Chapter04雷蒙德第七版HumanResourceManagement.docx

1、Chapter04 雷蒙德第七版HumanResourceManagementChapter 04Human Resource Planning and Recruitment True / False Questions 1. The first step in the human resource planning process is forecasting. True False 2. An objective measure that accurately predicts future demand is called a nominal predictor. True False

2、 3. Economic planning models are useful when there is a long, stable history that can be used to reliably detect relationships among variables. True False 4. Change matrices are extremely useful for charting historical trends in a companys supply of labor. True False 5. The goals an organization set

3、s in its human resource planning process should come directly from the analysis of its labor supply and demand. True False 6. As an option for avoiding an expected labor shortage, the use of new external hires is fast and the terms of revocability are high. True False 7. In the past decade, the typi

4、cal organizational response to a surplus of labor has been downsizing, which is fast, but high in human suffering. True False 8. The typical organizational response to a labor shortage has been either hiring temporary employees or outsourcing, responses that are fast and high in revocability. True F

5、alse 9. One of the reasons organizations engaged in downsizing was that, for economic reasons, many firms changed the location of where they did business. True False 10. Despite the fact that baby boomers are approaching retirement, early indicators show this group has no intention of retiring. True

6、 False 11. An advantage of employing temporary workers is that it frees the firm from many administrative tasks and financial burdens associated with being the employer of record. True False 12. Outsourcing is a logical choice when a firm does not have certain expertise and is unwilling to invest th

7、e time and effort to develop it. True False 13. Increasingly, call center staffing is the only type of work that is being offshored. True False 14. Employers prefer hiring and training new employees rather than having to pay workers extra for overtime production. True False 15. A comparison of the p

8、roportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market is called a workforce utilization review. True False 16. The goal of recruiting is simply to generate large numbers of applicants. True False 17. Characteristics of a job vacanc

9、y are less important than recruiters or recruiting sources when it comes to predicting job choice. True False 18. Research indicates that job applicants find companies with due process policies more attractive than companies with employment-at-will practices. True False 19. Image advertising is ofte

10、n effective because job applicants develop ideas about the general reputation of the firm and then this spills over to influence their expectations about the nature of specific jobs at the organization. True False 20. Recruiting advertisements in newspapers and periodicals typically generate more de

11、sirable recruits than direct applications or referrals. True False 21. Private employment agencies serve primarily blue-collar workers, while public employment agencies mostly deal with white-collar workers. True False 22. Newspaper ads generate the largest number of recruits, but relatively few of

12、these are qualified for the position. True False 23. Recruiters tend to be viewed by job seekers as less credible when they are personnel specialists rather than subject matter experts in the job being filled. True False 24. When applicants reactions to recruiters are examined, age and gender are th

13、e two traits that stand out the most. True False 25. Research indicates that realistic job previews do lower expectations and can help reduce future turnover in the workforce. True False Multiple Choice Questions 26. The first step in the human resource planning process is _. A. forecastingB. goal s

14、ettingC. program implementationD. program evaluationE. groupthink 27. The process of attempting to ascertain the supply and demand for various types of human resources is called _. A. goal settingB. downsizingC. program evaluationsD. forecastingE. implementation 28. Which of the following is an adva

15、ntage of statistical forecasting methods? A. They are particularly useful if important events that occur in the labor market have no historical precedent.B. They are particularly useful in dynamic environments.C. They provide predictions that are much more precise than judgmental methods.D. Small co

16、mpanies that cannot afford their own testing programs rely on statistical forecasting methods to recruit temporary employees.E. In the event of a legal dispute, they are more acceptable as evidence by juries. 29. Which of the following differentiates statistical forecasting methods from judgmental f

17、orecasting methods? A. Judgmental methods are of less use than statistical methods in cases that have historical precedence.B. Statistical methods allow for complete reliance on an inference about the future which judgmental methods do not.C. Judgmental methods give predictions that are much more pr

18、ecise than those that could be achieved through statistical methods.D. Under the right conditions, statistical methods are more precise for capturing historic trends in a companys demand for labor than judgmental methods.E. Forecasting on the supply side should use statistical methods while on the d

19、emand side should use judgmental methods. 30. A leading indicator is: A. an informal way of measuring the purchasing power parity between two currencies.B. a measurement of consumer confidence, which is defined as the degree of optimism on the state of the economy.C. an economic indicator found by a

20、dding the unemployment rate to the inflation rate of an economy.D. an indicator to measure changes in the price level of consumer goods and services purchased by households.E. an objective measure that accurately predicts future labor demand. 31. Statistical planning models almost always have to be

21、complemented by _. A. competitor informationB. subjective judgmentsC. transitional matricesD. future prediction of the state of the economyE. historical precedence 32. A(n) _ shows the proportion of employees in different job categories at different times. A. employee task diagramB. transitional mat

22、rixC. job evaluation diagramD. task role matrixE. leading indicator 33. Refer to the following hypothetical transitional matrix for an auto parts manufacturer. How many of the total assistant managers employed in 2001 were promoted to the managerial position in 2004? A. 95%B. 8%C. 5%D. 87%E. 83% 34.

23、 Refer to the following hypothetical transitional matrix for an auto parts manufacturer. Employees of which of the following job categories were not promoted at all in 2004? A. Sales representativeB. Assistant managerC. ClericalD. Credit analystE. Credit specialist 35. Refer to the following hypothe

24、tical transitional matrix for an auto parts manufacturer. In which of the following job categories were there demotions? A. Assistant managersB. Credit specialistC. ClericalD. Loan officerE. Manager 36. Refer to the following hypothetical transitional matrix for an auto parts manufacturer. How many

25、credits specialists employed in 2001 were promoted to the category of loan officers in 2004? A. 70%B. 20%C. 5%D. 50%E. 90% 37. Refer to the following hypothetical transitional matrix for an auto parts manufacturer. Which of the following job categories saw the highest percent of its employees get pr

26、omoted in 2004? A. Sales representativesB. ManagersC. Credit specialistsD. Loan officersE. Clerks 38. Which of the following is true about transitional matrices? A. A transitional matrix can only be read from top to bottom.B. Transitional matrices provide a comparison of the proportion of workers in

27、 protected subgroups with the proportion that each subgroup represents in the relevant labor market.C. Transitional matrices provide an objective measure of the effectiveness of an organizations human resource recruitment policy.D. Transitional matrices are extremely useful for charting historical t

28、rends in a companys supply of labor.E. Transitional matrices show the increase in productivity of employees over a period of time. 39. The goals that are set in the human resource planning process should come directly from: A. mid-level managers who tend to be most in touch with the organizations ne

29、eds.B. the results arrived at by forecasting methods.C. the analysis of the labor supply and demand.D. the strategic choices made by the companys top-level managers.E. the feedback provided by the organizations customers. 40. The purpose of setting specific quantitative goals is: A. to make sure tha

30、t employees are held accountable for achieving the stated goals.B. to ascertain whether or not the company has successfully avoided any potential labor surpluses or shortages.C. to collect data about current employees and measure their performances.D. to focus attention on the problem and provide a

31、benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus.E. to predict areas within the organization where there will be future labor shortages or surpluses. 41. A software company is seeking to address a projected labor shortage by selecting from a number of possible options aimed at redressing t