business managment data bank

Question # 00005049 Posted By: spqr Updated on: 12/09/2013 07:59 PM Due on: 12/30/2013
Subject Business Topic Management Tutorials:
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26. If a firm is concerned about changing EEO-related balances among its employee base, it should NOT use:

a) referrals from current employees.

b) former employees.

c) college campus recruiting.

d) employment agencies.

e) advertisements.

27. Cora’s new fabric and textiles business is looking for its first employees. She hopes to open within the next two weeks and she needs a cheap, timely recruitment that can reach a large pool of applicants for long-term work. Her best option is to:

a) get referrals from current employees.

b) use Internet advertising and career sites.

c) use print advertisements.

d) re-hire former employees.

e) contact a temporary help agency.

28. One of the safest sources for employee recruits, which provides known job candidates, is:

a) employment agencies.

b) temporary agencies.

c) college recruiting.

d) former employees.

e) referrals from current employees.

29. Spring Break is approaching and you are hoping to find a source of income during the break, as you have been spending frivolously during the year. Your best option is to:

a) check the Internet and Web sites for long-term jobs.

b) check the want ads.

c) visit a career fair.

d) hire out through a temporary help agency.

e) put in an application at an employment agency.

30. The main difference between employment agencies and temporary help agencies is that:

a) employment agencies place only workers with specialized skills. Temporary agencies are not as likely to place specialized workers.

b) those who work for employment agencies contract directly to the agency. Those who are placed by temporary agencies work directly for a private company.

c) those who work for employment agencies may hold several jobs at the same time. Those who work for temporary agencies only hold one job at a time.

d) employment agencies do not receive a fee. Temporary agencies receive fees.

e) those who find jobs through temporary help agencies work directly for the agency. Those who find jobs through employment agencies often work directly for a company.

31. Recruiting employees at colleges and universities:

a) is more competitive for undergraduates than for graduates.

b) is equally competitive for undergraduates and graduates.

c) is more competitive for graduates than for undergraduates.

d) is decreasing presently as the job market weakens.

e) lacks the types of bonuses and benefits that Web recruiting often offers.

32. In Japan, the most common recruiting source for new employees is:

a) employment agencies.

b) temporary agencies.

c) college recruiting.

d) former employees.

e) referrals from current employees.

33. The recruiting pool that most likely contains people who already enjoy the firm’s product or service and may have ideas as to potential improvements the business may institute is:

a) customers.

b) former employees.

c) temporary workers.

d) incumbent employees.

e) all of the above

34. For small businesses, ____ is one of their top three concerns.

a) orienting new employees

b) training new employees

c) using valid and reliable selection tools

d) finding qualified and motivated employees

e) EEO compliance in recruiting

35. Managers evaluate the effectiveness of recruiting sources based on:

a) how long new employees stay.

b) how much time they must spend orienting the new employee.

c) its compliance with EEO regulations.

d) its fairness in representing protected class groups.

e) its comfort level and necessary involvement in the method.

36. Managers can contribute to the effectiveness of the HR department by:

a) taking sole responsibility for socializing the employees.

b) giving continuous feedback on the quality of different recruitment sources.

c) recruiting workers internally.

d) reducing the number of potential recruiting sources the business examines.

e) recruiting workers externally.

37. Which of the following is a key factor in the present U.S. labor shortage?

a) A lack of education among workers.

b) National economic expansion.

c) Fewer young people entering the workforce.

d) The rise of nontraditional labor pools.

e) b and c

38. Steve is an HR department head for a construction company. Recently, he has seen a shortage of skilled workers due to a building boom in the city where the company is located. He has little time to spare in finding new workers because it is uncertain how long the boom will last. He tells you that he is going to hire nontraditional laborers. You suggest to him that:

a) he should hire the nontraditional laborers.

b) he should remember that nontraditional laborers may not be skilled and there may not be time to train them.

c) he offer signing bonuses to any nontraditional laborer who takes the job.

d) he advertise for nontraditional laborers on the Internet.

e) none of the above

39. What prediction can we make if there is a U.S. labor shortage?

a) Other “first world” countries are suffering labor shortages too.

b) Other “first world” countries are realizing a labor surplus.

c) The U.S. crime rate will increase by 50% within the year.

d) We cannot predict labor supply in other countries.

e) The labor demand is decreasing.

