MANA 3320 HR MANA Exam 2_Ch 5-8
Questions with Complete Solutions
Goals should come directly from - ANSWER-analysis of supply and demand
For each goal, organization must - ANSWER-choose one or more HR strategies
Organizations should retain and attract - ANSWER-employees who provide a core
competency
Core Competency - ANSWER-A set of knowledges and skills that make the
organization superior to competitors and create value for customers.
Downsizing - ANSWER-the planned elimination of large numbers of personnel with
the goal of enhancing the organization's competitiveness
Four objectives of downsizing - ANSWER-1. Reduce costs
2. Replace Labor with Technology
3. Mergers and Acquisitions
4. Move to More Economical Location
A public accounting firm of 250 employees realizes they have a surplus of 15 support
personnel (not auditors). What should they do? - ANSWER-Downsize people in
those positions
There is a potential for employers in some areas to experience a labor shortage
because - ANSWER-As the average age of many workers in skilled trades grows,
the coming demand for workers in many trades is expected to outstrip supply in the
United States
Options for avoiding a shortage - ANSWER-1. Reduce Hours
2. Early retirement
3. Contract Workers
4. Temporary workers
5. Outsourcing
6. Overtime and Expanded hours
Reasons baby boomers have no intention of leaving the workforce soon even though
they are reaching traditional retirement age - ANSWER-1. improved health of older
people
2. jobs becoming less physically demanding
3. insufficient savings
4. high levels of debt
5. lack of pensions
,6. enjoyment of work (especially in the higher-paying occupations)
7. laws against age discrimination
phased-retirement program - ANSWER-the organization can continue to benefit from
the experience of older workers while reducing the number of hours these
employees work, as well as the cost of those employees
Outsourcing - ANSWER-Contracting with another organization (vendor, third-party
provider, or consultant) to provide services
A major downside of overtime is - ANSWER-that the employer must pay
nonmanagement employees one-and-a-half times their normal wages for work done
overtime
Workforce utilization review - ANSWER-A comparison of the proportion of
employees in protected groups with the proportion that each group represents in the
relevant labor market.
If analysis forecast underutilization of certain groups - ANSWER-then goals and a
plan will be established
Recruiting - ANSWER-Any activity carried on by the organization with the primary
purpose of identifying and attracting potential employees
Role of HR recruitment - ANSWER-to build a supply of potential new hires that the
organization can draw on if need arises
personnel policies - ANSWER-its decisions about how it will carry out human
resource management, including how it will fill job vacancies
Organizations with policies to "promote from within" - ANSWER-try to fill upper-level
vacancies by recruiting candidates internally
Decisions about internal versus external recruiting affect - ANSWER-the nature of
jobs, recruitment sources, and the nature of applicants
Lead-the-market pay - ANSWER-pay more than the current market wages for a job
Employment at will - ANSWER-Employment principle that if there is no specific
employment contract saying otherwise, the employer or employee may end an
employment relationship at any time, regardless of cause
Due-process policies - ANSWER-Policies that formally lay out the steps an
employee may take to appeal the employer's decision to terminate that employee
Image advertising - ANSWER-Advertising designed to create a generally favorable
impression of the organization
Filling vacancies through internal recruiting is - ANSWER-generally cheaper and
faster than looking outside the organization
, Job Posting - ANSWER-The process of communicating information about a job
vacancy on
1. company bulletin boards
2. in employee publications
3. on corporate intranets
4. anywhere else the organization communicates with employees
Direct applicants - ANSWER-People who apply for a vacancy without prompting from
the organization.
Referrals - ANSWER-People who apply for a vacancy because some- one in the
organization prompted them to do so
Nepotism - ANSWER-The practice of hiring relatives
External sources - ANSWER-1. Direct applicants and referrals
2. Electronic recruiting
3. Advertisements in newspapers and magazines
4. Public employment agencies
5. Private employment agencies
6. Colleges and Universities
Job aggregators - ANSWER-online services that gather job information from job
boards, company websites, newspaper ads, and more, making it all available
through one website or mobile app
when the goal is to find people in a specialized field, advertising in a trade,
professional, or industry - ANSWER-publication can reach the right subset of job
candidates
Public employment agencies - ANSWER-primarily serve the blue-collar labor market;
Employers can register their job vacancies with their local state employment office,
and the agency will try to find someone suitable, using its computerized inventory of
local unemployed individuals
executive search firm (ESF) - ANSWER-a type of private agency an employer may
use the services of for managers or professionals
often called "headhunters" - ANSWER-executive search firm (ESF) —because,
unlike other employment agencies, they find new jobs for people almost exclusively
already employed
Private employment agencies - ANSWER-1. private agencies charge the employers
for providing referrals
2. primarily serve the white-collar labor market
3. workers interested in finding a job can sign up whether or not they are currently
unemployed
Questions with Complete Solutions
Goals should come directly from - ANSWER-analysis of supply and demand
For each goal, organization must - ANSWER-choose one or more HR strategies
Organizations should retain and attract - ANSWER-employees who provide a core
competency
Core Competency - ANSWER-A set of knowledges and skills that make the
organization superior to competitors and create value for customers.
