Question :
61. When a company faces a shortage of labor: A. it has the : 1251014
61. When a company faces a shortage of labor:
A. it has the option of trying to garner more hours out of the existing labor force.
B. having to pay workers time-and-a-half for overtime production is not an option.
C. employers prefer hiring and training new employees.
D. employers prefer hiring part-time employees only.
Despite having to pay workers time-and-a-half for overtime production, employers see this as preferable to hiring and training new employees—especially if they are afraid that current demand for products or services may not extend to the future.
62. Identify the correct statement about furloughs.
A. They hit lower-paid employees harder than higher-paid employees.
B. The work of most blue-collar professionals simply piles up when they leave the office for even short periods of time.
C. If pay differences are a result of some type of pay-for performance system, then the best employees take the biggest hit.
D. They are a long-term elimination of paid workdays applied to salaried workers.
Furloughs are controversial because they hit higher-paid employees harder than lower-paid employees, and if these pay differences were a result of some type of pay-for performance system, this means that the best employees take the biggest hit.
63. The programs developed in the strategic-choice stage of the process are put into practice in the:
A. forecasting stage.
B. goal-setting stage.
C. evaluation stage.
D. program-implementation stage.
A critical aspect of program implementation is to make sure that some individual is held accountable for achieving the stated goals and has the necessary authority and resources to accomplish this goal.
64. A critical aspect of the program implementation step of human resource planning is:
A. the setting of a benchmark for determining the relative success of a program.
B. selecting the best option for redressing a pending labor shortage or surplus.
C. making sure that some individual is held accountable for achieving the stated goals.
D. ascertaining whether or not the company has successfully avoided any potential labor surpluses or shortages.
The programs developed in the strategic-choice stage of the process are put into practice in the program-implementation stage.
65. The final step in the planning process is to:
A. evaluate results.
B. set goals and objectives.
C. formulate strategies.
D. establish forecasting methods.
The most obvious evaluation involves checking whether the company has successfully avoided any potential labor shortages or surpluses.
66. The process of determining whether there are any subgroups (e.g., minorities or disabled) whose proportion in a given job category within a company is substantially different from their proportion in the relevant labor market is called:
A. adverse treatment analysis.
B. workforce utilization review.
C. subgroup reconciliation.
D. discrimination analysis.
Workforce Utilization Review is a comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market.
67. _____ forecast and monitor the proportion of various protected group members, such as women and minorities, that are in various job categories and career tracks.
A. Ethnocracies
B. Group rights
C. Affirmative action plans
D. Employment background checks
Many firms adopt “voluntary affirmative action programs” to make sure underutilization does not occur and to promote diversity.
68. _____ requires that government contractors and subcontractors maintain affirmative action programs.
A. Executive Order 11246
B. Title VII
C. Executive Order 11478
D. The Civil Rights Act of 1991
Companies might also engage in utilization reviews because they are legally required to do so.
69. Recruitment activities are designed to affect all of the following except:
A. the number of people who apply for vacancies.
B. the type of people who apply for vacancies.
C. the likelihood that those applying for vacancies will accept positions if offered.
D. the evaluation of employees once hired.
The goal of an organizational recruitment program is to ensure that the organization has a number of reasonably qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs.
70. The goals of personnel recruitment include all but one of the following. Name the exception.
A. To increase the number of people who apply for vacancies.
B. To control the type of people who apply for vacancies.
C. To finely discriminate among reasonably qualified applicants.
D. To inflate the number of applicants for statistical purposes.
Recruiting new personnel and selecting new personnel are both complex processes. Each task is hard enough to accomplish successfully, even when one is well focused. Organizations explicitly trying to do both at the same time will probably not do either well.
