Deck 6: Ascertaining HR Supply

Question 1

According to the textbook,which of the following is NOT one of the options that employees have in the Markov model?

A)termination
B)layoff
C)absenteeism
D)resignation

Answer 1

C

Question 2

Which of the following has greater predictive capacity than the Markov model for short-term and long-term periods?

A)succession table
B)vacancy model
C)Delphi technique
D)movement analysis

Answer 2

B

Question 3

An organization made errors in estimating the supply of human capital that became amplified along the supply chain,resulting in large overestimates of hiring needs.What term defines what is happening in this organization?

A)compounding errors
B)skill gap effect
C)human resource planning errors
D)bullwhip effect

Answer 3

D

Question 4

If the assumption of linearity does NOT hold,what needs to be used in linear programming to determine supply requirements?

A)probabilistic programming techniques
B)stochastic programming techniques
C)quadratic programming techniques
D)graphic programming techniques

Question 5

Which of the following is NOT included in the additional information provided in a management inventory?

A)duties
B)deficiencies
C)responsibilities
D)accountabilities

Question 6

What type of probability is associated with an individual's movement behaviours in a specific job,given the Markov model?

A)stochastic probability
B)movement probability
C)transitional probability
D)promotion probability

Question 7

If the organization's goal is to monitor and control absenteeism and employee turnover,what is another term for this HR strategy called?

A)attrition
B)succession
C)absenteeism
D)retention

Question 8

An organization requires experienced civil engineers,resulting in the HR demand for engineers exceeding its current engineering personnel resources.What is this called?

A)HR surplus
B)HR shortage
C)HR scarcity
D)HR supply

Question 9

What type of HR supply model utilizes a series of matrices that detail the various patterns of movement to and from the various jobs in an organization?

A)recency
B)Markov
C)probabilistic
D)vacancy

Question 10

Which of the following is a hard cost associated with replacing workers?

A)lost customer contacts
B)increased turnover
C)lost production
D)orientation and training time

Question 11

In the Markov model,how many possible movement options does an employee have?

A)two
B)three
C)four
D)five

Question 12

What type of HR supply planning application relies on a complex mathematical procedure commonly used for project analysis in engineering and business applications?

A)Markov modelling
B)vacancy analysis
C)succession table
D)linear programming

Question 13

According to the textbook,which of the following is NOT typically included in a skills inventory?

A)hobbies and interests
B)work history
C)gender
D)education

Question 14

What is another name for the upward mobility rate?

A)promotion rate
B)adaptation rate
C)retention rate
D)growth rate

Question 15

What is the first step in a HR supply analysis?

A)to examine skills and management inventories
B)to determine the HR demand available
C)to calculate the ratio of hires to retires
D)to analyze the external environment

Question 16

What is another name for the vacancy model?

A)renewal
B)probabilistic
C)stochastic
D)readiness

Question 17

Which of the following HR practices contributes to the mass customizing of the employ-ment experience?

A)recruitment
B)job analysis
C)performance reviews
D)flexible work arrangements

Question 18

Why do organizations prefer to hire an employee from within the organization rather than from outside the organization?

A)to select candidates with new ideas and skills
B)to stabilize the HR supply with external sources
C)to maintain a ratio of internal to external candidates
D)to reinforce employee loyalty and performance

Question 19

If you wanted to use the best technique for tracking the number of individuals who move annually between various job levels in an organization,which of the following would you choose?

A)Markov model
B)Delphi technique
C)succession planning
D)ripple effect

Question 20

What is the normal planning time horizon for a movement analysis?

A)one month
B)one quarter
C)one operating cycle
D)one year

Question 21

An organization wants to choose the best technique for tracking the number of individuals who move annually between various job levels in the organization.Which HR planning method would it choose?

A)Markov model
B)Delphi technique
C)succession planning
D)trend analysis

Question 22

What is the first step an organization can take to examine the number and capabilities of current employees and managers?

A)use replacement charts and tables
B)use Markov analysis
C)use staffing tables to forecast the staff are needed
D)use employee and management skills inventories

Question 23

An organization has made errors in estimates of human resource supply that have become amplified as those errors are compounded along the supply chain.What term defines this occurrence?

