Deck 3: Human Resource Planning

Question 1

The Nominal Group Technique (NGT)for forecasting the demand for human resources involves the repeated use of surveys until a general opinion occurs.

Answer 1

False

Question 2

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

Answer 2

False

Question 3

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

Answer 3

False

Question 4

Extrapolation and indexation are short-run forecasting tools that assume that the causes of demand don't change.

Question 5

Past experience can usually be a reasonable guide to future human resource demands as long as managers are sensitive to changes that could upset past trends.

Question 6

Organizational strategies define the human resource objectives.

Question 7

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

Question 8

Labour market analysis and demographic trends are two methods for estimating the external supply of human resources.

Question 9

Despite its usefulness Markov analysis cannot be used for "what if" analysis to access the impact of possible future scenarios.

Question 10

A staffing table lists current employees for tax,payroll,and benefit purposes.

Question 11

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

Question 12

Expert forecasts rely on those people who are knowledgeable to estimate future human resource needs.

Question 13

Replacement summaries are visual replacements of who will replace whom,while replacement charts are more detailed and include strengths and weaknesses.

Question 14

Organizational survival depends upon effective human resource planning.

Question 15

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

Question 16

Internal supply estimates of human resources are most often done using trend projection forecasting,replacement charts,and human resource audits.

Question 17

Human resource audits are designed to summarize an individual employee's skills,abilities,and potential.

Question 18

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

Question 19

The Canadian Occupational Projection System (COPS)provides a highly detailed projection of the Canadian economy up to 10 years in the future.

Question 20

Two methods for estimating the future demand for human resource s are expert forecasting and trend projection forecasting.

Question 21

To optimize an organizations' human resources talent pool they will capitalize on their internal HR related processes for succession planning.

Question 22

Retiring employees in groups based on occupation is referred to as phased retirement.

Question 23

Attrition is the normal separation of employees from an organization as the result of resignations,retirement,or death.

Question 24

When one employee does two or more jobs within a single organization this is called employee sharing.

Question 25

Senior workers are less likely to accept layoffs of a short duration,despite receiving almost the same take-home pay without working.

Question 26

One reason that part-time employment is advantageous to an employer is that it increases flexibility so that employers can match the workforce with peak demands.

Question 27

Ways to overcome employee shortages include overtime,contract workers,and new hires.

Question 28

Referential integrity in an HRIS refers to the fact that employee information only needs to be entered into the system once and all employee files will be updated.

Question 29

By leveraging the automation and system capabilities of an HRIS,HR professionals can spend more time working at the strategic level,rather than at the transactional level.As a result,the HR role has evolved in several ways to enhance its service delivery to the organization.

Question 30

Enterprise-wide systems link an organization's entire software application environment into a single enterprise solution.

Question 31

In the field of human resource management,work arrangements refer to the ability of an employee to select a job from a list of available jobs.

Question 32

Information that is generated from the HRIS help managers and HR leverage employees' capabilities and skills and to design opportunities for development.

Question 33

A key feature of any HRIS system is how effective it is at providing the tools with which to manage security issues.

Question 34

In terms of technology and efficiency,HRIS have resulted in information that is less readily available,and also less accurate and timely.

Question 35

Various and flexible alternatives to the traditional workplace or workweek are referred to as work arrangements.

Question 36

Job sharing involves two or more full-time workers doing the same job together at the same time.

Question 37

Contract workers usually provide unskilled labour for organizations.

Question 38

Some companies have found that reducing the number of work hours per employee has improved productivity.

Question 39

Attrition and layoffs are identical means of reducing the supply of labour.

Question 40

The most common components of an HRIS system are recruitment and applicant tracking,time and attendance,training and development,performance management,career planning,compensation,benefits and pension administration,employment equity information,performance evaluation,health and safety,and labour relations.However,the number of data fields,where information can be stored is greatly limited due to the functionality of the system.

Question 41

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 42

Which of the following is NOT a step in the human resource planning process?

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 43

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 44

Which of the following may be considered when creating flexible work arrangements?

A)overtime
B)flexible retirements
C)floats
D)transfers
E)all of the choices

Question 45

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

A)it is a method of cutting labour costs
B)very often part-time workers are paid no benefits
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 46

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 47

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 48

Which of the following is NOT a major cause of human resource demand?

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

Question 49

Estimating the future resource needs and changes is called:

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

Question 50

Which of the following external causes (causes outside of the organization's control)may drive the demand for human resources in the future?

A)budgets
B)changes in management staff
C)demographic impacts
D)strategic plans
E)sales forecasts

Question 51

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 52

Certain progressive organizations are contemplating reviewing the impact of human resource capital development in organizations using a financial model.This approach considers "human resources" as an asset and an investment and measures from a financial perspective the return of those investments.

Question 53

Human resource planning involves forecasting future human resource requirements by:

A)making decisions on how to effectively acquire and utilize the firm's human resources
B)determining the current availability of human resources
C)analyzing the business' future demands on the organization
D)aligning to future business demands
E)all of the choices

Question 54

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 requirement
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 55

Which of the following is NOT a technique for estimating future human resource demand?

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

Question 56

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 57

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 58

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 59

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 60

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 61

__________ 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 62

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 63

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 64

__________ 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

Question 65

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 66

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 67

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 68

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 69

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

A)useful,because tendencies 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 70

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 71

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 72

Current and future impacts of the Canadian Human Rights Acts will have what effect on the demand for human resources?

A)it will increase the demand
B)it will decrease the demand
C)it will not impact the demand
D)it is unclear how it will impact the demand
E)human rights acts is over 20 years old and is not applicable to the demand for human resources

Question 73

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 74

The means of identifying the internal potential supply of human resources for an organization includes:

A)performance evaluations
B)extrapolation
C)labour market analysis
D)a staffing table
E)transition matrices

Question 75

An organization's growth or expansion strategy is usually accompanied by:

A)aggressive training
B)early retirement
C)salary increases
D)salary freezes
E)task variety

Question 76

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 77

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

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

Question 78

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)it does not include employees who die at work

Question 79

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 80

Methods of trend projection forecasting include:

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