acquisitions.
Moving to more economical locations.
Options for Avoiding a Shortage - ANSWERSOvertime, temporary employees,
outsourcing, retrained transfers, turnover reductions, new external hires, technological
innovation
When is someone an employee and not an independent contractor? - ANSWERS1.
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 - ANSWERSDiversity 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 - ANSWERSNew 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 - ANSWERSMay 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 - ANSWERSThe 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
Disadvantages of Internal Recruiting - ANSWERS"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 - ANSWERSRecruiting cost savings, recruiting time
savings, expanded (global) pool of applicants, better targeting of specific audiences
Disadvantages of Internet Recruiting - ANSWERSMore 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 - ANSWERSExclusion 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.
answers 100% Solved!
HR Planning - ANSWERSCompares present state of the organization with its future
goals to identify what changes it must make in its HR to meet those goals
Forecasting - ANSWERSDetermines supply and demand to predict areas within the
organization where there will be labor shortages or surpluses
External Leading Indicators to Workforce Planning - ANSWERSChange 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 - ANSWERSChange after large economic trends. Examples
include GDP, income and wages, unemployment rate, CPI
Internal Considerations When Planning - ANSWERSTechnology, Increased customer
demand, workforce changes
Labor Markets - ANSWERSThe external supply pool from which organizations attract
their employees (geographic, education, etc.)
Full Time Equivalent (FTE) - ANSWERSReports 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 - ANSWERSDownsizing, pay reductions, demotions,
transfers, work sharing, hiring freeze, natural attrition, early retirement, retraining
Why Downsizing? - ANSWERSReduce costs.
Replace labor with technology.
Mergers and acquisitions.
Moving to more economical locations.
Options for Avoiding a Shortage - ANSWERSOvertime, temporary employees,
outsourcing, retrained transfers, turnover reductions, new external hires, technological
innovation
When is someone an employee and not an independent contractor? - ANSWERS1.
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 - ANSWERSDiversity 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 - ANSWERSNew 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 - ANSWERSMay 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 - ANSWERSThe 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
Disadvantages of Internal Recruiting - ANSWERS"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 - ANSWERSRecruiting cost savings, recruiting time
savings, expanded (global) pool of applicants, better targeting of specific audiences
Disadvantages of Internet Recruiting - ANSWERSMore 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 - ANSWERSExclusion 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.