A)projection errors
B)bullwhip effect
C)prediction errors
D)predetermination effect

Question 24

The textbook discusses various mechanisms that influence the external supply of human capital.Which of the following is one of these influences?

A)company human resource staffing policies
B)segmenting critical human capital
C)government programs
D)company human capital staffing resources

Question 25

According to current research literature on HR supply,what HR practice will soon be-come the number-one priority for HR professionals?

A)performance management
B)career development
C)employee retention
D)organizational development

Question 26

Which of the following practices contributes to the mass customizing of the employment experience?

A)telecommuting
B)staffing substitution
C)HR segmentation
D)employment equity

Question 27

If an organization cannot find a sufficient external supply of labour for certain jobs,what might it consider?

A)changing the nature of the job
B)retraining its employees
C)transferring its employees
D)redeploy its employees

Question 28

Which of the following is a soft cost associated with replacing workers?

A)lost customer contacts
B)advertisements
C)lost production
D)recruitment costs

Question 29

In reference to the vacancy model,calculate the promotion rate for level 4 if seven individuals in level 3 were promoted and the total number of personnel in level 4 is 63.Round to the nearest whole number.

A)10 percent
B)11 percent
C)12 percent
D)13 percent

Question 30

An organization is customizing HR practices at the employee level efficiently and at low cost.What is this HR practice called?

A)employee retention
B)human capital segmentation
C)mass customization in HR
D)internal hr supply programs

Question 31

An organization is experiencing a shortage of certain key positions.What would be the first step it would take in conducting a HR supply analysis?

A)calculate the ratio of hires to retirees
B)determine the HR demand available
C)examine skills and management inventories
D)analyze the external environment

Question 32

According to the article "Developing Effective Employee Retention Policies" in the textbook,what are two strategies that should typically be included in a retention policy?

A)form retention task force and promote from within
B)measure turnover and enforce employee loyalty
C)review compensation and measure job ineffectiveness
D)hold line managers responsible and ensure attrition

Question 33

Which of the following is a HR supply forecasting technique that contains variables that have a linear relationship?

A)index analysis
B)Markov analysis
C)vacancy model
D)linear programming

Question 34

What would be the first step in ascertaining HR supply once an organization has determined its overall demand requirements for personnel?

A)to examine data from a variety of perspectives
B)to determine what staff are needed,when,and where
C)to examine the number and capabilities of current employees
D)to determine the net demand requirements that must be met from external environmental supply sources

Question 35

When considering the issue of supplying personnel to meet organizational demand,what aspects must be considered?

A)current employees and individuals previously employed by the organization
B)internal HR supply and individuals who receive training for subsequent promotion
C)internal and external human resource sources
D)preferential consideration to the internal workforce through promotions and training

Question 36

Which of the following is NOT typically a column found in a vacancy model chart?

A)annual losses
B)promotions to level
C)level inflows
D)internal hiring

Question 37

What is the intent of mass customization of HR?

A)to gather detailed knowledge of the employees' performance over time
B)to enable the organization to reinforce employee loyalty and performance
C)to help maximize the employee experience and ultimately enhance retention
D)to provide organizations some protection from economic downturns

Question 38

Which of the following is a HR supply forecasting technique that analyzes flows of employees throughout the organization by examining inputs and outputs at each hierarchical or compensation level?

A)Delphi technique
B)nominal group technique
C)HR budgets (staffing tables)
D)vacancy model

Question 39

What would be two human resource internal supply estimate techniques that an organization could consider to ascertain HR supply?

A)extrapolation and nominal grouping techniques
B)replacement tables and Markov analysis
C)trend projection and labour market analysis techniques
D)indexation and replacement chart techniques

Question 40

these two figures represent?

A)an HR supply and demand balance
B)a surplus if the supply exceeds demand,or a gap if the demand exceeds supply
C)a gap in internal and external HR supply
D)a skills gap

Question 41

Which of the following is a HR forecasting technique that can be used to determine both HR supply and demand?

A)management inventories
B)nominal group technique
C)vacancy model
D)movement analysis

Question 42

An organization is seeking members of the workforce not currently employed by the firm,who are currently undergoing training,working for competitors,and/or unemployed.What is this supply source called?