Downsizing - ANSWER-the planned elimination of large numbers of personnel with
the goal of enhancing the organization's competitiveness
Four objectives of downsizing - ANSWER-1. Reduce costs
2. Replace Labor with Technology
3. Mergers and Acquisitions
4. Move to More Economical Location
A public accounting firm of 250 employees realizes they have a surplus of 15 support
personnel (not auditors). What should they do? - ANSWER-Downsize people in
those positions
There is a potential for employers in some areas to experience a labor shortage
because - ANSWER-As the average age of many workers in skilled trades grows,
the coming demand for workers in many trades is expected to outstrip supply in the
United States
Options for avoiding a shortage - ANSWER-1. Reduce Hours
2. Early retirement
3. Contract Workers
4. Temporary workers
5. Outsourcing
6. Overtime and Expanded hours
Reasons baby boomers have no intention of leaving the workforce soon even though
they are reaching traditional retirement age - ANSWER-1. improved health of older
people
2. jobs becoming less physically demanding
3. insufficient savings
4. high levels of debt
5. lack of pensions
,6. enjoyment of work (especially in the higher-paying occupations)
7. laws against age discrimination
phased-retirement program - ANSWER-the organization can continue to benefit from
the experience of older workers while reducing the number of hours these
employees work, as well as the cost of those employees
Outsourcing - ANSWER-Contracting with another organization (vendor, third-party
provider, or consultant) to provide services
A major downside of overtime is - ANSWER-that the employer must pay
nonmanagement employees one-and-a-half times their normal wages for work done
overtime
Workforce utilization review - ANSWER-A comparison of the proportion of
employees in protected groups with the proportion that each group represents in the
relevant labor market.
If analysis forecast underutilization of certain groups - ANSWER-then goals and a
plan will be established
Recruiting - ANSWER-Any activity carried on by the organization with the primary
purpose of identifying and attracting potential employees
Role of HR recruitment - ANSWER-to build a supply of potential new hires that the
organization can draw on if need arises
personnel policies - ANSWER-its decisions about how it will carry out human
resource management, including how it will fill job vacancies
Organizations with policies to "promote from within" - ANSWER-try to fill upper-level
vacancies by recruiting candidates internally
Decisions about internal versus external recruiting affect - ANSWER-the nature of
jobs, recruitment sources, and the nature of applicants
Lead-the-market pay - ANSWER-pay more than the current market wages for a job
Employment at will - ANSWER-Employment principle that if there is no specific
employment contract saying otherwise, the employer or employee may end an
employment relationship at any time, regardless of cause
Due-process policies - ANSWER-Policies that formally lay out the steps an
employee may take to appeal the employer's decision to terminate that employee
Image advertising - ANSWER-Advertising designed to create a generally favorable
impression of the organization
Filling vacancies through internal recruiting is - ANSWER-generally cheaper and
faster than looking outside the organization
, Job Posting - ANSWER-The process of communicating information about a job
vacancy on
1. company bulletin boards
2. in employee publications
3. on corporate intranets
4. anywhere else the organization communicates with employees
Direct applicants - ANSWER-People who apply for a vacancy without prompting from
the organization.
Referrals - ANSWER-People who apply for a vacancy because some- one in the
organization prompted them to do so
Nepotism - ANSWER-The practice of hiring relatives
External sources - ANSWER-1. Direct applicants and referrals
2. Electronic recruiting
3. Advertisements in newspapers and magazines
4. Public employment agencies
5. Private employment agencies
6. Colleges and Universities
Job aggregators - ANSWER-online services that gather job information from job
boards, company websites, newspaper ads, and more, making it all available
through one website or mobile app
when the goal is to find people in a specialized field, advertising in a trade,
professional, or industry - ANSWER-publication can reach the right subset of job
candidates
Public employment agencies - ANSWER-primarily serve the blue-collar labor market;
Employers can register their job vacancies with their local state employment office,
and the agency will try to find someone suitable, using its computerized inventory of
local unemployed individuals
executive search firm (ESF) - ANSWER-a type of private agency an employer may
use the services of for managers or professionals
often called "headhunters" - ANSWER-executive search firm (ESF) —because,
unlike other employment agencies, they find new jobs for people almost exclusively
already employed
Private employment agencies - ANSWER-1. private agencies charge the employers
for providing referrals
2. primarily serve the white-collar labor market
3. workers interested in finding a job can sign up whether or not they are currently
unemployed
