TEST BANK Strategic Staffing 5th Edition by Jean Test Bank For Phillips Strategic Staffing 5e Jean M. Phillips Chapter 1-13
Chapter 1 1. An organization's competitive advantage is ________. a. not something that can be influenced by staffing b. the number of employees it hires in a year c. the annual employee turnover rate d. what it can do differently from its competitors ANS: d
REF: p. 2
TOP: Introduction
2. Staffing can be considered a cornerstone of human resource management because it ________. a. takes the largest part of the human resource budget b. determines the workforce available to the company c. takes the most time of any human resource management function d. is the only function performed by human resources ANS: b
REF: p. 3
TOP: Introduction
3. Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is ________. a. workforce planning b. sourcing c. recruiting d. succession planning ANS: a
REF: p. 9
TOP: The Components of Strategic Staffing
4. Which of the following is the first of the seven components of strategic staffing? a. sourcing b. selecting c. workforce planning d. deploying ANS: c
REF: p. 9
TOP: The Components of Strategic Staffing
5. If a staffing specialist evaluates the external labor market to determine how challenging it will be to hire the talent her employer needs over the next few years, which of the following is being done? a. planning b. acquiring
c. sourcing d. performance management ANS: a
REF: p. 10
TOP: The Components of Strategic Staffing
6. When a firm determines that it will need to hire 50 customer service representatives within the next three months, it has engaged in ________. a. attracting b. placement c. workforce planning d. competency modeling ANS: c
REF: p. 10
TOP: The Components of Strategic Staffing
7. All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is ________. a. negotiating b. recruiting c. performance management d. human resource management ANS: b
REF: p. 11
TOP: The Components of Strategic Staffing
8. Locating qualified individuals and labor markets from which to recruit is ________. a. recruiting b. staffing c. deployment d. sourcing ANS: d
REF: p. 10
TOP: The Components of Strategic Staffing
9. The primary goal of ________ is to get the right people interested in working for an organization or in a specific job, then persuade them to apply and ultimately accept a job offer if one is extended. a. sourcing b. recruiting c. employer branding d. selecting ANS: b
REF: p. 11
TOP: The Components of Strategic Staffing
10. When a company creates an advertising campaign about what a great employer it is, it has engaged in ________. a. sourcing b. competency modeling c. employer branding
d. redeployment ANS: c
REF: p. 11
TOP: The Components of Strategic Staffing
11. Interviewing job candidates to assess their fit with the job and organization is part of ________. a. attracting b. selecting c. deploying d. employee profiling ANS: b
REF: p. 11
TOP: The Components of Strategic Staffing
12. When a supervisor assigns a new employee to a new project team, the manager has engaged in ________. a. deployment b. placement c. workforce planning d. competency modeling ANS: a
REF: p. 12
TOP: The Components of Strategic Staffing
13. When a supervisor introduces a new hire to her new colleagues and other important people in the organization, he is engaging in ________. a. deployment b. recruiting c. socialization d. career planning ANS: c
REF: p. 13
TOP: The Components of Strategic Staffing
14. Deployment involves ________. a. assigning talent to appropriate jobs and roles in the organization b. negotiating an employment contract c. getting new hires up to speed and productive on their job d. getting a job requisition approved ANS: a REF: p. 12 TOP: The Components of Strategic Staffing 15. If a company's employees have talents that would be useful to the organization and the company is not taking advantage of these talents, it is not being efficient in the activity of ________ talent. a. acquiring b. deploying c. sourcing d. recruiting
ANS: b
REF: p. 12
TOP: The Components of Strategic Staffing
16. Putting together an attractive job offer and negotiating with the candidate the company wants to hire is part of ________. a. onboarding b. attracting c. recruiting d. acquiring ANS: d
REF: p. 12
TOP: The Components of Strategic Staffing
17. Strategic staffing is a(n) _________ process. a. simple b. unethical c. matchmaking d. illegal ANS: c
REF: p. 13
TOP: The Components of Strategic Staffing
18. __________ relate to the hiring process itself. a. Process goals b. Outcome goals c. Hiring goals d. Evaluation goals ANS: a
REF: p. 14
TOP: The Goals of Strategic Staffing
19. Focusing on maximizing how quickly a position can be filled improves the _______ of the staffing process. a. efficiency b. effectiveness c. cost d. quality ANS: a
REF: p. 14
TOP: The Goals of Strategic Staffing
