Question 1

As a part of Environmental scanning HR planners should:

Accepted Answer

Environmental scanning involves analyzing external factors, such as political changes, that could impact the organization's demand for personnel.

Question 2

Which of the following reconciles the forecast of labor supply and demand?

Accepted Answer

Gap analysis is the process of identifying and analyzing the gap between the demand for labor and the supply of labor. It involves comparing the current workforce and its skills with the projected needs of the organization in the future. This analysis helps organizations identify areas where they may have a shortage or excess of labor, which can then be addressed through workforce planning strategies. The other options listed are not specifically focused on reconciling labor supply and demand.

Question 3

The Immigration Reform & Control Act is a means for the U.S.to control the supply of labor.

Accepted Answer

The Immigration Reform & Control Act, which was signed into law in 1986, was meant to control the supply of labor by regulating the employment of undocumented workers and creating a pathway for them to become legal residents. By doing so, the law aimed to prevent employers from exploiting undocumented workers and to protect American workers from unfair competition. Therefore, it can be said that the Immigration Reform & Control Act is a means for the U.S. to control the supply of labor.

Question 4

A mature company is expanding into overseas markets.A few U.S.managers will be transferred,but most new employees will be hired.The strategic plan involves focusing on research and development and new technology introduction.Which of the following HR activities will be the highest priority in support of the move and corporate strategy?

Accepted Answer

Labor supply and demand forecast is the most critical HR activity to support the company's expansion into overseas markets. As the company will be hiring new employees in the foreign market, it is essential to assess the local labor market conditions to determine the availability and cost of labor, the hiring needs, and the potential challenges that may arise in recruiting and retaining employees. This information will help the organization make informed decisions about staffing levels, compensation, benefits, and recruitment strategies. Succession planning, downsizing potential, turnover analysis, and Delphi planning are not immediately relevant to the company's expansion plan.

Question 5

A large food services company determines that it needs to recruit externally for a comptroller.This job has been identified as a key position within the organization.The need for external recruitment would :

Accepted Answer

The fact that the company needs to recruit externally for a key position like comptroller suggests that there was not an effective succession planning in place. If the company had groomed potential internal candidates for this role, they would not have to look externally.

Question 6

In the __________ approach,the HR department examines the current business situation and determines staffing requirements for the rest of the firm.

Accepted Answer

The centralized approach involves the HR department analyzing the business situation and determining staffing needs for the entire organization.

Question 7

What three factors define the relevant labor market?

Accepted Answer

The relevant labor market is defined by the combination of occupation, location, and industry. Occupation refers to the type of work being performed, location refers to the geographic area where the work is being done, and industry refers to the broad category of business or organization where the work is being performed. These three factors help to determine the supply and demand for labor in a particular market, and can influence factors such as wages and working conditions. The other answer choices are not as directly related to defining the labor market.

Question 8

The six sequential steps in the Human Resource Planning (HRP)process are:

Accepted Answer

The best sequence for the Human Resource Planning (HRP) process involves an initial step of environmental scanning which helps identify potential external factors that may have an impact on the organization's ability to attain its goals. This is followed by an internal analysis of the workforce through labor analysis and supply analysis to identify strengths, weaknesses, opportunities, and threats of the organization's workforce. Based on this analysis, gap analysis helps determine the difference between the current and the desired workforce. Action programming identifies the specific interventions necessary to close the gap, including hiring, training, etc. Finally, evaluation measures the effectiveness of the interventions implemented. Thus, the correct sequence is environmental scanning, labor analysis, supply analysis, gap analysis, action programming, and evaluation.

Question 9

When a manager uses the number of calls a phone operator can manage per hour to make decisions on staffing levels,which forecasting method are they using?

Accepted Answer

The forecasting method being used is trend analysis, as it involves analyzing historical data (i.e. the number of calls a phone operator can manage per hour) to identify patterns that can be used to predict future demand for staffing levels. Linear programming, Delphi technique, multiple regression analysis, and nominal group technique are all different forecasting methods that would not apply to this scenario.

Question 10

A forecast of labor demand is:

Accepted Answer

A forecast of labor demand considers how the needs of the business or industry will affect the human resources required.

Question 11

Yield ratios provide a methodology to help make more effective decisions regarding what recruitment method to use.

Accepted Answer

Yield ratios can provide insight into the effectiveness of different recruitment methods and help organizations decide which method to invest in based on the yield or success rate of each method.

Question 12

Human resource information systems (HRIS),and replacement charts are methods for __________.

Accepted Answer

Human resource information systems (HRIS) and replacement charts are commonly used to forecast internal supply. HRIS provides real-time access to employee data, such as skills, performance, and career aspirations, which can be used to identify potential successors for key positions within the organization. Replacement charts are visual aids that show the potential successors for key positions within the organization and can be used to identify potential skills gaps that need to be addressed through training or development. Therefore, B is the correct answer.

Question 13

All of the following are examples of internal factors that can influence HR planning EXCEPT:

Accepted Answer

The legal environment is an external factor that can affect HR planning. The other options are all internal factors, as they relate to the organization's goals, resources, and internal structures.

Question 14

External recruiting is especially effective when?

Accepted Answer

External recruiting is especially effective when the company is growing and is trying to increase the diversity of its workforce. This is because external recruitment allows the company to bring in new and varied perspectives and experiences that can help drive innovation and growth within the organization. Additionally, external recruitment can also help to increase the diversity of the workforce by bringing in candidates from different backgrounds and with different skill sets.

Question 15

While IRCA outlines a process and provides an organization with forms to use to verify an applicant's authorization to work in the U.S.,there is no actual penalty for employers who fail to have employees complete an I-9 form.

Accepted Answer

This statement is false. There are penalties for employers who fail to have employees complete and maintain I-9 forms, including fines and possible legal action.

Question 16

Company ABC has been using walk-ins,newspaper ads and referrals for recruitment.In order to determine which source provided the best mix of potentially qualified applicants they would

Accepted Answer

Yield ratios would provide the best measure to determine which source provided the best mix of potentially qualified applicants. Yield ratios measure the proportion of qualified applicants who proceed from one stage of the recruitment process to the next. By comparing the yield ratios for each source, the company can determine which source provided the highest number of potentially qualified applicants.

Question 17

Downsizing should be an organizations first response when supply is greater than demand.

Accepted Answer

Downsizing should not be the organization's first response when supply is greater than demand. Organizations should first consider alternative options such as reducing work hours, implementing a hiring freeze, or finding new markets for their products or services. Downsizing should always be a last resort as it can have negative effects on employee morale and the organization's reputation.

Question 18

If the result of your GAP analysis indicates that demand is greater than supply,a solution could be increasing the use of overtime and temporary employees.

Accepted Answer

Increasing the use of overtime and temporary employees can help to address the demand-supply imbalance by increasing the available workforce.

Question 19

Control and evaluation in human resource planning:

Accepted Answer

Control and evaluation in human resource planning involve monitoring the effectiveness of HR plans over time to ensure they meet organizational goals.

Question 20

All of the following are effective downsizing strategies with the exception of:

Accepted Answer

Downsizing, while sometimes necessary, is not inherently the best solution just because supply exceeds demand. Other strategies such as retraining, adjustments in work hours, or shifts in business strategy can be considered before resorting to downsizing.

Quiz 5: Human Resource Planning and Recruitment