A)employee selection
B)labour supply
C)redeployment
D)external supply

Question 43

If an organization cannot find a sufficient external supply of labour for certain jobs,what might it consider?

A)retraining its employees
B)changing working conditions
C)redeploying its their employees
D)transferring its employees

Question 44

Many organizations give preference to internal supply.What is one reason for giving preferential consideration to an organization's own workforce to fill job openings?

A)Current employees are already socialized to the norms,rules,and procedures of the organization.
B)It reduces human resource forecasting costs.
C)It improves human resource forecasting.
D)It enables the organization to reinforce staffing policies.

Question 45

An organization is seeking members of the workforce not currently employed by the firm,who are currently undergoing training,working for competitors,and/or unemployed.What is this supply source called?

A)skills gap
B)external supply
C)employee segmentation
D)recruitment

Question 46

An organization is grouping its employees based on characteristics that are relevant to the employee experience such as career preferences,demographics,work-life preferences,or benefits.What is this HR process called?

A)organizational development
B)labour market supply
C)employee segmentation
D)balancing internal human resource supply

Question 47

Which of the following is a HR forecasting technique that can be used to determine both HR supply and demand?

A)Delphi technique
B)skills inventories
C)vacancy model
D)linear programming

Question 48

What is the first step in ascertaining HR supply,once it determined the organization's overall HR demand requirements?

A)to examine the number and capabilities of current employees
B)to determine what staff are needed,when,and where
C)to examine HR supply data from a variety of perspectives
D)to determine the net demand requirements that must be met from external environmental supply sources

Question 49

Human capital is obtained from two sources.What are these two sources?

A)national and international human resources
B)skill and management inventories
C)sources internal and external to the organization
D)current employees and employees working for other organizations

Question 50

What is one reason for giving preferential consideration to an organization's own internal HR supply when filling job positions?

A)The employer can ensure job-person fit .
B)The employer possesses detailed knowledge of the employees' performance over time.
C)The employer can control the movement of employees within and out of the organiza-tion.
D)The employer can effectively screen out internal employees with poor performance records.

Question 51

An organization is retraining,promoting,and transferring existing employees who can fill their anticipated future HR requirements.What is this supply source called?

A)external supply
B)employee retention
C)internal supply
D)transitional supply

Question 52

A company is in a situation in which the supply of a particular form of human capital available to the firm is inadequate to address the demand.What is this circumstance called?

A)skills gap
B)labour market demand
C)employee segmentation
D)external human resource supply

Question 53

Which of the following is a soft cost associated with replacing workers?

A)interview training and time
B)increased turnover
C)lost production
D)administrative expenses

Question 54

Which of the following HR practices allows for working conditions to be well understood by applicants before they are hired into a job position?

A)realistic job previews
B)job analysis
C)job description
D)job interviews

Question 55

Human capital is obtained from two sources.What are these two sources?

A)internal and external supply
B)current employees and individuals currently employed by other organizations
C)local and national human resources
D)skill and management inventories

Question 56

Human capital must be obtained from two sources.What are these two sources?

A)skill and management inventories
B)current employees or individuals currently not employed by the organization
C)recruitment and selection
D)human resources and labour markets

Question 57

What is another name for the vacancy model?

A)transitional
B)probabilistic
C)sequencing
D)regression

Question 58

Which of the following is a HR forecasting technique that can be used to determine both HR supply and demand?

A)management inventories
B)Markov models
C)vacancy models
D)trend analysis

Question 59

An organization finds that there are insufficient numbers of workers who possess the skills necessary to perform several job positions.What is this situation called?

A)employee segmentation
B)labour market supply
C)skills gap
D)external human resource supply

Question 60

Which of the following is a hard cost associated with replacing workers?

A)lost business contacts
B)decreased quality of work due to training
C)headhunter and recruiting fees
D)learning curve gaps

Question 61

Refer to Scenario: Pacific Health Care.What would be the initial step that PHC might take to examine the number and capabilities of current employees and managers?

A)use staffing tables to forecast the staff needed
B)use employee and management skills inventories
C)use replacement charts and tables
D)use Markov analysis

Question 62

Refer to Scenario: Pacific Health Care.What would be the first step in PHC's HR forecasting,once it identified its organizational goals,objectives,and plans?

