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Quiz
9 Chapter 13
Student:
___________________________________________________________________________
1. In
organizations with fewer than 100 employees, research suggests that staffing is
most likely to be conducted by the owner, president, or work unit
manager.
True False
2. Centralization
of the staffing function creates economies scale and consistency in staffing
policies and processes across the
organization.
True False
3. A
study of HR departments in large organizations found that the focus on
recruitment and selection activities had decreased significantly over the past
several years.
True False
4. Those
employed within the staffing function need to work with training and
development staff regularly.
True False
5. Entry
into staffing jobs normally occurs at the generalist rank in both private and
public organizations.
True False
6. The
fixed point or method of entry into staffing jobs is frequently the recruiting
and interviewing function.
True False
7. Jobs
in staffing are increasingly becoming more customer focused and facilitative in
nature.
True False
8. Increasing
numbers of staffing jobs are found in staffing
firms.
True False
9. Lack
of staffing policies and procedures may lead to practices that may foster
negative applicant reactions and problems with legal
compliance.
True False
10. The
scope of staffing actions and practices is quite small and
narrow.
True False
11. Decreasing
numbers of staffing jobs are found in staffing
firms.
True False
12. Perceived
justice is related to concrete outcomes like employee desire to pursue a job,
increased intentions to accept a job, and decreased intention to
turnover.
True False
13. Most
organizations with a sufficient number of employees to warrant a dedicated HR department
have integrated the function with human resources information systems
(HRISs).
True False
14. Although
HRIS have increased data availability for human resources functions, they have
done little to fundamentally affect the way staffing activities are
evaluated.
True False
15. SaaS
vendors provide the hardware, software, and day-to-day management of
HRIS.
True False
16. A
growing trend in HRIS is the centralization of these functions within the HR
department to prevent managers from accessing the
system.
True False
17. Surveys
suggest that staffing is one of the first areas that organizations will
outsource.
True False
18. HR
representatives report that one of the key advantages of outsourcing is access
to superior information from
specialists.
True False
19. A
professional employer organization (PEO) is like a temporary help agency, but
provides a wider range of HR services and has a longer-term relationship with
clients.
True False
20. Factors
that are driving organizations to consider outsourcing HR activities include
cost reduction, the cost of technology acquisition, need for improved service
quality, and expertise of vendors.
True False
21. As
organization size increases, the likelihood that there will be a highly
centralized HR department
_________.
A. increases
B. decreases
C. stays about the
same
D. none of the above
22. Staffing
members must coordinate their activities with
__________.
A. benefits staff
B. compensation
staff
C. training and development staff
D. all of the above are true
23. Which
of the following is true regarding jobs in staffing?
A. Entry into
staffing jobs normally occurs at the generalist rank.
B. There is usually
a fixed point of entry into staffing jobs.
C. Jobs in staffing are
becoming increasingly customer focused and facilitative in nature.
D. Few
are housed in the HR department.
24. Which
of the following statements regarding staffing policies and procedures is
true?
A. they seldom contribute to organizational efficiency
B. they
help to ensure legal compliance
C. they often lead to negative applicant
reactions
D. all of the above are true
25. Research
suggests that organizational decision making is seen as most fair when it is
based on _____.
A. social influence
B. clearly communicated
decision criteria
C. processes tailored to each unique
individual
D. all of the above
26. Human
resources information systems have been used for which of the following
functions?
A. EEO data analysis and reports
B. employee succession
planning
C. databases of job titles and responsibilities
D. all of
the above
27. An
ASP or SaaS provider offers which of the following
services?
A. techniques to prevent managers from accessing HR
data
B. hardware and software for running HR systems
C. paper-based
forms and data for the organization
D. all of the above
28. The
contracting out of work to a vendor or third party administrator is called
____________.
A. outsourcing
B. temping
C. contracting
D. boundary
spanning
29. Which
of the following factors is most likely to be a reason not to outsource HR
activities?
A. vendors have little expertise
B. vendors are
less flexible to meet changing needs
C. vendors have few resources to
offer
D. vendors meet resistance within HR and line management
30. Which
of the following functions are most likely to be
outsourced?
A. recruiting creative talent for an advertising
agency
B. screening registered nurses for a long-term care
facility
C. recruiting and selecting individuals for teams
D. providing
employee orientation
31. For
______, it is better to keep staffing functions within the organization, rather
than outsourcing.
A. small organizations
B. organizations with
continual hiring needs
C. firm-specific human capital
D. general
human capital
32. The
evaluation of staffing systems should focus on the operation of the staffing
process, the results and costs of the process, and the satisfaction of the
customers of the staffing system.
True False
33. Standardized
staffing systems are more likely to generate legal challenges by job
applicants.
True False
34. Standardization
will probably decrease applicants' perceptions of procedural fairness of a
staffing system.
True False
35. Once
a staffing process has been mapped out, the next step is to check for
deviations from the system.
True False
36. Most
of the processes involved in staffing are too subjective or difficult to
quantify.
True False
37. Experienced
managers who have used staffing system metrics often find that new staffing
systems may not represent a significant
improvement.
True False
38. It
is typically not possible to use techniques like split-samples analysis or
longitudinal analysis to evaluate the effectiveness of established
processes.
