Question 1

Like ________, ratio analysis assumes that productivity remains much the same and is therefore not appropriate in changing environments.
A)regression analysis
B)trend analysis
C)the nominal group technique
D)time-series analysis
E)a scatterplot

Accepted Answer

Trend analysis assumes that past trends continue into the future and does not account for changes in the environment. Ratio analysis, which involves comparing financial ratios, may also assume a stable environment and may not be appropriate in changing environments. However, trend analysis is a better fit for the given statement as it directly addresses the concept of assumptions about the future based on past patterns.

Question 2

A forecasting technique for determining future staff needs by using ratios between sales volume and the number of employees needed is
A)a scatterplot.
B)time-series analysis.
C)trend analysis.
D)regression analysis.
E)ratio analysis.

Accepted Answer

Ratio analysis is the forecasting technique that uses ratios between sales volume and the number of employees needed to determine future staff needs. Scenarios and assumptions can also be built into the ratios to adjust for changes in the business environment. A scatterplot plots two variables to find a correlation between them, time-series analysis uses historical data to forecast future trends, trend analysis identifies patterns in data, and regression analysis is a statistical technique that models the relationship between variables. None of these techniques specifically use ratios between sales volume and employee needs.

Question 3

Failure to integrate HRP and strategic planning
A)primarily affects the workload of HR staff who must work without a plan for their activities.
B)results in an oversupply of labour which in turn causes layoffs.
C)is the source of complaints to the HRP bureau and may result in substantial fines or penalties for the organization.
D)puts the achievement of the organization's strategy at risk.
E)is only a problem for for-profit businesses.

Accepted Answer

Failure to integrate HRP and strategic planning puts the achievement of the organization's strategy at risk as HR planning helps ensure that the organization has the necessary human capital to achieve its objectives and strategic planning sets out the organization's direction and goals. Without integrating these two, the organization may not have the right people in the right places to achieve its strategic objectives.

Question 4

Which of the following is the first step in human resource planning?
A)forecasting future HR needs
B)forecasting the availability of internal candidates
C)forecasting the availability of external candidates
D)analyzing the HR implications of the organization's strategic plans
E)balancing supply and demand

Accepted Answer

The answer of Which of the following is the first...

Question 5

Computing the number of employees in the firm at the end of the last five years is associated with which of the following forecasting techniques?
A)time-series analysis
B)a scatterplot
C)regression analysis
D)ratio analysis
E)trend analysis

Accepted Answer

The answer of Computing the number of employees in the...

Question 6

Which of the following is a quantitative approach to forecasting?
A)the Delphi technique
B)trend analysis and the nominal group technique
C)the nominal group technique
D)trend analysis
E)managerial judgment

Accepted Answer

Trend analysis involves the use of historical data to identify patterns and trends, making it a quantitative approach to forecasting. The Delphi technique and nominal group technique involve gathering opinions and ideas from experts and stakeholders, making them qualitative approaches. Managerial judgement can be either qualitative or quantitative depending on the methods and data used.

Question 7

Factors that should be considered when forecasting the number and type of people needed to meet organizational objectives include all of the following except
A)projected turnover.
B)the financial resources available to each department.
C)projected recruitment figures.
D)quality and nature of employees.
E)decisions to upgrade the quality of products or services or enter into new markets.

Accepted Answer

Projected recruitment figures are not a factor to consider when forecasting the number and type of people needed; rather, they are an outcome of the forecasting process.

Question 8

Each of the following statements about HRP is true except that
A)it is also known as employment planning.
B)a fundamental HRP decision when demand exceeds supply is whether projected positions will be filled externally or internally.
C)it is a reactive process.
D)a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.
E)it can lead to significant costs if done poorly.

Accepted Answer

HRP is a proactive process, not a reactive one.

Question 9

Quantitative techniques of forecasting include all of the following except
A)regression analysis.
B)the nominal group technique.
C)a scatterplot.
D)trend analysis.
E)ratio analysis.

