Deck 1: Staffing Models and Strategy

Question 1

Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.

Answer 1

False

Question 2

Quantity or quality labor shortages can mean lost business opportunities, scaled-back expansion plans, an inability to provide critical consumer goods and services, and even threats to organizational survival.

Answer 2

True

Question 3

Employee shortages seldom require job reassignments or overtime for current employees.

Answer 3

False

Question 4

Staffing is more of a process than an event.

Question 5

The purpose of retention systems is to __________.

A) attract qualified applicants to job openings in the organization
B) establish a good person-job match
C) manage the flow of employees out of the organization
D) establish a good person-organization match

Question 6

Internal staffing systems work in fundamentally different ways than external staffing systems.

Question 7

Pfizer has concluded that it cannot project what kind of talent it needs in the next 10 years and then select employees whose skills matched these long-range future talent needs.

Question 8

When the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.

Question 9

The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.

Question 10

When head count requirements exceed availabilities, the organization will be overstaffed.

Question 11

Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.

Question 12

Organizations should attempt to eliminate all employee turnover if at all possible.

Question 13

Which of the following statements is true regarding staffing?

A) The organization is the only active player in the staffing process.
B) The staffing process is composed of a series of interrelated parts including recruitment, selection, decision making and job offers.
C) The staffing process should only be viewed from the perspective of the individual (line) manager.
D) None of the above

Question 14

Employee turnover does not represent a significant cost to most organizations.

Question 15

Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.

Question 16

Human capital refers to the knowledge, skill, and ability of people and their motivation to use them successfully on the job.

Question 17

Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.

Question 18

For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue.

Question 19

The process that involves the placement of new hires on the actual job they will hold is called ___________.

A) acquisition
B) deployment
C) retention
D) none of the above

Question 20

The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness is called ________.

A) staffing
B) recruitment
C) selection
D) placement

Question 21

It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements.

Question 22

The person/job match model says that there must be a match between _______.

A) job requirements with KSAOs and job rewards with individual motivation
B) job requirements and individual motivation
C) KSAOs and individual motivation
D) none of the above

Question 23

Regarding the person/job match model, _______.

A) staffing is only concerned with the job requirements-KSAO portion of the match
B) job requirements should be expressed in terms of only tasks involved and not KSAOs
C) It applies only to tasks that have been identified and written down
D) none of the above are correct

Question 24

Organizational strategy usually dictates HR strategy, and HR strategy seldom has an impact on organizational strategy.

Question 25

Which of the following statements is false regarding person-job match?

A) Jobs are characterized by their requirements and embedded rewards.
B) Individuals are characterized by their level of qualification.
C) Organizational culture is an important aspect of person-job match.
D) Individuals can be characterized by their motivation levels.

Question 26

Which of the following are portions of person-job match?

A) Jobs are characterized by their requirements.
B) Jobs are characterized by their embedded rewards.
C) Individuals are characterized by their level of qualification and motivation.
D) All of the above.

Question 27

The person/job match model says that jobs are characterized by their level of qualifications and motivation.

Question 28

Self-selection refers to employee decisions about whether to continue in or drop out of the staffing process.

Question 29

The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.

Question 30

The person/job match model states that it is more important to match job rewards to individual motivations than to match job requirements to KSAOs.

Question 31

In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match.

Question 32

Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.

Question 33

The selection stage of the staffing process emphasizes the assessment and evaluation of job applicants.

Question 34

The three stages of entering an organization (in order) are selection, recruitment, and employment.

Question 35

The initial stage in the staffing system components model is recruitment.

Question 36

The person/job match model says that individuals are characterized by their level of qualifications and motivation.

Question 37

Core activities for HR include legal compliance, planning, and job analysis.

Question 38

Support activities for HR include legal compliance, planning, and job analysis.

Question 39

The staffing quantity model uses _________ to determine whether a condition of being overstaffed, fully staffed, or understaffed exists.

A) projected staffing requirements
B) projected staffing availabilities
C) projected economic trends
D) A and B are both needed

Question 40

According to the staffing quantity model, an organization will be __________ when availabilities exceed requirements.

A) fully staffed
B) understaffed
C) overstaffed
D) none of the above

Question 41

An organization's core workforce is composed of workers who are used on an as-needed, just-in-time basis.

Question 42

Some organizations understaff in order to avoid costly layoffs.

Question 43

Some organizations accept a certain level of turnover as inevitable and frequently hire replacements to fill vacancies.

Question 44

Small and midsized organizations have increasingly turned to outsourcing as a way to improve the quality of certain recruiting and hiring processes.

Question 45

A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.

Question 46

An active diversity strategy might be pursued as a way of acquiring workers who can help identify products that might be received favorably by various segments of the marketplace.

Question 47

Organizations choose to follow an internal staffing strategy if they want to cultivate a stable, committed workforce.

Question 48

Sound staffing strategy should always focus on acquiring employees who can hit the ground running and be at peak performance the moment they arrive.

Question 49

In terms of the person/organization match ________.

A) the "organization" includes only tasks to be performed that are written down as part of the job description
B) attempts to match people to organization values should not be made
C) there is a concern with the "fit" of people to multiple jobs or future jobs
D) all of the above are correct

Question 50

A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."

A) pure acquisition
B) pure development
C) lead system
D) lag system

Question 51

The staffing system components model says that the phases of the staffing process occur in which order after the initial interaction between the applicant and the organization?

A) selection, recruitment, employment
B) recruitment, selection, employment
C) recruitment, employment, selection
D) employment, recruitment, selection

Question 52

Which of the following matching concerns arise in person-organization match?

A) values, new job duties, multiple jobs, and future jobs
B) values, qualifications, and motivation
C) person, process, and principle
D) all of the above are correct

Question 53

According to the overall staffing organizations model, HR and staffing strategy are driven by _____________.

A) the mission, goals and objectives of the organization
B) support activities
C) legal compliance activities
D) all of the above are correct

Question 54

According to the overall staffing organizations model, an example of a core staffing activity is ______.

A) HR strategy and planning
B) job analysis
C) internal recruitment
D) none of the above

Question 55

Outsourcing is when an organization sets up its own operations in another country.

Question 56

According to the overall staffing organizations model, one support activity is ________.

A) external staffing
B) job analysis
C) internal staffing
D) labor relations

Question 57

Which of the following is a part of the recruiting phase of the staffing process?

A) drawing up job offers
B) completing application blanks
C) developing and conducting job fairs
D) both A and C

Question 58

Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills.

Question 59

When forced to choose between addressing short-term labor shortages and identifying talent for the long term, most organizations focus on developing the long-term concerns.

Question 60

Which of these activities is most directly associated with the employment phase of the staffing process?

A) screening job applications
B) deciding on finalists for a job
C) advertising a job opening
D) evaluating the results of a job aptitude test

Question 61

A _____________ staffing strategy is when organizations decide to go to locations where there are ample labor supplies.

A) transfer system
B) relocate system
C) factional system
D) extrinsic system

Question 62

Outsourcing is _________.

A) setting up operations in another country
B) typically prohibited by law in most states
C) a strategy that is being used less and less
D) moving a business process to another vendor

Question 63

The ___________ is composed of more peripheral workers who are used on an as-needed, just-in-time basis.

A) core workforce
B) high performance workforce
C) flexible workforce
D) none of the above

Question 64

Organizations often __________ when they choose to ride out dips in demand for goods and services or to stockpile talent.

A) understaff
B) overstaff
C) attract
D) relocate

Question 65

When jobs are highly fluid, it is probably advisable for organizations to focus more on:

A) person-job match
B) person-organization match
C) recruiter-recruit match
D) dynamic equilibrium