Deck 3: Human Resource Planning

Question 1

All of the following are workforce-related causes of demand for human resources in the future except

A)retirement
B)resignation
C)termination
D)job designs
E)death

Answer 1

D

Question 2

A listing of short-term human resource needs by job type may often be reported in the form of

A)a staffing table
B)a random list
C)written opinions
D)formal expert survey
E)an extrapolated listing

Answer 2

A

Question 3

An organizational growth strategy usually entails a human resource strategy that includes

A)layoffs
B)early retirement
C)employee promotions
D)salary freezes
E)task variety

Answer 3

C

Question 4

Having the right people with the right skills at the right time is a major objective of

A)Human Relations Planning
B)Human Resource Planning
C)Human Relations Management
D)Human Resources Management
E)Human Resource Allocation

Question 5

Current and future impacts of the Canadian,and provincial,Human Rights Acts are a(n)__________ cause of demand for human resources

A)external
B)organizational
C)workforce
D)analytical
E)physical

Question 6

All of the following are steps in the human resource planning process except:

A)Develop HR Objectives
B)Establish program priorities
C)Assess internal and external supply of resources
D)Forecast demand for resources
E)Design and implement HRM programs

Question 7

Human resource planning is also called

A)resource planning
B)human capital planning
C)employment planning
D)people planning
E)capital resource planning

Question 8

Workforce causes of demand for human resources include

A)technological changes
B)retirement and resignations
C)budgets
D)organizational (and job)design
E)sales forecasts

Question 9

Indexation is a method of estimating __________ employment needs by matching employment __________ with a selected index

A)future;patterns
B)past;patterns
C)current;patterns
D)past;growth
E)future;growth

Question 10

Organizational causes of demand for human resources include

A)competitors
B)legal challenges
C)technological changes
D)retirements
E)new ventures

Question 11

The major cause(s)of human resource demand include all the following except

A)social-political-legal challenges
B)technological changes
C)competitors
D)economic developments
E)change in recruiting policies

Question 12

________ is (are)a critical tool to take advantage of an organization's human capital.

A)Company location
B)An effective human resource plan
C)Benefit packages
D)Products or services produced
E)Level of diversity

Question 13

Methods of trend projection forecasting include

A)extrapolation
B)budget analysis
C)nominal group technique
D)the Delphi technique
E)staffing tables

Question 14

Attempting to predict future human resource demands is called

A)retrospection
B)introspection
C)forecasting
D)supply projections
E)demand sourcing

Question 15

Among the sources of supply for projected human resource needs are

A)external sources
B)physical sources
C)social sources
D)legal sources
E)financial sources

Question 16

External causes of demand for human resources in the future include

A)budgets
B)technological changes
C)new ventures
D)strategic plans
E)sales forecasts

Question 17

Which of the following has a direct impact on human resource objectives?

A)organizational strategy
B)automation
C)regulatory environment
D)social expectations
E)task significance

Question 18

In the long run,effective human resource planning can determine an organization's

A)physical design
B)mission
C)product line
D)strategic success
E)market position

Question 19

Forecasting techniques for estimating future human resource demand include all the following except

A)extrapolation
B)nominal group technique
C)budget and planning analysis
D)the Delphi technique
E)skills inventories

Question 20

Human resource planning involves forecasting future organizational needs,including all of the following except

A)the number of employees that will be needed
B)the competencies employees will need
C)the potential supply of employees
D)the matching of employee supply with demand
E)the matching of customer demand with output

Question 21

If a firm's internal supply of workers exceeds its demand,a __________ exists

A)human resource shortage
B)demographic challenge
C)human resource surplus
D)labour market division
E)human resource division

Question 22

Replacement status is made up of two variables

A)current job level and seniority
B)present performance and promotability
C)seniority and promotability
D)current job level and present performance
E)skills and training requirements