Accepted Answer

The nominal group technique is a qualitative forecasting technique, while the other options listed are all quantitative techniques. The nominal group technique involves a group of experts coming together to pool their knowledge and opinions to make a forecast.

Question 10

Effective HRP helps an organization to do all of the following except
A)achieve its goals and objectives.
B)make major labour market demands more successfully.
C)anticipate and avoid shortages and surpluses of human resources.
D)plan and coordinate recruitment, selection, training, and career planning more effectively.
E)comply with privacy laws.

Accepted Answer

Effective human resource planning (HRP) helps an organization to achieve its goals and objectives, make major labour market demands more successfully, anticipate and avoid shortages and surpluses of human resources, and plan and coordinate recruitment, selection, training, and career planning more effectively. However, compliance with privacy laws is not directly related to the effectiveness of HRP. While privacy laws may impact HR practices, such as data collection and retention, they are not a direct outcome or benefit of effective HRP.

Question 11

A statistical technique involving the use of a mathematical formula to project future demands, based on an established relationship between an organization's employment level and some measurable factor of output, is known as
A)regression analysis.
B)a scatterplot.
C)a computerized forecast.
D)trend analysis.
E)ratio analysis.

Accepted Answer

Regression analysis is a statistical technique that involves the use of a mathematical formula to project future demands based on an established relationship between an organization's employment level and some measurable factor of output. It helps to understand the relationship between two or more variables and is useful to identify the factors that are driving the demand. A scatterplot is a graph used to analyze the relationship between two variables, but it does not involve any mathematical formula. A computerized forecast is a method of predicting future trends using computer software, but it does not necessarily involve an established relationship between an organization's employment level and some measurable factor of output. Trend analysis involves examining data over time to identify any patterns or trends in the data, but it also does not necessarily involve an established relationship between an organization's employment level and some measurable factor of output. Ratio analysis involves evaluating an organization's financial performance by comparing the relationship between two or more financial variables, but it is not relevant to projecting future demands based on an established relationship between an organization's employment level and some measurable factor of output.

Question 12

A ________ illustrates the relationship between two factors: a measure of business activity and staffing levels.
A)trend analysis
B)time-series analysis
C)regression analysis
D)scatterplot
E)ratio analysis

Accepted Answer

A scatterplot is a graphical representation that shows the relationship between two variables, in this case, a measure of business activity and staffing levels. It can help identify any patterns or trends in the data and identify any potential correlation between the two factors.

Question 13

Potential solutions, when labour supply exceeds labour demand, include all of the following except
A)downsizing through attrition.
B)employee layoffs.
C)termination of employment.
D)instituting a hiring freeze.
E)subcontracting.

Accepted Answer

Subcontracting involves hiring external contractors to perform tasks or projects instead of using internal employees. This solution does not address the issue of excess labour supply since it involves utilizing external resources rather than adjusting internal staffing levels. The other options (A, B, C, and D) all involve decreasing the number of employees to align with the lower demand for labour.

Question 14

External environmental factors that are most frequently monitored in HR and strategic planning include all of the following except
A)demographic trends.
B)new or revised laws.
C)market and competitive trends.
D)economic conditions.
E)international trade patterns.

Accepted Answer

While international trade patterns are certainly important in terms of broader environmental factors that can affect business operations, they are typically not the most frequently monitored in HR and strategic planning. The other options listed are all commonly tracked and taken into consideration when making HR and strategic decisions.

Question 15

The first step in the HRP process, after the HR implications of the firm's strategic plans have been analyzed, is
A)forecasting future human resources needs.
B)monitoring and evaluating the results.
C)job analysis and design.
D)forecasting availability of internal and external candidates.
E)planning and implementing HR programs to balance supply and demand.

Accepted Answer

The first step in the HRP process is forecasting future human resource needs. This involves estimating the number and types of employees needed to achieve the organization's strategic goals and objectives over a specific time period. Once this step is complete, the organization can move on to the next steps of the process, which may include job analysis and design, forecasting availability of internal and external candidates, and planning and implementing HR programs to balance supply and demand. However, forecasting future human resource needs is the starting point for effective HRP.

