Question 1

________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.

Accepted Answer

A) Trend analysis 
B) Judgmental forecasting 
C) ROI analysis 
D) Transition analysis 
A) Trend analysis 
B) Judgmental forecasting 
C) ROI analysis 
D) Transition analysis A

Question 2

ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession.ROM manufactures data cards,memory chips,and LCD monitors.The company is analyzing market trends in order to reassess its hiring strategy for the coming year.Which of the following,if true,would best support the argument for restarting hiring?

Accepted Answer

A) The previous recessionary had only lasted a year. 
B) Though there was a decline in profits compared to the previous year,the company recently reported the best numbers in its industry. 
C) Computer manufacturers have aggressively started hiring more staff. 
D) One of ROM's fiercest rivals has started laying off its employees. 
A) The previous recessionary had only lasted a year. 
B) Though there was a decline in profits compared to the previous year,the company recently reported the best numbers in its industry. 
C) Computer manufacturers have aggressively started hiring more staff. 
D) One of ROM's fiercest rivals has started laying off its employees. C

Question 3

Which of the following is true of transition analysis?

Accepted Answer

A) It can account for multiple moves. 
B) It assumes that all employees in a job have an equal probability of movement. 
C) It is a qualitative technique. 
D) It does not rely on historical patterns and activity levels. 
A) It can account for multiple moves. 
B) It assumes that all employees in a job have an equal probability of movement. 
C) It is a qualitative technique. 
D) It does not rely on historical patterns and activity levels. B

Question 4

The internal labor market is critical in predicting future promotions,turnover rates and demographics of the employee base.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is a way in which companies usually deal with temporary employee surpluses?

Accepted Answer

A) offering early retirement options 
B) stopping filling of vacated positions 
C) announcing massive layoffs 
D) removing contingent workers 
A) offering early retirement options 
B) stopping filling of vacated positions 
C) announcing massive layoffs 
D) removing contingent workers

Question 6

Which of the following visually shows each of the possible successors for a job and summarizes their strengths,present performance,promotion readiness,and development needs?

Accepted Answer

A) scatter diagrams 
B) perceptual maps 
C) talent inventories 
D) replacement charts 
A) scatter diagrams 
B) perceptual maps 
C) talent inventories 
D) replacement charts

Question 7

If 4 out of 5 job offers are typically accepted,a company will have to make 120 offers so as to hire 80 employees.

Accepted Answer

A) True 
 B)False

Question 8

Forecasting labor demand in small- and medium-size organizations is significantly easier compared to large organizations because there is a stronger correlation between employee count and productivity.

Accepted Answer

A) True 
 B)False

Question 9

________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply.

Accepted Answer

A) Trend analysis 
B) Judgmental forecasting 
C) ROI analysis 
D) Transition analysis 
A) Trend analysis 
B) Judgmental forecasting 
C) ROI analysis 
D) Transition analysis

Question 10

Discuss the different ways in which a firm can deal with temporary employee surpluses.

Accepted Answer

There are several options when a firm ex

Question 11

If a company employs two office assistants for every nine architects (a staffing ratio of 2:9)and it plans to expand and hire eighteen new architects,how many new office assistants will it need to hire?

Accepted Answer

A) 2 
B) 4 
C) 6 
D) 8 
A) 2 
B) 4 
C) 6 
D) 8

Question 12

Forecasting is not an exact science,and it is rare for a forecast to be exactly right.Given this uncertainty,it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.

Accepted Answer

A) True 
 B)False

Question 13

A retail store forecasts a greater need for salespeople during Thanksgiving.This is an example of a seasonal forecast.

Accepted Answer

A) True 
 B)False

Question 14

Bottom-up judgmental forecasting uses the input of lower-level managers to estimate the firm's total staffing requirements.

Accepted Answer

A) True 
 B)False

Question 15

Hiring yield refers to:

Accepted Answer

A) the proportion of hires coming through a particular recruiter. 
B) the return on investment from one additional hire. 
C) the percent of applicants ultimately hired. 
D) the proportion of applicants moving from one stage of the hiring process to the next. 
A) the proportion of hires coming through a particular recruiter. 
B) the return on investment from one additional hire. 
C) the percent of applicants ultimately hired. 
D) the proportion of applicants moving from one stage of the hiring process to the next.

