MGMT 352 EXAM 2 QUESTIONS WITH
ANSWERS 100% CORRECT
Forecasting - ANSWER -First process in Human Resource Planning
-Determining the supply and demand for human resources
-Predicting labor shortages(not enough employees) and/or surpluses(too many employees)
-Can use statistical methods and/or judgment
Trend analysis - ANSWER Forecasting demand for labor, predicts future demand given
relatively objective stats from the previous year(s)
Transitional Matrix - ANSWER Forecasting supply of labor, chart that shows the proportion of
employees in various job categories in two time periods
Two Questions:
1. Where did people in each category go?
2. Where did people in each category come from?
Goal Setting and Strategic Planning - ANSWER -Provide a basis for measuring the success of
planning
-Goals come from forecasting: What should happen? When should results be achieved?
-Strategies differ in terms of:
speed of results, amount of suffering caused, ability to change later
,Strategy to manage a surplus - ANSWER -Downsizing: planned elimination of large numbers
of personnel
-Reducing Hours
-Early retirement programs
Strategies to manage a shortage - ANSWER -Temporary and contract workers: limited
assignments
-Outsourcing: contracting with another organization to perform a broad set of service
-Overtime and expanded hours
Implementing and Evaluating the HR Plan - ANSWER Questions To Ask:
-Who was responsible for the results?
-Was the organization successful in avoiding the labor shortage and surpluses?
-Which parts of the plans were successful or not?
Planning and Affirmative Action - ANSWER Are people from protected groups represented in
the organization at the same rate as in labor market?
Work Force Utilization Review - ANSWER 1. Assess and forecast supply and demand
2. Create goals and strategic plan
3. Implement and evaluate the plan
, Personnel Policies - ANSWER -Organizations provide information about policies to applicants
-Signaling theory: applicants interpret available information as signals of organizational
characteristic
(a)Pay strategies: above lead market; at market or below market
(b)Employment-at-will vs. Due process: when and/or how to end the employment relationship
(c)Image advertising: creating a good impression of the organization
-Internal vs. external recruiting: from what source(s) do organizations look for applicants
*Internal: employees who currently hold other positions in the organization
*External: people outside of the organization.
Recruitment Sources - ANSWER -Internal vs. External Recruiting
(A) Yield Ratio: percentage of applicants who move from one stage to the next,
*effectiveness* of a source
(B) Cost per hire: cost of using a recruitment source divided by # of people hired, *efficiency*
Recruiter Traits and behaviors - ANSWER -The recruiter's impact can depend on the other
information and signals available to applicants
What should the recruiter provide?
warmth and friendly, information, answer questions, realism, feedback.
Steps in Selection Process - ANSWER 1. Screening applications and resumes
ANSWERS 100% CORRECT
Forecasting - ANSWER -First process in Human Resource Planning
-Determining the supply and demand for human resources
-Predicting labor shortages(not enough employees) and/or surpluses(too many employees)
-Can use statistical methods and/or judgment
Trend analysis - ANSWER Forecasting demand for labor, predicts future demand given
relatively objective stats from the previous year(s)
Transitional Matrix - ANSWER Forecasting supply of labor, chart that shows the proportion of
employees in various job categories in two time periods
Two Questions:
1. Where did people in each category go?
2. Where did people in each category come from?
Goal Setting and Strategic Planning - ANSWER -Provide a basis for measuring the success of
planning
-Goals come from forecasting: What should happen? When should results be achieved?
-Strategies differ in terms of:
speed of results, amount of suffering caused, ability to change later
,Strategy to manage a surplus - ANSWER -Downsizing: planned elimination of large numbers
of personnel
-Reducing Hours
-Early retirement programs
Strategies to manage a shortage - ANSWER -Temporary and contract workers: limited
assignments
-Outsourcing: contracting with another organization to perform a broad set of service
-Overtime and expanded hours
Implementing and Evaluating the HR Plan - ANSWER Questions To Ask:
-Who was responsible for the results?
-Was the organization successful in avoiding the labor shortage and surpluses?
-Which parts of the plans were successful or not?
Planning and Affirmative Action - ANSWER Are people from protected groups represented in
the organization at the same rate as in labor market?
Work Force Utilization Review - ANSWER 1. Assess and forecast supply and demand
2. Create goals and strategic plan
3. Implement and evaluate the plan
, Personnel Policies - ANSWER -Organizations provide information about policies to applicants
-Signaling theory: applicants interpret available information as signals of organizational
characteristic
(a)Pay strategies: above lead market; at market or below market
(b)Employment-at-will vs. Due process: when and/or how to end the employment relationship
(c)Image advertising: creating a good impression of the organization
-Internal vs. external recruiting: from what source(s) do organizations look for applicants
*Internal: employees who currently hold other positions in the organization
*External: people outside of the organization.
Recruitment Sources - ANSWER -Internal vs. External Recruiting
(A) Yield Ratio: percentage of applicants who move from one stage to the next,
*effectiveness* of a source
(B) Cost per hire: cost of using a recruitment source divided by # of people hired, *efficiency*
Recruiter Traits and behaviors - ANSWER -The recruiter's impact can depend on the other
information and signals available to applicants
What should the recruiter provide?
warmth and friendly, information, answer questions, realism, feedback.
Steps in Selection Process - ANSWER 1. Screening applications and resumes
