HRIR 3021 EXAM 2 QUESTIONS & ANSWERS
What are the purposes of workforce planning? - Answers - Organizations should carry
out human resource planning so as to meet business objectives and gain an advantage
over competitors.
the attempts to determine the supply of and demand for various types of human
resources to predict areas within the organization where there will be labor shortages or
surpluses. - Answers - Forecasting
constructing and applying statistical models that predict labor demand for the next year,
given relatively objective statistics from the previous year - Answers - Trend Analysis
Supplements trend analysis by adding new operational information into expected
staffing level requirements - Answers - Ratio Analysis
Supplements ration analysis by adding multiple dimensions of information into expected
staffing level requirement - Answers - Regression Analysis
How do internal and external considerations affect workforce planning? - Answers -
Internal Considerations: Transitional matrix, how many people are currently in positions
and how many are expected to be promoted, demoted and to leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor market.
Describe ways that we can eliminate a labor surplus and avoid a labor shortage. -
Answers - Reducing Labor Surplus: downsizing, pay reductions, demotions, transfers,
working sharing, hiring freeze, early retirement, etc.
Avoiding Labor Shortage: overtime, temporary employees, outsourcing, new external
hires, technological innovation
reports how many hours are worked, not how many employees do the work. We use it
to understand how many hours should be worked to be in conjunction with the
workforce planning. - Answers - FTE: Full Time Equivalent
What are the four main objectives for downsizing? What are the consequences of
downsizing as described in the text? - Answers - - Reducing costs: cuts overhead of
protection
- Replacing labor with technology: closing outdated factories, automating, reducing the
need for labor
- Mergers and acquisitions: combining results in less bureaucratic overhead
- Moving to more economical locations
Immediate effects on cost, but will hurt companies that have high-involvement work,
team basis, customer interaction and research based.
, Why is recruitment a strategic imperative? - Answers - Recruitment is a form of
business contest and it is fiercely competitive, they have to identify, attract, and hire the
most qualified people.
The person should be matched to the job (p/j) by having the right KSAOs and is
interested in the work and rewards. The person should be matched to the organization
(p/o) by understanding and supporting the core values of the organization as a whole -
Answers - P/O, P/J Fit
Internal candidates are employees who currently hold other positions in the organization
and apply through job posting. External candidates can be direct applicants, referrals,
other or recruiting options. - Answers - Internal vs. external candidate
How much should a new hire be paid in order to attract and hire the right candidates. -
Answers - Lead, match, lag the market pay strategies
Passive job seekers are employees that already have jobs and really are not looking for
other work until an attractive offer presents itself. Active job seekers are people who
may or may not have a job and are looking for a new offer. - Answers - Passive vs.
active candidates
Employment principle that if there is no specific employment contract saying otherwise,
the employer or employee may end an employment relationship at any time, regardless
of cause. - Answers - Employment-at will
Advertising designed to create a generally favorable impression of the organization. -
Answers - Image advertising
How do the recruiter's traits and behaviors affect the success of the recruiting process?
- Answers - Usually, the recruiters are experts in the field and have the most success
when they are warm and informative. They also are expected to supply the right
information to attract job seekers without telling lies or exaggerating, usually this is done
through realistic job previews that give both negative and positive qualities of a job.
Must have diversity and sensitivity skills, ethical behaviors, knowledge of the law, great
communication skills, timely feedback, use teams, and prepare in advance.
Exposes candidates' reliability and validity but they have to administer the test
systematically to all applicants, test for jobs that have safety hazards, sent reports to
applicants, and to respect the applicants' privacy. They do not always bring the answers
that a company may want. - Answers - Drug tests
Asking for samples of previous work of administering in-basket tests that measures the
ability competence in necessary skills for work. - Answers - Work samples
What are the purposes of workforce planning? - Answers - Organizations should carry
out human resource planning so as to meet business objectives and gain an advantage
over competitors.
the attempts to determine the supply of and demand for various types of human
resources to predict areas within the organization where there will be labor shortages or
surpluses. - Answers - Forecasting
constructing and applying statistical models that predict labor demand for the next year,
given relatively objective statistics from the previous year - Answers - Trend Analysis
Supplements trend analysis by adding new operational information into expected
staffing level requirements - Answers - Ratio Analysis
Supplements ration analysis by adding multiple dimensions of information into expected
staffing level requirement - Answers - Regression Analysis
How do internal and external considerations affect workforce planning? - Answers -
Internal Considerations: Transitional matrix, how many people are currently in positions
and how many are expected to be promoted, demoted and to leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor market.
Describe ways that we can eliminate a labor surplus and avoid a labor shortage. -
Answers - Reducing Labor Surplus: downsizing, pay reductions, demotions, transfers,
working sharing, hiring freeze, early retirement, etc.
Avoiding Labor Shortage: overtime, temporary employees, outsourcing, new external
hires, technological innovation
reports how many hours are worked, not how many employees do the work. We use it
to understand how many hours should be worked to be in conjunction with the
workforce planning. - Answers - FTE: Full Time Equivalent
What are the four main objectives for downsizing? What are the consequences of
downsizing as described in the text? - Answers - - Reducing costs: cuts overhead of
protection
- Replacing labor with technology: closing outdated factories, automating, reducing the
need for labor
- Mergers and acquisitions: combining results in less bureaucratic overhead
- Moving to more economical locations
Immediate effects on cost, but will hurt companies that have high-involvement work,
team basis, customer interaction and research based.
, Why is recruitment a strategic imperative? - Answers - Recruitment is a form of
business contest and it is fiercely competitive, they have to identify, attract, and hire the
most qualified people.
The person should be matched to the job (p/j) by having the right KSAOs and is
interested in the work and rewards. The person should be matched to the organization
(p/o) by understanding and supporting the core values of the organization as a whole -
Answers - P/O, P/J Fit
Internal candidates are employees who currently hold other positions in the organization
and apply through job posting. External candidates can be direct applicants, referrals,
other or recruiting options. - Answers - Internal vs. external candidate
How much should a new hire be paid in order to attract and hire the right candidates. -
Answers - Lead, match, lag the market pay strategies
Passive job seekers are employees that already have jobs and really are not looking for
other work until an attractive offer presents itself. Active job seekers are people who
may or may not have a job and are looking for a new offer. - Answers - Passive vs.
active candidates
Employment principle that if there is no specific employment contract saying otherwise,
the employer or employee may end an employment relationship at any time, regardless
of cause. - Answers - Employment-at will
Advertising designed to create a generally favorable impression of the organization. -
Answers - Image advertising
How do the recruiter's traits and behaviors affect the success of the recruiting process?
- Answers - Usually, the recruiters are experts in the field and have the most success
when they are warm and informative. They also are expected to supply the right
information to attract job seekers without telling lies or exaggerating, usually this is done
through realistic job previews that give both negative and positive qualities of a job.
Must have diversity and sensitivity skills, ethical behaviors, knowledge of the law, great
communication skills, timely feedback, use teams, and prepare in advance.
Exposes candidates' reliability and validity but they have to administer the test
systematically to all applicants, test for jobs that have safety hazards, sent reports to
applicants, and to respect the applicants' privacy. They do not always bring the answers
that a company may want. - Answers - Drug tests
Asking for samples of previous work of administering in-basket tests that measures the
ability competence in necessary skills for work. - Answers - Work samples
