True / False Questions
1. In organizations with fewer than 100 employees, research suggests that staffing is most likely to be conducted by the owner, president, or work unit manager.
2. Centralization of the staffing function creates economies scale and consistency in staffing policies and processes across the organization.
3. A study of HR departments in large organizations found that the focus on recruitment and selection activities had decreased significantly over the past several years.
4. Those employed within the staffing function need to work with training and development staff regularly.
5. Entry into staffing jobs normally occurs at the generalist rank in both private and public organizations.
6. The fixed point or method of entry into staffing jobs is frequently the recruiting and interviewing function.
7. Jobs in staffing are increasingly becoming more customer focused and facilitative in nature.
8. Increasing numbers of staffing jobs are found in staffing firms.
9. Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactions and problems with legal compliance.
10. The scope of staffing actions and practices is quite small and narrow.
11. Decreasing numbers of staffing jobs are found in staffing firms.
12. Perceived justice is related to concrete outcomes like employee desire to pursue a job, increased intentions to accept a job, and decreased intention to turnover.
13. Most organizations with a sufficient number of employees to warrant a dedicated HR department have integrated the function with human resources information systems (HRISs).
14. Although HRIS have increased data availability for human resources functions, they have done little to fundamentally affect the way staffing activities are evaluated.
15. SaaS vendors provide the hardware, software, and day-to-day management of HRIS.
16. A growing trend in HRIS is the centralization of these functions within the HR department to prevent managers from accessing the system.
17. Surveys suggest that staffing is one of the first areas that organizations will outsource.
18. HR representatives report that one of the key advantages of outsourcing is access to superior information from specialists.
19. A professional employer organization (PEO) is like a temporary help agency, but provides a wider range of HR services and has a longer-term relationship with clients.
20. Factors that are driving organizations to consider outsourcing HR activities include cost reduction, the cost of technology acquisition, need for improved service quality, and expertise of vendors.