HRM 300T Wk 2 – Practice: Week 2 Practice Assignment

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HRM 300T Wk 2 - Practice: Week 2 Practice Assignment
HRM 300T Wk 2 – Practice: Week 2 Practice Assignment
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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