Skip to content
Exam Guides

Recruitment and Selection in Canada 6th Edition Test Bank

Prepare with ease using Recruitment and Selection in Canada 6th Edition Test Bank, a well-organized exam guide designed to enhance learning and recall.

Preview 16 of 176 pages

See the first 16 pages exactly as they appear in the document.

  1. Page 1
    Read page 1 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 1 Copyright © 201 6 Nelson Education Ltd. Chapter 1 An Introduction to Recruitment and Selection MULTIPLE CHOICE 1. T he chapter opening article , “ Batfleck : What You Should Know About Making Bad Hires ,” explains why a selection error was made . Wh at was the reason for the selection error? a. The employer didn’t consider the intangible factors that lead to job success . b. The employer wanted to avoid the cost of hiring the wrong person . c. The employer g ave too much consideration to only one job requirement . d. The employer chose a candidate that was somewhat qualified on all requirements . ANS: C PTS: 1 REF: 2 OBJ: 1 BLM: Remember 2. Which of the following practices would NOT lead to an improvement in the hiring system of an organization? a. communicating to the hiring managers about their annoying interview habits b. using scientific methods and efficient selection methods c. determining the motivations of job seekers d. know ing the going rates of pay and offer ing slightly more ANS: D PTS: 1 REF: 4 OBJ: 1 BLM: Remember 3. What is the definition of recruitment? a. generating an applicant pool b. choosing job candidates c. finding and hiring the best person for the job d. finding and screening job applicants ANS: A PTS: 1 REF: 4 OBJ: 1 BLM: Remember 4. What is the definition of selection? a. generating an applicant pool b. finding and screening job applicants c. choosing job candidates d. matching an applicant’s competencies with a job position ANS: C PTS: 1 REF: 5 OBJ: 1 BLM: Remember 5. In the Human Resources System model outlined in the textbook, which of the following aspect s does NOT relate to work environment ? a. complaint resolution b. leadership c. health and safety d. vision and mission ANS: D PTS: 1 REF: 4 OBJ: 2 BLM: Remember

  2. Page 2
  3. Page 3
    Read page 3 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 2 Copyright © 201 6 Nelson Education Ltd. 6. In the Human Resources System model outlined in the textbook, which of the following is NOT part of the socio economic environment? a. competition b. globalization c. marketplace d. demographics ANS: A PTS: 1 REF: 4 OBJ: 3 BLM: Remember 7. In the Human Resources System model outlined in the textbook, within which environment does human rights belong? a. social b. economic c. political d. legislative ANS: D PTS: 1 REF: 4 OBJ: 3 BLM: Remember 8. Given that best practices in recruitment and selection are applied to an organization, which of the following results has NOT been supported with empirical studies? a. establishing employee trust b. i ncreasing the firm’s market price c. reducing employee turnover d. encouraging poor performers to leave ANS: B PTS: 1 REF: 6 OBJ: 1 BLM: Remember 9. According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentage of investment in human resources will produce an approximate increase of $ 2800 of profit per employee? a. 1 percent b. 5 percent c. 10 percent d. 50 percent ANS: C PTS: 1 REF: 6 OBJ: 1 BLM: Remember 10. What can effective recruitment and selection practices do for an organization? a. improve the knowledge, skills, and abilities of its employees b. offer a limited impact on employee motivation c. encourage expensive high performers to leave the organization d. discourage poor performers from leaving an organization ANS: A PTS: 1 REF: 6 OBJ: 1 BLM: Remember

  4. Page 4
    Read page 4 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 3 Copyright © 201 6 Nelson Education Ltd. 11. Which of the following elements are part of the socioeconomic external environment that affect s recruitment and selection? a. national and international organization policies b. human resources information systems and management c. globalization and demographics d. cost containment and marketplace ANS: C PTS: 1 REF: 4 OBJ: 3 BLM: Remember 12. Given the application of progressive human resources practices, what might an organization expect from its employees? a. higher compensation costs b. lower dysfunctional behaviours c. higher operating costs d. lower unionization ANS: B PTS: 1 REF: 6 OBJ: 1 BLM: Remember 13. Why must Canadian organizations be cognizant of the influences of globalization when considering recruitment and selection? a. Globalization affects the pricing strategies for goods and services. b. Globalization creates higher trade barriers for entry. c. Globalization demonstrates that best practices for staffing are necessary. d. Globalization threatens the survival of domestic retailers. ANS: C PTS: 1 REF: 7, 8 OBJ: 3 BLM: Higher Order 14. Which of the following is NOT a benefit of e - recruiting, according to the Government of Canada? a. higher tracking costs b. lower recruiting costs c. lower printing costs d. larger pool of candidates ANS: A PTS: 1 REF: 8 OBJ: 3 BLM: Remember 15. Which of the following organizations establishes national core standards for the HR profession in Canada? a. CSIOP b. CCHRA c. CPA d. CHRP ANS: B PTS: 1 REF: 17 OBJ: 4 BLM: Remember

