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Evaluation of staffing systems

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Reference no: EM13525562

Multiple Choice Questions

1. Records should be created for which of the following purposes? 

A. legal compliance

B. use in staffing decisions

C. justification of staffing decisions

D. all of the above are correct 

2. What proportion of disputes that begin the EEOC mediation process are eventually resolved through mediation? 

A. fewer than 10%

B. more than 10%, but fewer than half

C. more than half

D. the EEOC has no mediation procedure

3. What is the primary difference between mediation and arbitration? 

A. Arbitration is generally more time consuming than mediation

B. Arbitrators only consult with both sides, whereas mediators issue a binding decision

C. Mediation typically involves at least four parties

D. Mediators only consult with both sides, whereas arbitrators issue a binding decision 

4. Which of the following must report to the EEOC annually? 

A. all employers

B. private employers with over 100 employees (50 for federal contractors)

C. private employers with over 1000 employees (500 for federal contractors)

D. only organizations with federal contracts

5. Recent court decisions suggest that _______ is essential for most organizations. 

A. affirmative action

B. employee termination insurance

C. training in employment discrimination

D. none of the above 

6. In ______________ a neutral person investigates a complaint and develops findings that may be the basis for resolving an employee complaint. 

A. mediation

B. arbitration

C. fact finding

D. peer review

7. In ______________ a neutral person conducts formal hearing and issues a decision that is binding on the parties. 

A. mediation

B. arbitration

C. fact finding

D. peer review

8. The four common types of staffing metrics evaluate _____. 

A. performance, process, quantity, and quality

B. rectification, justification, elaboration, and relation

C. cost, timeliness, outcomes, and reactions

D. speed, diligence, dedication, and perseverance 

9. Increasingly, organizations are emphasizing __________ as a key indicator of staffing effectiveness because vacancies can mean loss of revenue. 

A. yield ratios

B. employee satisfaction surveys

C. staffing-to-employee ratios

D. time to fill 

10. Staffing metrics are increasingly used because _____. 

A. they demonstrate substantial returns in their own right

B. they are readily communicated across the organization

C. they are mandated by the Full Data Reporting in Employment Act

D. they are seen as a method to move staffing into the accounting function 

11. Advertising expenses and cost per applicant are examples of __________ staffing metrics. 

A. cost

B. timeliness

C. outcomes

D. reactions 

12. Number of positions filled and job performance are examples of __________ staffing metrics. 

A. cost

B. timeliness

C. outcomes

D. reactions

13. One of the key customers of the staffing system is _________. 

A. the CEO

B. job applicants

C. society

D. the industry in which the company operates

14. In a ________ analysis, data from a long period of time is collected both before and after a staffing policy or procedure is implemented. 

A. longitudinal

B. split-sample

C. LISREL

D. factor 

15. Comparative staffing process data can be obtained from the _________. 

A. Society for Human Resource Management

B. HR Data Sources Corporation

C. Department of Labor

D. None of the above

16. An ASP or SaaS provider offers which of the following services? 

A. techniques to prevent managers from accessing HR data

B. hardware and software for running HR systems

C. paper-based forms and data for the organization

D. all of the above 

17. The contracting out of work to a vendor or third party administrator is called ____________. 

A. outsourcing

B. temping

C. contracting

D. boundary spanning 

18. Which of the following factors is most likely to be a reason not to outsource HR activities? 

A. vendors have little expertise

B. vendors are less flexible to meet changing needs

C. vendors have few resources to offer

D. vendors meet resistance within HR and line management 

19. Which of the following functions are most likely to be outsourced? 

A. recruiting creative talent for an advertising agency

B. screening registered nurses for a long-term care facility

C. recruiting and selecting individuals for teams

D. providing employee orientation

20. For ______, it is better to keep staffing functions within the organization, rather than outsourcing. 

A. small organizations

B. organizations with continual hiring needs

C. firm-specific human capital

D. general human capital

Reference no: EM13525562

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