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 (D)</p> Signup and view all the answers

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

<p>It is constant (D)</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 (B)</p> Signup and view all the answers

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

<p>Staff promotion rates (A)</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 (C)</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 (B)</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 (B)</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 (C)</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 (B)</p> Signup and view all the answers

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

<p>Company culture changes (B)</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 (C)</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 (A)</p> Signup and view all the answers

What is a benefit of hiring from within an organization?

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

What is one objective of recruitment and selection?

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

What characterizes a 'walk-in' applicant?

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

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

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

What does succession planning focus on?

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

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

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

Which technique is primarily used to attract external candidates?

<p>Help wanted advertisements (A)</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 (D)</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 (C)</p> Signup and view all the answers

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

<p>Job postings (D)</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 (D)</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 (A)</p> Signup and view all the answers

What is one aspect of effective succession planning?

<p>Assessing potential successors for key roles (A)</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 (D)</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 (B)</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 (B)</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 (D)</p> Signup and view all the answers

What does the recruiting yield pyramid illustrate?

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

What is a position replacement card used for?

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

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

<p>Employee hobbies (D)</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 (C)</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 (A)</p> Signup and view all the answers

Which type of employment agency is operated by government entities?

<p>Public agencies (A)</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 (D)</p> Signup and view all the answers

What is the role of executive recruiters?

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

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

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

What is a feature of retained executive searchers?

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

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

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

How are executive recruiters typically compensated?

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

Flashcards

Personnel Planning

The process of determining which positions need filling and how to fill them.

Succession Planning

Determining how to fill top executive positions.

Employment Planning

The act of determining which positions to fill and how to fill them.

Trend Analysis

Examining past employment data to predict future needs.

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Forecasting Personnel Needs

Predicting future staffing requirements.

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Projected Turnover

Anticipated employee departures.

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Internal Candidates

Employees from within the company.

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External Candidates

Job applicants from outside the company.

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College Recruiting Goals

The objectives of recruiting college graduates, including assessing their suitability and attracting strong candidates.

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Employee Referrals

Recruiting candidates recommended by current employees, making referring employees stakeholders and increasing workforce diversity effectively.

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Online Job Applications

Using the internet for job postings, increasing applicant reach and allowing for rapid responses, screening and tracking.

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Application Forms

Tools to collect candidate information on education, work history, and skills, guiding judgments about qualifications, experience, growth, and job success potential.

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On-site Visits

College recruiting method through visitations that include invitations, hosts, information packages, interviews and timely offers, followed by a follow-up to ensure consideration.

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Walk-Ins as Candidates

Direct applicants who initiate job searches independently.

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Internet Recruiting Advantages

Cost-effectiveness in publicizing job openings, attracting more applicants, enabling immediate responses, enabling online applicant screening.

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Application Form Uses

Application forms are used to assess education and experience qualifications, previous progress, employment stability, and predict future job success.

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Ratio analysis forecasting

Predicting future staffing needs by using ratios between a factor (e.g., production) and the number of employees.

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Scatter plot

A graph that displays the relationship between two variables, showing how they change together.

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Hospital Size vs. Nurses

Example of using a scatter plot to investigate how hospital size correlates with the number of registered nurses.

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Computerized forecasting

Utilizing software to predict future staffing needs based on projections of sales, production, and required personnel.

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Qualifications Inventories

Records of employee skills, education, and interests used for internal promotions.

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Direct Labor Hours per Unit

Productivity metric showing the amount of labor time needed to produce one unit of product.

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Sales Projections

Forecasted levels of sales, often including minimum, maximum, and probable values.

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Inside Candidate Selection

Identifying and choosing existing employees for promotions using qualifications records.

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Internal Recruiting: Disadvantages

Internal recruiting also has drawbacks. Rejected applicants can become unhappy, wasting time interviewing those not truly considered. It can also promote an unchanging company culture.

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Job Posting

This is a way to find internal candidates by publicly announcing an open job to current employees, often through bulletin boards or company intranets.

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Rehiring Former Employees

Rehiring former employees can be beneficial because you know them, but it can also be risky due to potential negative attitudes or sending the wrong message to current employees.

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Succession Planning Steps

Succession planning involves identifying essential positions, evaluating potential candidates, and selecting individuals to fill those roles.

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Advertising as a Recruiting Source

Advertising is a good way to find candidates, but the best media choice depends on the specific positions you are trying to fill.

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External Recruiting Sources

These are sources like ads, employment agencies, executive recruiters, college recruitment, and referrals, all of which contribute to finding candidates from outside the company.

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What makes a good job ad?

A good job ad should capture attention, spark interest, create desire for the role, and encourage action (AIDA). It should also portray the company favorably.

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Types of Employment Agencies

Employment agencies can be public (government-run), non-profit, or privately owned. Each type serves different needs and has unique strengths.

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When to use a private agency?

Companies may use private agencies when they lack in-house HR, struggle to attract qualified candidates, need quick hires, want to reach minorities or women, or need help with recruiting busy professionals.

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Executive Recruiters (Headhunters)

Executive recruiters specialize in finding top management talent for their clients. They work on contingency (paid when they succeed) or retainership (paid regardless of outcome).

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Internet's impact on recruiting

The internet has revolutionized recruiting, allowing for wider candidate reach, quicker response times, and online screening. It has also changed how searches are conducted and candidates are found.

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What is the AIDA principle?

The AIDA principle is a framework for creating effective marketing and advertising messages. It stands for Attention, Interest, Desire, and Action.

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Why use an outside agency?

There are several reasons to use an outside agency, including needing specialized expertise, saving time, or wanting to reach a wider pool of candidates.

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Personnel Replacement Charts

Company records that show the current performance and potential for promotion of internal candidates for key positions.

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Position Replacement Card

A card created for each job in a company to list possible replacement candidates and their qualifications.

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HRIS

A computerized system storing employee data like experience, skills, and education, allowing quick access to information.

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Access Matrices

Tools for managing employee data security by controlling who can view and modify information.

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Federal Privacy Act of 1974

A law that gives employees rights regarding access to their work history and job performance information.

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Recruiting Yield Pyramid

A model illustrating the historical relationship between different stages of the hiring process, from leads to hires.

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General Economic Conditions

Broad economic factors that influence the availability of outside job candidates.

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Local Market Conditions

Specific economic and labor market conditions in a particular location that affect candidate availability.

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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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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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