Question 1

Which of the following is an external labour market trend that planners should examine?

Accepted Answer

A) Labour market forecasts 
B) Unemployment rate 
C) The kinds of people who will be in the labour market 
D) All of the above. 
E) None of the abovE. 
A) Labour market forecasts 
B) Unemployment rate 
C) The kinds of people who will be in the labour market 
D) All of the above. 
E) None of the abovE. D

Question 2

The most widespread methods for eliminating labour shortages are hiring temporary and contract workers and outsourcing work.

Accepted Answer

A) True 
 B)False  True

Question 3

In order to attract a more diverse workforce,organizations often recruit through a variety of external sources.

Accepted Answer

A) True 
 B)False  True

Question 4

Downsizing has an immediate effect on costs,and much of the evidence suggests that it:

Accepted Answer

A) increases profitability in the short term. 
B) promotes future competitiveness. 
C) hurts long-term organizational effectiveness. 
D) increases the motivation of remaining employees. 
E) none of the choices are correct. 
A) increases profitability in the short term. 
B) promotes future competitiveness. 
C) hurts long-term organizational effectiveness. 
D) increases the motivation of remaining employees. 
E) none of the choices are correct.

Question 5

The steps in a workforce utilization review are identical to the steps in the workforce planning process.

Accepted Answer

A) True 
 B)False

Question 6

An organization's recruitment efforts are rarely focused on passive job seekers because by definition they are individuals who are not actively seeking a job.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is an advantage of relying on internal recruitment sources?

Accepted Answer

A) They are likely to promote diversity. 
B) Using internal recruitment helps ensure employees all think alike. 
C) They are generally cheaper and faster than other means. 
D) For entry-level positions,there will always be many recruits from which to select. 
E) All of the above are advantages of relying on internal recruitment sources. 
A) They are likely to promote diversity. 
B) Using internal recruitment helps ensure employees all think alike. 
C) They are generally cheaper and faster than other means. 
D) For entry-level positions,there will always be many recruits from which to select. 
E) All of the above are advantages of relying on internal recruitment sources.

Question 8

Employer branding uses marketing techniques to attract,engage,and retain employees in the effort to become an employer of choice.

Accepted Answer

A) True 
 B)False

Question 9

What is the first step in the process for developing a succession plan?

Accepted Answer

A) Identify positions to plan for. 
B) Measure employee potential. 
C) Provide feedback to employees. 
D) Define job requirements. 
E) Both "c" and "d." 
A) Identify positions to plan for. 
B) Measure employee potential. 
C) Provide feedback to employees. 
D) Define job requirements. 
E) Both "c" and "d."

Question 10

Statistical planning models are useful for workforce planning when there is a long,stable history that can be used to reliably detect relationships among variables.

Accepted Answer

A) True 
 B)False

Question 11

Succession planning is a particular type of workforce planning.

Accepted Answer

A) True 
 B)False

Question 12

In human resource management,any practice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees is known as:

Accepted Answer

A) recruiting. 
B) selection. 
C) placement. 
D) passive job seeking. 
E) forecasting. 
A) recruiting. 
B) selection. 
C) placement. 
D) passive job seeking. 
E) forecasting.

Question 13

As an option for avoiding an expected labour shortage,the use of new external hires is relatively fast,but low in terms of ability to change later.

Accepted Answer

A) True 
 B)False

Question 14

The first step in the workforce planning process is goal setting and strategic planning.

Accepted Answer

A) True 
 B)False

Question 15

Decisions about internal versus external recruiting affect the nature of jobs.

Accepted Answer

A) True 
 B)False

Question 16

Research demonstrates that realistic job previews significantly reduce employee turnover.

Accepted Answer

A) True 
 B)False

Question 17

Trend analysis is the most basic forecasting method used by organizations.

