Which would serve as an estimate of internal labor supply

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Reference no: EM133392755

Assignment:

1. Which of the following statistics would serve as an estimate of internal labor supply?

a. Turnover rate

b. Leading indicator

c. Unemployment rate

d. Promotability index

2. Human resource management includes both formal and informal practices. Which of the following represents a formal practice?

a. Arranging for a new employee to have lunch during the first week on the job with other employees who have recently been hired

b. A hiring and manager and recruiter exchanging feedback about the quality of an applicant

c. Asking an employee about their satisfaction with the amount of task significance and autonomy in the job during a 1:1 meeting

d. Giving a job knowledge test to applicants for a technical position

3. Michelle expresses to her boss that she feels like she doesn't have a clear sense of how effective she is, and that it's affecting her motivation on the job. Moving forward, her boss makes a conscious effort to provide Michelle with ongoing feedback. Michelle feels more motivated and actively tries to be as productive as possible to show her appreciation for her boss' response. Her increased productivity creates greater value for the organization. This example of how HR (i.e., job design) can promote the company's bottom line is best explained by:

a. Human capital theory

b. Social exchange theory

c. Ability, motivation, and opportunity

d. B & C

4. Reuben has been a client team director for 2 years and has the highest team voluntary turnover rate compared to all other directors. His client survey results are excellent, but his team has expressed major concerns with his leadership performance. Upper management offers him the chance to stay at the director level but move to the implementation team where he will no longer manage a team of people. This is an example of a:

a. Promotion

b. Demotion

c. Lateral movement

d. Job rotation

5. Companies that invest in better-quality human resource practices experience multiple benefits including:

a. Improved board member and investor confidence

b. A better reputation and improved productivity

c. Less sensitivity to changes in consumer demand

d. Less financial volatility over time

6. Estimates exist that some employers spend 3-4x the position's salary to recruit and hire a candidate. This statistic means that the cost of the recruitment and selection tools used are higher than the value the candidate provides, at least in the short term. This violates which criterion for strategic and effective hiring practices:

a. Reliability

b. Validity

c. Utility

d. Legality

7. Imagine you are hiring for a group of software engineers. The positions do not have any leadership responsibilities and individuals primarily are alone. Which two hiring tests would be most important to include in the hiring process if your primary goal is to predict future performance? (Note: All of these might be "good" hiring tools - focus on identifying the best options.)

a. Degree in computer science, interviews

b. College GPA, reference checks

c. Years of previous experience, work sample

d. Cognitive ability test, personality inventory

Reference no: EM133392755

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