20. Focusing on the staffing goal of hiring quickly reflects a focus on _____. a. protecting a competitive advantage b. strategic performance c. efficiency d. a long-term outcome goal ANS: c
REF: p. 14
TOP: The Goals of Strategic Staffing
21. Which of the following is a hiring process goal? a. meeting stakeholder needs
b. enhancing organizational flexibility c. improving business strategy execution d. attracting diverse applicants ANS: d
REF: p. 15
TOP: The Goals of Strategic Staffing
22. Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees? a. when technology is developing very rapidly b. when the existing employees are overqualified c. when the training period provided is short d. when competition in the market has increased ANS: a
REF: p. 16
TOP: The Goals of Strategic Staffing
23. RST is a small software firm that operates using the latest technology. As a result, the required employee skill sets change rapidly. The skill sets of employees who have been with the company for several years are found to be inferior to those of new hires, and the company has realized that fresh graduates are often better qualified to handle the projects. The firm's resources are limited, and it needs to spend as little as possible on the staffing function, reserving most of its capital for project-specific investments. Which of the following staffing goals would be most suited to the company's needs? a. Recruiting semi-skilled workers from nontraditional sources and training them. b. Reducing the employee turnover rate. c. Hiring employees every two years on a contract basis. d. Hiring employees whose skills can be developed over the long term. ANS: c
REF: p. 16
TOP: The Goals of Strategic Staffing
24. A call center has adopted an expansionist strategy. It has taken on a number of big contracts from clients and is on a tight schedule to supply customer support services by the deadlines promised. Which of the following statements, if true, will result in the staffing goals being best aligned to the organizational strategy? a. The time taken to fill a position should be tracked for each recruiting source, and the fastest possible source of at least minimally qualified talent should be utilized. b. Only the best talent be selected, even if it takes a lot of time to hire. c. As many applicants should be hired as possible in order to get the needed number of employees quickly. d. The compensation offered should be higher than the average market rate to attract the maximum number of applicants. ANS: a
REF: p. 15
TOP: The Goals of Strategic Staffing
25. Which of the following is NOT a stakeholder in the staffing process? a. supervisors b. employees
c. shareholders d. none of the above; all are stakeholders ANS: d
REF: p. 16
TOP: The Goals of Strategic Staffing
26. If an employer is unable to hire candidates with the desired qualifications, _______ may be its only option. a. compensating them highly b. training c. succession planning d. performance management ANS: b
REF: p. 18
TOP: Integrating the Functional Areas of Human
27. Which of the following does an employer have to do if it wants to hire successfully from the traditional labor pool? a. automate the job b. increase training c. reduce required qualifications d. provide competitive pay ANS: d
REF: p. 18
TOP: Integrating the Functional Areas of Human Resource Management
28. Leo Ink is a company that produces stationery items. In order to improve its profits, the company plans to hire new talent for a brand-new marketing team. The labor market has a shortage of qualified marketing professionals. In this situation, which of the following strategies could Leo Ink follow to make profits? a. Increase the salary offered to hire the needed marketing talent b. Increase its scale of production instead of hiring people c. Branch into the production of other items d. Continue in the present state ANS: a
REF: p. 19
TOP: Integrating the Functional Areas of Human Resource Management
29. Greg’s Bakery chain is planning to diversify into producing and selling candy. It has opened a new factory to support this plan, and the factory is ready to be staffed. The top management at Greg's has decided that it is willing to offer the best salaries in the industry to its latest employee additions. In this situation, which of the following staffing goals should Greg's follow? a. hiring a large number of employees b. hiring the best-qualified employees c. hiring high-salaried employees d. providing an extensive training period
16. A summary of the characteristics of someone able to perform the job well is a ________. a. job requisition b. job analysis c. job description d. person specification ANS: d
REF: p. 135
TOP: Job Descriptions and Person Specifications
17. If speaking German is something that it is nice for employees to be able to do but is not necessary for good job performance, then speaking German is a(n) ________. a. essential criteria b. desirable criteria c. job description d. competency ANS: b
REF: p. 136
