unit4 - Question 1 Question 1 1 A critical aspect of the...

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Question 1 Question 1 1. A critical aspect of the program-implementation step of human resource planning is: Answer selecting the best option for redressi ng a pending labor shortage or surplus. 4 points Question 2 Question 2 1.
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Which of the following is an advantage of relying on internal recruitment sources? Answer They are gene rally chea per and faste r than other mea ns. 4 points Question 3 Question 3 1. The first step in the human resource planning process is:
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Answer forec astin g labor dem and and supp ly. 4 points Question 4 Question 4 1. The steps required to properly execute a workforce utilization review: Answer
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are ident ical to the step s in the gene ric hum an reso urce plan ning proc ess. 4 points Question 5 Question 5 1.
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An assessment center: Answer
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uses multi ple selec tion meth ods to rate eithe r appli cant s or job incu mbe nts on their man ageri al pote ntial. 4 points Question 6
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Question 6 1. All but one of the following would enhance recruiter effectiveness. Name the exception. Answer Use reali stic job previ ews as part of the recru itme nt proc ess. 4 points Question 7
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Question 7 1. The use of a neutral-appearing selection method that damages a protected group is: Answer
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legal if the empl oyer can show that the meth od is job relat ed and consi stent with a busi ness nece ssity. 4 points Question 8 Question 8
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1. At which stage in the selection process are supervisors and team members most involved? Answer Empl oym ent inter view s 4 points Question 9 Question 9 1. Besides offering access to job candidates at a low cost, public employment agencies: Answer
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can be a usef ul reso urce for meet ing certa in diver sity obje ctive s. 4 points Question 10 Question 10 1. Should a former employer give a glowing statement about a candidate and the new employer later learn of
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misconduct on the part of the employee during his or her previous employment, the new employer may sue the former for: Answer defa mati on. 4 points Question 11 Question 11 1. 1. Discuss the relative merits of internal versus external recruiting. Discuss which method would work best in your  organization.  This question seems cut and dry but is not. Generally, internal recruiting is cheaper, whereas external recruiting can be  costly. Internal hires are most often already socialized into the culture, so training and orientation is not necessary like for  external recruiters, which saves time and human resources. Sometimes external recruiting brings in new and fresh ideas,  which is innovating, but it can be both time consuming and costly. 
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However, it has indeed been debated and there is a general consensus that in order for an organization to determine which  is better is to do an analysis at the organizational level, based upon a cost-benefit analysis. This analysis needs to consider  certain factors and then compare scores for internal versus external recruiting, to see which ones scores higher, such as" 
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This note was uploaded on 06/11/2011 for the course BBA 3352 taught by Professor Uk during the Spring '11 term at Columbia Southern University, Orange Beach.

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unit4 - Question 1 Question 1 1 A critical aspect of the...

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