This document provides a quiz with 69 multiple choice questions about staffing processes, policies, metrics, and legal compliance. Some key topics covered include the centralization of staffing functions, integration of HRIS systems, outsourcing of HR activities, evaluation of staffing processes, and legal record keeping/reporting requirements.

1. BUS 335 Week 10 Quiz – Strayer
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Quiz 9 Chapter 13
Student: ___________________________________________________________________________
1. In organizations with fewer than 100 employees, research suggests that staffing is most likely to be
conducted by the owner, president, or work unit manager. True False
2. Centralization of the staffing function creates economies scale and consistency in staffing policies and
processes across the organization. True False
3. A study of HR departments in large organizations found that the focus on recruitment and selection
activities had decreased significantly over the past several years. True False
4. Those employed within the staffing function need to work with training and development staff
regularly. True False
5. Entry into staffing jobs normally occurs at the generalist rank in both private and public
organizations. True False
6. The fixed point or method of entry into staffing jobs is frequently the recruiting and interviewing
function. True False
7. Jobs in staffing are increasingly becoming more customer focused and facilitative in
nature. True False
8. Increasing numbers of staffing jobs are found in staffing firms. True False

2. 9. Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactio
and problems with legal compliance. True False
10. The scope of staffing actions and practices is quite small and narrow. True False
11. Decreasing numbers of staffing jobs are found in staffing firms. True False
12. Perceived justice is related to concrete outcomes like employee desire to pursue a job, increased
intentions to accept a job, and decreased intention to turnover. True False
13. Most organizations with a sufficient number of employees to warrant a dedicated HR department have
integrated the function with human resources information systems (HRISs). True False
14. Although HRIS have increased data availability for human resources functions, they have done little t
fundamentally affect the way staffing activities are evaluated. True False
15. SaaS vendors provide the hardware, software, and day-to-day management of HRIS. True False
16. A growing trend in HRIS is the centralization of these functions within the HR department to prevent
managers from accessing the system. True False
17. Surveys suggest that staffing is one of the first areas that organizations will outsource. True False
18. HR representatives report that one of the key advantages of outsourcing is access to superior informati
from specialists. True False

3. 19. A professional employer organization (PEO) is like a temporary help agency, but provides a wider ran
of HR services and has a longer-term relationship with clients. True False
20. Factors that are driving organizations to consider outsourcing HR activities include cost reduction, the
cost of technology acquisition, need for improved service quality, and expertise of vendors. True Fals
21. As organization size increases, the likelihood that there will be a highly centralized HR department
_________. A. increases B. decreases C. stays about the same D. none of the above
22. Staffing members must coordinate their activities with __________. A. benefits
staff B. compensation staff C. training and development staff D. all of the above are true
23. Which of the following is true regarding jobs in staffing? A. Entry into staffing jobs normally occur
the generalist rank. B. There is usually a fixed point of entry into staffing jobs. C. Jobs in staffing are
becoming increasingly customer focused and facilitative in nature. D. Few are housed in the HR
department.
24. Which of the following statements regarding staffing policies and procedures is true? A. they seldom
contribute to organizational efficiency B. they help to ensure legal compliance C. they often lead to
negative applicant reactions D. all of the above are true
25. Research suggests that organizational decision making is seen as most fair when it is based on
_____. A. social influence B. clearly communicated decision criteria C. processes tailored to each
unique individual D. all of the above
26. Human resources information systems have been used for which of the following functions? A. EEO
data analysis and reports B. employee succession planning C. databases of job titles and
responsibilities D. all of the above
27. An ASP or SaaS provider offers which of the following services? A. techniques to prevent managers
from accessing HR data B. hardware and software for running HR systems C. paper-based forms and d
for the organization D. all of the above

4. 28. The contracting out of work to a vendor or third party administrator is called
____________. A. outsourcing B. temping C. contracting D. boundary spanning
29. Which of the following factors is most likely to be a reason not to outsource HR activities? A. vendo
have little expertise B. vendors are less flexible to meet changing needs C. vendors have few resources
offer D. vendors meet resistance within HR and line management
30. Which of the following functions are most likely to be outsourced? A. recruiting creative talent for
advertising agency B. screening registered nurses for a long-term care facility C. recruiting and selectin
individuals for teams D. providing employee orientation
31. For ______, it is better to keep staffing functions within the organization, rather than
outsourcing. A. small organizations B. organizations with continual hiring needs C. firm-specific
human capital D. general human capital
32. The evaluation of staffing systems should focus on the operation of the staffing process, the results an
costs of the process, and the satisfaction of the customers of the staffing system. True False
33. Standardized staffing systems are more likely to generate legal challenges by job
applicants. True False
34. Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing
system. True False
35. Once a staffing process has been mapped out, the next step is to check for deviations from the
system. True False
36. Most of the processes involved in staffing are too subjective or difficult to quantify. True False

