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<br/> -Clearwater Electronics' HR recruiters have been asked to participate

in a portion of the HR planning review. Their contribution will cover recruiting needs in relation to the factors that affect recruiting and the changes they have seen in the workforce. Why is it a good idea for the HR plan to consider changes recruiters have seen in the company's workforce?
-HR planning needs to rely on the expertise of the recruiters in order to determine what resources to invest in the recruitment process.
-HR planning needs to be aware of the opinions of the recruiters. If recruiters feel they are not valued, they can quickly sabotage the hiring process, which will affect the whole company.
-HR planning needs to consider changes in the external environment—such as fewer young workers, different job skills, and advances in technology—and how these changes shape the workforce.
-HR planning needs to consider how recruiters affect the selection process and the applicant pool to ensure that positions are filled with the best candidates.

2.Due to a strong economy, the demand for electronic circuits has recently increased by 30 percent. Clearwater Electronics' current employee count does not have the ability to meet this demand. In looking at the assembly process, it appears that the assembly group, the last group in the assembly line, needs more employee resources to assemble the circuits. To remedy this situation, the HR director begins to focus on both temporary hiring and full-time recruitment efforts for the assembly department. In due time, the assembly department has the employee resources it needs, but now the manufacturing operation that supplies the parts to the assembly department does not have enough skilled workers to keep up. How can HR planning best help ensure the organization's staffing needs are being met?

-HR planning allows a company to study the strengths of the organization and how it can attract the workforce it needs.
-HR planning allows a company to review open positions with line managers and write accurate job descriptions.
-HR planning allows a company to look at the budget needed for recruiting and determine how to spend it to recruit the people it needs.
-HR planning allows the company to continually plan ahead to make sure the right people are in the right positions while avoiding employee shortages or surpluses.

3.The HR department at Clearwater Electronics has received several complaints from new employees who say their job descriptions do not match what they are doing. They say they feel misled, and some of them have indicated they are thinking of quitting. The HR department is currently conducting a review of the job descriptions, in conjunction with the line managers. How can HR professionals best help to avoid a situation like this?

-HR professionals should talk to the new employees and determine if they just do not understand the job or if they just tend to be negative.
-HR professionals should examine the job descriptions and determine if the new employees need more training.
-HR professionals should continually review and revise job descriptions because employees know best what work needs to be accomplished.
-HR professionals should work closely with managers to ensure job descriptions are accurate and aligned with the strategic HR plan.4. Ashlyn works as an HR recruitment director for Clearwater Electronics, which is merging with another company, Laramie Peak Electric. The companies anticipate there will be excess employees as a result of the merger, creating a large pool of highly qualified individuals. With this in mind, Ashlyn and her team should do which of the following as they work to fill positions in the new organization?

-The recruiting team should fill the positions with the most experienced and senior employees from both companies.
-The recruiting team should recruit employees from external sources in order to avoid any sign of partiality toward employees of either company.
-The recruiting team should closely tie their recruiting to HR planning and selection.
-The recruiting team should fill the positions with employees who make the least in salary but still have some experience.

5.Over the last two years, Clearwater Electronics has been unable to recruit sufficient new talent to the organization. In the past, the HR recruiters have concentrated on external sources such as websites, employment agencies, newspaper ads, and educational institutions for their recruitment efforts. However, three months ago, the recruiters added an Employee Referral Program (ERP)—where current employees refer people they know for positions—to their recruiting activities and have seen an increase of potentially qualified applicants. Which reason best explains why this low-cost-per-hire method has produced results for the company?

-A referral from a current employee allows the recruiters not to waste time on other recruiting activities.
-A current employee understands job requirements and company culture and can tell people whom they feel will be a good fit what the job really requires.
-A referral from a current employee allows recruiters to build diversity and avoid discrimination against women or minority groups.
-A current employee can tell better than a recruiter can whether a new employee can be trained in a position.

