Human Resource Management: An Asian Perspective (Second Edition

)

Chapter 5: Personnel Planning and Recruiting Multiple Choice 1. a. b. c. d. e. 2. a. b. c. d. e. 3. a. b. c. d. e. 4. a. b. c. d. e. 5. a. b. c. d. e. *_____ is the process of deciding what positions the firm will have to fill. Recruitment Selection Personnel planning Interviewing None of the above (c; easy) *Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on? Recruitment Selection Personnel planning Interviewing None of the above (c; easy) When a company decides on how to fill top executive positions, the process is called _____. employment planning succession planning selection interviewing testing (b; moderate) *When planning for employment requirements, what must be forecasted? personnel needs supply of inside candidates supply of outside candidates all of the above none of the above (d; easy) *Which term below means studying variations in a firm’s employment levels over time? ratio analysis trend analysis graphical analysis computer analysis all of the above (b; easy)

64

e. it considers time but not other changes such as productivity it considers too many possible influences it only provides an initial estimate it assumes constant increases in productivity all of the above (a. trend analysis ratio analysis scatter plot productivity chart correlation analysis (c.000 in sales and the company wishes to increase sales by $4 million dollars per year. c. a. a. a. easy) Suppose a salesperson traditionally generates $500. c. difficult) *The process of making forecasts based on the ration between some causal factor like sales volume and the number of employees required is called _____. 10. c. b. d. b. d. Using ratio analysis. b. b. moderate) 65 . e. how many new salespeople are required? 4 5 6 7 8 (e. a. Trend analysis is limited in its usefulness. 7.Human Resource Management: An Asian Perspective (Second Edition) 6. e. c. 9. a. d. d. ratio analysis trend analysis graphical analysis computer analysis all of the above (a. e. c. 8. easy) *What type of data is needed to use computerized forecasts for estimating future personnel requirements? labor hours required to produce one unit of product minimum sales projection maximum sales projection probable sales projection all of the above (e. because _____. d. b. e. difficult) *A _____ shows graphically how two variables are related.

12. c. c.Chapter 5: Personnel Planning and Recruiting 11. e. and promotion recommendations. b. a. d. d. e. d. 16. c. moderate) *When managers need to determine which employees are available for promotion or transfer. moderate) *Which tool below can be used in databases to protect the information? passwords encryption access matrices work experience codes intranets (c. computerized information systems replacement charts qualifications inventories trend records personnel files (c. a. b. forecast the supply of outside candidates develop an applicant pool determine whether to use inside or outside candidates develop qualifications inventories all of the above (b. moderate) *Qualifications inventories can be tracked and maintained by using _____. a. d. b. e. moderate) Recruiting is necessary to _____. b. e. e. *_____ contain data on employees’ performance records. b. 13. c. moderate) 66 . b. personnel inventories replacement charts position replacement cards computerized information systems all of the above (e. they will use _____. c. a. Computerized information systems Replacement charts Qualifications inventories Trend records Personnel files (c. d. c. a. d. 14. moderate) Which of the following is not a reason to recruit through a central office? reduction of duplication of efforts shared expenses development and availability of recruitment experts autonomous divisions synergistic recruiting opportunities (d. a. educational background. e. 15.

a. a. d. c. e. 18. a. a. e. d. c. c. 21. Why are large applicant pools considered desirable? allow the firm the chance to be more selective increase costs involved in screening applicants extend time required to fill vacant positions costs of processing applicants outweighs benefits of selectivity provide an opportunity to use prescreening computer software (a. difficult) A _____ can be used to calculate the number of applicants necessary to result in hiring the required number of new employees. what should be measured? the cost of using each source the number of applicants produced the quality of applicants produced the time involved in using each source both b and c (e. b. d. d. c. c. e. moderate) 67 . e. b. trend analysis ratio analysis recruiting yield pyramid computer information system log function (c. 20.Human Resource Management: An Asian Perspective (Second Edition) 17. moderate) Which of the following methods can be used to assess quality of applicants? work sample tests structured interviews grade point average job knowledge tests all of the above (e. 19. difficult) When evaluating the effectiveness of recruitment sources. easy) Which method listed below has the highest level of validity for predicting job performance? work sample tests biographical data grade point average SAT scores ratings of training and experience (a. a. b. b. d. e. b.