TOP: Job Descriptions and Person Specifications
18. The ________ job analysis technique identifies behaviors that lead to extremely effective or extremely ineffective job performance. a. task inventory b. job elements c. critical incidents d. structured interview ANS: c
REF: p. 138
TOP: Common Job Analysis Methods
19. The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________. a. task inventory method b. job elements method c. critical incidents method d. structured interview method ANS: b
REF: p. 139
TOP: Common Job Analysis Methods
20. Alex and Jane are the best economists that FlexMoney Inc., a consulting firm, has. However, FlexMoney is in urgent need to hire more economists, and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field. This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire. Which job analysis method is being used by FlexMoney? a. task inventory method b. job elements method c. critical incidents method d. Position Analysis Questionnaire method
ANS: b
REF: p. 139
TOP: Common Job Analysis Methods
21. A _____ generates a list of 50 to 200 tasks grouped in categories reflecting major functions of the job as the functions relate to selection purposes. a. personality assessment b. task inventory c. skills inventory d. job analysis ANS: b
REF: p. 141
TOP: Common Job Analysis Methods
22. Which of the following are advantages of using structured questionnaires for job analysis? a. speed and low reading level b. standardization and low reading level c. standardization and the ability to capture unique aspects of the job d. speed and low cost ANS: d
REF: p. 141
TOP: Common Job Analysis Methods
23. Which of the following is a disadvantage of using the task inventory job analysis method? a. inability to distinguish superior from average workers b. lack of objectivity c. lack the ability to fit unique needs of the organization d. relatively small amount of data is collected ANS: a
REF: p. 141
TOP: Common Job Analysis Methods
24. When the main job duties have already been determined, a(n) ________ job analysis would be required. a. inductive b. deductive c. reactive d. idiosyncratic ANS: b
REF: p. 138
TOP: Planning a Job Analysis
25. When a job is brand new, and the main job duties have been determined, a(n) ________ job analysis would be required. a. inductive b. deductive c. reactive d. idiosyncratic ANS: a
REF: p. 138
TOP: Planning a Job Analysis
26. Which of the following arguments about job analysis is most effective in order to gain the
support of top managers? a. Multiple approaches to job analysis can be combined to address the limitations of any single approach. b. The process will help identify employee characteristics that will enable the firm's business strategy and increase the company's return on its staffing investment. c. It is not uncommon for the job experts doing the analysis to try to color the job analyst's interpretation of the job to suit their personal goals and needs. d. By adequately planning and preparing for the job analysis, the results are likely to be more accurate and useful, and the job analysis should take less time and effort. ANS: b
REF: p. 137
TOP: Conducting a Job Analysis
27. Which of the following is not typically used as background information about a job when conducting a job analysis? a. Training information for the job b. Performance reviews for the job c. Competitors’ job descriptions for similar jobs d. Entry examinations for the job ANS: c
REF: p. 143
TOP: Conducting a Job Analysis
28. Tamika Johnson is a senior HR executive at CarMakers Corp. She has been informed that the company needs to hire five lineworkers for their Kingston plant. Phoebe decides to go down to the plant to get a better idea of the work. She speaks to the line workers there and gets firsthand information about the important aspects of the job involved. Phoebe is using the ________ method to collect information. a. job family description b. entry examination c. job profiling d. desk audit ANS: d
REF: p. 143
TOP: Conducting a Job Analysis
29. The first step in conducting a job analysis is to ________. a. get the support of top management b. communicate the purpose of the job analysis to the job experts c. collect critical incidents d. write the job description and person specification ANS: a
REF: p. 142
TOP: Conducting a Job Analysis
30. A job task is a(n)________. a. observable unit of work with a beginning and an end b. set of related tasks that are repeated on the job c. set of KSAOs d. employee characteristic related to job performance
ANS: a
REF: p. 145
TOP: Conducting a Job Analysis
31. In staffing, O*NET is used for ________. a. background job analysis information b. legal research c. job rewards analyses d. identifying a firm's best business strategy ANS: a
REF: p. 144
TOP: Conducting a Job Analysis
