Question 1

Define and explain why gap analysis is critical to identifying future talent needs.

Accepted Answer

Gap analysis is comparing labor supply a

Question 2

Using past relationships to forecast how many employees will be needed for different levels of business activity is called __________.

Accepted Answer

A)  trend analysis 
B)  ratio analysis 
C)  judgmental forecasting 
D)  interest rate forecasting 
A)  trend analysis 
B)  ratio analysis 
C)  judgmental forecasting 
D)  interest rate forecasting

Question 3

The HR manager of L&M Consulting knew that she hired 14 new employees last year,which leads her to predict that she would need about 14 new employees in the new year.This is an example of _________.

Accepted Answer

A)  trend analysis 
B)  ratio analysis 
C)  judgmental forecasting 
D)  interest rate forecasting 
A)  trend analysis 
B)  ratio analysis 
C)  judgmental forecasting 
D)  interest rate forecasting

Question 4

Organized factual or procedural information that can be applied to perform a task is called __________.

Accepted Answer

A)  a skill 
B)  ability 
C)  knowledge 
D)  other characteristics 
A)  a skill 
B)  ability 
C)  knowledge 
D)  other characteristics

Question 5

What are the four principles of Taylor's scientific management theory? Give a definition for
each principle.

Accepted Answer

Replace rule-of-thumb work methods with

Question 6

Workflow analysis investigates how work moves through an organization in order to identify changes that increase efficiency and better meet customers' needs.

Accepted Answer

A) True 
 B)False

Question 7

Whether employees specialize or generalize is called __________.

Accepted Answer

A)  formalization 
B)  centralization 
C)  division of labor 
D)  span of control 
A)  formalization 
B)  centralization 
C)  division of labor 
D)  span of control

Define and explain why gap analysis is critical to identifying future talent needs.

Using past relationships to forecast how many employees will be needed for different levels of business activity is called __________.

The HR manager of L&M Consulting knew that she hired 14 new employees last year,which leads her to predict that she would need about 14 new employees in the new year.This is an example of _________.

Organized factual or procedural information that can be applied to perform a task is called __________.

What are the four principles of Taylor's scientific management theory? Give a definition for each principle.

Workflow analysis investigates how work moves through an organization in order to identify changes that increase efficiency and better meet customers' needs.

Whether employees specialize or generalize is called __________.

Strategic Human Resource Management

The Role of Human Resource Management in Business

Diversity, Equal Employment Opportunity, and Affirmative Action

Sourcing and Recruiting

Selection and Hiring

Training and Development

Performance Management

Base Compensation

Incentives

Benefits

Creating a Healthy Work Environment

Creating Positive Employee-Management Relations

Managing Engagement and Turnover

Filters

Exam 4: Analyzing Work and Human Resource Planning

Define and explain why gap analysis is critical to identifying future talent needs.

Using past relationships to forecast how many employees will be needed for different levels of business activity is called __________.

The HR manager of L&M Consulting knew that she hired 14 new employees last year,which leads her to predict that she would need about 14 new employees in the new year.This is an example of _________.

Organized factual or procedural information that can be applied to perform a task is called __________.

What are the four principles of Taylor's scientific management theory? Give a definition for each principle.

Workflow analysis investigates how work moves through an organization in order to identify changes that increase efficiency and better meet customers' needs.

Whether employees specialize or generalize is called __________.

Strategic Human Resource Management

The Role of Human Resource Management in Business

Diversity, Equal Employment Opportunity, and Affirmative Action

Sourcing and Recruiting

Selection and Hiring

Training and Development

Performance Management

Base Compensation

Incentives

Benefits

Creating a Healthy Work Environment

Creating Positive Employee-Management Relations

Managing Engagement and Turnover

Filters