True False
39. In
recent years, a number of organizations have worked to develop standardized
benchmarks for judging the effectiveness of staffing processes across
organizations.
True False
40. Benchmark
data on staffing policies are typically applicable across nearly every
organization and should be used as a primary guide for selecting which
practices to implement.
True False
41. The
formula for the staffing cost ratio is total staffing cost ratio = total
staffing costs/total number recruited.
True False
42. Two
of the key customers of the staffing system are managers and job
applicants.
True False
43. There
are few tools to facilitate the electronic processing of employee satisfaction
surveys, so paper and pencil measures are usually
preferable.
True False
44. Which
of the following statements is not an important step in staffing process
evaluations?
A. Mapping out the intended
process.
B. Identifying deviations from the intended process.
C. The
norm is for organizations to conduct validation studies.
D. Correction
actions should be planned to eliminate deviations.
45. Which
of the following best fits the description of a staffing
flowchart?
A. it shows the distance from staffing to strategic
operational concerns
B. it depicts the actual flow of staffing activities
from vacancy to hire
C. it provides evidence of how staffing measures
increase performance directly
D. it is a physical model of staffing using
flows to show movement
46. In
a ________ analysis, the target employee population is split in half, and the
new HR program is initiated with only one of these
halves.
A. longitudinal
B. split-sample
C. LISREL
D. factor
47. In
a ________ analysis, data from a long period of time is collected both before
and after a staffing policy or procedure is
implemented.
A. longitudinal
B. split-sample
C. LISREL
D. factor
48. Comparative
staffing process data can be obtained from the _________.
A. Society
for Human Resource Management
B. HR Data Sources Corporation
C. Department
of Labor
D. None of the above
49. The
four common types of staffing metrics evaluate
_____.
A. performance, process, quantity, and
quality
B. rectification, justification, elaboration, and
relation
C. cost, timeliness, outcomes, and reactions
D. speed,
diligence, dedication, and perseverance
50. Increasingly,
organizations are emphasizing __________ as a key indicator of staffing
effectiveness because vacancies can mean loss of revenue.
A. yield
ratios
B. employee satisfaction surveys
C. staffing-to-employee
ratios
D. time to fill
51. Staffing
metrics are increasingly used because _____.
A. they demonstrate
substantial returns in their own right
B. they are readily communicated
across the organization
C. they are mandated by the Full Data Reporting in
Employment Act
D. they are seen as a method to move staffing into the
accounting function
52. Advertising
expenses and cost per applicant are examples of __________ staffing
metrics.
A. cost
B. timeliness
C. outcomes
D. reactions
53. Number
of positions filled and job performance are examples of __________ staffing
metrics.
A. cost
B. timeliness
C. outcomes
D. reactions
54. One
of the key customers of the staffing system is _________.
A. the
CEO
B. job applicants
C. society
D. the industry in which the
company operates
55. Records
are not necessary for legal compliance.
True False
56. Records
may be used to audit staffing practices and conduct staffing
research.
True False
57. The
Civil Rights Act and Affirmative Action Programs Regulations require that
private employers with more than 100 employees (50 for federal contractors) are
required to file an annual report with the
EEOC.
True False
58. It
is highly desirable to periodically conduct audits or reviews of an organization's
degree of compliance with laws and regulations pertaining to
staffing.
True False
59. The
EEOC requires that all employers submit hard copy, paper documents of all their
EEO-1 reports.
True False
60. Employers
are usually more interested in mediation with the EEOC for discrimination
disputes than are employees.
True False
61. Organizations
that wish to protect themselves from discrimination claims can require
employees to sign an enforceable waiver that requires them to use the
organization's internal ADR rather than the
courts.
True False
62. An
ideal arbitrator is a neutral individual and the arbitrator's findings should
be finalized as a written award letter.
True False
63. Records
should be created for which of the following purposes?
A. legal
compliance
B. use in staffing decisions
C. justification of staffing
decisions
D. all of the above are correct
64. What
proportion of disputes that begin the EEOC mediation process are eventually
resolved through mediation?
A. fewer than 10%
B. more than 10%,
but fewer than half
C. more than half
D. the EEOC has no mediation
procedure
65. What
is the primary difference between mediation and
arbitration?
A. Arbitration is generally more time consuming than
mediation
B. Arbitrators only consult with both sides, whereas mediators
issue a binding decision
C. Mediation typically involves at least four
parties
D. Mediators only consult with both sides, whereas arbitrators
issue a binding decision
66. Which
of the following must report to the EEOC annually?
A. all
employers
B. private employers with over 100 employees (50 for federal
contractors)
C. private employers with over 1000 employees (500 for
federal contractors)
D. only organizations with federal contracts
67. Recent
court decisions suggest that _______ is essential for most
organizations.
A. affirmative action
B. employee termination
insurance
C. training in employment discrimination
D. none of the
above
68. In
______________ a neutral person investigates a complaint and develops findings
that may be the basis for resolving an employee
complaint.
A. mediation
B. arbitration
C. fact
finding
D. peer review
69. In
______________ a neutral person conducts formal hearing and issues a decision
that is binding on the
parties.
A. mediation
B. arbitration
C. fact
finding
D. peer review
