Question 1

How well staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance are elements of ________.
A)strategic planning
B)staffing efficiency
C)staffing effectiveness
D)staffing information systems

Accepted Answer

Staffing effectiveness refers to how well the staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance. Strategic planning may provide the framework for staffing, but it is not the specific element being described. Staffing efficiency and staffing information systems may contribute to staffing processes, but they do not specifically address meeting stakeholder needs or contributing to strategy execution and organizational performance.

Question 2

Staffing efficiency ratio is calculated by ________.
A)multiplying a firm's total staffing costs with the total compensation of the new hires divided by 100
B)dividing the total compensation paid to new hires by the number of new hires multiplied by 100
C)dividing a firm's total staffing costs by the total compensation of the new hires multiplied by 100
D)multiplying the compensation paid to new hires with the total number of new hires divided by 100

Accepted Answer

The staffing efficiency ratio is calculated by dividing a firm's total staffing costs by the total compensation of the new hires, then multiplying by 100. This ratio helps in understanding how efficiently a firm is spending on its staffing relative to the compensation of the new hires.

Question 3

The ________ reflects whether the company hired the people it set out to as defined by hiring manager's predetermined job performance requirements.
A)cost per hire
B)quality of hire
C)value of top performers
D)return investment

Accepted Answer

Quality of hire reflects whether the company hired the right people who match the hiring manager's job performance requirements. Cost per hire is the cost incurred by the company to hire a candidate. Value of top performers refers to the contributions made by the best employees to the company, and return on investment is the amount of return gained from the investment made in hiring, training or developing the employees.

Question 4

A balanced scorecard balances a firm's ________.
A)recruiting,staffing,and turnover
B)staffing effectiveness and staffing efficiency
C)strategic,operational,financial,and customer-related goals
D)human resource strategy and business strategy

Accepted Answer

A balanced scorecard is a strategic management tool that helps organizations convert their vision and strategy into action. It measures performance across four key perspectives: strategic, operational, financial, and customer-related. Therefore, the correct answer is (C) strategic, operational, financial, and customer-related goals.

Question 5

The HR manager of a manufacturing firm was calculating the amount spent annually by the company on its staffing practices.Which of the following should not be classified as a hiring cost?
A)background checks on candidates
B)candidates' travel expenses
C)referral bonuses
D)productivity losses due to the vacancy

Accepted Answer

Productivity losses due to the vacancy are not a direct cost of hiring. They represent the cost to the company of not having a position filled, but are not an expense that can be directly attributed to the process of recruiting and selecting candidates.

Question 6

Which of the following is true about Six Sigma?
A)It has limited applicability outside manufacturing industries.
B)It focuses merely on identifying the sources of error,not removing them.
C)It aims to reduce defects to near zero.
D)It does not attempt to control the variables that influence the measurement of activities.

Accepted Answer

Six Sigma aims to reduce defects to near zero levels through a structured and data-driven approach. It is not limited to manufacturing industries and focuses not only on identifying but also removing the sources of error. It does attempt to control the variables that influence the measurement of activities.

Question 7

A firm hires only 5 employees annually but each for a compensation of $100,000 a year.Assuming it costs the company $12,000 to recruit one person,what is the company's staffing efficiency ratio?
A)10.2 percent
B)1)2 percent
C)21 percent
D)12 percent

Accepted Answer

The staffing efficiency ratio is calculated as (Total Recruitment Costs / Total Compensation Costs) * 100. Here, Total Recruitment Costs = 5 * $12,000 = $60,000 and Total Compensation Costs = 5 * $100,000 = $500,000. So, the ratio is ($60,000 / $500,000) * 100 = 12 percent.

Question 8

In terms of evaluating staffing systems,lower applicant quality is a ________.
A)leading indicator
B)lagging indicator
C)staffing metric
D)staffing scorecard criterion

Accepted Answer

Lower applicant quality is a leading indicator because it can predict future issues in the staffing process, such as difficulties in filling positions or decreased performance levels.

