Strategic Staffing
Textbook Exam Questions
Course Introduction
Strategic Staffing examines the processes and principles involved in acquiring, deploying, and retaining a high-quality workforce that aligns with an organizations long-term goals. The course covers workforce planning, job analysis, recruitment, selection, and retention strategies, as well as the legal and ethical considerations in staffing. Emphasis is placed on the integration of staffing practices with overall business strategy to maximize organizational performance and competitiveness in the labor market. Students will analyze real-world case studies and employ data-driven decision-making to develop staffing solutions that address complex business challenges.
Recommended Textbook
Strategic Staffing Global 3rd Edition by Jean
M. Phillips
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Chapter 1: Strategic Staffing
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Q1) Strategic staffing consists of filling a job as quickly and cheaply as possible.
A)True
B)False
Answer: False
Q2) 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
Answer: A
Q3) Strategic staffing systems are not necessarily aligned with the firm's business strategy.
A)True
B)False
Answer: False
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Chapter 2: Business and Staffing Strategies
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Q1) Taking the time to explain the hiring process and making every effort to follow up with candidates and minimize delays is an example of ________.
A)viewing applicants as assets
B)a commitment to ethical behavior
C)a commitment to diversity
D)hiring for long-term careers
Answer: B
Q2) Organizations relying on excellent organization performance would have what type of talent philosophy?
A)viewing employees as assets
B)viewing employees as investors
C)keeping salaries as low as possible to control costs
D)hiring as many people as possible
Answer: C
Q3) Valuing the ideas and contributions of people with diverse ideas and perspectives is a possible component of a company's talent philosophy.
A)True
B)False
Answer: True
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Page 4
Chapter 3: The Legal Context
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Q1) Which of the following is true for affirmative action plans?
A)An affirmative action plan should not be remedial in nature.
B)An affirmative action plan should exclude all non-minorities.
C)An affirmative action plan should be temporary.
D)An affirmative action plan does not need to be formalized.
Answer: C
Q2) Affirmative action plans give preferential treatment to the qualified applicant on a permanent basis.
A)True
B)False
Answer: False
Q3) Contingent workers are part of a company's core workforce.
A)True
B)False
Answer: False
Q4) Someone who provides their services to a firm as an independent contractor is considered an employee of that firm.
A)True
B)False
Answer: False
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance.
A)True
B)False
Q2) 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
Q3) The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________.
A)employee value proposition
B)job's total rewards
C)job's total compensation package
D)work-life balance
Q4) Formal job descriptions are best for young organizations that need flexible employees.
A)True
B)False
6
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Chapter 5: Forecasting and Planning
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Q1) If the proportion of high-potential applicants increases,the total number of applicants needed to generate the right number of the right quality of new hires decreases.
A)True
B)False
Q2) Hiring yield refers to:
A)the proportion of hires coming through a particular recruiter.
B)the return on investment from one additional hire.
C)the percent of applicants ultimately hired.
D)the proportion of applicants moving from one stage of the hiring process to the next.
Q3) Business process outsourcing is the relocation of an entire business function,such as production,manufacturing,or customer service,to an independent service provider in the same or a different country.
A)True
B)False
Q4) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
Q5) Discuss the different ways in which a firm can deal with temporary employee surpluses.
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Chapter 6: Sourcing: Identifying Recruits
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Q1) Geographic targeting can help an organization reduce turnover.
A)True
B)False
Q2) Internet data mining involves searching the Internet to locate active job seekers with the characteristics and qualifications needed for a position.
A)True
B)False
Q3) Innovative mobile recruiting strategies are necessary to meet future staffing needs and to attract the younger workforce.
A)True
B)False
Q4) Which of the following are considered to be an underutilized labor source?
A)career fairs
B)written job advertisements
C)qualified persons with disabilities
D)employee referrals
Q5) Explain in brief,with reference to any nontraditional applicant pool,how an organization can attempt to effectively recruit such candidates.
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Chapter 7: Recruiting
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Q1) Persuasion is an important recruiter skill,and in order to persuade an individual to consider leaving a job she or he is happy with,the message must come from a trusted and credible individual.
A)True
B)False
Q2) According to marketing research,responses to influence sources similar to the recruit are likely to be unfavorable.
A)True
B)False
Q3) What is the disadvantage of getting line managers to recruit for a firm?
A)They are not impartial in their recruitment choices.
B)They have to take time out from their actual jobs.
C)They are not competent enough to select recruits.
