Question 1

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

Talent management involves identifying and deploying individuals with high potential who are of particular value to the organization. Option A is incorrect because deployment and retention are two separate steps in talent management, and surplus is not a relevant factor. Option B is incorrect because aptitude and deployment alone do not encompass the entire process of talent management. Option C is incorrect because it only includes identification and selection, leaving out the other important steps. Option D is incorrect because surplus is not a relevant factor in talent management.

Question 2

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 3

When designing a HRIS,the following factors are relevant except

Accepted Answer

The external/internal supply of human resources is not directly relevant to the design of a HRIS. The other factors listed, including the size and breadth of the system, types of outputs needed, access to information, and security, are all important considerations when designing a HRIS.

Question 4

Human resource planning is useful in both small and large organizations.

Accepted Answer

Human resource planning is important for both small and large organizations to ensure effective utilization of resources, improving employee retention, and meeting organizational objectives.

Question 5

Employers generally are more likely to estimate the future supply of workers than the future demand for workers.

Accepted Answer

Employers are more likely to estimate future demand for workers based on their business projections and growth plans rather than the future supply of workers.

Question 6

Three causes of demand for human resources include external challenges,organizational decisions,and workforce factors.

Accepted Answer

External challenges such as business growth or technological advancements, organizational decisions such as expanding operations or creating new products, and workforce factors such as retirement or turnover can all contribute to demand for human resources.

Question 7

A firm's strategic plans are often actually executed through a number of tactical or operational plans.

Accepted Answer

Strategic plans provide the overall direction and goals for a company, but these plans are typically carried out through various operational or tactical plans at lower levels of the organization. These plans focus on specific actions and resources needed to achieve the strategic objectives.

Question 8

One of the factors that has an impact on the demand for human resources is the organization's strategic plan.

Accepted Answer

The strategic plan of an organization determines its goals, objectives, and direction, which directly affects its demand for human resources. For example, if the organization plans to expand its operations, it will require additional staff to manage the increased workload. Similarly, if the organization intends to introduce new products or services, it may need to hire employees with specific skills and expertise to support these initiatives. Therefore, the organization's strategic plan plays a critical role in determining its human resource needs.

Question 9

If one had a company with 1700 employees and no formal headquarters,one could be said to have a(n)

Accepted Answer

A virtual organization is a network of people and businesses that work together and communicate through the internet, without a physical headquarters. With 1700 employees and no formal headquarters, this company fits the description of a virtual organization.

Question 10

Organizational strategies define the human resource objectives.

Accepted Answer

Organizational strategies play a crucial role in defining the human resource objectives of an organization. The human resource objectives are aligned with the overall strategy of the organization to ensure that the workforce is equipped to achieve the organizational goals.

Question 11

Organizational survival depends upon effective human resource planning.

Accepted Answer

Effective human resource planning helps organizations to identify their current and future workforce needs, and enable them to make informed decisions about recruitment, training, and development. This ensures that organizations have the right people with the right skills and knowledge to achieve their goals and stay competitive in the market. Without effective human resource planning, organizations may not have the necessary resources to survive and thrive.

Question 12

__________ 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 human resources, which is useful for planning and decision-making in HR functions.

Question 13

With technology and HRIS,HR has successfully __________ the day-to-day activities and,where possible __________,the data entry at the source.

Accepted Answer

The sentence mentions technology and HRIS being used to automate day-to-day activities and data entry at the source. Option C is the best choice as it mentions 'automated' which fits perfectly well in the given sentence. Option D is also close, but 'uploaded' does not fit as neatly as 'downloaded' given that data entry is being automated. Options A, B, and E do not fit the context of the sentence.

Question 14

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 a systematic process of forecasting an organization's future demand for and supply of workers, and then matching the supply to the demand to ensure the organization has the right workforce to meet its objectives.

Question 15

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

Accepted Answer

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

Question 16

In the human resource business,HRIS stands for

Accepted Answer

HRIS stands for Human Resource Information System, which is a software system that is used to manage HR operations and track employee data. It includes features such as recruiting & onboarding, performance management, training & development, payroll & benefits administration, and compliance management.

Question 17

External challenges influencing the demand for employees include economic,technological,and social-legal factors.

Accepted Answer

External challenges such as economic downturns, advancements in technology, and changes in social and legal policies can significantly impact the demand for employees in various industries.

Question 18

Small firms need to do human resource planning regardless of the cost.

Accepted Answer

The answer of Small firms need to do human resource...

Question 19

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

Accepted Answer

The answer of While all organizations benefit from detailed human...

Question 20

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

Accepted Answer

The process described in the question is known as predictive analysis, which involves utilizing data to forecast future outcomes and make proactive decisions that can improve business performance. Choice A (predictive tactics) and C (predictive planning) are similar to predictive analysis but are not as comprehensive in their approach. Choice B (proactive planning) and D (proactive analysis) do not accurately describe the full process of utilizing data for predictive analysis.

Quiz 3: Human Resource Planning

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