27. moderate) Which of the following is a disadvantage of using internal sources of candidates to fill vacant positions? knowledge of candidates’ strengths and weaknesses potential to upset or lose employees who aren’t promoted accurate view of skill sets high commitment to the company reduced training and orientation required (b. b. moderate) 23. a. a. to determine which employees might be qualified for projected openings (a. 25. e. to decide what positions the firm will have to fill c. e. a. b. d. easy) The first step in succession planning is to _____. to study variations in a firm’s employment levels over time d. e. a. moderate) The second step in succession planning is to _____. c. c. moderate) The third step in succession planning is to _____. d. c. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees (d. d. d. c.Chapter 5: Personnel Planning and Recruiting 22. b. to forecast the number of new employees necessary to generate a predetermined level of productivity e. a. c. easy) Job posting refers to all of the following except publicizing the open job to employees listing the job’s attributes listing the job’s pay rate listing the job’s required qualifications listing the number of desired applicants (e. 26. What is a recruiting yield pyramid used for? a. e. e. 68 . d. 24. b. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees (c. to calculate the number of applicants necessary to result in hiring the required number of new employees b. b. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees (b.

difficult) The effectiveness of advertising for recruiting qualified applicants depends upon _____. b. 31. c. easy) The D in AIDA stands for _____. a. attract attention to the ad develop interest in the job create desire for the job prompt action all of the above (e. e. How can high potential employees be developed for future positions? internal training cross-functional experience job rotation external training all of the above (e. a. b. a. moderate) 69 . e. a. easy) The I in AIDA stands for _____. a. interest instructions internal candidates introspection identification (a. d. e.Human Resource Management: An Asian Perspective (Second Edition) 28. moderate) Which of the following methods is not used to recruit outside candidates? advertising job postings employment agencies executive recruiters all are used to recruit outside candidates (b. b. c. d. it is important to consider how to best _____. e. b. e. e. development of the ad detailed job qualifications desire for the position defensive recruitment strategies dominant work qualifications (c. 30. complementary recruiting methods graphical appeal ad construction corporate image unemployment rate (c. d. 33. 29. d. c. c. c. c. moderate) When constructing the ad. d. b. d. b. 32. a.

“Schedule flexibility and familiarity with various software applications required. b. Which of the following statements from a hypothetical job advertisement is intended to develop interest in a job? “You’ll thrive on challenging work.” c. a.” e. a. moderate) Counselors in state-run employment agencies conduct all of the following activities except _____. c. e. c. d. a. moderate) 35. d. easy) The World Bank operates a worldwide computerized job bank called _____. “Ideal candidates will possess a four-year degree with an emphasis in management.com CareerBuilder International Job Bank Worldforce None of the above (e. e. 38. moderate) Which of the following countries has private employment service agency? Japan Malaysia Singapore Thailand All of the above (e. 70 . moderate) Government-run employment agencies provide _____ to employers. 37. a. All of the above (a.” d. d.Chapter 5: Personnel Planning and Recruiting 34. “Responsibilities include event planning and relationship management. 36. c. c. b. recruitment services immigration information training programs all of the above none of the above (d. b. e. review the employer’s job requirements fill jobs visit employer work sites write job descriptions counselors perform all of these activities (e. e. d.” b. Worldjob. a. b.

d. b. c. c. difficult) Contingent workers are used in _____ occupations. She is _____. a.Human Resource Management: An Asian Perspective (Second Edition) 39. a. e. c. e. c. clerical engineering medical all of the above none of the above (d. Who is typically responsible for paying the fees charged by private employment agencies when they place qualified individuals in jobs? trade union the employer the employee the government employment agency there are no fees (b. easy) All of the following are disadvantages of using contingent workers except higher productivity increased cost compared to permanent workers lower commitment to company potential for legal risks e. c. a. 40. b. b. b. 43. b. 44. d. d. c. moderate) Jin works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. a. moderate) 71 . e. d. tendency to treat contingent workers differently from permanent workers (a. e. a. moderate) Which of the following is not another term for contingent workers? part-time just-in-time collateral temporary all are terms for contingent workers (c. d. 42. e. a contingent worker on job rotation using job enlargement all of the above none of the above (a. a. b. 41. easy) Which of the following is not an advantage of using a private employment agency? it may be faster than in-house recruiting it does not require internal recruitment specialists screening may not be as thorough it may be better for attracting minority candidates it is more comfortable when approaching candidates from competitors (c. d.