D)They cause applicants to have a negative image of the firm.
Q4) What are recruiter profiles and how are they used in staffing?
Q5) Spillover effects are a direct and intentional consequence of a firm's recruitment practices.
A)True
B)False
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Chapter 8: Measurement
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Q1) If all the candidates who score high on a skills test go on to have high job performance,the skills test has high criterion-related validity.
A)True
B)False
Q2) Why is standardization crucial for effective measurement? What are the properties of a standardized measure?
Q3) When are the mean,median,and mode likely to be at the same point in a distribution of scores?
A)when the sampling error is high
B)when the distribution is positively skewed
C)when the distribution is negatively skewed
D)when the distribution is a normal curve
Q4) What is the difference between predictive and criterion data and how is each used?
Q5) Scores on norm-referenced measures have meaning only when compared to the scores of other measures.
A)True
B)False
Q6) Describe how you would create and validate an assessment system.
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Chapter 9: Assessing External Candidates
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Q1) Online applications give the candidate real time status information and A)a deadline for completing the application
B)flexibility to complete at their own convenience
C)ability to submit a hard copy of the application
D)increase the burden placed on recruiters
Q2) Job seekers often rate ________ as the most job-related selection procedure.
A)interviews
B)aptitude tests
C)job simulation
D)personality inventories
Q3) What is a "contingent" assessment method? Give an example and describe when contingent assessment methods should be used.
Q4) Asking applicants what sports they like to play is an example of which external assessment method?
A)reference checks
B)biodata
C)job simulation
D)personality inventories
Q5) How does a biodata differ from a résumé and cover letter?
Q6) Compare and contrast structured and unstructured interviews.
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Chapter 10: Assessing Internal Candidates
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Q1) A firm's internal assessment goals tend to be the same as its external assessment goals.
A)True
B)False
Q2) Which of the following improves the ease of use of skills inventories?
A)O*Net
B)career management
C)databases
D)nine box matrix
Q3) ________ is(are)used to reenergize employees and give them the opportunity to develop skills and pursue other interests via workshops,formal classes,or travel.
A)Job rotation
B)Skills assessment
C)Peer reviews
D)Sabbaticals
Q4) When employees are turned down for the promotions or lateral moves for which they were considered,it rarely affects productivity.
A)True
B)False
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Chapter 11: Choosing and Hiring Candidates
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Q1) The bargained-for exchange between the contract parties is known as ________.
A)compensation
B)co-optation
C)confirmation
D)consideration
Q2) Mr.Draper is the hiring manager of a large corporation.He has been asked to recruit two new sales executives for the firm specifically targeted for luring away from a rival firm.Which of the following packages should he offer in order to have a maximum chance of fulfilling this task?
A)low job offer
B)competitive job offer
C)minimum job offer
D)maximum job offer
Q3) Imagine you are the HR manager in a firm who is in the final step of recruiting for a high level post.The final job offer has been extended to the most desired candidate and you are awaiting a response.What would you do in this situation to ensure a good hire?
Q4) What is reneging and what should an organization do when it has to renege on a job offer?
Q5) List and describe four factors that influence the content of a job offer.
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Chapter 12: Managing Workforce Flow
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Q1) Which of the following are generally well received by employees?
A)reneging
B)buyout incentives
C)downsizing
D)layoffs
Q2) Stock options that vest in the future create a mobility barrier for the employee receiving them.
A)True
B)False
Q3) Interacting with recruiters and future coworkers during the hiring process is the ________ phase of the socialization process.
A)anticipatory
B)encounter
C)settling in
D)onboarding
Q4) Exit interviews are done to inform employees why they are being let go.
A)True
B)False
Q5) How is orientation different from socialization?
Q6) List and describe the six types of turnover.
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Q1) ________ is a direct cost of staffing.
A)Lost market share
B)Lower productivity
C)Lost business opportunities
D)Lower competition
Q2) Describe a balanced staffing scorecard and how it is used.
Q3) E-recruiting should be used when ________.
A)a small number of candidates are needed
B)the job description specifies only average educational qualifications
C)all other methods of recruitment have proven to be ineffective
D)the candidates being targeted come from specific labor markets
Q4) The balanced scorecard includes strategic,operational,financial,and customer-related goals.
A)True
B)False
Q5) What role does a company's Web site play in terms of staffing? How should companies design their Web sites to make them more appealing and user friendly to prospective employees?
Q6) What is staffing evaluation and why is it important?
Page 15
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