Question 1

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

Accepted Answer

The fact that new hires are struggling to keep pace with the dynamic work environment indicates that the staffing process may not have been effective in selecting the right candidates. This is a lagging indicator as it is a consequence of the previous staffing decisions made by the company. The other options are not related to staffing but rather external factors such as legal issues, market demand, and industry trends.

Question 2

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 3

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

Accepted Answer

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

Question 4

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 measures the effectiveness of recruiting sources and recruiters in hiring employees who perform well in their jobs over a longer period of time. Options A, B, and C are short-term staffing metrics as they measure the efficiency and effectiveness of sourcing and recruiting processes in the short-term.

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 in this scenario is likely to be diversifying the workforce by hiring and retaining underrepresented candidates, as this is the main focus of the company's efforts to identify and track such individuals. The other options (expanding business lines, providing equal pay) are important goals for any company, but are not necessarily directly linked to the recruitment and retention of underrepresented candidates.

Question 6

A balanced scorecard balances a firm's ________.

Accepted Answer

A balanced scorecard is a strategic planning and management tool that helps organizations align their activities with their vision and strategy. It balances a firm's strategic, operational, financial, and customer-related goals in a comprehensive and integrated way. A balanced scorecard does not focus solely on recruiting, staffing, and turnover (A) or staffing effectiveness and staffing efficiency (B), nor does it balance only human resource strategy and business strategy (D).

Question 7

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 8

Which of the following is true about Six Sigma?

Accepted Answer

The aim of Six Sigma is to reduce defects to near zero, which aligns with its overall goal of improving quality and efficiency in processes. A is incorrect because Six Sigma has been successfully applied in many industries beyond manufacturing. B is incorrect because the primary focus of Six Sigma is on removing sources of variation and improving processes, not just identifying them. D is incorrect because Six Sigma involves the use of statistical methods to control and reduce variability in processes.

Question 9

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 10

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

Accepted Answer

A balanced staffing scorecard should focus on measures that create value for the organization. This includes metrics related to employee engagement, productivity, and quality of work. While staffing efficiency and cost control are important considerations, they should not be the sole focus of the scorecard. Candidate assessment metrics are also important, but are not the primary focus of a staffing scorecard.

Question 11

The utilization of technology can be used to:

Accepted Answer

The utilization of technology can be used to conduct interviews, administer assessments, and improve standardization. All of these options can be made more efficient and accurate through the use of technology. Therefore, option D is the best choice.

Question 12

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?

Accepted Answer

Productivity losses due to the vacancy are not a hiring cost but rather a cost associated with the vacancy itself. The other options are directly related to the process of hiring candidates and can be classified as hiring costs.

Question 13

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

Accepted Answer

Staffing technology improves the efficiency and effectiveness of the staffing function by automating many of the steps of the staffing process, such as applicant tracking, resume screening, and interview scheduling. This reduces the time and effort required of recruiters and hiring managers, allowing them to focus on more strategic activities. However, staffing technology may not necessarily reduce costs or improve strategic alignment unless it is used in conjunction with other practices and processes. Additionally, while staffing technology can improve the quality of data used in calculating staffing metrics, this is not its primary purpose.

Question 14

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 that uses statistical analysis to measure and improve business processes to near perfection. It is focused on reducing defects and achieving consistent and predictable results in order to meet customer expectations.

Question 15

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

Accepted Answer

Short-term staffing metrics are typically used to measure various aspects of the staffing process such as time-to-fill, cost-per-hire, and applicant satisfaction. These metrics can be used as leading indicators to assess the effectiveness of a company's staffing system and identify areas for improvement. While short-term staffing metrics can also be used to evaluate the staffing process as a whole (option B), their primary purpose is to provide insights into the effectiveness of specific practices and procedures. Similarly, while staffing metrics can be used to evaluate the contribution of the staffing process to strategy execution (option C), short-term metrics are typically more focused on operational issues than on strategic outcomes. Finally, while metrics can be used to identify balanced scorecard criteria (option D), this is not typically their primary purpose in the staffing context.

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

The term "job success" encompasses all aspects of performance and fit with the organization, including job performance, fit with work group and unit, and alignment with company culture and values. The other options - value of top performers, staffing efficiency, and staffing return on investment - may also be important considerations in hiring, but do not fully capture the multi-dimensional concept of job success.

Question 17

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 whether the company hired the right people as per the predetermined job performance requirements. Cost per hire is the total cost incurred in hiring new employees, value of top performers is the monetary value that top performers bring to the organization, and return on investment refers to the efficiency of the organization's invested resources.

Question 18

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 19

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

Accepted Answer

Lagging indicators are data that become available after a certain event has occurred, in this case, staffing decisions have been made. Therefore, option B is the correct answer. Option A, leading indicators, is data that can help predict future events, but it is not relevant to this scenario. Options C and D, primary and secondary data source, refer to the origin of the data, which is not the focus of the question.

Question 20

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

Accepted Answer

Staffing effectiveness refers to how well the staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance. This is key in ensuring that the organization is achieving its goals and objectives through staffing. Strategic planning and staffing information systems are important components of staffing effectiveness, but they do not encompass all of its elements. Staffing efficiency is important, but it does not necessarily reflect how well staffing processes are contributing to strategy execution and organizational performance.

Quiz 13: Staffing System Evaluation and Technology