  5. Page 5
    Read page 5 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 4 Copyright © 201 6 Nelson Education Ltd. 16. Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition of ethics? a. knowing what is good from what is bad b. determining what is moral from what is immoral c. identifying what may be done from what may not be done d. distinguishing what is right from what is wrong ANS: A PTS: 1 REF: 17 OBJ: 5 BLM: Remember 17. Why do growing numbers of employers require their human resources professionals to have CHRP designations? a. Certified human resources professionals must adhere to a code of ethics that dictates standards of performance. b. Certified human resources professionals clearly understand all legislation. c. Certified human resources professionals can enforce organizational conflict - of - interest policies and ethical codes of conduct. d. Certified human resources professionals are certified in their HR field of expertise, which requires less post - secondary education. ANS: A PTS: 1 REF: 17, 18 OBJ: 4 BLM: Remember 18. Why might you consider acquiring your CHRP designation? a. Ethical standards are defined, which will allow you to easily resolve workplace ethical dilemmas. b. It will certify you to provide advice concerning legal and ethical behaviour. c. It will identify you as someone possessing HR knowledge, skills and abilities, and ethical behaviour. d. It is recognition of achievement of all the HR competencies, meaning that you will require minimal post - secondary education. ANS: C PTS: 1 REF: 17, 18 OBJ: 4 BLM: Higher Order 19. The HRM of Northshore Industries has not developed a code of ethical conduct for its employees because senior management believes that it places unnecessary constraints and limited flexibility on management decisions such as recruitment and selection. With what might the HRM be most concerned? a. organizational culture b. legal requirements and equitable practices c. conflict of interest d. poor leadership ANS: B PTS: 1 REF: 17 – 20 OBJ: 5 BLM: Higher Order

  6. Page 6
    Read page 6 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 5 Copyright © 201 6 Nelson Education Ltd. 20. What two important principles ensure a human resources system functions properly? a. Enhance communication between human resource functions and ensure ethical compliance. b. Assess the impact of legislative requirements and scan the socioeconomic environment for trends. c. Emphasize the roles of recruitment and selection and apply them to organizational strategy. d. Think in systems terms and coordinate human resource activities with all organizational units and people. ANS: D PTS: 1 REF: 15 OBJ: 2 BLM: Higher Order 21. The CEO of your company asks you to hire an older woman, to avoid the significant family - related challenges and high turnover rate that comes with hiring younger administration employees. What is this is an example of? a. streamlining internal company staffing policies b. recruitment and retention constraints c. balancing the rights and interests of employees and management d. the need for written codes and standards of conduct ANS: D PTS: 1 REF: 16, 17 OBJ: 1 BLM: Higher Order 22. Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement? a. Employers have reduced their need to advertise with traditional media sources like newspapers. b. Employers have focused their search on younger and tech - savvy applicants. c. Employers have limited their early - retirement incentives to managers only. d. Employers have implemented layoffs that are not age related. ANS: D PTS: 1 REF: 18 – 20 OBJ: 3 BLM: Higher Order Scenario 1 - 1 You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium - sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions. The CEO wants hard evidence to back up your staffing costs. 23. Refer to Scenario 1 - 1. Upon what would you initially want to concentrate your efforts? a. understanding the external organizational factors affecting recruitment and selection b. ensuring that human resource planning is integrated with the strategic planning of the organization c. determining which recruitment and retention processes are economically and technically feasible d. ensuring that organizational information contained in the human resource information systems is current, secure, and confidential ANS: B PTS: 1 REF: 2 4 OBJ: 2 BLM: Higher Order