32. Which of the following is contained in a task statement? a. the type of people required for the job b. how to recruit for the given job specifications c. the physical working conditions of the job d. identifying the changes anticipated for the position ANS: c
REF: p. 145
TOP: Conducting a Job Analysis
33. Typing at least 90 words per minute with 3 or fewer errors is a ______. a. knowledge b. competency c. other characteristic d. skill ANS: d
REF: p. 147
TOP: Conducting a Job Analysis
34. A behavior that interferes with leader performance is a ________. a. job element b. detractor c. derailer d. competency ANS: c
REF: p. 149
TOP: Conducting a Job Analysis
35. A summary of the information collected during a job analysis is a ______. a. job requirements matrix b. job description c. person specification d. job rewards analysis ANS: a
REF: p. 153
TOP: Conducting a Job Analysis
36. ________ are more broadly defined components of a successful worker's behavior capabilities needed to do the job well. a. Talents
b. Competencies c. Skills d. Abilities ANS: b
REF: p. 155
TOP: Other Methods: Competency Modeling and Job Rewards Analysis
37. Enjoying continuous learning opportunities and the satisfaction of meeting personal goals are examples of a job’s ________. a. intrinsic rewards b. a job's total rewards c. a job's total compensation package d. extrinsic rewards ANS: a
REF: p. 157
TOP: Other Methods: Competency Modeling and Job Rewards Analysis
38. Dana works as a financial consultant at a start-up company called MoneyCare. While some of her friends earn more than she does working for similar positions in other companies, Dana finds her work far more interesting and challenging than what her friends do. As MoneyCare is a small organization, Dana has a lot of responsibilities and believes that she is actually learning far more on the job than she thought she would. Which of the following statements is true about Dana? a. She thinks total rewards from her job are low. b. She finds the intrinsic rewards from this job very satisfying. c. She thinks the extrinsic rewards from this job are very high. d. The extrinsic rewards account for the bulk of the total rewards she gets from this job. ANS: b
REF: p. 157
TOP: Other Methods: Competency Modeling and Job
1. Which of the following is the first step in the typical workforce planning process? a. identifying the firm's business strategy b. articulating the firm's strategic staffing decisions c. developing and implementing action plans d. conducting a workforce analysis ANS: a
REF: p. 173
TOP: The Workforce Planning Process
2. Anna is the manager of human resources at Alcatec Inc. She is comparing the number of employees required over the next six months versus the capabilities of her existing workforce adjusted for attrition. She is trying to identify any gaps between the two. Which step of the workforce planning process is discussed here? a. monitor and revise the forecasts and action plans b. articulate the firm's strategic staffing decisions c. develop and implement action plans d. conduct a workforce analysis
ANS: d
REF: p. 173
TOP: The Workforce Planning Process
3. Typically, when interest rates rise, a. businesses are willing to borrow more money. b. consumers are willing to borrow more. c. businesses are less likely to expand. d. businesses make bigger capital investments. ANS: c
REF: p. 175
TOP: The Workforce Planning Process
4. A Japanese company that makes electronic watches exports 90 percent of its products to the United States. Which of the following will happen if the dollar strengthens against the Japanese Yen? a. The company's watches will become less expensive in the US. b. The purchasing power of US consumers will decline. c. The company will have to reduce its number of employees. d. The company will export lesser number of watches to the US. ANS: a
REF: p. 175
TOP: Forecasting a Firm’s Labor Demand
5. ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession. ROM manufactures data cards, memory chips, and LCD monitors. The company is analyzing market trends in order to reassess its hiring strategy for the coming year. Which of the following, if true, would best support the argument for restarting hiring? a. The previous recessionary had only lasted a year. b. Though there was a decline in profits compared to the previous year, the company recently reported the best numbers in its industry. c. Computer manufacturers have aggressively started hiring more staff. d. One of ROM's fiercest rivals has started laying off its employees. ANS: c
REF: p. 176
TOP: Forecasting a Firm’s Labor Demand
6. If a company employs two office assistants for every nine architects (a staffing ratio of 2:9) and it plans to expand and hire eighteen new architects, how many new office assistants will it need to hire? a. 2 b. 4 c. 6 d. 8 ANS: b
REF: p. 178
TOP: Forecasting a Firm’s Labor Demand
7. Which of the following events suggests that a home improvement store such as Home Depot or Lowe's will need fewer workers in the next 1-3 years? a. increased housing purchases