Human Resources Exam

 1. Generating large applicant pools might not always be desirable for a firm. A firm is aways looking to fill vacant positions  with the best qualified applicant out there. Large applicant pools do not necessarily mean that all applicants are qualified to fill the vacant position. Many people apply for job even though the job description does not meet exactly their qualification. By an increased number of applicants and therefore a larger applicant pool the cost for correspondence and screening is increased. All applications and resumes have to be checked and verified if they are accurate and have potential to fill the job position. This can be quite time consuming with an increased number of applicants and because of this extended time of screening applicants it takes a longer time to fill the vacant position, time which usually would be used for work. The firm is losing time and money within the time period necessary to fill the position. 

Managers need to decide which recruitment methods is best in order to find suitable applicants for the vacant position. There a several methods that can be used to find the right candidate internally and externally. External methods include job descriptions on internet boards, job fairs, referrals, or networking. Often times the position can be filled internally because the strengths and weaknesses of employees are already known. Managers and the HR department know the work ethic of their employees and could therefore undergo the process of large applicant pools and minimize the time to fill the vacant position and cut costs.

2.  The two main purposes of performance appraisal are administrative and developmental. 

The administrative purpose is to document personnel decisions. Managers evaluate employees for certain time periods (annually, quarterly, etc.). The documentation is necessary in order to decide which employee should be promoted, transferred, or laid off. It gives HRM an overview where problems occur, identify...