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Answers the question given below related to the topic "Analysis of Turnover"
True / False Questions 18. Data are seldom available regarding when or where employee turnover is occurring in most organizations. True False 19. Research suggests that there are differences between the reasons for turnover that employees provide in exit interviews and the reasons employees provide in anonymous surveys. True False 20. Because it is typically very easy to collect and analyze job satisfaction data meaningfully, most organizations make this a cornerstone of their retention strategy. True False 21. Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible. True False 22. The interviewee in an exit interview should be told that the comments that he/she makes will be confidential and that only aggregate results will be used by the organization. True False 23. Postexit surveys should ask be mailed quite some time after the employee's last day of work so the individual has sufficient time to reflect on his or her experiences. True False 24. Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage. True False 25. Material and equipment costs are likely to be the most prevalent in replacement and training costs. True False 26. The primary immediate benefit of turnover for employers is hiring inducements. True False 27. Compared to discharge turnover, voluntary turnover is usually more costly. True False 28. Turnover cost estimates are very precise and accurate in most cases. True False 29. Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation, replacement, and training activities. True False 30. One potential benefit of employee discharges is the development of improved performance management and disciplinary skills. True False 31. Downsizing costs are concentrated in separation costs for permanent reductions in force. True False
Multiple Choice Questions 32. Exit interviews can be used to explain _________ to departing employees. A. rehiring rightsB. benefitsC. confidentiality agreementsD. all of the above 33. Which of the following is a suggestion for conducting an appropriate exit interview? A. The interviewer should be the employee's immediate supervisor.B. There should be an unstructured interview format.C. The interviewer should prepare for each interview by reviewing the interview format and the interviewee's personnel file.D. None of the above 34. Which of the following is a common tool to assess employee reasons for leaving? A. Position analysisB. Job rotationC. Exit interviewD. Discharge notification 35. Economic separation costs associated with voluntary turnover include ________. A. hiring inducementsB. rehiring costsC. manager's timeD. more than one of the above 36. Replacement costs associated with voluntary turnover include __________. A. HR staff induction costsB. mentoringC. severance payD. contagion 37. Which of the following is a potential benefit associated with voluntary employee turnover? A. lowered replacement costsB. savings from not replacing an employeeC. vacancy creates an open job that must be staffedD. all of the above 38. Which of the following makes involuntary turnover potentially more costly than a similar level of voluntary turnover? A. Accrued paid time offB. Possibility of a lawsuitC. Staffing costs for a new hireD. Formal training 39. Economic costs associated with downsizing include ___________. A. threat to harmonious labor-management relationsB. decreased employee moraleC. higher unemployment insurance premiumsD. difficulty in attracting new employees 40. Which of the following is a potential benefit associated with downsizing? A. focus on core businesses, eliminating peripheral onesB. spreading risk by outsourcing activities to other organizationsC. lower payroll and benefit costsD. all of the above
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