Question 1

One factor that impacts the demand for human resources is the organization's strategic plan.

Accepted Answer

The organization's strategic plan outlines its goals and objectives, and the type and amount of human resources needed to achieve them. Therefore, it impacts the demand for human resources.

Question 2

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

Accepted Answer

Markov analysis can indeed be used for "what if" analysis by adjusting transition probabilities to reflect different future scenarios, thereby assessing their impact on the system being modeled.

Question 3

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

Accepted Answer

Expert forecasting involves obtaining opinions from individuals who have knowledge and expertise in the specific industry or field being considered, while trend projection forecasting uses statistical methods to identify patterns and trends in past data in order to make predictions for the future. Both methods are commonly used for estimating future demand for human resources.

Question 4

Organizational strategies define the human resource objectives.

Accepted Answer

Organizational strategies guide the overall direction and goals of a company, and human resource objectives are aligned with and support those strategies. Therefore, organizational strategies do define the human resource objectives.

Question 5

A firm's strategic plans are often actually executed through a series of tactical plans that focus on current needs.

Accepted Answer

Tactical plans are the short-term plans or actions taken to achieve the objectives or goals of a company, which are aligned with the strategic plans. Tactical plans are executed to focus on the current needs of the organization.

Question 6

Human resource audits are designed to summarize an individual employee's skills, abilities, and generate inventories that facilitate the preparation of replacement charts and replacement summaries.

Accepted Answer

The answer of Human resource audits are designed to summarize...

Question 7

Extrapolation and indexation are short-run forecasting tools that assume that the causes of demand remain consistent.

Accepted Answer

Extrapolation and indexation techniques assume that the factors influencing demand remain the same in the short run. However, these techniques may not be effective in the long run as changes in external circumstances can significantly influence demand.

Question 8

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

Accepted Answer

The Nominal Group Technique (NGT) involves a structured group process for generating and prioritizing ideas or solutions. It is not used for administering surveys repeatedly until a general opinion occurs.

Question 9

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

Accepted Answer

The answer of Internal supply estimates of human resources are...

Question 10

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

Accepted Answer

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

Question 11

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

Accepted Answer

Human resource planning involves not only matching the supply and demand of employees but also addressing issues such as employee development, succession planning, and aligning the workforce with the strategic goals of the organization.

Question 12

The process of human resource planning has expanded beyond predicting the number of employees an organization will need to become more strategic.

Accepted Answer

Human resource planning now involves not only predicting the number of employees needed, but also identifying the skills, abilities, and competencies required for different roles, assessing the current workforce and potential talent pools, and developing strategies to recruit, train, retain, and develop employees to achieve organizational goals. This requires a more strategic approach to human resource management.

Question 13

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

Accepted Answer

Expert forecasts rely on individuals who possess knowledge and skill in the field to predict future human resource demand and requirement.

Question 14

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

Accepted Answer

Larger organizations often have more complex structures and a greater number of employees, making detailed human resource planning more critical to manage resources effectively, address compliance issues, and align HR strategy with overall business goals. Small firms, while also benefiting from HR planning, typically have less complexity and fewer employees, making the process less critical than in larger organizations.

Question 15

Although informal forecasting techniques are best viewed as approximations, sophisticated forecasting methods are considered perfectly accurate.

Accepted Answer

Sophisticated forecasting methods are still subject to errors and uncertainty, although they may provide more accurate and reliable estimates compared to informal techniques.

Question 16

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

Accepted Answer

Labour market analysis and demographic trends are two commonly used methods for estimating the external supply of human resources. Labour market analysis involves examining the current and future demand for labor in a specific industry or region, while demographic trends look at population and workforce data such as age, gender, and education levels to predict future labor supply.

Question 17

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

Accepted Answer

A staffing table, or staffing chart, is primarily used for planning and organizing the workforce within an organization, detailing positions, responsibilities, and sometimes the individuals filling those positions, rather than for tax, payroll, and benefit purposes, which are managed through payroll and HR systems.

Question 18

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

Accepted Answer

The answer of Organization factors affecting the demand for human...

Question 19

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

Accepted Answer

Human resource planning involves forecasting the future demand for and supply of workers and ensuring that the supply matches the demand. This helps organizations to avoid labor shortages, control labor costs, and ensure they have the right people in the right positions to achieve their goals.

Question 20

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

Accepted Answer

The Canadian Occupational Projection System (COPS) is designed to provide a detailed projection of the Canadian economy and labour market over a 10-year period.

Quiz 3: Human Resource Planning