Deck 7: Ascertaining HR Supply

Question 1

What type of 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

Answer 1

B

Question 2

Why is succession planning critical for effective HR planning?

A) It helps to develop employees with new experiences and jobs in case they are laid off.
B) It helps employees to stay motivated because it promotes them for their performance.
C) It helps an organization to stabilize its organizational structures and flexibility.
D) It saves time and money and helps employees to smooth their movement for external hiring.

Answer 2

B

Question 3

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

Answer 3

C

Question 4

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

Question 5

When the Taiwanese Ministry of Communications applied the Markov model to its maritime shipping companies, it confirmed a labour shortage. Which of the following groups is NOT included in this labour shortage?

A) chief officers
B) lower-ranking positions
C) deck officers
D) shipping officers

Question 6

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 7

What is another name for the vacancy model?

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

Question 8

The IBM Global Human Capital Study determined that leadership talent needed to be built due to a lack of leadership capability in 400 organizations. Which of the following would NOT result in the development of successful future leaders?

A) Apply stretch assignments and formal education.
B) Determine if an employee has early leadership potential.
C) Analyze leadership talent pools and talent gaps.
D) Use internal talent review process and assessments.

Question 9

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 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

What is another name for the upward mobility rate?

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

Question 12

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 13

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

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

Question 14

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 15

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 16

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

Question 17

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

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

Question 18

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 19

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 20

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

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

Question 21

Which of the following is NOT a condition for worksharing programs in Canada?

A) The organization must have consent from employees and unions.
B) The organization must be in business for at least two years.
C) The organization must show that the work shortage is temporary.
D) The organization must have at least twenty employees.

Question 22

Until organizations begin to work hard to rebuild trust and mutual commitment, they will continue to have HR supply and retention problems.

Question 23

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

Question 24

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 25

According to a study cited in the textbook, what is the reason stated by Deloitte & Touche for why the majority of Canada's family businesses are facing a leadership crisis?

A) lack of business planning
B) lack of environmental scanning
C) lack of organizational goals
D) lack of succession planning

Question 26

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

Question 27

What does the term "labour wastage" mean?

A) excessive labour supply
B) productivity inefficiencies
C) absenteeism and turnover
D) high cost labour

Question 28

Which of the following is NOT a reason that links succession planning to effective HR planning?

A) It enables smooth internal employee movement and continuity.
B) It improves employee opportunities for management.
C) It supports new organizational structures and flexibility.
D) It motivates employees and promotes them for performance.

Question 29

When an individual is transferred or promoted, the resulting changes are referred to as chain effects.

Question 30

According to the article "Developing Effective Employee Retention Policies," 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 31

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

Question 32

Succession readiness codes state what the employee's level of performance will be in the future.

Question 33

What is another term for succession analysis?

A) chain effect analysis
B) replacement analysis
C) HR supply analysis
D) movement analysis

Question 34

Another name for the vacancy model is the renewal model.

Question 35

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

Question 36

Which country first used worksharing?

A) Germany
B) Japan
C) United States
D) Sweden

Question 37

The Markov model uses projected patterns of movement between jobs in the organization.

Question 38

Calculate the promotion rate for Level Four, if 7 individuals in Level Three were promoted, and the total number of personnel in Level Four is 63? Round to the nearest whole number.

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

Question 39

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 40

According to the IBM Global Human Capital Study, what is one initiative for the successful development of leadership?

A) Identify talent pools and talent gaps.
B) Use third parties to assess leadership.
C) Utilize external hires whenever possible.
D) Practice top leadership talent hoarding.

Question 41

Transitional probabilities in the Markov model refer to the likelihood that an individual in a specific job will exhibit one of five movement behaviours.

Question 42

Using the Markov model, what are the five possible movements/changes that an employee can make in an organization?

Question 43

When an organization is planning on hiring additional employees, the growth percentage is negative.

Question 44

The upward mobility rate is also known as the promotion rate.

Question 45

In the opening vignette entitled "Trends in the Canadian Labour Force," the only designated group not mentioned is visible minorities.

Question 46

A renewal model can also be referred to as a probabilistic or stochastic model.

Question 47

What is succession planning, and what are three of its benefits to organizations?

Question 48

The Movement model is a series of matrices that detail the various patterns of movement to and from the various jobs in the organization

Question 49

When personnel supply requirements are approached at using a "top-down" fashion, the level with the highest relevant authority level is the starting point in the vacancy model.

Question 50

Although most organizations devote considerable time and resources to the process of attracting new workers, a great many fall short by not placing enough emphasis on retaining the high-quality personnel they currently employ. Identify five specific strategies organizations can employ to help retain existing staff.

Question 51

In his study of U.S. churches, researcher White referred to the length of a vacancy chain as its multiplier effect.

Question 52

What is the difference between a skills inventory and a management inventory?

Question 53

In the vacancy model, personnel supply requirements are considered for many levels simultaneously.

Question 54

A management inventory is used for professional or technical personnel.

Question 55

A linear model is an analysis of the flow of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level.

Question 56

Linear programming has similar assumptions to those in regression analysis.

Question 57

Why do many organizations give preference to internal supply?