- Description
HRM 300T Wk 2 – Practice: Week 2 Practice Assignment
Complete the Wk 2 Practice Assignment in myEducator.
Criteria for evaluating HR planning need to balance forecasted versus actual data. Which of the following is a criterion that could be used to evaluate HR planning?
Actual staffing levels vs. established staffing requirements
Productivity levels vs. hiring rates
Budgeted rates vs. desired rates
Programs implemented vs. program costs
What is the third stage in HR planning?
Establishing HR objectives and policies
Gathering and forecasting supply and demand
HR programming
Human resource planning, control, and evaluation
There are six purposes of human resource planning. Which of the following is not one of those purposes?
Provide a tool for evaluating different HR policies.
Provide a better basis for planning that makes optimal use of workers’ strengths.
Improve the overall business planning process.
Provide more opportunities for women and majority groups in future growth.
Which of the following types of HR policies would detract from an organization’s overall goals if the organization wants to adopt an entrepreneurial strategy?
Policies that focus on highly repetitive behavior
Policies that focus on incomplete integration
Policies that focus on risk taking
Policies that focus on high employee participation
Organizational leaders are now acknowledging many things about HR. Which of the following have corporate executives concluded about HR?
The quantity of the workforce is responsible for organizational performance.
Unqualified human resources are as serious a production bottleneck as scarcity of capital.
HR investments are important to company planning, but not as important as equipment or materials.
HR planning is great for improving the workforce, but it does not help with overall expenses.
Values related to work are changing, which means that HR planning activities also need to change. Which of the following is something that the majority of today’s workers are not valuing more?
Work that gives them freedom
Work that does not change
Work that supports them in making decisions that help the organization
Work that provides a challenge
Ensuring the right people are in the right jobs at the right time to meet the needs of an organization is usually the responsibility of an ____________.
HR planner
HR compensation and benefits specialist
HR generalist
HR employee-employer relations specialist
Which of the following is a disadvantage of an internal job posting?
Lengthened process of filling vacancies
Greater openness in the organization
Staff awareness regarding salary grades, job description, and general promotion and transfer procedures
Opportunity for advancement of all employees
Which of the following is an external recruitment method?
Employee referral programs
Transfers
Job postings in the organization
Company websites
Which of the following is not one of the purposes of recruitment?
Reduce the probability of job applicants leaving shortly after being hired
Determine the present and future needs of the organization
Increase the pool of qualified applicants without regard to the costs
Increase the success rate of the selection process
The two major components of job-matching systems are _________.
Job interviews and background checks
Job descriptions and job specifications
Job profiles and candidate profiles
Job analysis and job posting
Which of the following is the main purpose of HR planning when it comes to recruiting programs?
To determine the organization’s goals and future products and services
To make the recruitment process cost-effective
To determine what types of jobs the organization needs to fill
To specify what needs to be done at all levels of the organization
Which of the following is a disadvantage of using the employee referral program as an internal resource for hiring?
Employees are likely to refer employees they think would be a good fit.
The current employee will give a realistic job preview, which could also entail the negative parts of the job.
It lowers the cost of recruiting even though the applicants come from outside the organization.
Cliques and nepotism may develop.
Demonstrating that a relationship exists between a selection procedure and a psychological trait or measure is the definition of which measure of validity?
Content validity
Face validity
Empirical validity
Construct validity
Effective orientation and socialization of employees enhances the effectiveness of an organization’s selection decisions by doing what?
Increasing turnover
Creating a negative work environment
Letting the new employee find out for themselves the values and norms of the organization
Providing the individual with the information they need to fit into the organization
What is reliability?
How much a predictor relates to a criterion
The consistency or stability of a selection instrument
A judgment of the relevance of a predictor as an indicator of performance
How accurately a measure assesses an attribute
Which of the following are parameters that must be considered when applying the selection process? (Select all that apply.)
Job applicant
Environmental context
Organizational context
Job context
Which of the following defines actual criteria?
A measure of a set of variables that verify a successful person
A set of ideal, unmeasurable factors that constitute a successful person
A type of evidence that is gathered to verify a successful person
A set of measurable factors that constitute a successful person
What does an effective selection process not do for an organization?
Help hire and place applicants in the best interest of the organization and individual
Contribute to the organization’s bottom-line goals
Maximize the potential for litigation with people who claim to be rejected on a discriminatory basis
Ensure that the organization’s financial investment in employees pays off
Which of the following is not a role that line managers play in the selection and orientation process?
Evaluating employee performance
Gathering information about a potential employee
Helping identify staffing needs
Assisting with the job analysis