Question 9

The utilization of technology can be used to: A)conduct interviews B)administer assessments C)improve standardization D)all of the above

Accepted Answer

Technology can be used to conduct interviews, administer assessments, and improve standardization in a variety of fields such as education, healthcare, and human resources. By utilizing technology, organizations can save time and resources while also improving accuracy and consistency in their processes. Therefore, all of the above options (A, B, and C) are the best choices for utilizing technology.

Question 10

A majority of the measures in a balanced staffing scorecard should focus on ________.
A)staffing efficiency
B)value creation
C)cost control
D)candidate assessment metrics

Accepted Answer

A balanced staffing scorecard should primarily focus on measuring the value creation of the staffing process rather than just staffing efficiency, cost control, or candidate assessment metrics. It should consider the quality of hires, retention rates, diversity and inclusion, employee engagement, and overall impact on business performance.

Question 11

ValuTech is a large-scale software company.Which of the following,if true,is a lagging indicator of staffing?
A)The company's image was tarnished by a spate of lawsuits which resulted in the resignation of several members of the top management.
B)The company has witnessed a drop in demand for its products and services over the last six months due to recessionary trends.
C)The company relaxed its hiring standards at the time of recruitment and new hires are struggling to keep pace with the dynamic work environment.
D)The industry-wide adoption of new technologies has resulted in several firms redefining their job requirements.

Accepted Answer

Option C suggests that the new hires are struggling to keep up with the dynamic work environment which could indicate a lack of proper staffing or recruitment. This is a lagging indicator as it shows the impact of previous hiring decisions rather than current hiring needs. Options A, B, and D are not related to staffing and therefore cannot be lagging indicators of staffing.

Question 12

Staffing technology improves the efficiency and effectiveness of the staffing function by ________.
A)reducing costs related to staffing for the entire organization
B)automating many of the steps of the staffing process
C)improving the strategic alignment of the staffing system
D)improving the quality of data used in calculating staffing metrics

Accepted Answer

Staffing technology can automate many of the steps in the staffing process, saving time and improving accuracy. It can also help with tasks such as screening resumes, scheduling interviews, and tracking applicant progress.

Question 13

The best use of short-term staffing metrics is ________.
A)to be leading indicators to assess a company's staffing system
B)to evaluate the effectiveness of the staffing system as a whole
C)to evaluate how well the staffing process contributes to strategy execution
D)to identify balanced scorecard criteria

Accepted Answer

Short-term staffing metrics are designed to measure the efficiency and effectiveness of the organization's staffing process. By doing so, they can indicate the efficiency of both internal and external staffing systems. They offer insights into the quality of the recruitment process, which shows signs of any potential problems. This information will help the management team to identify areas where changes need to be made to improve the staffing process, resulting in efficient resource management. Therefore, the best use of short-term staffing metrics is to be leading indicators to assess a company's staffing system.

Question 14

Which of the following is a long-term staffing metric?
A)the average time-to-start (by position,source,and recruiter)
B)the number of high quality new hires coming from each recruiting source
C)the number of diverse hires coming from each recruiting source
D)employee job success measured by recruiting source and recruiter

Accepted Answer

Employee job success measured by recruiting source and recruiter is a long-term staffing metric as it assesses the quality of the hires made and their success over a period of time. The other metrics listed are either short-term or focused on the recruiting process rather than the quality and success of the hires.

Question 15

Information that is available only after staffing decisions have been made constitutes a ________.
A)leading indicator
B)lagging indicator
C)primary data source
D)secondary data source

Accepted Answer

Lagging indicators are data points that are only available after an event has occurred or a decision has been made. In this case, information about staffing decisions would only be available after those decisions have been made, making it a lagging indicator. The other options do not accurately describe this situation.

