MIE 330 Exam 2 Questions with Verified Solutions.
Identifying the numbers and types of employees the organization will require to meet its
objectives. - ✔✔✔ HR Planning
What are the three stages of HR Planning? - ✔✔✔ 1. Forecasting
2. goal setting/strategic planning
3. program implementation and evaluation
The attempts to determine the supply and demand for various types of human resources to
predict areas within the organization where there will be labor shortages or surpluses. -
✔✔✔ Forecasting
What are the three steps of forecasting? - ✔✔✔ 1. Forecast labor demand
2. determine labor supply
3. determine labor surplus or shortage
Constructing and applying statistical models that predict labor demand for the next year,
given relatively objective statistics from the previous year is called ____________
analysis. - ✔✔✔ Trend Analysis
Objective measures that accurately predict future demand. (ex: measures of the economy,
etc.) - ✔✔✔ Leading Indicators
A forecasting technique for determining future staffing needs by using ratio's between two
variables. - ✔✔✔ Ratio Analysis
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. - ✔✔✔ Transitional Matrix
What is published by the Bureau of Labor Statistics to help examine trends in the external
labor market? - ✔✔✔ Occupational Outlook Quarterly & Monthly Labor Review
T/F: Goals should come directly from the analysis of labor supply and demand - ✔✔✔ True
A set of knowledge and skills that make the organization superior to competitors and
create value for customers. - ✔✔✔ Core Competency
Organizations are more likely to benefit from hiring and retaining employees who provide a
__________ ______________. - ✔✔✔ Core Competency
The planned elimination of large numbers of personnel with the goal of enhancing the
organization's competitiveness to promote future competitiveness. - ✔✔✔ Downsizing
,What are the four objectives of downsizing? - ✔✔✔ 1. Reduce Costs
2. Replace labor with technology
3. Mergers & Acquisitions
4. Move to more economical location
T/F: Although downsizing has an immediate effect on costs, much of the evidence
suggests that it hurts long-term organizational effectiveness - ✔✔✔ True
T/F: Average age of workers is growing - ✔✔✔ True
A comparison of employees in protected groups with proportion that each group
represents in a relevant labor market. - ✔✔✔ Workforce Utilization Review
T/F: Affirmative Action goals requires that employers carry out an additional level of HR
planning aimed at those goals. - ✔✔✔ True
T/F: Steps in a workforce utilization review are identical to steps in HR planning process -
✔✔✔ True
Any activity carried on by the organization with the primary purpose of identifying and
attracting potential employees. - ✔✔✔ Recruiting
Encouraging qualified people to apply for jobs - ✔✔✔ Recruiting
Deciding which candidates would be the best fit - ✔✔✔ Selection
What are the three aspects of recruiting? - ✔✔✔ 1. Personnel Policies
2. Recruiter Traits & Behaviors
3. Recruitment Sources
Ultimately, an applicant's decision to accept a job offer—and the organization's decision to
make the offer—depend on the match between _____________ characteristics and
_____________ characteristics. - ✔✔✔ Vacancy Characteristics & Applicant
Characteristics
Decisions about how an organization will carry out its Human Resource Management,
including how it will fill job vacancies. - ✔✔✔ Personnel Policies
Organizations have a recruiting advantage if their policy is to take a
_____________________ approach to pay—that is, pay more than the current market
wages for a job. - ✔✔✔ "lead-the-market"
what holds that if there is no specific employment contract saying otherwise, the employer
or employee may end an employment relationship at any time. - ✔✔✔ employment at will
, policies which formally lay out the steps an employee may take to appeal an employer's
decision to terminate that employee. - ✔✔✔ Due Process Policies
Advertising designed to create a generally favorable impression of the organization. -
✔✔✔ Image Advertising
Employees who currently hold other positions in the organization are ____________
sources. - ✔✔✔ Internal Sources
the process of communicating information about a job vacancy on company bulletin
boards, in employee publications, on corporate intranets, and anywhere else the
organization communicates with employees. - ✔✔✔ Job Posting
Sources outside the company - ✔✔✔ External Sources
People who apply for a vacancy without prompting from the organization. - ✔✔✔ Direct
Applicants
People who apply for a vacancy because someone in the organization prompted them to
do so. - ✔✔✔ Referrals
What are the advantages of using internal sources? - ✔✔✔ 1. Generates applicants that
are well known to the organization.
2. These applicants are relatively knowledgable about the organization's vacancies, which
minimizes the possibility of unrealistic job expectations.