6.Gavin, an assistant HR manager at Clearwater Electronics was assigned to develop a weighted application blank (WAB) to replace the traditional application that has been used for decades when hiring production employees. With the help of several line managers, Gavin has identified job application questions that predict desired employee behaviors and outcomes and has weighted the criteria based on importance. How will the company benefit from the use of this selection tool?

-A WAB will allow the company to rapidly screen many candidates for specific production jobs and determine which ones are likely to stay with the company.
-A WAB will help the company identify candidates who would be better suited for office work rather than production work.
-A WAB will allow the company to quickly identify job candidates who have a propensity for negative behaviors that could influence other production workers.
-A WAB will provide the company with information about production job candidates that was not previously collected.

7.The IT department at Clearwater Electronics hired several new employees in new positions in the past four months. The IT department has asked HR to help craft a performance appraisal that the IT managers can use to demonstrate that the selection tools used for hiring predict performance success. Which statement gives the best reason for why it is important that criteria on a performance appraisal be related to the job?

-Using job-related criteria on the performance appraisal gives the company data that demonstrates the right people were placed in the right job.
-Using job-related criteria on the performance appraisal demonstrates that the company is concerned about the trajectory of its employees' career paths.
-Using job-related criteria on the performance appraisal allows the company to settle on the best compensation package for employees.
-Using job-related criteria on the performance appraisal allows the company to give recognition to employees for the good work they are doing.

8.For a quarterly review of the HR department, the HR director at Clearwater Electronics must demonstrate the consistency of a skills test administered to new employees. The HR director plans on using the split-half reliability method—where questions are split in half and two scores are computed for each person—to determine the internal consistency of the skills test. Why is using this method a good idea?

-The split-half reliability method allows test scores to be weighted for applicability to job performance.
-The split-half reliability method allows test questions to be scrutinized for validity and internal consistency.
-The split-half reliability method allows test questions to be ranked in importance from highest to lowest to demonstrate internal consistency.
-The split-half reliability method allows two scores to be correlated, and a high correlation demonstrates that test questions are internally consistent.

9.A recent internal review by the HR department at Clear-water Electronics revealed that the accounting department failed to meet the company's yearly targets for affirmative action and equal opportunity hiring. HR looked at the recruiting methods used by the department and has suggested they add recruiting through employment agencies to the hiring process. How can this method help the accounting department increase diversity in its pool of applicants in the future and reach its yearly targets?

-Employment agencies can find potential employees for the company at job fairs and universities.
-Employment agencies can deliberately target underrepresented groups for the company.
-Employment agencies can help the company identify barriers to entry for underrepresented groups.
-Employment agencies can help the company understand the value employees from underrepresented groups bring.

10.After an interview for a marketing position at Clearwater Electronics, one of the interviewers expressed concern that the applicant, who was in a wheelchair, would not fit into the department's informal workplace health culture, which encourages playing basketball or pickleball together during lunch as well as going for walks or runs. The candidate is as well qualified as the other candidates and has more pertinent work experience. Should the interviewer's concern be considered in whether to hire this individual?

-The concern should not be part of the consideration because choosing not to hire a candidate on the basis of disability would violate antidiscrimination laws.
-The concern should be part of the consideration because Title VII does not apply to private firms, so the company can hire the candidate who fits best with company culture.
-The concern should not be part of the consideration due to affirmative action laws that require organizations to hire a certain percentage of workers who are disabled.
-The concern should be part of the consideration for employment because fitting in at work is important, although no accommodation would have to be made.

11.One of the engineers at Clearwater Electronics is a devout Muslim and is required to attend prayer services at his mosque during the day on Friday for a short period. He has asked his direct supervisor in the past if he might take time off, but his supervisor said it would be too inconvenient. The engineer has now asked HR for help in determining if a reasonable accommodation could be made so he can attend the midday prayer service. Which of the following statements would be considered the best "reasonable accommodation" HR can present to the supervisor?