  7. Page 7
    Read page 7 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 6 Copyright © 201 6 Nelson Education Ltd. 24. Refer to Scenario 1 - 1. What is a current internal factor that may have an impact on Scribe Engineering’s recruitment and selection practices? a. human rights legislation b. organization values, mission, and strategic goals c. knowledge, skills, and abilities available in the labour market d. industry and organization type and size ANS: B PTS: 1 REF: 4 OBJ: 2 BLM: Higher Order 25. Refer to Scenario 1 - 1. What is a current economic challenge that may have an impact on the recruitment and selection practices at Scribe Engineering? a. human rights and total compensation issues b. global competition c. rapid advances in information technology d. changing work force demographics ANS: B PTS: 1 REF: 4 OBJ: 3 BLM: Higher Order Scenario 1 - 2 You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success. 26. Refer to Scenario 1 - 2. What would be a critical initial question you would want to ask to assess TS Inc.’s recruitment and selection practices? a. What are the personnel needs of TS Inc.? b. What are the external factors affecting the human resource and organizational strategies? c. What are the human resource information system needs of TS Inc.? d. How ready and committed is TS Inc. to moving beyond traditional practices to a more technical approach? ANS: B PTS: 1 REF: 4 OBJ: 22 27. Refer to Scenario 1 - 2. What does TS Inc. accomplish by using technology in its recruitment and selection process? a. It ensures that human resource planning is integrated with selection criteria. b. It coordinates human resource activities with other parts of the organization by using a systems - thinking approach. c. It determines which recruitment and retention processes are economically and technically feasible. d. It guarantees that organizational information contained in human resource information systems is current, secure, and confidential. ANS: B PTS: 1 REF: 15 OBJ: 3 BLM: Higher Order 28. Refer to Scenario 1 - 2. What current legislative requirement challenge may have an impact on TS Inc.’s recruitment and selection practices?

  8. Page 8
    Read page 8 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 7 Copyright © 201 6 Nelson Education Ltd. a. human rights, privacy, and security issues b. rapid advances in information technology c. changing work force demographics d. total compensation and reward strategy ANS: A PTS: 1 REF: 4 OBJ: 22 BLM: Higher Order 29. Refer to Scenario 1 - 2. What is TS Inc.’s goal for recruitment? a. to find and screen job applicants b. to hire job candidates c. to generate an applicant pool d. to find and hire the best aviation employees ANS: C PTS: 1 REF: 4 OBJ: 2 BLM: Higher Order 30. Refer to Scenario 1 - 2. Why might TS Inc. state that a CHRP designation is required? a. The HRM professional association defines the competencies and ethical guidelines for human resources professionals. b. HR professionals clearly understand and can oversee employment legislation. c. The certification sets a high standard that requires less training and the costs associated with continuing education. d. Professional ethical standards are defined, allowing HR professionals to easily resolve workplace ethical dilemmas. ANS: A PTS: 1 REF: 17, 18 OBJ: 4 BLM: Higher Order 31. Refer to Scenario 1 - 2. What two important principles should be followed if TS Inc.’s human resource system is to function properly? a. Build a sustainable staffing strategy and use Web - based technology. b. Coordinate human resources activities with other parts of the organization and use a systems - thinking approach. c. Systematically integrate diversity and manage human resource information systems. d. Build a strong culture and enhance communication systems. ANS: B PTS: 1 REF: 15 OBJ: 2 BLM: Higher Order 32. Refer to Scenario 1 - 2. What is TS Inc.’s goal for selection? a. to choose aviation candidates from an applicant pool b. to find the best possible aviation professionals to hire c. to find and hire the best person for each aviation position d. to generate and build a large aviation applicant pool ANS: A PTS: 1 REF: 5 OBJ: 1 BLM: Higher Order

  9. Page 9
    Read page 9 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 8 Copyright © 201 6 Nelson Education Ltd. 33. Refer to Scenario 1 - 2. What would indicate that the recruitment and selection process has been successful at TS Inc.? a. the process is valid and reliable b. the continued use of effective but unproven practices c. the use of technology to facilitate and improve recruitment and selection d. a significantly large number of applications for job positions ANS: A PTS: 1 REF: 2 OBJ: 1 BLM: Higher Order 34 . Refer to Figure 1.1. Which of the following are external factors that affect the HR system ? a. legal and socioeconomic environments b. vision , values , and mission c. strategic objectives and organizational requirements d. personnel competence , commitment , and effectiveness ANS: A PTS: 1 REF: 4 OBJ: 2

