MAN 4320
Study Guide – Test #1 – Chapters 1-5
In fairness to all students I ask that you NOT send me individual inquiries related to specific topics addressed in this study guide for which you require further clarification. I have found in the past that by responding to one student’s inquiry this might be viewed as demonstrating preferential treatment. Therefore, should you require any further clarification I will defer to this disclaimer and not respond to your inquiry.
There are a total of 80 questions @ 1.25 points and it will be available in the Testing Lab from 7:00 a.m. on September 29th to 11:59 p.m. on September 30th. Upon completion of the test you will be able to view your scores.
Chapter 1 – 5 T/F and 11 M/C
Should strategic staffing systems be aligned with a firm’s business strategy? In what ways does staffing influence organizational performance? Is reducing the turnover rate of high performers a staffing process goal? Define talent management. Is it more important to fill jobs quickly or is it better to fill jobs efficiently at minimum expense? Should firms select only those candidates who already possess the skills that are necessary to be quickly and cheaply trained by the firm? How does employer branding create a favorable image in desired applicants’ minds? Would you classify number of qualified applicants as a staffing process or outcome goal? Define recruiting, performance management and deployment. When a firm determines it will need to hire 50 new customer service representatives within the next three months, what type of modeling has it engaged in? What term defines the process of putting together an attractive job offer and negotiating the offer with a candidate? Under what circumstances does a company “churn” employees? What are staffing outcome goals? How does a company create competitive advantage? What does an employer feel compelled to do when hiring from a traditional labor pool? Who determines whether a job offer is to be made? Define workforce planning and sourcing. Does recruiting large numbers of candidates assure quality hires? Is the goal of the staffing process the objective of making a financial return on the staffing investment? What are organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers? Who makes the final hiring decision? When a company is not taking advantage of employee talents, we call that…….? What is the primary goal of recruiting? What is involved in the selection process? Define the acquiring aspect of staffing. What does succession management ensure?
Chapter 2 - 6 T/f and 10 M/C
What is proactive staffing? When is the staffing function considered to be centralized? Is it feasible to imitate another company’s staffing function? During which phase of the product life cycle is it most likely that a company will offer promotions? Provide an example of an internal talent focus. What business principle is compromised by retaining workers instead of sourcing new employees? What is a company’s goal when viewing employees as investors? What is idiosyncratic staffing? When viewing employees as assets, is the staffing focus on costs or performance? What is meant by the term idiosyncratic jobs? When labor markets are tight and candidates are hard to find, should organizations pursue talent-oriented staffing or job-oriented staffing? What is unique about product development when a company is engaged in a differentiation strategy? When a company has high turnover, should they focus on filling vacancies quickly? Which type of hiring strategy supports product leadership? Under what labor market conditions do companies support a talent-oriented staffing strategy? What is meant by decentralized staffing? When companies use similar staffing policies can they expect similar results? Under what set of circumstances would it be considered reasonable to view employees as investors? What constitutes a human process advantage? Does external hiring enhance external diversity? Does organic growth occur through acquisitions? At what stage of a company’s life cycle might they place a priority on hiring top technical and professional talent? If an organization decides to evaluate its staffing practices after a discrimination suit has been filed, is this an example of proactive staffing? What staffing strategy is recommended when a company has high turnover? Does promotion from within support employee motivation and retention? How might a company achieve customer intimacy? Provide an example of a company’s commitment to ethical behavior. In what ways does a business strategy mirror the staffing strategy? What constitutes an external talent focus?
Chapter 3 – 5 T/F and 12 M/C
Do temporary employees receive benefits? If an employer fails to disclose negative information about a former employee when giving a referral, does that constitute negligent referral? Is everyone who submits a résumé over the internet considered an applicant? Define facially neutral. Does complying with staffing laws appeal to a company’s customer base? What is affirmative action and how do affirmative action plans work? What is a flow statistic? What constitutes a “closed shop”? If a company makes promises to a recruit that they do not intent to keep, what has occurred? What are the elements of a valid employment contract? What is a mixed motive case of disparate treatment? What is disparate impact? What is meant by BFOQ? What are stock statistics? Is it legal to compare an applicant’s scores only to his or her racial subgroup and set separate passing scores for each subgroup? What is meant by employment-at-will? What is a closed union shop? Compare concentration statistics, to flow statistics. Define fraudulent recruitment, negligent hiring, and negligent referral. Is an independent contractor considered an employee of the firm? In the case of another company calling for a reference, is it a good idea to say nothing about a dangerous employee to prevent being sued for defamation? What constitutes hiring manager bias? What is stereotyping?
Chapter 4 – 7 T/F and 9 M/C
Are predictable or unpredictable jobs easier to analyze? Compare and contrast inductive job analysis and deductive job analysis. What is the first step in conducting a job analysis? Is reward differential predicated on its uniqueness? What are the components of job-worker matching? Define EVP and essential criteria. What are the advantages of using structured questionnaires in a job analysis? What are some of the disadvantages of the task inventory method? Define competencies. Define the essential functions of a job. What is the degree to which the design of a reward package matches the needs and preferences of an applicant known as? In what way does a job rewards analysis define the recruiting message? How is a job task defined? Compare and contrast job duty and job family. How might you define a job? Is competency modeling a job analysis method that identifies the necessary worker competencies for high performance? What is a desk audit? Would you be able to identify a task statement in a multiple choice question? How might one define the distinctiveness of a job’s rewards? What is the job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance?
Chapter 5 – 5 T/F and 10 M/C
Define talent inventories. How does the internal labor market factor in to the determination of promotions and turnover rates? Compare and contrast staffing yields and hiring yields. Are early retirement programs a common way of dealing with the temporary surplus of employees? What is the most comprehensive and free source of data on conditions in the U.S. labor markets? Define business process outsourcing. What are some of the key provisions of the 2010 Patient Protection & Affordable Care Act as it relates to employers with at least 50 full-time employees? What is the most comprehensive source of free data on conditions in the U.S. labor market? Can judgmental forecasting be based on the experience and insights of people in the organization? Is transition analysis a quantitative or qualitative technique? How is a transition matrix used? Why are forecasting techniques inherently flawed? What is a trend analysis? Under what conditions might a company change its compensation policy to offer above market rates? Does transition analysis assume that all employees in an organization have the same probability of movement? Would a talent inventory be useful for a firm needing to reassign employees to an important new project? Is forecasting an exact science? What should firms do to reduce their need for skills that will be in short supply for a number of years? What would you recommend to a company as a solution to dealing with a temporary employee surplus? What forecasting method uses historical data on the average number of hires typically made per recruiter or the average number of recruits processed per recruiter over a period of time? What information is typically contained in replacement charts? Once gaps have been determined between labor supply and labor demand, what should a firm do next? What is the purpose behind the need to redesign jobs? What term is used to explain the movement of applicants from one stage of the hiring process to the next?
Good luck,

Carl Blencke