a. e. a. e. 47. retained executive searches contingent-based searches on demand just in time ad hoc services (c. d. a. e. d. c. e. f. difficult) What percentage of a new employee’s salary do most government agencies charge for recruitment services? 5% 10% 20% 30% free of charge (e. c. e. 49. d. _____ are special employment agencies retained by employers to seek out top management talent for their clients. c. d. b. moderate) What is the typical compensation structure for on demand recruiting services? hourly rate 30% of each hire’s salary percentage fee commission menu of fees based on specific services (a. b. easy) Executive recruiters are also called _____. b. b. a. moderate) Which of the following is a disadvantage of using an executive recruiter? many contacts in field adept at contacting candidates who are not on the job market unfamiliar with company perceptions of ideal candidate ability to keep identity of firm confidential screening of many applicants 72 . headhunters staffers alternative staffing companies contract technical recruiters all of the above (a. b. d. a. d. 50. e.Chapter 5: Personnel Planning and Recruiting 45. c. 46. c. a. c. State-run employment agencies Private employment agencies Temporary agencies Executive recruiters Job banks (d. moderate) Recruiting services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms are called _____. 48. b.

moderate) 73 .Human Resource Management: An Asian Perspective (Second Edition) (c.

52. c. a. develop a pool of applicants for future screening e. a. The firm is a small one and cannot afford to pay a traditional recruiting firm the expected fee of 30% of salary per hire. fill the position c. c. 53. determine whether a candidate is worthy of further consideration b. moderate) KPG Company has hired an executive recruiter to recruit qualified applicants for its Chief Financial Officer position. c. e. c. difficult) a. b. moderate) Which of the following is an advantage of college recruiting? access to a source of management trainees schedules for recruitment visits set far ahead of time access to candidates who are not looking for jobs ability to keep identity of company confidential all of the above (a. b. state-run employment agency executive recruiter temporary agency internet-based job site any of the above (b. 74 . b. The position pays a salary of $175. moderate) A small biotech firm is seeking several employees with experience in pharmaceuticals and degrees in life sciences. on demand recruiting service government-run employment agency temporary agency internet-based job site retained executive search firm (a. 54. 55. The company should consider using a(n) _____ for recruitment.Chapter 5: Personnel Planning and Recruiting 51. d. Qualified candidates can be difficult to find because there is more demand than supply. e. a. a. on demand recruiting service retained executive search service contingency-based recruiter temporary agency National Job Bank (b. e. d. b. This firm should consider using a(n) _____. cut costs for the firm by reducing the need to for on-site interviews d. d. KPG is using a(n) _____. AB Company is seeking a top-level executive to serve in its finance division. e. all of the above (a. moderate) Campus recruiters typically seek to _____.000 and KPG has agreed to pay the fee whether the person hired is found via the executive recruiter or through some other method. d.

c. difficult. a. b. moderate) Which of the following is a main motivator for employees over 60? getting a raise getting a promotion schedule flexibility working in a supportive environment all of the above (c. a. In choosing the colleges to visit. getting access to the Internet to search job sites balancing work and family life getting a sufficient salary finding permanent job positions all of the above (b. college recruiters also seek to _____. e. b. e. a. difficult) Varsity Consulting plans to do some college recruiting to fill entry-level management positions this year. a. moderate) All of the following are characteristics of older employees except lower absenteeism higher reliability higher absenteeism better work habits desire for flexibility (c. c. d. 59. d. e. 58. fill the position b. a. attract good candidates e. Besides determining whether a candidate is worth further consideration. it should consider _____. e. b. campus location college reputation cost to attend college size of college all of the above (b. moderate) Which tool or approach listed below is recommended for selling the employer to the interviewee? informal attitude attractive recruiters emphasis on the job location well written job descriptions all of the above (a.Human Resource Management: An Asian Perspective (Second Edition) 56. c. b. a. d. difficult) 75 57. 61. e. p. d. c. cut costs for the firm by reducing the need to for on-site interviews c. c. b. . d. all of the above (d. 60. 174) One of the biggest challenges facing single parents in the job market is _____. develop a pool of applicants for future screening d.

