Human Resource Management, 12e (Dessler)
Chapter 5 Personnel Planning and Recruiting
1) What is the first step in the recruitment and selection process?
A) performing initial screening interviews
B) building a pool of candidates
C) performing candidate background checks
D) interviewing possible candidates
E) deciding what positions to fill
Answer: E
Explanation: The first step of the recruitment and selection process is deciding what positions to fill through personnel planning and forecasting. Building a candidate pool, having candidates complete applications, and performing background checks are the next steps in the process. The final step is interviewing candidates and making job offers.
Diff: 2Page Ref: 152
Chapter: 5
Objective: 1
Skill: Concept
2) Which of the following terms refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job?
A) selection tools
B) job analysis methods
C) job specifications
D) personnel techniques
E) forecasting tools
Answer: A
Explanation: Selection tools, such as tests, background investigations, and physical exams, are used by firms to identify viable candidates for a job. After candidates complete applications and undergo initial screening interviews, a firm uses these selection tools before interviewing the candidate more thoroughly or making a job offer.
Diff: 1Page Ref: 152
Chapter: 5
Objective: 1
Skill: Concept
3) ______is the process of deciding what positions the firm will have to fill and how to fill them.
A) Recruitment
B) Selection
C) Job analysis
D) Interviewing
E) Personnel planning
Answer: E
Explanation: Personnel or employment planning is the process of deciding what positions the firm will have to fill and how to fill them. The process considers all future positions from maintenance workers to executives, and flows from the firm's strategic plans.
Diff: 1Page Ref: 152
Chapter: 5
Objective: 2
Skill: Concept
4) Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months., which means Marcus is currently working on ______.
A) employee contracting
B) screening job candidates
C) personnel planning
D) interviewing job candidates
E) writing job descriptions
Answer: C
Explanation: Personnel or employment planning is the process of deciding what positions the firm will have to fill and how to fill them. The process considers all future positions from maintenance workers to executives, and flows from the firm's strategic plans.
Diff: 2Page Ref: 152
Chapter: 5
Objective: 2
Skill: Application
5) The process of deciding how to fill executive positions at a firm is known as ______.
A) internal recruiting
B) succession planning
C) long-term forecasting
D) advanced interviewing
E) candidate testing
Answer: B
Explanation: Succession planning refers to the process of deciding how to fill executive positions at a firm. The process is also known as employment or personnel planning, although most firms use the term succession planning when determining how to fill top management positions.
Diff: 1Page Ref: 152
Chapter: 5
Objective: 2
Skill: Concept
6) A firm's ______should guide employment planning and determine the types of skills and competencies the firm needs.
A) job analysis
B) organization chart
C) marketing plan
D) strategic plan
E) recruitment process
Answer: D
Explanation: Employment planning should flow from the firm's strategic plans. For example, plans to enter new businesses or reduce costs all influence the types of positions a firm will need to fill or eliminate.
Diff: 2Page Ref: 152
Chapter: 5
Objective: 2
Skill: Concept
7) Employment planning requires making forecasts of three elements: the supply of inside candidates, the likely supply of outside candidates, and ______.
A) personnel needs
B) job specifications
C) supervisor salaries
D) global trends
E) labor relations
Answer: A
Explanation: The process of personnel planning requires forecasts or estimates of three things: personnel needs, the supply of inside candidates, and the likely supply of outside candidates. Forecasting personnel needs can be done through a trend analysis of the firm's employment levels over the last few years.
Diff: 1Page Ref: 152
Chapter: 5
Objective: 2
Skill: Concept
8) Which of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs?
A) ratio analysis
B) trend analysis
C) graphical analysis
D) computer analysis
E) organization analysis
Answer: B
Explanation: A trend analysis is the study of a firm's past employment needs over a period of years to predict future needs. The purpose of a trend analysis is to identify trends that might continue into the future. A trend analysis can provide firms with an initial estimate of future staffing needs.
Diff: 1Page Ref: 153
Chapter: 5
Objective: 2
Skill: Concept
9) A trend analysis is limited in its usefulness because it ______.
A) overlooks the passage of time in regards to staffing
B) considers too many possible influences on employment
C) addresses only the financial impact of employment changes
D) assumes constant increases in worker productivity
E) overlooks how changes in sales volume affect staffing
Answer: E
Explanation: Trend analysis provides an initial estimate of future staffing needs, but employment levels rarely depend only on the passage of time. Factors such as changes in sales volume and productivity also affect staffing needs, which is why a trend analysis is limited in its usefulness.
Diff: 3Page Ref: 153
Chapter: 5
Objective: 2
Skill: Concept
10) Which of the following determines future staff needs by using ratios between a causal factor and the number of employees required?
A) ratio analysis
B) forecasting ratio
C) ratio trend
D) personnel ratio
E) ratio matrix
Answer: A
Explanation: A ratio analysis is a forecasting technique for determining future staff needs by using ratios between, for example, sales volume and the number of employees needed. For example, if a salesperson usually generates $500,000 in sales, and a firm hopes to produce an extra $3 million in sales, then six new salespeople would need to be hired.
