Question 1

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?

Accepted Answer

The answer of A firm hires only 5 employees annually...

Question 2

A balanced scorecard balances a firm's ________.

Accepted Answer

A balanced scorecard balances a firm's strategic, operational, financial, and customer-related goals, ensuring that all areas of the organization are considered in decision making and performance evaluation. Option A and B are not relevant to the concept of balanced scorecard, while option D is a partial answer, as it only focuses on two aspects - human resource strategy and business strategy - instead of the four areas covered by a balanced scorecard.

Question 3

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?

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 all tools or systems used for measuring and improving performance, but they do not involve statistical analysis to the same extent as Six Sigma.

Question 4

Which of the following is true about Six Sigma?

Accepted Answer

Six Sigma aims to reduce defects to near zero, which involves identifying the sources of error and removing them. It can be applied to various industries beyond just manufacturing. It also involves controlling the variables that influence the measurement of activities to ensure consistent quality.

Question 5

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?

Accepted Answer

The key performance indicator is diversifying the workforce, as the company is specifically tracking and leveraging underrepresented candidates and employees in order to increase diversity within the company. While expanding business and diversifying business lines may be goals of the company, they are not directly related to this particular initiative. Providing equal pay is also important, but not necessarily the main focus of this specific tracking and leveraging of underrepresented candidates and employees.

Question 6

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

Accepted Answer

Staffing technology automates many of the steps of the staffing process, making it more efficient and effective. It can streamline tasks such as resume screening, candidate tracking, and communication with hiring managers. While it may also reduce costs and improve data quality, the primary benefit is in automating and improving the staffing process. Strategic alignment is an important consideration, but it is not directly improved by staffing technology.

Question 7

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

Accepted Answer

Staffing effectiveness is the extent to which staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance. Strategic planning is a broader process that includes the development of goals and objectives, while staffing efficiency and staffing information systems are more focused on the operational aspects of staffing processes.

Question 8

Which of the following is a leading indicator of staffing outcomes?

Accepted Answer

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

Question 9

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

Accepted Answer

Employee job success measured by recruiting source and recruiter is a long-term staffing metric as it evaluates the performance of the new hires over a period of time to determine the effectiveness of the recruitment sources and recruiters. Options A, B, and C are all short-term metrics that focus on the speed and quality of the hiring process but do not provide insights into the long-term success of the recruited employees.

Question 10

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 be classified as a replacement cost?

Accepted Answer

Replacement cost refers to the expenses incurred by a company to replace an employee who has left the organization. Productivity losses due to the vacancy is an example of a replacement cost. Background checks on candidates (A), candidates' travel expenses (B), and referral bonuses (C) are not replacement costs, but rather examples of recruitment costs.

Question 11

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

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 12

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

Accepted Answer

Relaxed hiring standards and struggling new hires are indications that staffing may be insufficient or ineffective. This is a lagging indicator because it reflects the outcome of past staffing decisions rather than current staffing needs. Options A, B, and D are not directly related to staffing and do not provide information on whether staffing levels are appropriate or not.

Question 13

Staffing efficiency ratio is calculated by ________.

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 14

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

Accepted Answer

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

Question 15

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

Accepted Answer

Lagging indicators are data points that become available only after certain activities or decisions have taken place. In the case of staffing decisions, information about the success or failure of new hires, for example, would be considered a lagging indicator. Leading indicators, on the other hand, provide insight into what may happen in the future, and primary and secondary data sources refer to the origin of the data, not the timing.

Question 16

________ 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.

Accepted Answer

Job success refers to all aspects of the new hire's performance, including fitting in with their work group and the organization's values and culture. The other options, such as the value of top performers and staffing efficiency, focus on specific aspects of staffing and do not encompass the full scope of job success.

Question 17

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

Accepted Answer

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

Question 18

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

Accepted Answer

Quality of hire reflects the ability of the company to successfully hire individuals who meet or exceed the predetermined job performance requirements set by the hiring manager. Cost per hire refers to the average cost incurred by the company for each new hire. Value of top performers measures the contribution of top-performing employees to the overall success of the organization. Return on investment (ROI) measures the profitability of an investment in relation to the initial investment.

Question 19

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

Accepted Answer

Short-term staffing metrics can provide leading indicators to assess whether a company's staffing system is effective in meeting its staffing needs. These metrics can help identify areas for improvement in the staffing process and contribute to the overall effectiveness of the organization. Short-term staffing metrics can also provide valuable information on the effectiveness of the staffing process in contributing to strategy execution. However, they are typically not used to identify balanced scorecard criteria.

Question 20

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

Accepted Answer

The answer of In terms of evaluating staffing systems,lower applicant...

Quiz 13: Staffing System Evaluation and Technology