a. b. in-person interview on-site visit application form telephone interview recommendation from recruiters (c. c. easy) 76 . e. moderate) In the US. d. 66. a. e. Employment planning should be an integral part of a firm’s strategic and HR planning process. moderate) Which of the following is not a type of information that should be provided by application forms? education experience work stability applicant’s age previous progress and growth (d. employers can ask all of the following except _____. the first step in pre-screening is the _____. 63. d. name of contact person address of contact person relationship to applicant telephone number of contact person all of the above should be requested (c. Which method listed below is likely to be the least successful for the company? employee referral campaigns specialized job search Web sites specialized recruiters executive recruiters all are likely to be successful (d. c. a. e. AB Company has set a goal of recruiting minority applicants. e. c. 64. b. a.Chapter 5: Personnel Planning and Recruiting 62. when requesting information from applicants on an in-case of emergency contact person. difficult) True/ False 67. d. d. a. c. (T. b. b. d. 65. c. e. difficult) Once a company has a pool of applicants. difficult) Which of the following could be perceived as discriminatory when asked on an employment application form? housing status memberships in organizations marital status traffic accident record all of the above (e. b.

(F. (F. 84. 74. difficult) Retained executive recruiters are paid whether or not they eventually fill the client’s vacant position. moderate) Rehiring former employees could signal current employees that the best way to get ahead is to leave the company. moderate) Single mothers prefer a work environment they perceive as supportive of their challenge to balance work and family requirements. 71. (F. moderate) The lower the rate of unemployment. (F. (F. (F. (T. 80. easy) 77 . 70. (T. (T. 81. (F. 78. difficult) Effective recruiting results in a large number of applicants. 76. 72. 85. (F. the easier it is to recruit personnel. easy) Most countries have a government-run employment service agency. moderate) Access matrices are used to define the rights of users to various kinds of access for each element in a database. (T. (T. easy) Contingent workers are primarily clerical positions filled with temps. 79. 82. moderate) The best medium for advertising vacant positions is the Internet. moderate) Trend analysis assumes the productivity increases over time. moderate) The World Bank maintains a worldwide computerized job bank called the World Job Bank. (T. (T. (F. difficult) General mental ability tests show higher validity for predicting job performance than tests of individuals’ level of conscientiousness. (F. Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs. difficult) Local newspapers are the best source for blue-collar help and clerical employees. moderate) The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position. difficult) The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year.Human Resource Management: An Asian Perspective (Second Edition) 68. (T. 69. difficult) Contingent workers are paid less than comparable permanent workers. 83. easy) The typical percentage fee charged by traditional recruiting firms for an executive search is 10% of the new hire’s salary. 73. 75. 77.

It also extends the time necessary to fill vacant positions because of the additional time necessary to sort through the large pool of applicants. easy) 87. Some recruitment methods result in large pools but the applicants are unqualified. 91.Chapter 5: Personnel Planning and Recruiting 86. Older workers usually have higher absenteeism rates compared to younger workers due to illness. The implication is that managers should evaluate different recruitment methods to determine which ones work best for the firm. 93. What are the advantages and disadvantages of centralizing the recruitment function? (moderate) Answer: Centralizing makes it easier to apply the company’s strategic priorities company-wide. (T. Morale may rise if employees see others promoted as rewards for loyalty and competence. Inside candidates may also be more committed to the company. difficult) In the US. (T. People’s occupational needs and preferences change as they grow older. Why are current employees often the best source of candidates for vacant positions? (moderate) Answer: Using internal sources of candidates means that the firm is already aware of the candidates’ strengths and weaknesses. (F. Inside candidates may also require less orientation and training than outsiders. a question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant’s age. Larger pools raise costs of correspondence and screening. 88. they are allowed to request more information (such as age and tendency to attend religious services) on application forms. What implications exist for recruitment methods? (difficult) An employer seeks to attract qualified applicants rather than unqualified applicants. 78 . 90. difficult) When firms use the information on job application forms as a predictor of job performance. difficult) Companies can predict job performance of applicants by modeling the relationship between success on the job and responses on the application form. 92. (F. It is a disadvantage to use centralized recruiting when the divisions are autonomous or when recruitment needs are varied. moderate) Essay/ Short Answer 89. (T. These methods should be evaluated in terms of the number of applicants produced and the quality of applicants. Explain why generating large applicant pools is not always desirable for a firm. It reduces duplication and makes it easier to spread costs over more departments.

