Personnel Planning and Recruiting

Personnel Planning and Recruiting

Personnel Planning and Recruiting

Multiple Choice

1. _____ is the process of deciding what positions the firm will have to fill.

a. Recruitment

b. Selection

c. Personnel planning

d. Interviewing

e. None of the above

(c; easy; p. 152)

2. Jane must decide what positions the firm should fill in the next six months.

What activity is Jane working on?

a. Recruitment

b. Selection

c. Personnel planning

d. Interviewing

e. None of the above

(c; easy; p. 152)

3. When a company decides on how to fill top executive positions, the

process is called _____.

a. employment planning

b. succession planning

c. selection

d. interviewing

e. testing

(b; moderate; p. 152)

4. When planning for employment requirements, what must be forecasted?

a. personnel needs

b. supply of inside candidates

c. supply of outside candidates

d. all of the above

e. none of the above

(d; easy; p. 153)

5. Which term below means studying variations in a firm’s employment

levels over time?

a. ratio analysis

b. trend analysis

c. graphical analysis

d. computer analysis

e. all of the above

(b; easy; p. 153)

Personnel Planning and Recruiting

7.

8. a. it considers time but not other changes such as productivity b. it considers too many possible influences c. it only provides an initial estimate d. it assumes constant increases in productivity e. all of the above (a; difficult; p. 153) The process of making forecasts based on the ration between some causal factor like sales volume and the number of employees required is called _____. a. ratio analysis b. trend analysis c. graphical analysis d. computer analysis e. all of the above (a; easy; p. 154) Suppose a salesperson traditionally generates $500,000 in sales and the

company wishes to increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are required?

a. 4

b. 5

c. 6

d. 7

e. 8

(e; difficult; p. 154)

A _____ shows graphically how two variables are related.

a. trend analysis

b. ratio analysis

c. scatter plot

d. productivity chart

e. correlation analysis

(c; easy; p. 154)

What type of data is needed to use computerized forecasts for estimating future personnel requirements?

a. labor hours required to produce one unit of product

b. minimum sales projection

c. maximum sales projection

d. probable sales projection

e. all of the above

(e; moderate; p. 155)

9. 10.

Personnel Planning and Recruiting

12. background, and promotion recommendations. a. Computerized information systems b. Replacement charts c. Qualifications inventories d. Trend records e. Personnel files (c; moderate; p. 155) When managers need to determine which employees are available for

promotion or transfer, they will use _____.

a. computerized information systems

b. replacement charts

c. qualifications inventories

d. trend records

e. personnel files

(c; moderate; p. 155)

Qualifications inventories can be tracked and maintained by using _____. a. personnel inventories

b. replacement charts

c. position replacement cards

d. computerized information systems

e. all of the above

(e; moderate; p. 155)

Which tool below can be used in databases to protect the information? a. passwords

b. encryption

c. access matrices

d. work experience codes

e. intranets

(c; moderate; p. 157)

Recruiting is necessary to _____.

a. forecast the supply of outside candidates

b. develop an applicant pool

c. determine whether to use inside or outside candidates

d. develop qualifications inventories

e. all of the above

(b; moderate; p. 157)

13. 14. 15.

Personnel Planning and Recruiting

17.

18.

19.

20. a. reduction of duplication of efforts b. shared expenses c. development and availability of recruitment experts d. autonomous divisions e. synergistic recruiting opportunities (d; moderate; p. 157) Why are large applicant pools considered desirable? a. allow the firm the chance to be more selective b. increase costs involved in screening applicants c. extend time required to fill vacant positions d. costs of processing applicants outweighs benefits of selectivity e. provide an opportunity to use prescreening computer software (a; difficult; p. 158) When evaluating the effectiveness of recruitment sources, what should be measured? a. the cost of using each source b. the number of applicants produced c. the quality of applicants produced d. the time involved in using each source e. both b and c (e; moderate; p. 160) Which of the following methods can be used to assess quality of applicants? a. work sample tests b. structured interviews c. grade point average d. job knowledge tests e. all of the above (e; easy; p. 160) Which method listed below has the highest level of validity for predicting

job performance?

a. work sample tests

b. biographical data

c. grade point average

d. SAT scores

e. ratings of training and experience

(a; difficult; p. 160)

Personnel Planning and Recruiting

22.

23.

24. 25. result in hiring the required number of new employees. a. trend analysis b. ratio analysis c. recruiting yield pyramid d. computer information system e. log function (c; moderate; p. 161) What is a recruiting yield pyramid used for? a. to calculate the number of applicants necessary to result in hiring the required number of new emp …… 此处隐藏：19606字，全部文档内容请下载后查看。喜欢就下载吧 ……