Diff: 1Page Ref: 153-154
Chapter: 5
Objective: 2
Skill: Concept
11) Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire?
A) 2
B) 5
C) 10
D) 15
E) 20
Answer: B
Explanation: Ratio analysis is used to make a forecast in this case based on the number of salespeople and sales volume. $4 million in sales divided by the $800,000 generated by each salesperson indicates that 5 extra salespeople should be hired by Newton.
Diff: 3Page Ref: 153-154
AACSB: Analytic Skills
Chapter: 5
Objective: 2
Skill: Application
12) When using either a trend analysis or a ratio analysis, it is assumed that ______will remain the same.
A) staffing levels
B) currency rates
C) economic forecasts
D) productivity levels
E) recruitment plans
Answer: D
Explanation: Both a trend analysis and a ratio analysis assume that productivity remains about the same. For example, when using a ratio analysis, an assumption is made that you cannot motivate a salesperson to produce more than he or she has sold in the past. With a trend analysis, historical productivity trends are used and are the basis for predicting the future.
Diff: 3Page Ref: 154
Chapter: 5
Objective: 2
Skill: Concept
13) A ______is a graphical method used to help identify the relationship between two variables.
A) trend analysis
B) ratio analysis
C) scatter plot
D) productivity chart
E) correlation analysis
Answer: C
Explanation: A scatter plot graphically illustrates the relationship between two variables. Scatter plots, trend analyses, and ratio analyses are used to forecast personnel needs.
Diff: 1Page Ref: 154
Chapter: 5
Objective: 2
Skill: Concept
14) Which of the following is most frequently used by retailers to estimate short-term personnel needs?
A) recruiting yield pyramids
B) position replacement cards
C) personnel replacement charts
D) qualifications inventories
E) computerized forecasting programs
Answer: E
Explanation: Computerized forecasting programs are used to translate projected productivity and sales levels into anticipated personnel needs. Many firms, especially retailers, use computerized employee forecasting systems to estimate short-term needs.
Diff: 2Page Ref: 155
AACSB: Use of IT
Chapter: 5
Objective: 2
Skill: Concept
15) Which of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion?
A) computerized forecasting tools
B) replacement charts
C) qualifications inventories
D) trend records
E) personnel files
Answer: C
Explanation: Qualifications or skills inventories are used by managers when determining which employees should be promoted or transferred. A skills inventory contains data on employees' performance records, educational background, and promotability.
Diff: 1Page Ref: 155
Chapter: 5
Objective: 2
Skill: Concept
16) When managers need to determine which employees are available for promotion or transfer, they will most likely use ______.
A) organizational charts
B) scatter plots
C) skills inventories
D) estimated sales trends
E) personnel forecasts
Answer: C
Explanation: Skills inventories are manual or computerized records listing employees' education, career and development interests, languages, and special skills. They are used in selecting inside candidates for promotion or transfer.
Diff: 2Page Ref: 155
Chapter: 5
Objective: 2
Skill: Concept
17) Which of the following refers to company records showing present performance and promotability of inside candidates for a firm's top positions?
A) yield pyramids
B) trend analysis charts
C) succession planning tools
D) employee scatter plots
E) personnel replacement charts
Answer: E
Explanation: Personnel replacement charts are company records showing present performance and promotability of inside candidates for a firm's top positions. Such charts show the present performance and promotability for each position's potential replacement. Succession planning is the term used when referring to employment planning that focuses on filling executive jobs, but it is a process rather than a tool for managing employee records.
Diff: 1Page Ref: 155
Chapter: 5
Objective: 2
Skill: Concept
18) Qualifications inventories can be tracked and maintained by using all of the following EXCEPT a ______.
A) ratio analysis matrix
B) personnel replacement chart
C) position replacement card
D) skills inventory software
E) personnel inventory and development record form
Answer: A
Explanation: Personnel replacement charts, position replacement cards, skills inventory software, and manual personnel inventory and development record forms are all tools for tracking and maintaining qualifications inventories. A ratio analysis is a forecasting technique for determining future staff needs rather than tracking employees for the purpose of transfer or promotion.
Diff: 2Page Ref: 155-156
Chapter: 5
Objective: 2
Skill: Concept
19) Which of the following enhances the security of a firm's database management system by specifying the type of information that a user can obtain?
A) file-sharing
B) search engine
C) access matrix
D) main server
E) intranet
Answer: C
Explanation: An access matrix can be incorporated into a firm's database management system to make it difficult for people to gain unauthorized access of personnel files. An access matrix defines the rights of users to various kinds of access, such as "read only" or "write only" to each database element.
Diff: 1Page Ref: 156
AACSB: Use of IT
Chapter: 5
Objective: 2
Skill: Concept
20) Which of the following is a recommended method for HR departments to protect employee data?