  10. Page 10
    Read page 10 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 9 Copyright © 201 6 Nelson Education Ltd. BLM: Higher Order 35. Refer to Figure 1.1. What two internal factors have an impact on the HR system and staffing procedures? a. legal and socioeconomic environments b. labour market and economic climate c. strategic goals and organizational requirements d. systems view and principles ANS: C PTS: 1 REF: 4 OBJ: 2 BLM: Higher Order 36. What important principles underlying Figure 1.1 are critical for the human resource system to function properly? a. two - way communication between human resource functions and business units b. assessment of the strengths and weaknesses of the external and internal environment c. thinking in systems terms and coordinating human resource activities with all organizational units and people d. a focus on productivity and profitability through recruitment and selection processes ANS: C PTS: 1 REF: 15 OBJ: 2 BLM: Higher Order 37. According to the textbook, what is the ratio of men to women in the Canadian workforce aged 18 to 65? a. 62.8 to 62.1 b. 63.9 to 62.6 c. 64.2 to 59.1 d. 70.3 to 68.5 ANS: D PTS: 1 REF: 8 OBJ: 3 BLM: Remember 38. What percentage of the workforce between the ages of 25 and 65 has achieved post - secondary educational credentials in Canada? a. 25.5 percent b. 38.3 percent c. 64.1 percent d. 73.9 percent ANS: C PTS: 1 REF: 9 OBJ: 3 BLM: Remember 39. Which of the following is NOT a principle for the Canadian Code of Ethics for Psychologists? a. support for diversity b. responsibility to society c. integrity in relationships d. respect for dignity of persons ANS: A PTS: 1 REF: 18 OBJ: 4 BLM: Remember

  11. Page 11
    Read page 11 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 10 Copyright © 201 6 Nelson Education Ltd. 40. Most collective agreements require the employer to do which of the following? a. h ire only union members b. u se seniority as the only requirement for candidate consideration c. e nsure diversity in the workplace d. u se selection procedures defined in the collective agreement ANS: D PTS: 1 REF: 12 OBJ: 33 41. P sychologists must follow e thical standards when carrying out employment tests . What type of issue are they involved with in applying ethical standards? a. c onfidentiality of the test results b. s trategic contribution of tests to organization effectiveness c. i nformed consent of the test taker d. c ompetence of test administrators and evaluators ANS: A PTS: 1 REF: 19 OBJ: 5 BLM: Remember 42. Which of the following is a step that must be completed in the Recruitment and Selection Action Plan ? a. Conduct short screening interviews . b. Develop selection criteria . c. Conduct valid and reliable employment tests . d. Advertise vacancy to current employees . ANS: B PTS: 1 REF: 6 OBJ: 2 BLM: Higher Order 43 . What is an HRIS ? a. a computerized version of an HR system b. a payroll and benefits processing method c. a method of identifying new recruits d. a c omputer - based system that tracks and manages employee data ANS: D PTS: 1 REF: 3 OBJ: 2 BLM: Remember TRUE/FALSE 1. Recruitment refers to the choice of job candidates from a previously generated pool of candidates. ANS: F PTS: 1 REF: 4 OBJ: 1 2. Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization. ANS: T PTS: 1 REF: 4 OBJ: 1 3. Empirical studies demonstrate that organizations using effective recruitment and selection practices gain a competitive advantage in the marketplace.