Accepted Answer

A) True 
 B)False

Question 18

Succession planning focuses on:

Accepted Answer

A) prospective employees. 
B) young employees. 
C) high-potential employees. 
D) former employees. 
E) engineering and accounting professionals. 
A) prospective employees. 
B) young employees. 
C) high-potential employees. 
D) former employees. 
E) engineering and accounting professionals.

Question 19

Workforce planning compares the present state of the organization with its goals for the future,then identifies what changes it must make in its human resources to meet those goals.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following options for reducing an expected labour surplus has the benefit of being a relatively fast solution and is NOT high in human suffering?

Accepted Answer

A) Downsizing 
B) Transfers 
C) Retraining 
D) Demotions 
E) Pay reductions 
A) Downsizing 
B) Transfers 
C) Retraining 
D) Demotions 
E) Pay reductions

Which of the following is an external labour market trend that planners should examine?

The most widespread methods for eliminating labour shortages are hiring temporary and contract workers and outsourcing work.

In order to attract a more diverse workforce,organizations often recruit through a variety of external sources.

Downsizing has an immediate effect on costs,and much of the evidence suggests that it:

The steps in a workforce utilization review are identical to the steps in the workforce planning process.

An organization's recruitment efforts are rarely focused on passive job seekers because by definition they are individuals who are not actively seeking a job.

Which of the following is an advantage of relying on internal recruitment sources?

Employer branding uses marketing techniques to attract,engage,and retain employees in the effort to become an employer of choice.

What is the first step in the process for developing a succession plan?

Statistical planning models are useful for workforce planning when there is a long,stable history that can be used to reliably detect relationships among variables.

Succession planning is a particular type of workforce planning.

In human resource management,any practice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees is known as:

As an option for avoiding an expected labour shortage,the use of new external hires is relatively fast,but low in terms of ability to change later.

The first step in the workforce planning process is goal setting and strategic planning.

Decisions about internal versus external recruiting affect the nature of jobs.

Research demonstrates that realistic job previews significantly reduce employee turnover.

Trend analysis is the most basic forecasting method used by organizations.

Succession planning focuses on:

Workforce planning compares the present state of the organization with its goals for the future,then identifies what changes it must make in its human resources to meet those goals.

Which of the following options for reducing an expected labour surplus has the benefit of being a relatively fast solution and is NOT high in human suffering?

Strategies, Trends, and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Analyzing Work and Designing Jobs

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters

Exam 4: Planning for and Recruiting Human Resources

Which of the following is an external labour market trend that planners should examine?

The most widespread methods for eliminating labour shortages are hiring temporary and contract workers and outsourcing work.

In order to attract a more diverse workforce,organizations often recruit through a variety of external sources.

Downsizing has an immediate effect on costs,and much of the evidence suggests that it:

The steps in a workforce utilization review are identical to the steps in the workforce planning process.

An organization's recruitment efforts are rarely focused on passive job seekers because by definition they are individuals who are not actively seeking a job.

Which of the following is an advantage of relying on internal recruitment sources?

Employer branding uses marketing techniques to attract,engage,and retain employees in the effort to become an employer of choice.

What is the first step in the process for developing a succession plan?

Statistical planning models are useful for workforce planning when there is a long,stable history that can be used to reliably detect relationships among variables.

Succession planning is a particular type of workforce planning.

In human resource management,any practice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees is known as:

As an option for avoiding an expected labour shortage,the use of new external hires is relatively fast,but low in terms of ability to change later.

The first step in the workforce planning process is goal setting and strategic planning.

Decisions about internal versus external recruiting affect the nature of jobs.

Research demonstrates that realistic job previews significantly reduce employee turnover.

Trend analysis is the most basic forecasting method used by organizations.

Succession planning focuses on:

Workforce planning compares the present state of the organization with its goals for the future,then identifies what changes it must make in its human resources to meet those goals.

Which of the following options for reducing an expected labour surplus has the benefit of being a relatively fast solution and is NOT high in human suffering?

Strategies, Trends, and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Analyzing Work and Designing Jobs

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters