How does exit interview help in employee retention efforts

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Reference no: EM132198165

1. Jill, an HR manager at Sunny Day, is completing the HR planning process. Which of the following should be her last step?

a. Review the organization’s environmental analysis/strategic plans

b. Develop HR staffing plans and actions

c. Compile HR planning forecasts

d. Assess external and internal workforce

2. Angela is a self-employed graphic artist. She is usually hired by companies for special projects that last from a week to six months. Angela can be best described as a(n) __________.

a. independent contractor

b. undocumented worker

c. regular employee

d. full-time employee

3. How does an exit interview help in employee retention efforts?

a. By providing managers and supervisors with information for improving company efforts to reduce employee turnover

b. By providing managers and supervisors with information to increase involuntary turnover

c. By providing managers and supervisors with information to control involuntary turnover

d. By providing managers and supervisors with information to increase the incidence rate of the company

4. Greta is the new HR manager at a small company. The previous HR manager kept every scrap of paper that crossed his desk during the last 10 years, but Greta is determined to clear out the unnecessary documents. Greta knows she should keep all applications and hiring-related documents and records for __________ before they can be discarded.

a. one year

b. three years

c. five years

d. seven years

5. ________ measure dexterity, hand–eye coordination, and arm–hand steadiness.

a. Physical ability tests

b. Work sample tests

c. Aptitude tests

d. Psychomotor tests

6. Josh, a human resource executive, works with AmPro Inc. Recently, he moved from a generalized role in the HR department to a senior role. Which of the following skills does Josh have to build to succeed in his new role?

a. Administrative capabilities

b. Operational knowledge

c. Ability to guide others during changes

d. Legal capabilities

7. The __________ requires that organizations identify the essential job functions, which are the fundamental duties of a job.

a. Americans with Disabilities Act

b. Civil Rights Act

c. Fair Labor Standards Act

d. Disabilities Discrimination Act

8. Which of the following is the best way for recruiters to easily and accurately track responses to advertisements in various media?

a. Use only a few selected media.

b. Ask applicants where they learned of the position.

c. Ask applicants which media they found most effective.

d. Use different contact names, email addresses, or phone number codes in each ad.

9. How is unit labor cost computed?

a. By dividing the total cost of workers by the total level of output

b. By dividing the total level of output by the total cost of workers

c. By dividing the average level of output by the average cost of workers

d. By dividing the average cost of workers by their average levels of output

10. Which of the following statements is true about turnover?

a. It is illegal for an employer to continue to hire new employees while laying off other employees.

b. When key individuals leave the firm, the turnover is often functional because they no longer act as a brake on the introduction of new technology and new work processes.

c. The turnover of poor performers is considered functional.

d. Organizations have little control over involuntary turnover.

Reference no: EM132198165

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