Question 23

Employee transition matrices are more popularly known as

A)replacement charts
B)feedback charts
C)Markov analysis
D)Poisson distributions
E)labour market analysis

Question 24

Markov analysis is particularly useful in organizations where

A)the external environment is unstable and unpredictable
B)internal (strategic)changes are complex and on-going
C)jobs do not fluctuate rapidly due to external or internal change
D)rapid response is needed to social and legal challenges
E)economic conditions are changing quickly

Question 25

A strategy for dealing with a human resource surplus is

A)overtime
B)transfers
C)hiring freeze
D)promotions
E)contract workers

Question 26

Greater knowledge of current employees allows a human resource department to more effectively plan

A)product development
B)sales goals
C)career planning and employee equity goals
D)organizational mission statement
E)market entry timing

Question 27

In estimating external supply for human resources,demographic trends analysis is

A)useful because trends are usually known years in advance of their impacts
B)less than useful as demographic projections tend to be reactive and unreliable
C)ineffective,as information about trends is not often available and hard to obtain
D)in contravention of the Canadian Human Rights Act
E)legal,but socially unacceptable

Question 28

Typically,human resource planners run into a decision situation,as they usually find that

A)the available supply of human resources is either less or greater than their future needs
B)the available supply of human resources needed is equal to the supply
C)demographics may interfere with labour supply
D)it is more cost effective to do all hiring electronically
E)even with a human resource surplus few people actually want to work

Question 29

Means of identifying an internal supply of candidates for future human resource demands include

A)Markov analysis
B)labour market analysis
C)demographic analysis
D)job analysis
E)economic analysis

Question 30

The most common first response to an employee surplus is usually

A)job sharing
B)hiring freeze
C)early retirement offers
D)termination
E)overtime

Question 31

Markov analysis is more effective for

A)job positions of at least 50 employees
B)job positions of less than 20 employees
C)service industries
D)manufacturing industries
E)not for profit organizations

Question 32

The advantage of replacement summaries over replacement charts is that the summaries are

A)more detailed
B)less detailed,thus easier to read
C)produced daily
D)use simpler language
E)replacement charts cannot be computerized

Question 33

Reasons why an organization may not be able to fill human resource demands internally include

A)some jobs are entry level
B)a corporate strategy that prevents internal job promotions
C)some jobs cost too much to fill internally
D)union contracts usually prevent employees being promoted
E)most employees normally refuse promotions

Question 34

The means of identification of the internal potential supply of human resources for an organization involves

A)HR audits
B)extrapolation
C)labour market analysis
D)a staffing table
E)asking top management

Question 35

Firms can deal with a human resource surplus in the following ways except

A)Loaning employees to other departments
B)job sharing
C)part-time workers
D)outsourcing
E)termination

Question 36

Strategies to manage an oversupply of human resources include all of the following except

A)hiring freeze
B)job sharing
C)layoffs
D)internal transfers
E)overtime

Question 37

Internal sources of human resource supply can include all the following except

A)promotions
B)demotions
C)new hires
D)transfers
E)job enlargement

Question 38

Human resource audits are usually completed by

A)the human resource department
B)the human resource department and the immediate supervisor
C)the human resource department and the employee
D)the employee,the human resource department and the immediate supervisor
E)the employee and the immediate supervisor

Question 39

When estimating external supplies for human resources,HR departments examine

A)labour market trends
B)possible promotions
C)sales projections
D)replacement charts
E)the internal workforce

Question 40

One thing that a human resource audit summarizes is

A)the need for employing more people
B)an employee's tasks
C)an employee's abilities alone
D)both an employee's skills and abilities
E)an employee's personal history

Question 41

Flexible work options could include all the following except

A)job sharing
B)telecommuting
C)different work schedules
D)layoffs
E)flextime

Question 42

Job sharing refers to a plan whereby

A)two or more people do the same job at the same time
B)one or more employees do the same job,but work different hours,days,or even weeks
C)an employee allows another employee to do their job for them
D)one employee does a job while the other collects compensation for it
E)employees engage in social loafing

