Question 1

Susie has been tasked with examining attitudes and expectations of employees. She can accomplish this by conducting a cultural audit.

Accepted Answer

A cultural audit is a process of examining and assessing the beliefs, values, attitudes, and expectations of an organization's employees. This can be done through a variety of methods, such as surveys, interviews, observation, and analysis of organizational policies and practices. The goal is to identify areas of strengths and weaknesses in the organization's culture, and make recommendations for improving employee attitudes and performance.

Question 2

Internal analysis focuses on culture and conflicts within an organization.

Accepted Answer

False

Question 3

Strategic planning involves a set of procedures for making decisions about an organization's long-term goals and strategies.

Accepted Answer

This is an accurate definition of strategic planning.

Question 4

An HR manager will use strategic planning to anticipate and provide for the movement of people into, within, and out of an organization.

Accepted Answer

The answer of An HR manager will use strategic planning...

Question 5

When developing a statement that provides a perspective on where her company is headed and what the organization can become in the future, Elana is working on the organization's mission.

Accepted Answer

Elana is working on the organization's vision statement, which outlines where the company is headed and what it hopes to become in the future. A mission statement, on the other hand, typically describes the organization's purpose, its current operations, and how it serves its stakeholders.

Question 6

An organization's core values are the strong, enduring beliefs and principles that serve as a foundation for its corporate culture.

Accepted Answer

This is a commonly accepted definition of an organization's core values.

Question 7

Changes in labor supply can place limits on the strategies available to firms.

Accepted Answer

If the labor supply decreases, firms may face difficulties in finding qualified workers, which can limit their ability to expand or pursue certain strategies. On the other hand, if the labor supply increases, firms may have more options for hiring and can potentially pursue more ambitious strategies, but may also face downward pressure on wages and higher competition for workers.

Question 8

In order to be prepared to quickly fill potential job openings with internal candidates, Mary should use skill and management inventories to create an employee replacement chart.

Accepted Answer

Skill and management inventories can provide valuable information about the qualifications, experience, and potential of current employees. By creating an employee replacement chart, Mary can identify potential candidates for key positions and be better prepared to fill openings quickly and efficiently.

Question 9

Trend analysis is a qualitative approach to labor demand forecasting.

Accepted Answer

Trend analysis is a quantitative approach to labor demand forecasting, as it involves analyzing historical data to predict future employment needs.

Question 10

Neil is in the process of recruiting and selecting new employees in a way that caters to the welfare of his organization's existing employees. He is working on human resource planning (HRP).

Accepted Answer

Human resource planning involves identifying the staffing needs of an organization and developing strategies to meet those needs, while also taking into consideration the well-being of existing employees. Therefore, Neil's actions align with HRP.

Question 11

Strategic human resources management (SHRM) is a combination of strategic planning and HR planning.

Accepted Answer

Strategic human resources management is the integration and alignment of HR strategies with business strategies and goals. It involves anticipating future HR requirements and developing HR policies and practices to meet those needs in order to support the overall business objectives. Therefore, it combines both strategic planning and HR planning.

Question 12

Organizational core values form the foundation of a firm's decisions.

Accepted Answer

Organizational core values provide a guiding framework and philosophy that helps businesses make consistent decisions aligned with their vision and mission. They reflect the company's ethics, culture, and purpose, and influence its behavior and relationships with stakeholders. Therefore, core values are important for shaping the identity, reputation, and success of an organization.

Question 13

The first step in strategic planning of a firm involves establishing a mission, vision, and values for the firm.

Accepted Answer

This is true. Establishing a mission, vision, and values provides a clear direction and purpose for the firm and helps guide decision making in the strategic planning process.

Question 14

Brad needs data on external labor supply sources. The best tool for him to use for this would be a staffing table.

Accepted Answer

A staffing table provides information on the internal staffing levels and needs within an organization, and does not provide data on external labor supply sources. Brad would need to use a different tool, such as labor market analysis or industry reports, to gather information on external labor supply sources.

Question 15

Stacy's company has made a long-term commitment to her, investing in her continuous training and development, and even giving her an equity stake in the organization. Stacy is most likely a strategic knowledge employee.

Accepted Answer

Stacy's company has made a long-term commitment to her development and even given her an equity stake, indicating that she is a valuable asset and strategic knowledge employee for the organization.

Question 16

An internal analysis enables strategic decision makers to assess an organization's workforce-its skills, cultural beliefs, and values.

Accepted Answer

An internal analysis assesses various aspects of an organization, including its workforce, to inform strategic decision-making.

Question 17

Forecasting is frequently more of an art than a science, providing inexact approximations rather than absolute results.

Accepted Answer

Forecasting involves making predictions about future events based on historical data and other relevant factors. However, there are often uncertainties and variables that can impact the accuracy of the forecast. Therefore, forecasting is not always a precise science, and there is often some degree of subjectivity involved in interpreting the data and making predictions. As a result, forecasting can be more of an art than a science, involving a combination of analytical skills, experience, and judgement.

Question 18

A manager who relies on a single factor to predict employment needs is likely using a trend analysis.

Accepted Answer

Trend analysis in human resource planning involves examining historical data to identify patterns or trends that can be used to predict future employment needs. Relying on a single factor, such as sales or production levels, to forecast these needs is a common approach in trend analysis.

Question 19

A vision statement clarifies the long-term direction of a company and its strategic intent.

Accepted Answer

A vision statement is a statement of the long-term direction and strategic intent of a company. It outlines what the company wants to achieve in the future and serves as a guide for decision-making and goal-setting.

Question 20

Qualitative HR forecasting techniques generally employ sophisticated analytical models.

Accepted Answer

Qualitative HR forecasting techniques rely on expert opinions, judgment, and observations rather than analytical models. Examples of qualitative forecasting techniques include trend analysis, Delphi method, and scenario planning.

Quiz 2: Strategy and Human Resources Planning