True / False Questions
1. The evaluation of staffing systems should focus on the operation of the staffing process, the results and costs of the process, and the satisfaction of the customers of the staffing system.
True False
2. Standardized staffing systems are more likely to generate legal challenges by job applicants.
True False
3. Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system.
True False
4. Once a staffing process has been mapped out, the next step is to check for deviations from the system.
True False
5. Most of the processes involved in staffing are too subjective or difficult to quantify.
True False
6. Experienced managers who have used staffing system metrics often find that new staffing systems may not represent a significant improvement.
True False
7. It is typically not possible to use techniques like split-samples analysis or longitudinal analysis to evaluate the effectiveness of established processes.
True False
8. In recent years, a number of organizations have worked to develop standardized benchmarks for judging the effectiveness of staffing processes across organizations.
True False
9. Benchmark data on staffing policies are typically applicable across nearly every organization and should be used as a primary guide for selecting which practices to implement.
True False
10. The formula for the staffing cost ratio is total staffing cost ratio = total staffing costs/total number recruited.
True False
11. Two of the key customers of the staffing system are managers and job applicants.
True False
12. There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper and pencil measures are usually preferable.
True False
13. Records are not necessary for legal compliance.
True False
14. Records may be used to audit staffing practices and conduct staffing research.
True False
15. The Civil Rights Act and Affirmative Action Programs Regulations require that private employers with more than 100 employees (50 for federal contractors) are required to file an annual report with the EEOC.
True False
16. It is highly desirable to periodically conduct audits or reviews of an organization's degree of compliance with laws and regulations pertaining to staffing.
True False
17. The EEOC requires that all employers submit hard copy, paper documents of all their EEO-1 reports.
True False
16. Employers are usually more interested in mediation with the EEOC for discrimination disputes than are employees.
True False
17. Organizations that wish to protect themselves from discrimination claims can require employees to sign an enforceable waiver that requires them to use the organization's internal ADR rather than the courts.
True False
18. An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.
True False
19. Golden handcuff agreements legally bar employees from quitting a job for a specific period of time.
True False
20. Written job offers should normally contain terms of acceptance that require acceptance without revision.
True False