A) hiring temporary employees to manage personal employment information
B) requiring HR data access through peer-to-peer file-sharing applications
C) retaining written rather than computerized personnel files
D) performing random background checks on employees with HR database access
E) providing full database access to employee files only through a firm's intranet
Answer: D
Explanation: Random background and drug tests is recommended to screen out potential identity thieves, especially on employees with access to personal information. Firms are advised against hiring temporary employees but to use trusted workers at all times when dealing with personnel information. Access to employee files should be limited since intruders can strike from both inside and outside a firm.
Diff: 3Page Ref: 157
Chapter: 5
Objective: 2
Skill: Concept
21) Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates.
Which of the following, if true, best supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs?
A) Productivity levels for Barnum employees typically vary from month to month.
B) The size of the two new Barnum hotels will be similar to the chain's other hotels.
C) Barnum requires HR to maintain qualifications inventories for all current employees.
D) Personnel replacement charts serve as useful tools when filling Barnum's managerial positions.
E) Barnum's marketing department will develop a new promotional campaign about the new hotels.
Answer: B
Explanation: Scatter plots graphically show how two variables are related, such as hotel size and staffing levels. Marie should be able to estimate personnel needs if the new hotels are the same size as current ones. Productivity levels, qualifications inventories, replacement charts, and marketing are less important factors.
Diff: 3Page Ref: 154
AACSB: Reflective Thinking
Chapter: 5
Objective: 2
Skill: Critical Thinking
22) Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates.
Which of the following, if true, best supports the argument that Marie should implement a computerized skills inventory database?
A) Barnum offers its employees the opportunities to participate in job rotation and job expansion experiences.
B) Barnum primarily recruits for management trainee positions at college campuses and through online job boards.
C) Barnum's recruiting yield pyramid indicates that the firm should generate 1,000 leads in order to fill 100 positions.
D) Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions.
E) HR managers at Barnum frequently receive discrimination complaints that must be investigated by the EEOC.
Answer: D
Explanation: Computerized skills inventory databases provide firms with easy access to information about all employees. If Barnum wants to hire internally, then a database would provide the skills inventory needed to determine the most qualified candidates to staff the new hotels. Recruiting, job rotation, and discrimination claims are less relevant to implementing a computerized skills inventory database.
Diff: 3Page Ref: 156
AACSB: Reflective Thinking
Chapter: 5
Objective: 2
Skill: Critical Thinking
23) Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates.
Which of the following, if true, best supports Marie's plan to centralize Barnum's recruitment efforts?
A) Online screening tests are given to all candidates for positions at Barnum to assess their potential and skills.
B) Barnum plans to end its succession planning program, which the firm believes is to blame for poor candidate assessment.
C) Barnum executives believe that the high turnover rate at the firm is due to inadequate training requirements.
D) Barnum enforces a strict policy about hiring friends and family members of current employees.
E) EEO selection violations have occurred in the past when hiring responsibilities were given to Barnum managers at each individual hotel.
Answer: E
Explanation: Centralized recruiting makes it easier to ensure that recruitment experts who know EEO law are doing the recruiting. If EEO violations have occurred in the past, then it is a good idea for the firm to centralize the hiring process.
Diff: 3Page Ref: 157-158
AACSB: Reflective Thinking
Chapter: 5
Objective: 3
Skill: Critical Thinking
24) Finding or attracting applicants for an employer's open positions is known as ______.
A) succession planning
B) employee recruiting
C) personnel planning
D) employee contracting
E) job posting
Answer: B
Explanation: Employee recruiting is the process of finding or attracting applicants for an employer's open positions. Recruiting involves building up an applicant pool by posting jobs and succession planning, which is the process of internally filling executive jobs.
Diff: 1Page Ref: 157
Chapter: 5
Objective: 3
Skill: Concept
25) Recruiting is necessary to ______.
A) determine whether to use inside or outside candidates
B) forecast the short-term supply of outside candidates
C) create positive word-of-mouth about a firm
D) create qualifications inventories
E) develop an applicant pool
Answer: E
Explanation: Developing an applicant pool is the primary reason to recruit. Forecasting the supply of outside candidates and determining whether to hire internally or externally are considerations made by HR managers before they begin the recruiting process.
Diff: 2Page Ref: 157
Chapter: 5
Objective: 3
Skill: Concept
26) All of the following are advantages of a firm recruiting through a central office EXCEPT ______.
A) reducing the duplication of efforts
B) implementing company-wide strategic priorities
C) ensuring EEO compliance among recruiters
D) developing autonomous divisions and Web sites
E) simplifying the recruiting process
Answer: D
Explanation: Recruitment through a central office is beneficial for a number of reasons, such as the reduction of duplicated efforts and the simplification of the process for both employers and employees. Having a central office also makes it easier to ensure that recruiters who understand EEO law are involved in recruiting. A central office enables a firm to apply its strategic priorities on a company-wide basis. Firm Web sites provide central locations for recruitment and they eliminate the need for autonomous recruiting divisions.