HRM 361 Questions with Complete Solutions

HRM 361 Questions with Complete Solutions job satisfaction - Answer-A pleasurable feeling that results from the perception that one's job fulfills or allows for the fulfillment of one's important job values engagement - Answer-degree to which employees are fully involved in their work commitment - Answer-degree to which employees thoughts and behaviors are focused on the employer's success turnover - Answer-the process by which employees leave an organization Service industry turnover rate - Answer-35% entrainment & Rec turnover rate - Answer-27% Retail turnover rate - Answer-22% Healthcare & social assistance turnover rate - Answer-20% Involuntary turnover - Answer-employees are terminated for poor performance/work rule violations voluntary turnover - Answer-employees leave by choice functional turnover - Answer-low-performing employee leave dysfunctional turnover - Answer-key individual or high performer leaves uncontrollable turnover - Answer-employees leave for reasons outside the control of the employer controllable turnover - Answer-employees leave for reasons that could be influenced by the employer seperation turnover costs - Answer-HR staff pay rates to prevent separations, exist interview time, unemployment expenses, legal fees, accrued vacation time, & health benefits vacancy turnover costs - Answer-temporary help, contract & consulting, existing employee overtime replacement turnover costs - Answer-Recruiting and advertising expenses, search fees, HR interviewer and staff time and salaries, employee referral fees, relocation and moving costs, supervisor and managerial time and salaries, employment testing costs, reference checking fees, pre-employment medical expenses, relocation costs, and others training turnover costs - Answer-paid orientation, training time, training material costs, supervise salaries Hidden/Indirect turnover costs - Answer-Costs that are less obvious, such as reduced productivity, decreased customer service, lower quality, additional unexpected employee turnover, missed project deadlines, and others Performance equation - Answer-ability *Effort*Support hierarchy of needs theory - Answer--Maslow's theory that human needs - physiological, safety, social, esteem, and self-actualization - form a sort of hierarchy which are all motivators two-factor theory - Answer-Herzberg's theory assuming that one group of factors, motivators, accounts for increases in individual motivation because of enrichment and other positive work characters equity theory - Answer-a theory that states that people will be motivated when they perceive that they are being treated fairly psychological contract - Answer-A set of perceptions of what employees owe their employers, and what their employers owe them. talent acquisition - Answer-Process of finding and hiring high-quality talent needed to meet the organization's workforce needs Recruitment & Selection - Answer-the two core components of hiring 2 main goals of recruitment - Answer-1 - qualified applicant pool 2 - want both parties to have accurate perceptions about the other 2 main external factors that affect recruitment - Answer-Labor Market & Legal environment Industry & occupational Labor Markets - Answer-these jobs represent the health care, retail, and education industries Educational & Technical Labor Markets - Answer-Considering the educational and technical qualifications that define the people being recruited Geographic Labor Markets - Answer-Markets can be local, area or regional, national, or international global labor markets - Answer-Firms expand by exporting work to overseas labor markets when doing so is advantageous low unemployment - Answer-- tight labor market - broaden recruitment efforts - improve compensation - hire temporary workers high unemployment - Answer-- loose labor market - specific, targeted recruitment - consider over-hiring legal environment - Answer-regulatory policies and norms within which organizations must operate Stigma of Incompetence - Answer-the discounting of a person's qualifications as a basis for selection and the assumption that the individual was hired only because of his/her group Internal recruitment - Answer-Appointing workers from inside the business Internal recruitment strengths - Answer-- employee is familiar with Org - capitalize on past investments - employee has proven their ability - improves workplace morale & motivation Internal recruits weaknesses - Answer-- lack of knowledge/experience for the new job - internal rivalry - no "new blood" - Poor morale of employees who are not selected - may reflect indirect discrimination External recruiting - Answer-attracting job applicants from outside the organization External recruiting strengths - Answer-- con acquire skills that are not available within the Org - newer ideas may emerge, new methods External recruiting weaknesses - Answer-- newcomers may not fit in - newcomers need to learn the Org & culture - lower morale of employees who don't see career growth within the firm Cost per hire (CPH) - Answer-The total amount of money spent to fill a job vacancy. The number is computed by finding the cost of using a particular recruitment source and dividing that cost by the number of people hired to fill that type of vacancy.