40. A company can recruit externally or internally when filling a position. Hiring an external candidate over an internal candidate has the advantage of:

a) lower training costs.

b) the new candidate knowing the industry and company.

c) being a less expensive recruiting process.

d) being much quicker.

e) providing significant motivation to the existing employees because they are seeing someone new come into their department.

41. Promoting internal candidates poses several advantages. These include:

a) rejuvenating the work unit.

b) reducing training costs.

c) generating new ideas, fostering innovation.

d) longevity, since the employee knows the organization and is more likely to stay in the job longer.

e) being seen as a rookie and therefore being given more time by employees to learn the job and do it well.

42. Tatiana is considering hiring a new line manager. She quickly analyzes the satisfaction of the present workers in her company and determines that 1) current employees don’t feel they have many opportunities for advancement, and 2) she has a very small budget for recruiting. The best option for Tatiana would be to:

a) recruit internally.

b) recruit externally.

c) recruit nontraditional laborers.

d) recruit on the Internet.

e) demote a top level manager to fill the position.

43. You are in the HR department at Builders, Inc. Ashanti, a recruiter for the company, comes to you asking whether she should recruit externally or internally for a new middle-management position. You tell her that:

a) internal recruiting poses fewer drawbacks than external recruiting.

b) internal recruiting often causes greater cohesiveness within a given company.

c) external recruiting is less costly than internal recruiting.

d) companies that recruit internally can suffer from a lack of innovation.

e) employees recruited externally often need less time to adapt to a position than do internally recruited employees.

44. When recruiting new employees, especially protected-class employees, remember that:

a) the recruiting message should be targeted to the specific group being recruited.

b) every firm of over 25 employees should have an affirmative action plan.

c) the most effective recruiting strategy is to target the medium, not the message, to protected-class candidates.

d) diversity programs tend to cause strife.

e) competition for opportunities among minorities will ensure a large pool of qualified applicants when recruiting protected class individuals.

45. Written affirmative action plans are generally not required of organizations. The one exception to this is the EEOC’s requirement that all ____ have written affirmative action plans.

a) organizations with over 500 employees

b) businesses with federal contracts

c) government employers

d) privately-held corporations

e) publicly-held corporations

46. In human resource planning the answer to the question, “How many candidates should we recruit?”:

a) is based on the firm's affirmative action plan.

b) comes from the yield ratio calculated in the forecast.

c) is determined by whether the firm is recruiting externally or internally.

d) is directed by EEO consideration and the size of the labor pool.

e) depends on the state of the labor pool.

47. The yield ratio at G.R.U.B. Company is 6:1. How many offers will G.R.U.B need to make in order to fill 80 positions?

a) 160.

b) 240.

c) 480.

d) 500.

e) 540.

48. After an extensive recruiting effort, your company has contacted 225 interested individuals. At the application deadline, you have received 75 applications. What is your contact-to-applicant ratio?

a) 1:2.

b) 2:3.

c) 1:3.

d) 3:1.

e) 2:3.

49. Your text offers which of the following as one of the best options for starting your career/job search?

a) Your local library.

b) Your computer.

c) A local employment agency.

d) A local temporary help agency.

e) None of the above

50. According to your text, which mechanism determines the overall quality of a firm’s human resources?

a) Socialization.

b) Recruiting.

c) Selection.

d) Determining a job’s characteristics.

e) “Fit” with the business’ environment.

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  1. Tutorial # 00004835 Posted By: spqr Posted on: 12/09/2013 08:08 PM
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