Question 16

Which of the following is a data-driven quality initiative and methodology that uses statistical analysis to measure and improve business processes and their outcomes to near perfection?
A)key performance indicator analysis
B)digital staffing dashboard
C)Six Sigma
D)balanced staffing scorecard

Accepted Answer

Six Sigma is a data-driven quality initiative and methodology that uses statistical analysis to measure and improve business processes and their outcomes to near perfection. Key performance indicator analysis, digital staffing dashboard, and balanced staffing scorecard are other tools that may be used in quality improvement initiatives, but they do not specifically utilize statistical analysis to the same extent as Six Sigma.

Question 17

________ refers to job performance as well as the new hire's fit with his or her work group,unit,and organization,and the degree to which his or her values are consistent with the company's culture and values.
A)Job success
B)The value of top performers
C)Staffing efficiency
D)Staffing return on investment

Accepted Answer

Job success encompasses both job performance and fit with the organization, work group, and values. The other choices (B, C, D) are related to different aspects of staffing and do not fully capture the concept of job success.

Question 18

If a company identifies and tracks underrepresented candidates and employees and leverages the sources from which they were recruited,which of the following is most likely to be the company's key performance indicator?
A)expanding its business
B)providing equal pay
C)diversifying the workforce
D)diversifying business lines

Accepted Answer

The company's key performance indicator (KPI) in this scenario is most likely to be diversifying the workforce. Identifying and tracking underrepresented candidates and employees and leveraging the sources from which they were recruited is a strategy for increasing diversity in the workforce. Therefore, diversifying the workforce would be the most relevant KPI for measuring the success of this strategy. Options A and D are more related to business growth and expansion, while option B is related to pay equity rather than diversity and inclusion.

Question 19

ValuTech is a large-scale software company.Which of the following,if true,is a leading staffing indicator?
A)The company's quarterly performance has declined after it preferred employment agencies over campus recruitment programs.
B)The company recently modified its training programs specifically to suit the needs of new recruits.
C)The company's workforce is short of managerial talent due to the lack of investment in management development programs.
D)The company's current business model only allows it to pay salaries that are below the industry average.

Accepted Answer

The answer of ValuTech is a large-scale software company.Which of...

Question 20

Which of the following is both a leading and a lagging indicator of staffing outcomes?
A)employee-organization fit
B)promotability of firm's new hires
C)high rate of turnover
D)number of applicants per position

Accepted Answer

The answer of Which of the following is both a...

Quiz 13: Staffing System Evaluation and Technology

How well staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance are elements of ________.

Staffing efficiency ratio is calculated by ________.

The ________ reflects whether the company hired the people it set out to as defined by hiring manager's predetermined job performance requirements.

A balanced scorecard balances a firm's ________.

The HR manager of a manufacturing firm was calculating the amount spent annually by the company on its staffing practices.Which of the following should not be classified as a hiring cost?

Which of the following is true about Six Sigma?

A firm hires only 5 employees annually but each for a compensation of $100,000 a year.Assuming it costs the company $12,000 to recruit one person,what is the company's staffing efficiency ratio?

In terms of evaluating staffing systems,lower applicant quality is a ________.

The utilization of technology can be used to:

A majority of the measures in a balanced staffing scorecard should focus on ________.

ValuTech is a large-scale software company.Which of the following,if true,is a lagging indicator of staffing?

Staffing technology improves the efficiency and effectiveness of the staffing function by ________.

The best use of short-term staffing metrics is ________.

Which of the following is a long-term staffing metric?

Information that is available only after staffing decisions have been made constitutes a ________.

Which of the following is a data-driven quality initiative and methodology that uses statistical analysis to measure and improve business processes and their outcomes to near perfection?

________ refers to job performance as well as the new hire's fit with his or her work group,unit,and organization,and the degree to which his or her values are consistent with the company's culture and values.

If a company identifies and tracks underrepresented candidates and employees and leverages the sources from which they were recruited,which of the following is most likely to be the company's key performance indicator?

ValuTech is a large-scale software company.Which of the following,if true,is a leading staffing indicator?

Which of the following is both a leading and a lagging indicator of staffing outcomes?