Personnel Planning and Recruiting
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Questions and Answers

What does ratio analysis primarily focus on when forecasting future staff needs?

  • The relationship between a causal factor and staffing needs (correct)
  • The number of sales made by staff
  • The total budget available for hiring
  • The historical performance of existing staff

    • What is a scatter plot used for in personnel forecasting?

  • To evaluate employee performance
  • To calculate total staffing costs
  • To project sales growth over time
  • To identify the relationship between two variables (correct)

    • Which method employs software to project future staff needs based on various factors?

  • Manual projections
  • Computerized forecasts (correct)
  • Ratio analysis
  • Qualifications inventories

    • What type of data does qualifications inventories record?

    <p>Employees' education and career interests</p> Signup and view all the answers

    What assumption is made regarding the relationship used in ratio analysis?

    <p>It is constant</p> Signup and view all the answers

    In the provided data table, what happens to the number of registered nurses as the size of the hospital increases?

    <p>It increases generally</p> Signup and view all the answers

    Which of the following metrics is NOT typically generated in computerized forecasts?

    <p>Staff promotion rates</p> Signup and view all the answers

    What is the primary purpose of using ratios between causal factors and the number of employees needed?

    <p>To forecast future staffing needs</p> Signup and view all the answers

    What is the primary goal of college recruiting?

    <p>To determine if the candidate is worthy of further consideration</p> Signup and view all the answers

    What is the primary goal of personnel planning and forecasting?

    <p>To determine the firm’s future personnel needs and how to fill them</p> Signup and view all the answers

    Which of the following is NOT a component of the on-site visit in college recruiting?

    <p>Background checks</p> Signup and view all the answers

    What advantage does employee referrals provide in the recruitment process?

    <p>They speed up the diversifying of the workforce</p> Signup and view all the answers

    Which of the following is NOT a factor in forecasting personnel needs?

    <p>Company culture changes</p> Signup and view all the answers

    What is trend analysis in the context of employee forecasting?

    <p>Predicting future hiring needs based on past employment trends</p> Signup and view all the answers

    How does recruiting via the Internet benefit organizations?

    <p>It is a cost-effective way to attract more applicants</p> Signup and view all the answers

    What is a benefit of hiring from within an organization?

    <p>Less training and orientation required</p> Signup and view all the answers

    What is one objective of recruitment and selection?

    <p>To select the best candidate for the job</p> Signup and view all the answers

    What is one of the main uses of information gathered from application forms?

    <p>To predict future job success of candidates</p> Signup and view all the answers

    What characterizes a 'walk-in' applicant?

    <p>An applicant who spontaneously seeks employment</p> Signup and view all the answers

    What is a potential disadvantage of rehiring former employees?

    <p>They may set a precedent for getting ahead</p> Signup and view all the answers

    What is the purpose of personnel replacement charts?

    <p>To show present performance and promotability of inside candidates</p> Signup and view all the answers

    Which process is involved in ensuring a supply of successors for key positions?

    <p>Succession planning</p> Signup and view all the answers

    What does succession planning focus on?

    <p>Deciding how to fill executive roles within the company</p> Signup and view all the answers

    Which aspect is NOT highlighted as an advantage of internet recruiting?

    <p>Higher chances of hiring recent graduates</p> Signup and view all the answers

    What is an outcome of effective treatment of walk-in applicants?

    <p>Improved company reputation</p> Signup and view all the answers

    Which technique is primarily used to attract external candidates?

    <p>Help wanted advertisements</p> Signup and view all the answers

    What is an advantage of using job postings to find internal candidates?

    <p>It allows employees to become aware of opportunities</p> Signup and view all the answers

    What is an essential step to consider in the recruitment process?

    <p>Utilizing a variety of selection techniques</p> Signup and view all the answers

    Which of the following is NOT listed as an external source of candidates?

    <p>Job postings</p> Signup and view all the answers

    What could be a consequence of unsuccessful applicants when hiring from within?

    <p>Failed applicants may become discontented</p> Signup and view all the answers

    When choosing a medium for advertising a job, what is an important consideration?

    <p>The specific position being recruited for</p> Signup and view all the answers

    What is one aspect of effective succession planning?

    <p>Assessing potential successors for key roles</p> Signup and view all the answers

    Which step immediately follows building a candidate pool in the recruitment and selection process?

    <p>Have candidates complete application forms and screenings</p> Signup and view all the answers

    What type of information can be found in a Human Resource Information System (HRIS)?

    <p>Work experience codes and formal education</p> Signup and view all the answers

    Which of the following is a legal consideration regarding HR information privacy?

    <p>The Federal Privacy Act of 1974</p> Signup and view all the answers

    What factors can impact the supply of outside candidates for a job?

    <p>General economic conditions and local market conditions</p> Signup and view all the answers

    What does the recruiting yield pyramid illustrate?

    <p>The relationships between recruitment leads and accepted offers</p> Signup and view all the answers

    What is a position replacement card used for?

