Reference no: EM13522603
TRUE/FALSE
1. As a result of rising recruiting, selection, training, and development costs, companies are increasingly looking externally to staff positions.
2. Hierarchical mobility paths make it very easy, from an administrative vantage point, to identify where to look for applicants in the organization.
3. Under a parallel track system, the job titles and salaries of technical specialists are treated as hierarchically arranged.
4. Alternative mobility paths tend to be very difficult to administer.
5. One hallmark of hierarchical mobility paths is an emphasis on pay for skill development and learning.
6. To maintain employee motivation, alternative mobility paths may need to be supplemented with pay for skill development and counseling sessions.
7. It is probably best to avoid listing who is eligible for open positions in a mobility policy, because it will just lock the organization in.
8. Research suggests that employees really don't care if mobility policies are well-spelled out, because they only care if they personally get promoted.
9. If only an external recruitment search is conducted, the morale of existing employees may be reduced when they feel that they have been passed over for a promotion.
10. A major difference between internal and external recruitment is that external recruitment not only fills vacancies but also creates them.
11. Under a closed internal recruitment system, employees are not made aware of job vacancies.
12. Closed internal recruitment systems are very efficient to administer.
13. Under a hybrid system, neither open nor close steps are implemented.
14. Closed internal recruitment systems are an ideal choice if there are issues about perceived fairness and the organization want to make sure it isn't missing out on hidden talent.
15. One problem with job postings is that employees may believe that someone has been selected before the job was posted and so will either not bother to apply or will believe the system is unfair.
16. A job posting may be announced through a bulletin board, newsletter, e-mail, or intranet.
17. Providing feedback to employees if they are not selected in a job posting system is a bad idea because it will just discourage them from responding in the future.
18. The first stage of developing a talent management system is identifying the KSAOs required for all jobs in the organization.
19. Most managers report that talent management systems have greatly simplified their work lives.
20. Self-nomination is an especially important consideration in the internal recruitment of minorities and women.