Chapter 6

Question 1

Explain the strategic importance of recruiting and retaining talented employees

Answer 1

When done effectively, recruiting and retaining employees can improve productivity, reduce labor costs, and improve competitiveness. Effective recruiting efforts are consistent with the needs of employers and employees alike

Question 2

Recruitment

Answer 2

involves searching for and obtaining qualified applicants to consider when filling job openings

Question 3

Retention

Answer 3

includes all of an employer’s activities to encourage qualified and productive employees to continue working for the organization

Question 4

How are recruiting and retention activities shaped by other aspects of the HRM system and the environment within an integrated HRM system

Answer 4

In a fully integrated, strategically aligned system for managing human resources, recruiting activities are developed to help managers implement business plans and adapt to changing economic conditions. Job analysis and competency modeling provide guidance by identifying the types of employees needed. Numerous other HR activities also influence recruiting and retention by establishing the employer’s reputation as a great - or an awful - place to work

Question 5

Describe the roles and responsibilities of the HR Triad in recruiting and retaining employees

Answer 5

Recruiting can involve everyone in an organization. HR professionals usually take the lead in designing a systematic and integrated approach to retaining and recruiting employees. Line managers can help promote the company and make it attractive to employees, or they can be the cause of high turnover. A company’s current employees may be involved directly in recruiting applicants - for example when they encourage family and friends to apply.

Question 6

Specify several recruiting methods and sources

Answer 6

internal job market; external labor market

Question 7

internal job market

Answer 7

a company’s current employees

Question 8

external labor market

Answer 8

includes potential applicants who don’t currently work for the organization

Question 9

job postings

Answer 9

display current job openings to all employees in an organization

Question 10

talent inventory

Answer 10

a database that contains information about the pool of current employees

Question 11

employee referrals

Answer 11

occur when current employees inform their acquaintances about opening and encourage them to apply

Question 12

job fair

Answer 12

several employers are usually present to provide information about employment opportunities at their companies

Question 13

contingent workers

Answer 13

People hired with no implicit or explicit contract for long-term employment, including “free agents”, independent contractors, and temporary workers

Question 14

Explain how metrics can used to manage the talent supply chain

Answer 14

Metrics can be used to monitor recruiting activities, diagnose problems, and determine appropriate actions.

Question 15

Describe recruiting from the applicant’s perspective

Answer 15

Events that occur during recruitment could determine whether an applicant accepts or rejects an employment offer. Recruiting activities should create positive experiences for all applicants. To effectively attract and retain potentially qualified candidates, employers need to understand the behaviors and preferences of a diverse workforce. Building a positive corporate reputation by making it easy for applicants to apply, creating a good personal impression, giving applicants the information they need, and showing respect when rejecting applicants are all appreciated by applicants who are not offered employment. Applicants also respond to the behaviors of recruiters and perceptions of how well they would fit the job.

Question 16

Discuss some ethical issues associated with recruiting

Answer 16

Hiring managers may be tempted to make a job seem better than it really is in an effort to convince applicant to accept an offer. However, being dishonest is unethical and likely to backfire. Ethical managers provide realistic job previews, consider applicants fully and fairly, and respect applicants’ need for timely information when they’ve been rejected

Question 17

realistic job preview

Answer 17

occurs when the organization is careful to describe both the positive and negative aspects of a job and the organization

Question 18

affirmative action program (AAPs)

Answer 18

programs intended to reduce employment discrimination or to correct underutilization of qualified members of protected groups in an organization’s relevant labor market

Question 19

Office of Federal Contract Compliance Program (OFCCPO)

Answer 19

which is the agency responsible for overseeing the employment practices of federal contractors and enforcing relevant federal regulations

Question 20

consent decree

Answer 20

a legally enforced court ruling that specifies the affirmative action steps an organization must take to remedy the effects of past discrimination

Question 21

Explain how retention influences recruiting needs

Answer 21

Retaining employees is a good way to reduce the need for extensive recruiting and its associated costs. To retain top-performing employees, employers must first understand what’s important to them. Employers can also avoid layoffs, which damage the organization’s reputation and make future recruiting activities more difficult

Question 22

Worker Adjustment and Retraining Act of 1988 (WARN)

Answer 22

employers are required to provide workers with 60 days’ notice of a plant or office closing

Question 23

What are two current issues in recruiting and retaining qualified employees

Answer 23

Two current issues in recruiting and retaining qualified employees are establishing employee value propositions to appeal to a diverse pool of applicants and recruiting and retaining older workers

Question 24

EEO-1 report

Answer 24

gives an accounting of the composition of the workforce according to job family (10 categories), sex (two categories) and race/ethnicity (nine categories)

Question 25

employee value proposition

Answer 25

a statement that answers the following question: What’s in it for me? If I take a job at a particular company, what will I get in return for the skills I bring to the company and the effort I put into doing my job

Question 26

Utilization analysis

Answer 26

determines the number of minorities and women employed (utilized) in each type of job in the organization

Question 27

Availability analysis

Answer 27

measures how many minorities and women are available to work in the relevant labor market of an organization

Question 28

Goals and Timetables

Answer 28

specify how the organization plans to correct any underutilization of protected groups