Question 1

__________ can be a blessing to salary administrators,trainers,human resource planners,and union-management negotiators if it provides them with the kind of objective and reliable information they have long needed to plan these functions.

Accepted Answer

Human resource accounting provides objective and reliable information about the cost and value of employees, which is useful for salary administration, training, planning, and negotiations.

Question 2

If a firm's internal supply of workers exceeds its demand,a __________ exists.

Accepted Answer

A human resource surplus exists when a firm's internal supply of workers exceeds its demand. This means that the firm has too many employees for the work that needs to be done. This situation can lead to problems such as increased costs and decreased productivity.

Question 3

Markov analysis is particularly useful in organizations where:

Accepted Answer

Markov analysis is a technique used to analyze and predict changes in the workforce of an organization. It works best when the jobs in the organization are relatively stable and not affected by external or internal changes. This allows for reliable data to be collected and analyzed, which can then be used to make informed decisions about workforce planning and management. Therefore, option C is the best choice as it implies a stable workforce.

Question 4

__________ is the process of selecting,exploring,analyzing,and modelling data to create better business outcomes.

Accepted Answer

The given process involves exploring and analyzing data to make predictions about future trends and behavior, which is known as predictive analysis. Proactive planning and analysis are related to planning and strategizing business decisions beforehand, whereas predictive tactics involve utilizing these predictions to take action. Therefore, the best choice would be E.

Question 5

In the long run,effective human resource planning can determine an organization's:

Accepted Answer

Effective human resource planning can help an organization align its workforce with its overall strategy, which is essential for achieving strategic success in the long run. By developing a plan for hiring, training, and retaining employees who possess the necessary skills and abilities to meet organizational goals, an organization can ensure that it is well positioned to compete in the marketplace and achieve its desired outcomes. While factors such as physical design, mission, product line, and market position are important for overall organizational success, they are not directly determined by human resource planning.

Question 6

When estimating external supplies for human resources,HR departments examine:

Accepted Answer

HR departments need to analyze the labour market trends to estimate the availability of external hires. This helps them in determining the appropriate recruitment strategies and hiring plans. B, C and D are not relevant factors that HR considers while estimating external supplies for human resources. E is related to internal workforce estimation rather than external supplies.

Question 7

Employee transition matrices are more popularly known as:

Accepted Answer

Employee transition matrices are most commonly referred to as Markov analysis. This involves analyzing the movement of employees from one job or position to another and projecting future workforce needs. It is a powerful tool used by organizations for strategic workforce planning and identifying potential skill gaps. Replacement charts, feedback charts, Poisson distributions, and labor market analysis are not specifically related to employee transition matrices.

Question 8

A strategy for dealing with a human resource shortage includes all of the following EXCEPT:

Accepted Answer

Job sharing can be a viable solution for a human resource shortage, as it allows two employees to split one full-time position. All of the other options (overtime, transfers, promotions, and contract workers) involve existing employees working longer hours, moving to different roles, or adding temporary staff, which may not address the underlying shortage in the long term.

Question 9

In estimating external supply for human resources,demographic trends analysis is:

Accepted Answer

Demographic trends analysis is useful because demographic tendencies are usually known years in advance of their impacts. By analyzing demographic data, organizations can forecast how the labor market will evolve and strategically plan for future workforce needs. This helps organizations in workforce planning, recruitment management, and succession planning.

Question 10

Having the right people with the right skills at the right time is a major objective of:

Accepted Answer

Human resource planning is the process of identifying and acquiring the necessary personnel to meet the organization's goals. It aims to ensure that there are the right number of people with the required skills and competencies to meet the company's current and future needs. This includes forecasting future workforce demands, developing strategies to meet those demands, and ensuring that employees are trained and motivated to achieve company objectives.

Question 11

Layoffs can be defined as:

Accepted Answer

Layoffs refer to the separation of employees from the organization for economic or business reasons, usually due to factors such as budget cuts or a decrease in demand for the company's products or services. This is different from attrition, which is a natural reduction in the workforce due to retirement or resignations, and termination, which is the dismissal of an employee due to performance or behavioral issues. Outplacement refers to a service provided by some companies to help laid-off employees find new employment opportunities. Hiring on a temporary basis is also not the same as layoffs, as it implies a short-term employment arrangement rather than a permanent separation from the company.

Question 12

Current and future impacts of the Canadian Human Rights Acts will have what effect on the demand for human resources?

Accepted Answer

The answer of Current and future impacts of the Canadian...

Question 13

Firms can deal with a human resource surplus in the following ways,EXCEPT:

Accepted Answer

The best answer is D, outsourcing. Outsourcing is not a way for firms to deal with a human resource surplus. Instead, outsourcing is a way for firms to reduce costs by transferring certain business functions to third-party vendors. The other options listed allow firms to better utilize their existing workforce without resorting to termination. Loaning employees to other departments, job sharing, and hiring part-time workers all allow firms to redistribute the workload and avoid layoffs.

Question 14

The means of identifying the internal potential supply of human resources for an organization includes:

Accepted Answer

The answer of The means of identifying the internal potential...

Question 15

An organization's growth or expansion strategy is usually accompanied by:

Accepted Answer

Aggressive training is often used to prepare employees for new roles and responsibilities as an organization grows or expands.

Question 16

Talent Management refers to "a systemic attraction,__________,development,engagement/retention,and __________of those individuals with high potential who are of particular __________to the organization.

Accepted Answer

This choice accurately describes the process of Talent Management, which involves identifying individuals with high potential, deploying them in appropriate roles, and recognizing their value to the organization. It also includes developing and retaining these individuals, which ensures their continued growth and contribution to the organization's success. The other choices either include incorrect terms or do not fully articulate the process of Talent Management.

Question 17

Which of the following has a direct impact on human resource objectives?

Accepted Answer

Organizational strategy directly influences human resource objectives as it defines the direction and goals of the organization and the human resources needed to achieve them. The other options may indirectly affect human resource objectives but are not as directly linked as organizational strategy.

Question 18

The advantage of attrition as a means of reducing an employee surplus is that:

Accepted Answer

Attrition involves allowing the workforce to reduce naturally through retirements, resignations, and other means without direct layoffs, which typically presents fewer problems such as morale issues or legal complications compared to forced reductions.

Question 19

In the human resource business,HRIS stands for:

Accepted Answer

HRIS stands for Human Resource Information System, which is a software or technology that helps in managing an organization's HR functions such as recruitment, payroll, performance management, employee data management, etc.

Question 20

Methods of trend projection forecasting include:

Accepted Answer

Trend projection forecasting involves extrapolating past trends to predict future outcomes. This can be achieved through various methods, but extrapolation is the most common and straightforward approach. Budget analysis and staffing tables are not directly related to trend projection forecasting, and the nominal group technique and Delphi technique are more commonly used for group decision-making and expert opinions, respectively.

Quiz 3: Human Resource Planning