Chapter 6 Managing Employee Separations, Downsizing, and Outplacement

| September 8, 2018

11. Which
of the following is a cost of training new employees?
a)
Recruiter time
b)
Orientation
c)
Interviewing
d)
Relocation
e)
Search firm fees

12. A
company incurs a variety of separation costs, such as:
a) severance
pay.
b) exit
interviewing.
c) outplacement
assistance.
d) continuing
health care costs.
e)
all of the above

13. The
time and cost of exit interviews are part of the _____ costs of an employee
separation.
a) recruitment

b) selection
c) training
d) hidden
e)
separation

14. Your company is planning a layoff. As you
explain the process to the management team, you tell them that outplacement
assistance will be part of the process. Outplacement assistance is when:
a) an
employee is given a final interview following separation.
b) the
number of employees is reduced by not refilling job vacancies.
c) the
company helps departing employees find jobs by training them in job-search skills.
d) the
company measures the rate of employee separations.
e)
the company terminates the relationship with the
employee for any reason.

15. Karlie has recently resigned from her job
as retail manager at a chain store. She
comes to you, concerned about an interview that the store manager wishes to
have with her before her last day of work.
You tell her that:
a)
at this interview, the store manager will try to
convince her to stay, offering increased financial benefits.
b)
this is probably an exit interview and that the
store manager will want to understand the reasons why she is leaving.
c)
it is a legal interview to make sure that all
proper paperwork is signed and that neither she nor the company will have any
further obligations to the other.
d)
the store manager will help her to find new
employment at this interview.
e)
the interview is generally a scare tactic to keep
good employees involved with the business.

16. When conducting an exit interview, a
manager:
a) should
expect employees to be honest as they are leaving the company.
b) does
not need to be as skilled an interviewer as in employment interviews.
c) needs
to use closed-ended questions to control and direct the interview.
d) starts
with routine departure basics, then moves on to why the employee is leaving.
e) should
do nothing with the information. The
interview is only for the employee’s feelings.

17. Which of the following is a benefit of
employee separations?
a) Lower
unemployment insurance tax
b) Being
able to redistribute the cultural and gender composition of the workforce
c) Having
“surviving” employees work much harder to avoid being caught in later
separations
d) Creating
unexpected promotional opportunities for employees under the separated employee
e)
Having poor performers quit rather than face layoff
or dismissal

18. Which of the following is true about
employee separations?
a) Salary
savings can often outweigh other separation costs.
b) It
usually reduces diversity in an organization.
c) Innovation
declines as people take their ideas with them.
d)
Your best people tend to quit, so the quality of
the workforce declines over time.
e)
80% is due to unfair employment practices by the
employer.

19. A benefit of employee separations is:
a)
new employees are apt to be better educated that
older workers.
b)
the workforce becomes more homogenous.
c)
the surviving employees will work more diligently
and conscientiously.
d)
it opens doors for promotion within the company.
e)
all of the above

20. Layoffs and other employee separations are
not generally thought of as positive experiences. However, the affected
employee may reap the benefit of:
a) a
sizable severance package.
b) being
able to continue his/her health benefits package.
c) being
able to voluntarily separate from the company.
d)
an early retirement.
e)
finding a more satisfying, less stressful job.

Order your essay today and save 20% with the discount code: ESSAYHELP
Order your essay today and save 20% with the discount code: ESSAYHELPOrder Now