Chapter 5

Question 1

The attempts to determine the sup-
ply of and demand for various types of human resources to predict areas within the organi- zation where there will be labor shortages or surpluses.

Answer 1

forecasting

Question 2

Constructing and apply- ing statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year.

Answer 2

trend analysis

Question 3

A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

Answer 3

transitional matrix

Question 4

The planned elimination of large numbers of per- sonnel with the goal of enhancing the organiza- tion’s competitiveness.

Answer 4

downsizing

Question 5

Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

Answer 5

recruiting

Question 6

Employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause.

Answer 6

employment at will

Question 7

Policies that formally lay out the steps an employee may take to appeal the employer’s decision to terminate that employee.

Answer 7

due-process policies

Question 8

cating information about a job vacancy on com- pany bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communi- cates with employees.

Answer 8

job posting

Question 9

People who apply for a vacancy without prompting from the organization.

Answer 9

direct applicants

Question 10

People who apply for a vacancy because some- one in the organization prompted them to do so.

Answer 10

referrals

Question 11

The practice of hiring relatives.

Answer 11

nepotism

Question 12

A ratio that expresses the percentage of appli- cants who successfully move from one stage
of the recruitment and selection process to the next.

Answer 12

yield ratio

Question 13

The total amount of money spent to fill a vacancy. The number is computed by finding the cost of using a particular recruitment source and dividing that cost by
the number of people hired to fill that type of vacancy.

Answer 13

cost per hire

Question 14

Background information about a job’s positive and negative qualities.

Answer 14

realistic job preview