3. Cheaper and Faster
T/F: Internal recruitment can lead to nepotism (the practice of hiring relatives) - ✔✔✔ True
T/F: Employee, with manager's support, is responsible for their career development. -
✔✔✔ True
Online services that gather job information in one place (ex: Indeed) - ✔✔✔ Job
Aggregators
Small job boards tailored to certain industries, occupations, areas, etc. - ✔✔✔ Niche
Boards
A structured plan to fill key positions if they become open. This reduces risk, is updated
annually, and has a long-term orientation. - ✔✔✔ Succession Planning
What identifies 10-15% of the employees who you want to "guard jealously and develop
aggressively" - ✔✔✔ Key Talent Management
Identifying the numbers and types of employees the organization will require to meet its
objectives. - ✔✔✔ HR Planning
What are the three stages of HR Planning? - ✔✔✔ 1. Forecasting
2. goal setting/strategic planning
3. program implementation and evaluation
The attempts to determine the supply and demand for various types of human resources to
predict areas within the organization where there will be labor shortages or surpluses. -
✔✔✔ Forecasting
What are the three steps of forecasting? - ✔✔✔ 1. Forecast labor demand
2. determine labor supply
3. determine labor surplus or shortage
Constructing and applying statistical models that predict labor demand for the next year,
given relatively objective statistics from the previous year is called ____________
analysis. - ✔✔✔ Trend Analysis
Objective measures that accurately predict future demand. (ex: measures of the economy,
etc.) - ✔✔✔ Leading Indicators
A forecasting technique for determining future staffing needs by using ratio's between two
variables. - ✔✔✔ Ratio Analysis
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. - ✔✔✔ Transitional Matrix
What is published by the Bureau of Labor Statistics to help examine trends in the external
labor market? - ✔✔✔ Occupational Outlook Quarterly & Monthly Labor Review
T/F: Goals should come directly from the analysis of labor supply and demand - ✔✔✔ True
A set of knowledge and skills that make the organization superior to competitors and
create value for customers. - ✔✔✔ Core Competency
Organizations are more likely to benefit from hiring and retaining employees who provide a
__________ ______________. - ✔✔✔ Core Competency
The planned elimination of large numbers of personnel with the goal of enhancing the
organization's competitiveness to promote future competitiveness. - ✔✔✔ Downsizing
,What are the four objectives of downsizing? - ✔✔✔ 1. Reduce Costs
2. Replace labor with technology
3. Mergers & Acquisitions
4. Move to more economical location
T/F: Although downsizing has an immediate effect on costs, much of the evidence
suggests that it hurts long-term organizational effectiveness - ✔✔✔ True
T/F: Average age of workers is growing - ✔✔✔ True
A comparison of employees in protected groups with proportion that each group
represents in a relevant labor market. - ✔✔✔ Workforce Utilization Review
T/F: Affirmative Action goals requires that employers carry out an additional level of HR
planning aimed at those goals. - ✔✔✔ True
T/F: Steps in a workforce utilization review are identical to steps in HR planning process -
✔✔✔ True
Any activity carried on by the organization with the primary purpose of identifying and
attracting potential employees. - ✔✔✔ Recruiting
Encouraging qualified people to apply for jobs - ✔✔✔ Recruiting
Deciding which candidates would be the best fit - ✔✔✔ Selection
What are the three aspects of recruiting? - ✔✔✔ 1. Personnel Policies
2. Recruiter Traits & Behaviors
3. Recruitment Sources
Ultimately, an applicant's decision to accept a job offer—and the organization's decision to
make the offer—depend on the match between _____________ characteristics and
_____________ characteristics. - ✔✔✔ Vacancy Characteristics & Applicant
Characteristics
Decisions about how an organization will carry out its Human Resource Management,
including how it will fill job vacancies. - ✔✔✔ Personnel Policies
Organizations have a recruiting advantage if their policy is to take a
_____________________ approach to pay—that is, pay more than the current market
wages for a job. - ✔✔✔ "lead-the-market"
what holds that if there is no specific employment contract saying otherwise, the employer
or employee may end an employment relationship at any time. - ✔✔✔ employment at will
, policies which formally lay out the steps an employee may take to appeal an employer's
decision to terminate that employee. - ✔✔✔ Due Process Policies
Advertising designed to create a generally favorable impression of the organization. -
✔✔✔ Image Advertising
Employees who currently hold other positions in the organization are ____________
sources. - ✔✔✔ Internal Sources
the process of communicating information about a job vacancy on company bulletin
boards, in employee publications, on corporate intranets, and anywhere else the
organization communicates with employees. - ✔✔✔ Job Posting
Sources outside the company - ✔✔✔ External Sources
People who apply for a vacancy without prompting from the organization. - ✔✔✔ Direct
Applicants
People who apply for a vacancy because someone in the organization prompted them to
do so. - ✔✔✔ Referrals
What are the advantages of using internal sources? - ✔✔✔ 1. Generates applicants that
are well known to the organization.
2. These applicants are relatively knowledgable about the organization's vacancies, which
minimizes the possibility of unrealistic job expectations.
3. Cheaper and Faster
T/F: Internal recruitment can lead to nepotism (the practice of hiring relatives) - ✔✔✔ True
T/F: Employee, with manager's support, is responsible for their career development. -
✔✔✔ True
Online services that gather job information in one place (ex: Indeed) - ✔✔✔ Job
Aggregators
Small job boards tailored to certain industries, occupations, areas, etc. - ✔✔✔ Niche
Boards
A structured plan to fill key positions if they become open. This reduces risk, is updated
annually, and has a long-term orientation. - ✔✔✔ Succession Planning
What identifies 10-15% of the employees who you want to "guard jealously and develop
aggressively" - ✔✔✔ Key Talent Management