  12. Page 12
    Read page 12 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 11 Copyright © 201 6 Nelson Education Ltd. ANS: T PTS: 1 REF: 5 OBJ: 1 4. Two internal factors affecting an HR system are legislative requirements and the soci o economic environment. ANS: F PTS: 1 REF: 5 OBJ: 2 5. Human resources management is an independent function within an organization and generally acts in isolation to meet the human resource needs of the organization. ANS: F PTS: 1 REF: 5, 15 OBJ: 2 6. Two external factors that affect the HR system are economic and legal context. ANS: T PTS: 1 REF: 5 OBJ: 2 7. Recruitment and selection are but one component of the HR system. ANS: T PTS: 1 REF: 5 OBJ: 2 8. HRM must coordinate human resource activities with all parts of the organization and people. ANS: T PTS: 1 REF: 5 OBJ: 2 9. Recruitment and selection decisions must be coordinated with all parts of the organization , although final decisions must remain with HRM. ANS: F PTS: 1 REF: 4, 5 OBJ: 2 10. Effective human resource managers are systems thinkers. ANS: T PTS: 1 REF: 15 OBJ: 2 11. B ad hires may cost an organization as much as 30 percent of a new hire ’ s ea r nings . ANS: T PTS: 1 REF: 2 OBJ: 11 12. All provincial HR associations have endorsed the CCHRA’s national standards for granting the Canadian Human Resource Practitioner designation. ANS: F PTS: 1 REF: 17 OBJ: 4 13. Ethical decision making is always clear - cut. ANS: F PTS: 1 REF: 17, 18 OBJ: 5 14. Law is the means by which we distinguish what is right from wrong, what is moral from what is immoral, and what may be done and may not be done in a profession. ANS: F PTS: 1 REF: 17, 18 OBJ: 5

  13. Page 13
    Read page 13 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 12 Copyright © 201 6 Nelson Education Ltd. 15. Ethical codes place constraints on what members may and may not do when practising human resources management, including recruitment and selection. ANS: T PTS: 1 REF: 17, 18 OBJ: 5 16. Talent management comprises the training and development of current employees . ANS: F PTS: 1 REF: 6 OBJ: 1 SHORT ANSWER 1. Refer to Figure 1.1 and discuss how recruitment and selection interacts with the other major HRM functions and the organization as a whole. ANS:

  14. Page 14
    Read page 14 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 13 Copyright © 201 6 Nelson Education Ltd. Refer to Figure 1.1: Example of a Human Resource System and the two principles that underlie a sys- tems view of HR. • Principle 1: HRM must carefully coordinate its activities with the other organizational units and people if the larger system is to function properly. • Principle 2: Human resources managers must think in systems terms and have the welfare of the whole organization in mind. PTS: 1 REF: 4 OBJ: 2 2. Define and describe the differences between human resource planning, recruitment, selection, staffing, and retention. ANS: Human resource planning is the process of planning for the number and types of people that move into, within, and out of an organization. Recruitment is the generation of an applicant pool for a position or job in order to provide the required number and quality of candidates for a subsequent selection or promotion program. Selection is the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements. Staffing is concerned with the acquisition, deployment, and retention of the accurate quantity and quality of employees (i.e., employees with the skills, abilities, knowledge, and experience required to perform well) to increase the organization’s effectiveness. Retention is maintaining a competent work force by providing employees with satisfactory compensation, rewards, and working conditions. PTS: 1 REF: 4 – 7 OBJ: 1 3. List several ways that recruitment and selection are important to organizations. ANS: • Hiring the right people with the right skills leads to positive economic outcomes for an organization. • Effective recruitment and selection contributes to the competitive advantage of an organization. • Best practices in recruitment and selection reduce employee turnover and increase productivity. • Recruitment and selection contributes to profits. • Productivity and profitability are affected by recruitment and selection. • Employee trust is strengthened through effective recruitment and selection practices. • The knowledge, skills, and abilities of an organization’s current and future employees are improved. • Motivation is increased. • Retention is improved. PTS: 1 REF: 4 – 7 OBJ: 1 4. Describe two examples of the current socioeconomic and demographic composition of the Canadian work force. Identify how these factors may affect human resources recruitment and selection. (You may expand this question to incorporate “employer of choice.”) ANS: • legislation (e.g., human rights, employment standards, privacy) • global competition (e.g., repatriation, cultural diversity) • rapid advances in information technology (e.g., HRIS and online recruitment) • changing work force demographics (e.g., Gen X, higher expectations)

