Human capital refers to the knowledge, skill, and ability of people and their motivation to use them successfully on the job
For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue
Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.
Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.
Internal staffing systems work in fundamentally different ways than external staffing systems.
Organizations should attempt to eliminate all employee turnover if at all possible.
Employee turnover does not represent a significant cost to most organizations.
Staffing is more of a process than an event.
Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.
Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.
Quantity or quality labor shortages can mean lost business opportunities, scaled-back expansion plans, an inability to provide critical consumer goods and services, and even threats to organizational survival.
Employee shortages seldom require job reassignments or overtime for current employees.
When the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.
Pfizer has concluded that it cannot project what kind of talent it needs in the next 10 years and then select employees whose skills matched these long-range future talent needs.
The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness is called ________.
Which of the following statements is true regarding staffing?
B. The staffing process is composed of a series of interrelated parts including recruitment, selection, decision making and job offers.
The process that involves the placement of new hires on the actual job they will hold is called ___________.
The purpose of retention systems is to __________.
C. manage the flow of employees out of the organization.
Staffing systems exist, and should ultimately be used, to __________.
D. contribute to the attainment of organizational goals such as survival, profitability, and growth
The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
When head count requirements exceed availabilities, the organization will be overstaffed.
The person/job match model says that jobs are characterized by their level of qualifications and motivation.
The person/job match model says that individuals are characterized by their level of qualifications and motivation.
The person/job match model states that it is more important to match job rewards to individual motivations than to match job requirements to KSAOs.
Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.
In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match.
It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements.
The three stages of entering an organization (in order) are selection, recruitment, and employment.
The initial stage in the staffing system components model is recruitment.
The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.
The selection stage of the staffing process emphasizes the assessment and evaluation of job applicants.
Self-selection refers to employee decisions about whether to continue in or drop out of the staffing process.
Organizational strategy usually dictates HR strategy, and HR strategy seldom has an impact on organizational strategy.
Support activities for HR include legal compliance, planning, and job analysis.
Core activities for HR include legal compliance, planning, and job analysis.
According to the staffing quantity model, an organization will be __________ when availabilities exceed requirements.
The staffing quantity model uses _________ to determine whether a condition of being overstaffed, fully staffed, or understaffed exists.
D. A and B are both needed (projected staffing requirements and projected staffing availabilities)
Which of the following are portions of person-job match?
D. All of the above. (A. Jobs are characterized by their requirements. B. Jobs are characterized by their embedded rewards. C. Individuals are characterized by their level of qualification and motivation.
Which of the following statements is false regarding person-job match?
C. Organizational culture is an important aspect of person-job match.
The person/job match model says that there must be a match between _______.
A. job requirements with KSAOs and job rewards with individual motivation
Regarding the person/job match model, _______.
D. none of the above are correct (A. staffing is only concerned with the job requirements-KSAO portion of the match B. job requirements should be expressed in terms of only tasks involved and not KSAOs C. It applies only to tasks that have been identified and written down
In terms of the person/organization match ________.
C. there is a concern with the “fit” of people to multiple jobs or future jobs
Which of the following matching concerns arise in person-organization match?
A. values, new job duties, multiple jobs, and future jobs
The staffing system components model says that the phases of the staffing process occur in which order after the initial interaction between the applicant and the organization?
B. recruitment, selection, employment
According to the overall staffing organizations model, one support activity is ________.
B. job analysis
According to the overall staffing organizations model, an example of a core staffing activity is ______.
C. internal recruitment
According to the overall staffing organizations model, HR and staffing strategy are driven by _____________.
A. the mission, goals and objectives of the organization
Which of the following is a part of the recruiting phase of the staffing process?
C. developing and conducting job fairs
Which of these activities is most directly associated with the employment phase of the staffing process?
B. deciding on finalists for a job
Staffing system management involves _________.
C. guiding, coordinating, controlling, and evaluating staffing activities
Sound staffing strategy should always focus on acquiring employees who can hit the ground running and be at peak performance the moment they arrive.
Small and midsized organizations have increasingly turned to outsourcing as a way to improve the quality of certain recruiting and hiring processes.
Organizations choose to follow an internal staffing strategy if they want to cultivate a stable, committed workforce.
An organization’s core workforce is composed of workers who are used on an as-needed, just-in-time basis.
Some organizations accept a certain level of turnover as inevitable and frequently hire replacements to fill vacancies.
Outsourcing is when an organization sets up its own operations in another country.
Some organizations understaff in order to avoid costly layoffs.
When forced to choose between addressing short-term labor shortages and identifying talent for the long term, most organizations focus on developing the long-term concerns.
A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.
Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills.
An active diversity strategy might be pursued as a way of acquiring workers who can help identify products that might be received favorably by various segments of the marketplace.
A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can “hit the ground running.”
A. pure acquisition
The ___________ is composed of more peripheral workers who are used on an as-needed, just-in-time basis.
C. flexible workforce
Outsourcing is _________.
D. moving a business process to another vendor
Organizations often __________ when they choose to ride out dips in demand for goods and services or to stockpile talent.