Question 43

Most promotions are based on

A)seniority or merit
B)age
C)family connections
D)personal relationships with management
E)factors external to the organization

Question 44

Money given from the organization to employees who are being permanently separated is usually referred to as

A)buy-out money
B)severance pay
C)baksheesh
D)unemployment insurance
E)performance rewards

Question 45

An advantage of flexible retirement can be

A)that the organization has an advance notice of a future position vacancy
B)that the employer can begin reducing the benefits the employee is entitled to
C)that company is able to speed up the rate of the flexible retirement schedule
D)that retirees can extend their contributions and continue their engagements with the organization
E)that it is a politically correct way of enforcing a mandatory retirement age

Question 46

Which of the following is not true of part-time workers?

A)it is a method of cutting labour costs
B)the growing number of women in the workforce prefer to work part-time
C)employers can match workforce numbers with peak demand periods
D)service industries prefer part-time workers
E)it is easy to convert full time worker to part time workers

Question 47

Workers who work full- or part-time from their own home,usually by means of computers,faxes,and modems (etc. )are referred to as

A)teleprompters
B)telecommunicators
C)telecommuters
D)external employees
E)electronically enabled employees

Question 48

The most conflict-free method for reducing an employee surplus,particularly in an union environment,is likely

A)attrition
B)layoffs
C)using part-time workers
D)leaves without pay
E)sabbaticals

Question 49

Compressed workweeks refer to:

A)two part-time employees doing the job of one full-time person
B)a reduction in the number of days per week in which full-time work is performed.
C)shutting down the operations on weekends
D)employees have the option of working the same number of hours a week,but can choose which days of the week to work
E)allowing employees to only work in the winter months when the days are shorter

Question 50

The concept of flex schedules is one where

A)employees can choose to come to work or not
B)employees can come and go from work as they please so long as they get their job done
C)employees can have variable start and stop times
D)employers and employees agree to a schedule with any type of variation in traditional work schedules
E)the employer can require employees to come to work at different hours every day

Question 51

A ________ occurs when there is not enough qualified talent to fill the demand for workers and organizations cannot fill their open positions.

A)labour shortage
B)demographic challenge
C)human resource surplus
D)labour market division
E)human resource division

Question 52

When an organization reduces its workforce through attrition this refers to

A)switching to part-time workers
B)internal transferring of employees
C)individually initiated departures
D)layoffs
E)outplacement analysis

Question 53

The concept of flex hours is one where

A)employees can choose to come to work or not
B)employees can come and go from work as they please so long as they get their job done
C)employees can have variable start and stop times
D)employees are permitted to schedule their workweek so long as it is within a set range of hours each day
E)the employer can require employees to come to work at different hours every day

Question 54

In order for telework to be successful the organization must

A)have mobile managers visiting the employees in their home office
B)have top-notch telecom and information technology support for home offices
C)have managers who are able to work on-call 24/7.
D)have union agreements in place for the diversity of the workforce
E)have an intranet site where employees can "meet" and converse similar to what employees do in a brick and mortar lunch room.

Question 55

Flexible work arrangements can

A)expand business flexibility,increase costs,increase employee engagement,and demonstrate a concern for people and recognition as to the diverse nature of their needs.
B)minimize business flexibility,save costs,increase employee engagement,and demonstrate a concern for people and recognition as to the diverse nature of their needs.
C)expand business flexibility,save costs,increase employee engagement,and demonstrate a concern for people and recognition as to the diverse nature of their needs.
D)expand business flexibility,save costs,decrease employee engagement,and demonstrate a concern for people and recognition as to the diverse nature of their needs.
E)expand business flexibility,increase costs,decrease employee engagement,and demonstrate a concern for people and recognition as to the diverse nature of their needs.