  15. Page 15
    Read page 15 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 14 Copyright © 201 6 Nelson Education Ltd. • knowledge, skills, and abilities available in the labour market (e.g., shortages in health - care professions) PTS: 1 REF: 8 OBJ: 2 5. It is essential that human resource managers demonstrate the benefit, effectiveness, worth, and value of their staffing processes. This can be done by measuring specific criteria and analyzing the bottom - line costs and benefits. Describe three potential costs and benefits of an effective recruitment and selection process. Reflect on an organization you have worked for (or are familiar with) , and explain how you might measure the value of recruitment and selection to the organization’s bottom line. ANS: Some possible costs and benefits of effective recruitment and selection are listed below. Costs • hiring a consultant or providing training using an internal recruiter • providing job analysis or position description • establishing job performance criteria • undertaking organizational analysis • doing human resource planning • considering legal and ethical issues • reviewing the labour market , and understanding and locating the target audience • filling a position temporarily (if required) • adding administration tasks (e.g., employee requisitions, use of facilities, arranging time and travel to interviews, paper, computers, telephone, forms) • maintaining company Web page career site • developing human resource information systems and technical support • developing a recruitment strategy • dealing with recruitment constraints (e.g., legal environment, costs, business plan, job level and type, international assignment) • screening applicants (e.g., application forms, résumés, work samples or simulations, testing) • preparing assessment tools, such as job knowledge interview questions, case study/incidents, job and workplace walk - through, computer - based assessment, role - play, business games, demonstration of skill, oral or written presentation, graphic representation • undertaking job advertisements and recruitment procedures using, for example, executive search firm, online recruiters, national newspaper, professional association s , private employment agencies, succession planning, campus fairs) • undertaking applicant reviews, short listing , and reference checks • communicating and sharing accurate organization and job information , for example, through annual reports, career profiles, organizational charts, news articles) • creating realistic job previews and probationary reviews • follow ing up with all applicants • establishing and utilizing a selection committee • interviewing • carrying out orientation, socialization, mentoring, and training • providing evaluation • paying lost opportunity costs (e.g., lower productivity, lost profits, lost clients) • dealing with negative effects on morale and decreased productivity due to poor staffing processes • developing and monitoring international assignments (expatriate cross - cultural and language training and relocation costs)

  16. Page 16
    Read page 16 as text

    Chapter 1 An Introduction to Recruitment and Selection 1 - 15 Copyright © 201 6 Nelson Education Ltd. • developing a diverse work force , for example, with generational and cultural differences • dealing with a wrong hire and turnover within the first year • paying termination and severance costs, legal fees, financial and career transition consultants’ fees • paying legal expenses (e.g., contracts) • paying employee referral bonuses Benefits • increased number of applicants attracted per method • reduced time required to get applicants • reduced costs per applicant attracted • increased ratio of qualified to unqualified new employees • reduced time from start to hiring of applicant • increased yield ratio (the percentage of applicants from a staffing source who make it to the next stage of the staffing process) • reduced turnover of hires • improved performance of new hires , which involves tracking the performance and behavioural outcomes of individuals hired • improved attitudes about the organization and position (e.g., measurable job satisfaction, engagement, and commitment) • increased effectiveness of method • improved outcome s of hiring process , with evidence provided, for example, by exit interviews and surveys • reduced combined costs of recruitment and selection ( i.e ., all costs divided by total hires) • improved retention • achievement of human resource planning goals • improved number and quality of applications received • improved outcomes from various recruitment events • improved skill and motivation among new employees • increased productivity and profits • reduced lead time or hiring cycle To measure the value of recruitment and selection to the organization’s bottom line, you can use, f or example, increased yield ratio, the percentage of applicants from a staffing source that make it to the next stage of the staffing process (e.g., of 300 applicant résumés, six offered onsite interviews = 6/300 yield ratio) PTS: 1 REF: 5, 6 OBJ: 1 6. What two basic principles ensure that human resource systems function properly? ANS: Principle 1 . Human resources management must carefully coordinate its activities with other organizational units and people if the larger system is to function properly. Principle 2 . Human resource managers must think in systems terms and have the welfare of the entire organization in mind. PTS: 1 REF: 15 OBJ: 2 7. What are the advantages of obtaining a professional designation such as the CHRP?

160 more pages in the full document

Unlock it once and it stays in your library, ready to chat with or turn into flashcards.

Unlock the full document

More Business Management study materials

See all

Study this document with CramX

Once it is in your library, every tool can work from it.