A)to examine data from a variety of perspectives
B)to determine overall demand requirements for personnel (i.e. ,what staff are needed,when,and where)
C)assess in-house skills and other internal supply characteristics
D)to determine the net demand requirements that must be met from external environmental supply sources

Question 63

Refer to Scenario: Pacific Health Care.PHC requires specialty nurses,resulting in the HR demand exceeding the current personnel resources available in the organization's workforce.What is this called?

A)HR surplus
B)HR shortage
C)HR scarcity
D)HR supply

Question 64

Linear programming is a complex mathematical procedure commonly used for project analysis in engineering and business applications.

Question 65

Mass customization of HR is the ability to customize HR practices at the employee level,efficiently and at low cost.

Question 66

Refer to Scenario: Pacific Health Care.What would be PHC's first step in ascertaining HR supply,once it determined the organization's overall HR demand requirements?

A)to examine data from a variety of perspectives
B)to determine what staff are needed,when,and where.
C)to assess in-house skills and other internal supply characteristics
D)to determine the net demand requirements that must be met from external environmental supply sources

Question 67

Refer to Scenario: Pacific Health Care.PHC obtained information about its RN and LPN jobs to determine the duties,tasks,knowledge,skills,abilities,equipment used,working conditions,effort,job context,and performance standards necessary to perform the work successfully.What human resource records typically contain this information?

A)skills inventories
B)human resource planning
C)job evaluation
D)human resource career data

Question 68

Refer to Scenario: Pacific Health Care.What would be the next step in PHC's HR forecasting,once it assessed its in-house skills and other internal supply characteristics?

A)identify organizational goals,objectives,and plans
B)determine overall demand requirements for personnel (i.e. ,what staff are needed,when,and where)
C)develop HR plans and programs to ensure that the right people are in the right place at the right time
D)examine data from a variety of perspectives

Question 69

The textbook discusses various mechanisms that influence the external supply of human capital.Which of the following is one of these influences?

A)labour relations role
B)regulatory bodies role
C)employer's role
D)professional associations' role

Question 70

Refer to Scenario: Pacific Health Care.PHC is experiencing a shortage of certain key positions.What would be the first step it would take in conducting a HR supply analysis?

A)examine skills and management inventories
B)determine the HR demand available
C)calculate the ratio of hires to retires
D)analyze the external environment

Question 71

In the Markov model,the employee has five possible movement options.

Question 72

Another name for the vacancy model is the renewal model.

Question 73

A skills inventory is an individualized personnel record held on each employee,including those currently in management or professional positions.

Question 74

The major attributes that influence the employee relationship with the firm can be blended and moulded to suit the individual needs of the employee.What is this HR practice called?

A)career development programs
B)mass customization in HR
C)HR renewal model
D)substitution strategies

Question 75

Refer to Scenario: Pacific Health Care.When considering the issue of supplying health care personnel to meet PHC's HR demand,workers can be obtained from a variety of sources.What sources are PHC focusing on?

A)external human resource sources
B)internal human resource sources
C)current employees and individuals previously employed by health care organizations
D)skilled individuals with training that allows for promotion

Question 76

Refer to Scenario: Pacific Health Care.When considering the issue of ascertaining HR supply to meet PHC's HR demand,workers can be obtained from a variety of sources.What sources are given limited attention by PHC?

A)external human resource sources
B)health care individuals employed by PHC
C)licensed practical nurses (LPN's)
D)PHC's own workforce

Question 77

Refer to Scenario: Pacific Health Care.When considering the issue of supplying personnel to meet PHC's HR demand,it is best for PHC to consider obtaining workers from two sources.What are these two sources?

A)internal and/or external human resource sources
B)current employees and individuals previously employed by the organization
C)internal HR supply and individuals who receive training for subsequent promotion
D)preferential consideration to PHC's own workforce through promotions and training

Question 78

Many of the methods used to forecast HR demand can also be used to determine personnel supply.

Question 79

Linear programming is defined as a technique used to analyze personnel supply,specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in the organization.

Question 80

Refer to Scenario: Pacific Health Care.PHC wants to choose the best technique for tracking the number of individuals who move annually between various job levels in the organization,which HR planning method would it choose?

A)Markov model
B)Delphi technique
C)succession planning
D)trend analysis