Question 56

The advantage of attrition as a means of reducing an employee surplus is that

A)it is a fast process
B)it guarantees the loss of the most expendable employees
C)it does not involve resignation or retirement
D)it usually presents the fewest problems to the organization
E)does not include employees who die at work

Question 57

Layoffs can be defined as

A)attrition due to an internal employee surplus
B)separation of employees from the organization for economic or business reasons
C)identical to employee termination
D)outplacement
E)hiring on a temporary basis

Question 58

A strategy for dealing with a human resource shortage includes all of the following except

A)overtime
B)transfers
C)promotions
D)contract workers
E)job sharing

Question 59

Contractors are

A)another name for part-time employees
B)people who provide goods or services to another entity under the terms of a specific contract
C)the same as flextime staff
D)permanent employees who have been marked for layoffs
E)full-time employees who telecommute for more than 50% of the work week

Question 60

Crowdsourcing is

A)the management of work teams
B)a means of distributing surplus employees to various internal departments
C)a novel way for companies to meet their resource requirements
D)similar to outsourcing,but in the terms of human resources,when an organization sends a working group to another entity to work
E)a new social networking site for human resources management professionals to access and utilize as a means of hiring for single positions

Question 61

Talent Management refers to "a systemic attraction,__________,development,engagement/retention and __________of those individuals with high potential who are of particular __________to the organization.

A)aptitude;deployment;surplus
B)aptitude;deployment;value
C)identification;selection;value
D)identification;deployment;surplus
E)identification;deployment;value

Question 62

Human resource planning is strictly focused on matching the supply and demand of employees.

Question 63

When designing a HRIS,the following factors are relevant except

A)size and breadth
B)types of outputs
C)access to HRIS Information
D)security
E)external/internal supply of human resources

Question 64

Human resource planning is useful in both small and large organizations.

Question 65

Employers generally are more likely to estimate the future supply of workers than the future demand for workers.

Question 66

Three causes of demand for human resources include external challenges,organizational decisions,and workforce factors.

Question 67

A firm's strategic plans are often actually executed through a number of tactical or operational plans.

Question 68

One of the factors that has an impact on the demand for human resources is the organization's strategic plan.

Question 69

If one had a company with 1700 employees and no formal headquarters,one could be said to have a(n)

A)telecommuting company
B)virtual organization
C)electronic firm
D)wireless organization
E)global organization

Question 70

Organizational strategies define the human resource objectives.

Question 71

Organizational survival depends upon effective human resource planning.

Question 72

__________ can be a blessing to salary administrators,trainers,human resource planners,and union-management negotiators if it provides them with the kind of objective and reliable information they have long needed to plan these functions.

A)Human Resource Accounting
B)Human Resource Auditing
C)Human Relations Accounting
D)Human Relations Accountability
E)Human Relations Auditing

Question 73

With technology and HRIS,HR has successfully __________ the day-to-day activities and,where possible __________,the data entry at the source.

A)improved;imported
B)expedited;secured
C)automated;downloaded
D)automated;uploaded
E)expedited;uploaded

Question 74

Human resource planning systematically forecasts an organization's future demand for and supply of workers,and matches the supply to the demand.

Question 75

Organization factors affecting the demand for human resources include both technological changes and strategic plans.

Question 76

In the human resource business,HRIS stands for

A)Human Resource Information Standards
B)Human Relations Information System
C)Human Resource Information System
D)Human Relations Information Standards
E)Human Resource Identification System

Question 77

External challenges influencing the demand for employees include economic,technological,and social-legal factors.

Question 78

Small firms need to do human resource planning regardless of the cost.

Question 79

While all organizations benefit from detailed human resource planning,small firms usually benefit more than larger ones.

Question 80

__________ is the process of selecting,exploring,analyzing,and modelling data to create better business outcomes.

A)Predictive tactics
B)Proactive planning
C)Predictive planning
D)Proactive analysis
E)Predictive analysis