What are the pros and cons associated with using public. and 6) angry toward the corporate world. 97. and discouraging way. job assignments. review employer’s job requirements. The company should also find out how the agency recruits employees and what kind of benefits it pays. 3) worried about their lack of insurance and pension benefits. The company should insist on getting a document from the agency stating that it is not discriminating when filling temp orders. The firm may need the position filled very quickly. The firm does not have to have internal human resource specialists for recruiting and screening. impersonal. There is a perceived need to recruit more minority and female applicants. it is more comfortable to have an agency approach the candidates. Treating contingent workers fairly and equitably compared to permanent employees will be important. Time sheets should be used because they provide a verification of hours worked and an agreement to pay the agency’s fees. state-run employment agencies? (moderate) Answer: Applicants for unemployment insurance must register and make themselves available for interviews. What policies and procedures are critical for companies using temporary agencies for contingent workers? (moderate) Answer: Companies should get a sample copy of the agency’s invoice to ensure that the invoice fits the company needs. 4) misled about job assignments.Human Resource Management: An Asian Perspective (Second Edition) 94. 95. Companies should also be sure to deal with the temporary agency regarding training. Some of these applicants may not be interested in finding new employment. Use of an agency reduced recruiting time. Why do employers turn to private employment agencies for assistance in recruiting? Provide at least four reasons for the use of such employment agencies. Finally. The firm may have had difficulties in the past recruiting a qualified pool of applicants. Companies should first seek to understand why contingent employees may feel this way. (moderate) Answer: There are six key reasons for using an employment agency. The company should specify its dress code at each location to the agency. 79 . What are the primary concerns reported by temporary workers? How can these concerns be addressed by companies using contingent workers? (moderate) Answer: In one survey. and even assist the employer in writing job descriptions. and pay negotiations. When the best candidates are employed elsewhere. 5) underemployed. 2) insecure about their employment and pessimistic about the future. The company should find out what policies guide the hiring of an agency temp as a permanent employee. six key concerns were reported by temporary workers. These workers said that they were 1) treated in a dehumanizing. make sure that the agency has the proper information regarding what is required to adequately fill each job position. 96. Agency counselors will visit an employer’s work site.

What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes? (moderate) Answer: Employee referral campaigns offer incentives and rewards to employees who refer qualified applicants. One can draw conclusions about the applicant’s stability based on previous work record. the program can result in a discriminatory situation if most current employees are white males. What four types of information can be learned about a job candidate from the application form? (moderate) Answer: One can determine whether the applicant has the education and experience necessary to do the job. One may be able to use the information provided to predict which candidates will succeed on the job and who will not. It can also be useful for hiring workers with diverse backgrounds. However. Retained recruiters are paid whether or not the employer eventually hires the executive through the efforts of the search firm.000 range. Contingency-based recruiters tend to handle junior to middle level management job searches in the $50. One can draw conclusions about the applicant’s previous progress and growth. Current employees can and usually will provide accurate information about job applicants they refer. Employees like the opportunity to earn extra money while recommending friends and colleagues. These recruiters tend to focus on executive positions paying $150.Chapter 5: Personnel Planning and Recruiting 98.000 or more. The new employees typically come with a realistic picture of what working in the firm is like. the program can result in poor morale if someone’s friend is rejected. 100.$150. What are the two types of executive recruiters? Explain the difference between them.000 . 80 . (easy) Answer: Executive recruiters may be contingent or retained. Further. 99.

Sign up to vote on this title
UsefulNot useful