Question 1

What is being described here? A model which accepts that a range of factors determine financial performance over the long term and that each needs to be measured.&#10;A) The performance scorecard&#10;B) The HR scorecard&#10;C) The engagement scorecard&#10;D) The balanced scorecard

Accepted Answer

The description matches the balanced scorecard, which is a strategic management tool that takes into account a range of performance factors across different areas of the organization. It emphasizes the importance of measuring not just financial performance but also customer satisfaction, internal processes, and learning and growth.

Question 2

Which of the following does Mintzberg (1994) NOT consider to be part of strategic planning?&#10;A) Collecting and analysing internal and external data&#10;B) Articulating a not-too-precise vision of the future&#10;C) Programming the vision so that it becomes achievable&#10;D) Ensuring co-ordination and encouraging everyone to pull in the same direction

Accepted Answer

Programming the vision so that it becomes achievable is not part of strategic planning according to Mintzberg.

Question 3

For what purpose might a focus group primarily be used in workforce planning?&#10;A) To help predict likely levels staff turnover and retention&#10;B) To help predict changes in patterns of demand for skills&#10;C) Reconciliation&#10;D) To establish the affordability of a pay rise

Accepted Answer

To help predict likely levels staff turnover and retention

Question 4

What is being described here? A process by which organisations plan to take account of likely changes in employee behaviour, culture and the make-up of individual jobs.&#10;A) Demand planning&#10;B) Supply planning&#10;C) Soft HR planning&#10;D) Environmental analysis

Accepted Answer

Soft HR planning involves accounting for changes in employee behaviour, culture, and job composition. Demand planning involves forecasting customer demand for products or services, supply planning involves planning for the procurement and distribution of resources, and environmental analysis involves analyzing external factors that may impact an organization's operations.

Question 5

What is being described here? An approach to workforce planning which is based on a thorough analysis of the tasks to be done and the time each takes.&#10;A) The census method&#10;B) The work study method&#10;C) The inductive method&#10;D) The statistical method

Accepted Answer

The description given in the question matches with the work study method, which involves a detailed analysis of tasks and their time requirements to determine the workforce needed. The other options - census method, inductive method, and statistical method - are not directly related to workforce planning based on task analysis.

Question 6

Why is longer-term workforce planning becoming more challenging?&#10;A) Because the business environment is subject to rapid and discontinuous change&#10;B) Because of quarterly business reporting procedures&#10;C) Because plans are linked to both business and HR strategies&#10;D) Because so many stakeholders need to be involved

Accepted Answer

Longer-term workforce planning is becoming more challenging because of the unstable business environment that faces rapid and discontinuous change. This makes it difficult to accurately predict future workforce needs and develop sustainable HR strategies.

Deck 5: Workforce Planning and Analytics