1. 19. Which of the following creates a problem for Markov analysis?
A. large sample sizes
B. lack of employee moves
C. poor economic conditions
D. small sample sizes
2. 20. Manager judgment is an important method for staffing in _________.
A. organizations with extensive records on human resources outcomes
B. smaller organizations
C. organizations with lateral diffusion of responsibility
D. organizations in the manufacturing sector
3. 21. Which of the following is not a shortcoming of using manager judgment for forecasting availability?
A. managers may not know employee intentions
B. the complexity of forecasting may overwhelm the manager
C. managers are always overly aggressive in making estimates of hiring requirements
D. none of the above are shortcomings of manager judgment
4. 22. Employment reconciliation analyzes gaps between ________.
A. AA requirements and the external labor force
B. future HR requirements and AA requirements
C. future HR requirements and HR availability
D. all of the above
5. 23. For succession planning to work, organizations must also have _____.
A. historical data on product demand
B. training and development systems in place
C. reimbursable expenditure accounts
D. none of the above
6. 24. Human resource information systems provide which of the following functions for succession planning?
A. Creating lists of employees who are ready to move into specific positions
B. Seeking out passive candidates within the organization
C. Tracking candidates across a variety of locations
D. all of the above
7. 25. A key advantage of having a core work force is that it provides _________.
A. greater predictability
B. increased ability to rapidly modify organizational plans
C. greater organizational profitability
D. lower costs
8. 26. A major disadvantage of a flexible work force is that ________.
A. it leads to loss of some control over workers
B. it can lead to conflict between core and flexible workers
C. flexible workers are often less familiar with equipment
D. all of the above
9. 27. Advantages of a core workforce include ______________.
A. stability, continuity, and predictability
B. a sense of commitment and shared purpose toward the organization's purpose
C. an organization can directly control how it acquires its workforce
D. all of the above
10. 28. Which of the following are advantages of external staffing?
A. bringing in employees with new KSAOs
B. quick method to identify job applicants
C. it's less expensive than internal staffing
D. all of the above
11. 29. Which of the following services is not provided by staffing firms?
A. Advance screening of job candidates
B. They may provide on-site managers to help with training
C. They absorb full legal liability for temporary workers
D. None of the above
12. 30. A(n) ______ provides specific task and project assistance to the organization, such as maintenance, bookkeeping, advertising, programming, and consulting, with payment contingent on completion of the project (rather than time worked or methods of completing the task).
A. external service provider
B. independent contractor
C. temporary worker
D. offshore site
13. 31. Firms offshore work because ______________.
A. wages are often lower overseas
B. there is a growing pool of highly qualified workers overseas
C. overseas manufacturing always has strict quality control
D. both A and B
14. 32. In recent years there has been an increase in the number of _________ in the workforce.
A. women
B. Latinos
C. individuals with disabilities
D. all of the above
15. 33. Managers are especially concerned about all of the following issues because of the aging workforce except _______.
A. loss of skills due to retirement
B. decreased ability to learn new material
C. increases in medical expenses
D. employee elder-care responsibilities
16. 34. Passive diversity planning means _______.
A. reviewing policies and practices to ensure there is no discrimination
B. encouraging underrepresented groups to apply
C. actively recruiting from a variety of sources that are likely to be seen by underrepresented groups
D. providing additional training for underrepresented groups
17. 35. The major legal issue for HR strategy and planning is _______.
A. affirmative action plans
B. disparate treatment
C. disparate impact
D. sexual harassment
18. 36. Affirmative action plans and programs do not originate from _______.
A. voluntary employer efforts
B. court-imposed remedies for discriminatory practices
C. consent agreements
D. international treaties
19. 37. To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.
A. not necessarily interfere with the job status of non-minority and male employees
B. concentrate on future, rather than past discrimination
C. not focus on underutilization
D. be a permanent feature of organizational structure