Question 16

The process of reviewing human resources requirements to ensure that the organization has the required number of employees with the necessary skills to meet its goals is known as
A)selection.
B)training and development.
C)strategic planning.
D)recruitment.
E)human resources planning.

Accepted Answer

The process described in the question is human resources planning, which involves systematically reviewing the organization's workforce needs and ensuring that it has the right number of employees with the necessary capabilities to achieve its objectives. Selection, training and development, recruitment, and strategic planning may all be part of the human resources planning process, but they do not describe the process as a whole.

Question 17

Inadequate human resources planning within an organization can result in direct costs when labour demand decreases significantly for an extended period of time.Which of the following provides an accurate reason for this?
A)there is a link to privacy laws
B)it would cause hiring more HR staff
C)it would cause costs associated with hiring part-time workers
D)there are project management costs
E)severance pay is required for a large number of staff

Accepted Answer

When labour demand decreases significantly, organizations may need to lay off employees, resulting in severance pay costs.

Question 18

A potential solution when labour demand exceeds labour supply is
A)finding employees alternative jobs within the organization.
B)job sharing.
C)hiring temporary workers.
D)work sharing.
E)any of the above

Accepted Answer

Hiring temporary workers is a direct solution to address the gap when labor demand exceeds supply by bringing in additional workforce.

Question 19

When labour demand equals labour supply
A)occupational health and safety is critical in achieving balance.
B)performance management is critical in achieving balance.
C)project management skills are critical for achieving balance.
D)HR personnel must hire more recruiters.
E)compensation and benefits are most important.

Accepted Answer

The answer of When labour demand equals labour supply
A)occupational health...

Question 20

Each of the following statements about the relationship between HRP and strategic planning is true except
A)environmental scanning is a critical component of both HRP and strategic planning.
B)HRP and strategic planning become effective when there is a reciprocal and interdependent relationship between them.
C)HRP has long been part of the strategic planning process.
D)determining whether or not people will be available is a critical element of strategic planning.
E)failure to integrate HRP and strategic planning can have very serious consequences.

Accepted Answer

This statement is not completely true. While HRP has been a part of strategic planning, it hasn't been a part of it for a long time. In fact, it has only recently been recognized as a critical component of strategic planning.

Quiz 5: Human Resources Planning

Like ________, ratio analysis assumes that productivity remains much the same and is therefore not appropriate in changing environments.

A forecasting technique for determining future staff needs by using ratios between sales volume and the number of employees needed is

Failure to integrate HRP and strategic planning

Which of the following is the first step in human resource planning?

Computing the number of employees in the firm at the end of the last five years is associated with which of the following forecasting techniques?

Which of the following is a quantitative approach to forecasting?

Factors that should be considered when forecasting the number and type of people needed to meet organizational objectives include all of the following except

Each of the following statements about HRP is true except that

Quantitative techniques of forecasting include all of the following except

Effective HRP helps an organization to do all of the following except

A statistical technique involving the use of a mathematical formula to project future demands, based on an established relationship between an organization's employment level and some measurable factor of output, is known as

A ________ illustrates the relationship between two factors: a measure of business activity and staffing levels.

Potential solutions, when labour supply exceeds labour demand, include all of the following except

External environmental factors that are most frequently monitored in HR and strategic planning include all of the following except

The first step in the HRP process, after the HR implications of the firm's strategic plans have been analyzed, is

The process of reviewing human resources requirements to ensure that the organization has the required number of employees with the necessary skills to meet its goals is known as

Inadequate human resources planning within an organization can result in direct costs when labour demand decreases significantly for an extended period of time.Which of the following provides an accurate reason for this?

A potential solution when labour demand exceeds labour supply is

When labour demand equals labour supply

Each of the following statements about the relationship between HRP and strategic planning is true except