Question 16

If new competitors enter an industry,customers will have greater product choices,which will tend to dilute the demand for any one company's products or services.

Accepted Answer

A) True 
 B)False

Question 17

If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes,which of the following has been used?

Accepted Answer

A) ratio analysis 
B) trend analysis 
C) scatter plots 
D) judgmental forecasting 
A) ratio analysis 
B) trend analysis 
C) scatter plots 
D) judgmental forecasting

Question 18

A transition analysis can account for multiple moves.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following forecasting methods relies on the experience and insights of people in the organization to predict a firm's future employment needs?

Accepted Answer

A) trend analysis 
B) ROI analysis 
C) judgmental forecasting 
D) transition analysis 
A) trend analysis 
B) ROI analysis 
C) judgmental forecasting 
D) transition analysis

Question 20

Which of the following is the first step in the typical workforce planning process?

Accepted Answer

A) identifying the firm's business strategy 
B) articulating the firm's strategic staffing decisions 
C) developing and implementing action plans 
D) conducting a workforce analysis 
A) identifying the firm's business strategy 
B) articulating the firm's strategic staffing decisions 
C) developing and implementing action plans 
D) conducting a workforce analysis

________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.

Which of the following is true of transition analysis?

The internal labor market is critical in predicting future promotions,turnover rates and demographics of the employee base.

Which of the following is a way in which companies usually deal with temporary employee surpluses?

Which of the following visually shows each of the possible successors for a job and summarizes their strengths,present performance,promotion readiness,and development needs?

If 4 out of 5 job offers are typically accepted,a company will have to make 120 offers so as to hire 80 employees.

Forecasting labor demand in small- and medium-size organizations is significantly easier compared to large organizations because there is a stronger correlation between employee count and productivity.

________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply.

Discuss the different ways in which a firm can deal with temporary employee surpluses.

If a company employs two office assistants for every nine architects (a staffing ratio of 2:9)and it plans to expand and hire eighteen new architects,how many new office assistants will it need to hire?

Forecasting is not an exact science,and it is rare for a forecast to be exactly right.Given this uncertainty,it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.

A retail store forecasts a greater need for salespeople during Thanksgiving.This is an example of a seasonal forecast.

Bottom-up judgmental forecasting uses the input of lower-level managers to estimate the firm's total staffing requirements.

Hiring yield refers to:

If new competitors enter an industry,customers will have greater product choices,which will tend to dilute the demand for any one company's products or services.

If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes,which of the following has been used?

A transition analysis can account for multiple moves.

Which of the following forecasting methods relies on the experience and insights of people in the organization to predict a firm's future employment needs?

Which of the following is the first step in the typical workforce planning process?

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Sourcing: Identifying Recruits

Recruiting

Measurement

Assessing External Candidates

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters

Exam 5: Forecasting and Planning

________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.

Which of the following is true of transition analysis?

The internal labor market is critical in predicting future promotions,turnover rates and demographics of the employee base.

Which of the following is a way in which companies usually deal with temporary employee surpluses?

Which of the following visually shows each of the possible successors for a job and summarizes their strengths,present performance,promotion readiness,and development needs?

If 4 out of 5 job offers are typically accepted,a company will have to make 120 offers so as to hire 80 employees.

Forecasting labor demand in small- and medium-size organizations is significantly easier compared to large organizations because there is a stronger correlation between employee count and productivity.

________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply.

Discuss the different ways in which a firm can deal with temporary employee surpluses.

If a company employs two office assistants for every nine architects (a staffing ratio of 2:9)and it plans to expand and hire eighteen new architects,how many new office assistants will it need to hire?

Forecasting is not an exact science,and it is rare for a forecast to be exactly right.Given this uncertainty,it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.

A retail store forecasts a greater need for salespeople during Thanksgiving.This is an example of a seasonal forecast.

Bottom-up judgmental forecasting uses the input of lower-level managers to estimate the firm's total staffing requirements.

Hiring yield refers to:

If new competitors enter an industry,customers will have greater product choices,which will tend to dilute the demand for any one company's products or services.

If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes,which of the following has been used?

A transition analysis can account for multiple moves.

Which of the following forecasting methods relies on the experience and insights of people in the organization to predict a firm's future employment needs?

Which of the following is the first step in the typical workforce planning process?

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Sourcing: Identifying Recruits

Recruiting

Measurement

Assessing External Candidates

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters