CHAPTER 5 Planning for and Recruiting Human Resources

Question 1

core competency

Answer 1

A set of knowledges and skills that make the organization superior to competitors and create value for customers.

Question 2

direct applicants

Answer 2

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

Question 3

downsizing

Answer 3

The planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness.

Question 4

due-process policies

Answer 4

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

Question 5

employment at will

Answer 5

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

Question 6

forecasting

Answer 6

The attempts to determine the supply
of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses.

Question 7

job posting,

Answer 7

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees.

Question 8

leading indicators

Answer 8

Objective measures that accurately predict future labor demand.

Question 9

nepotism,

Answer 9

The practice of hiring relatives.

Question 10

outsourcing

Answer 10

Contracting with another organization (vendor, third-party provider, or consultant) to provide services.

Question 11

realistic job preview

Answer 11

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

Question 12

recruiting,

Answer 12

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

Question 13

referrals

Answer 13

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

Question 14

transitional matrix

Answer 14

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.

Question 15

trend analysis,

Answer 15

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

Question 16

workforce utilization review,

Answer 16

A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market.

Question 17

yield ratio,

Answer 17

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