The nature of staffing
True / False Questions
1. Human capital refers to the knowledge, skill, and ability of people and their motivation to use them successfully on the job.
2. For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue.
3. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.
4. Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.
5. Internal staffing systems work in fundamentally different ways than external staffing systems.
6. Organizations should attempt to eliminate all employee turnover if at all possible.
7. Employee turnover does not represent a significant cost to most organizations.
8. Staffing is more of a process than an event.
9. Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.
10. Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.
11. Quantity or quality labor shortages can mean lost business opportunities, scaled-back expansion plans, an inability to provide critical consumer goods and services, and even threats to organizational survival.
12. Employee shortages seldom require job reassignments or overtime for current employees.
13. When the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.
14. Pfizer has concluded that it cannot project what kind of talent it needs in the next 10 years and then select employees whose skills matched these long-range future talent needs.
15. The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
16. When head count requirements exceed availabilities, the organization will be overstaffed.
17. The person/job match model says that jobs are characterized by their level of qualifications and motivation.
18. The person/job match model says that individuals are characterized by their level of qualifications and motivation.
19. The person/job match model states that it is more important to match job rewards to individual motivations than to match job requirements to KSAOs.
20. Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.