5. 37. Experienced managers who have used staffing system metrics often find that new staffing systems ma
not represent a significant improvement. True False
38. It is typically not possible to use techniques like split-samples analysis or longitudinal analysis to
evaluate the effectiveness of established processes. True False
39. In recent years, a number of organizations have worked to develop standardized benchmarks for judgin
the effectiveness of staffing processes across organizations. True False
40. Benchmark data on staffing policies are typically applicable across nearly every organization and shou
be used as a primary guide for selecting which practices to implement. True False
41. The formula for the staffing cost ratio is total staffing cost ratio = total staffing costs/total number
recruited. True False
42. Two of the key customers of the staffing system are managers and job applicants. True False
43. There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper a
pencil measures are usually preferable. True False
44. Which of the following statements is not an important step in staffing process
evaluations? A. Mapping out the intended process. B. Identifying deviations from the intended
process. C. The norm is for organizations to conduct validation studies. D. Correction actions should b
planned to eliminate deviations.
45. Which of the following best fits the description of a staffing flowchart? A. it shows the distance from
staffing to strategic operational concerns B. it depicts the actual flow of staffing activities from vacancy
hire C. it provides evidence of how staffing measures increase performance directly D. it is a physical
model of staffing using flows to show movement

6. 46. In a ________ analysis, the target employee population is split in half, and the new HR program is
initiated with only one of these halves. A. longitudinal B. split-sample C. LISREL D. factor
47. In a ________ analysis, data from a long period of time is collected both before and after a staffing
policy or procedure is implemented. A. longitudinal B. split-sample C. LISREL D. factor
48. Comparative staffing process data can be obtained from the _________. A. Society for Human
Resource Management B. HR Data Sources Corporation C. Department of Labor D. None of the abov
49. The four common types of staffing metrics evaluate _____. A. performance, process, quantity, and
quality B. rectification, justification, elaboration, and relation C. cost, timeliness, outcomes, and
reactions D. speed, diligence, dedication, and perseverance
50. Increasingly, organizations are emphasizing __________ as a key indicator of staffing effectiveness
because vacancies can mean loss of revenue. A. yield ratios B. employee satisfaction
surveys C. staffing-to-employee ratios D. time to fill
51. Staffing metrics are increasingly used because _____. A. they demonstrate substantial returns in the
own right B. they are readily communicated across the organization C. they are mandated by the Full
Data Reporting in Employment Act D. they are seen as a method to move staffing into the accounting
function
52. Advertising expenses and cost per applicant are examples of __________ staffing
metrics. A. cost B. timeliness C. outcomes D. reactions
53. Number of positions filled and job performance are examples of __________ staffing
metrics. A. cost B. timeliness C. outcomes D. reactions
54. One of the key customers of the staffing system is _________. A. the CEO B. job

7. applicants C. society D. the industry in which the company operates
55. Records are not necessary for legal compliance. True False
56. Records may be used to audit staffing practices and conduct staffing research. True False
57. The Civil Rights Act and Affirmative Action Programs Regulations require that private employers wit
more than 100 employees (50 for federal contractors) are required to file an annual report with the
EEOC. True False
58. It is highly desirable to periodically conduct audits or reviews of an organization's degree of complianc
with laws and regulations pertaining to staffing. True False
59. The EEOC requires that all employers submit hard copy, paper documents of all their EEO-1
reports. True False
60. Employers are usually more interested in mediation with the EEOC for discrimination disputes than a
employees. True False
61. Organizations that wish to protect themselves from discrimination claims can require employees to sig
an enforceable waiver that requires them to use the organization's internal ADR rather than the
courts. True False
62. An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written
award letter. True False
63. Records should be created for which of the following purposes? A. legal compliance B. use in
staffing decisions C. justification of staffing decisions D. all of the above are correct

8. 64. What proportion of disputes that begin the EEOC mediation process are eventually resolved through
mediation? A. fewer than 10% B. more than 10%, but fewer than half C. more than half D. the EEO
has no mediation procedure
65. What is the primary difference between mediation and arbitration? A. Arbitration is generally more
time consuming than mediation B. Arbitrators only consult with both sides, whereas mediators issue a
binding decision C. Mediation typically involves at least four parties D. Mediators only consult with bo
sides, whereas arbitrators issue a binding decision
66. Which of the following must report to the EEOC annually? A. all employers B. private employers
with over 100 employees (50 for federal contractors) C. private employers with over 1000 employees (5
for federal contractors) D. only organizations with federal contracts
67. Recent court decisions suggest that _______ is essential for most organizations. A. affirmative
action B. employee termination insurance C. training in employment discrimination D. none of the
above
68. In ______________ a neutral person investigates a complaint and develops findings that may be the
basis for resolving an employee complaint. A. mediation B. arbitration C. fact finding D. peer review
69. In ______________ a neutral person conducts formal hearing and issues a decision that is binding on
parties. A. mediation B. arbitration C. fact finding D. peer review