    <p>To show possible replacement candidates for a position</p> Signup and view all the answers

    Which of the following is NOT a component typically included in HRIS?

    <p>Employee hobbies</p> Signup and view all the answers

    What is one way to establish control of HR information?

    <p>Using access matrices to limit user access</p> Signup and view all the answers

    What does AIDA stand for in the context of constructing an effective job advertisement?

    <p>Attention, Interest, Desire, Action</p> Signup and view all the answers

    Which type of employment agency is operated by government entities?

    <p>Public agencies</p> Signup and view all the answers

    What is one reason a firm might choose to use a private employment agency?

    <p>To quickly fill a specific opening</p> Signup and view all the answers

    What is the role of executive recruiters?

    <p>To seek out top-management talent for clients</p> Signup and view all the answers

    What type of recruitment might require attracting more minority or female applicants?

    <p>Private agency recruiting</p> Signup and view all the answers

    What is a feature of retained executive searchers?

    <p>They receive payment regardless of the recruitment outcome</p> Signup and view all the answers

    Which of the following job advertisement methods focuses on job interest factors?

    <p>Wording that evokes AIDA</p> Signup and view all the answers

    How are executive recruiters typically compensated?

    <p>Only when a candidate is hired (contingent-based)</p> Signup and view all the answers

    Study Notes

    Personnel Planning and Recruiting

    • Personnel planning is the process of deciding which positions need to be filled and how to fill them
    • Succession planning decides how to fill important executive jobs
    • Factors to forecast include overall personnel needs, internal candidate supply, and external candidate supply
    • Forecasting factors include projected turnover, employee quality and nature, decision to upgrade, technological and administrative changes, and financial resources
    • Techniques include trend analysis (studying past employment needs) and ratio analysis (using ratios between causal factors and employees needed, assuming a constant relationship)
    • A scatter plot is a graphical method to identify relationships between variables, such as hospital size (beds) and registered nurses
    • Computerized forecasts use software to estimate future staff needs, projecting sales, production volume, and personnel for output, offering figures on average staff levels (for product demands, direct labor, indirect / exempt staff), typical metrics (direct labor hours per unit, productivity), and sales projections (minimum, maximum, probable)
    • Qualification inventories are manual or computerized records containing employee education, career interests, skills, languages, etc. aiding in promotion selections.
    • Personnel replacement charts are company records that show the present performance and promotability of internal candidates for important positions
    • Position replacement cards are prepared for each position, listing possible replacements and their qualifications
    • Human Resource Information Systems (HRIS) are computerized inventories of employee information (work experience, product/service experience, industry experience, education, training, languages, relocation, career interests, performance appraisal)
    • HR information security is critical. Controls like access matrices help limit users. The Federal Privacy Act of 1974 regulates access to employee history and job performance information
    • Factors affecting external candidates include general/local economic conditions, and occupational market conditions
    • The recruiting yield pyramid shows the historical relationships between job leads, applicants, interviews, and hires
    • Internal sources include job postings, rehiring former employees (advantages: known quantities, already know the firm), and succession planning (identifying key jobs, evaluating candidates, selecting successors). Succession planning ensures a suitable supply of successors for senior/crucial jobs

    Recruitment and Selection Process

    • The process involves several steps to select the best candidate, including deciding which positions to fill using personnel planning and forecasting, building a pool of candidates (both internally and externally), filling out application forms and possibly an interview, and using various selection techniques (tests, background checks, physical exams) to evaluate candidates
    • The final decision for hiring is made by supervisors and interview teams

    Outside Sources of Candidates

    • Advertising can use newspapers (local/specific markets), trade/professional journals, internet job sites, and marketing programs; advertisements should use AIDA (attention, interest, desire, action) to create a positive impression of the firm
    • Employment Agencies (public, nonprofits, privately owned) can be used because a company might not have an HR department, might have trouble generating qualified applicants, may require quick hiring, or want to attract a diverse workforce.
    • Executive recruiters (headhunters) are specialized to find top-level managerial candidates
    • College recruiting aims to determine suitable candidates, attracting them with on-site visits, letters of invitation, assigned hosts, information packages, planned interviews, timely employment offers, and follow-up
    • Employee referrals are positive because referring employees become stakeholders, referrals are a cost-effective program, and referrals can help diversify the workforce. "Walk-ins" are self-initiated job applicants from outside sources; treating all applicants courteously is business practice
    • Internet recruiting is cost-effective, attracting more candidates over a longer time, and allowing for immediate responses and applicant screening; this technique also allows for automating applicant tracking and evaluation

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    Related Documents

    Human Resource Management CH.3 Planning and Recruiting PDF

    Description

    Explore the essentials of personnel planning and recruiting, including techniques like trend analysis and ratio analysis. This quiz covers forecasting factors such as personnel needs and candidate supplies, as well as graphical methods like scatter plots. Get ready to assess your knowledge of effective staffing strategies.

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