-The company could allow the engineer to take his lunch break to attend the prayer service. If he is late returning, he can make up the time at the end of the day.
-The company could remodel a storage area as a prayer space, which would require at least six thousand dollars for the remodel because of the need for washroom facilities.
-The company could ask another employee to cover for the time the engineer is gone and pay them double for the inconvenience.
-The company could tell the engineer to pray wherever he can find space and just let his supervisor know when he will be gone.

12. Clearwater Electronics' sales are increasing rapidly, with a 30 percent increase currently and a projected 70 percent anticipated increase in the near future. In collaboration with production managers, the HR department discussed how best to manage the increased production needs with a minimum number of new hires. It was decided that employees from different departments should be cross-trained to enable them to move from area to area as needed, and a cross-training program is being developed. Which statement best explains why this plan is good for both employees and the company?

-The plan will help employees be able to fill in for others when absences occur, such as vacations, family deaths, or medical emergencies.
-The plan will help employees gain skills, be effective in multiple areas, and feel valued, and the company will be ready to respond more quickly to demand.
-The plan will help employees see the value of all aspects of the business and how their contribution affects productivity.
-The plan will help employees feel more valued, and they will be more productive employees for the company.

13.One of the forklift operators in the logistics department at Clearwater Electronics had an accident that damaged property on one of the shipping docks. Clearwater has a policy that an employee who causes harm to someone or damage to property or equipment must submit to a mandatory drug test. The HR department always interviews the employee involved and is always notified of the results of the drug test. In this case, the drug test came back negative, but in the interview the employee admitted that she was not sleeping well because of stress stemming from problems with her teenage daughter. The employee and her daughter were referred to a counselor in Clearwater's employee assistance program. How does the company benefit by aiding employees who suffer from domestic or family challenges, stress-related illnesses, and other personal issues?

-The company benefits by identifying employees who are at risk for mental illnesses, safety issues, and interpersonal problems.
-The company benefits by helping employees deal with managers who may not understand the problems. HR can help explain the situation to the managers.
-The company benefits because its healthcare costs may be reduced by preventive care.
-The company benefits when employees, adversely affected on the job by personal issues, resolve their problems and return to a higher level of productivity.

14.The HR director at Clearwater Electronics has been tasked with leading a performance review of all supervisors in the company. The board specifically wants the HR director to deliver a direct comparison between supervisors across departments to determine whether company-wide goals are being met. The HR director has elected to use a conventional rating method, which is the most common form of performance evaluation. Why would this method be preferred over others?

-The conventional rating method allows the rater to rank all the employees from best to worst.
-The conventional rating method allows the rater to describe each employee's strengths and weaknesses and make suggestions for improvement.
-The conventional rating method allows the rater to compare the performance of each employee with that of others, one by one.
-The conventional rating method allows the rater to compare employees in all departments on traits and output indicators with quantitative results.

15. Clearwater Electronics recently received a complaint via its employee hotline from a terminated employee claiming he was fired because he was disliked by his supervisor, whom he said had harassed him. The HR department handles all harassment claims, and an investigation was immediately opened. One of the first steps the HR director took was to review the former employee's quarterly performance appraisals, which had been signed by both the supervisor and the employee. Over the course of a year, the performance appraisals documented the following: the employee was often absent, had consistently produced poor quality work, and was insubordinate to his supervisor on several occasions. The HR director closed the case after determining the supervisor had appropriately terminated the employee with good cause. Using this case as an example, why is it especially important for performance appraisals to have detailed information on an employee's performance?

-A performance appraisal provides an employee the opportunity to self-assess performance and behaviors.
-A performance appraisal provides information about the struggles an employee might be having at work.
-A performance appraisal provides documentation supporting the validity of employment decisions, including promotion, raises, and termination.
-A performance appraisal provides documentation for the career path of the employee, along with opportunities for training and development.

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