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1 CHAPTER 4 1.

______________ is the process of analysing and identifying the need for and availability of human resources so that the organisation can meet its objectives. A. Human resource planning B. Environmental scanning C. Labour market analysis D. trategic planning "hich of the follo#ing best describes the responsibility for $% planning& '. $% planning is the responsibility of the top $% e(ecutive B. )ypical $% planning is the responsibility of operating managers C. The top HR executive and subordinate staff specialists have most of the responsibility D. $% planning is the responsibility of the organisation*s top management )he $% unit*s responsibilities during the planning process typically include '. revie# of employee,succession plans in line #ith $% plans . implementation of HR plans as approved by top management C. integration of $% plans #ith departmental plans D. monitoring the $% plan to identify changes needed ____________ are the means used to aid the organisation in anticipating and managing the supply and demand for human resources A. HR strategies B. Economic forecasting C. trategic forecasting D. Labour market analysis canning the e(ternal environment especially affects $% planning because '. the corporate culture is the responsibility of the $% unit B. of the demographic patterns of the internal #orkforce C. the organisation must dra! from the same labour mar"et that supplies all other employers D. the organisation must meet certain affirmative action /uotas E(ternal environmental factors that affect the labour supply include '. B. C. #. 1. life,style choices of employees corporate philosophy and mission environmental scanning government influences






' comprehensive analysis of all current jobs provides a basis for A. forecasting !hat $obs !ill need to be done in the future B. an internal analysis of jobs and people

! C. D. 2. human asset accounting auditing jobs

3uch of the data needed for a comprehensive audit of all current jobs is to be found in the '. employee evaluations B. supervisory files C. existing staffing and organisational databases D. personnel update forms completed by employees ' $% jobs& '. . C. D. planner should e(amine #hich of the follo#ing /uestions #hen auditing "hat is the demographic profile of the current job holders& Ho! essential is each $ob% "hat type of training #ill be needed to fill each job& "ho is responsible for staffing the organisation&



"hat is the basic source of data on current employees and their capabilities& '. employee evaluations B. supervisory files C. personnel update forms completed by employees #. HR records in the organisation "hich of the follo#ing is a purely judgmental method of forecasting& '. simulation models B. staffing ratios C. the #elphi techni&ue D. a transition matri( 6n the ________________ e(perts meet face to face7 generate ideas independently at first7 discuss these ideas as a group7 then compile a report '. Delphi techni/ues . nominal groups C. rules of thumb approach D. simulation models _____________ are a forecasting method that uses representations of situations in abstract form '. Delphi techni/ues B. 8ominal groups C. tatistical regression analyses #. 'imulation models an intermediate planning range usually projects ______________ into the future A. one to five years





+ B. C. D. 1.. three to five years beyond five years si( months to one year

9overnment labour force population estimates and trends in industry are used to '. estimate the internal supply of labour B. implement a human resource information system :$%6 ; C. forecast the external supply of human resources D. predict terminations7 retirements and deaths of employees )he internal supply of human resources is influence by '. actions of competing employers . training and development programmes C. government regulations and pressures D. changing #orkforce composition and patterns %educing the si<e of an organisational #ork force is called '. re,engineering B. do#nshifting C. do!nsi(ing D. reorganising



12. _______________ occurs #hen individuals #ho /uit7 die or retire are not replaced '. Do#nsi<ing . Attrition C. ' buyout D. ' hiring free<e _______________ is the collection and investigation of facts related to $% problems in order to eliminate or reduce such problems A. HR research B. ' personnel department C. Basic research D. )he 6nstitute of =eople 3anagement :6=3; "hich type of research7 often called pure research7 is performed simply to advance kno#ledge in a particular field. )his type of research may not have an immediate use for an employer '. applied research basic research C. scientific research D. personnel research $% research is conducted by #hich of the follo#ing groups& '. private research organisations B. academic institutions C. agencies of the government #. all of the above "hich of the follo#ing #ould not be an e(ample of research responsibilities commonly performed by a $% staff of a large company& '. evaluating training programmes . evaluating purchasing efficiency C. conducting periodic #age and salary surveys D. validating ne# selection and other testing techni/ues used 6f you #ere hired into the $% department of a large organisation and asked to look up recent articles on training needs assessment techni/ues7 #hich of the follo#ing journals #ould likely provide the most helpful practitioner material& '. 'dministrative cience >uarterly B. =ersonnel =sychology C. Training and #evelopment D. 3onthly Labor %evie# 6f you #ere hired into the $% department of a large organisation and asked to look up academic research articles on the validity statistics comparing assessment centres to cognitive ability tests and intervie#s7 #hich of the







. follo#ing journals #ould likely provide the most help on this academic research /uestion& '. )raining B. 3onthly Labor %evie# C. $arvard Business %evie# #. Personnel Psychology !.. )he most commonly used research techni/ue among $% professionals is A. the survey B. the controlled e(periment C. a cost,benefit analysis D. a test validation study )he $% research techni/ue least likely to be used by $% professionals is '. the survey . the controlled experiment C. a cost,benefit analysis D. a historical study



"hen conducting a controlled e(periment7 #hich of the follo#ing is the suggested first step& '. conduct the e(periment B. select the e(perimental and the control groups C. analyse the data and dra# conclusions #. define the problem "hich of the follo#ing statements best represents #hat #e kno# about the best #ay to predict the attendance of employees& 'ttendance can '. best be predicted by simply kno#ing their motivation to attend . best be predicted by "no!ing their motivation and ability to attend C. best be predicted by simply kno#ing their ability to attend D. not be predicted "hich of the follo#ing #ould generally harm an employer*s absentee control programme& '. a #ritten policy statement reinforcing the programme B. using progressive discipline based upon the absentee record C. consistent application of the programme #. not distinguishing bet!een absenteeism and other forms of misconduct as a reason for discipline




"hat rate does the follo#ing formula compute&

!otal Separations Unavoidable Separations x 100 Average Number of Employees

'. . C. D. +1.

total separation rate avoidable turnover rate resignation rate unavoidable turnover rate

'ccording to the four profiles proposed to describe employees7 #hich dislikes the job but stays because of the pay7 benefits or some other e(trinsic job re#ard& '. turnover B. turn,ons C. turn)offs D. turn,ons plus "hile there is some controversy concerning #hat the effects of dissatisfaction are at the #orkplace7 researchers generally agree that high levels of dissatisfaction are associated #ith '. lo# performance and /uality B. lo# absenteeism7 turnover7 and grievance rates C. high grievance rates and lo# performance #. high absenteeism* turnover* and grievance rates 'ccording to one fascinating longitudinal study7 #hat piece of information best predicted of employees responses on a job satisfaction survey +5 years into their #ork history& A. their responses to similar &uestions from !hen they !ere in high school B. their educational level and job status C. ho# hard or stressful their #ork #as D. ho# #ell their supervisors treated them ______________ e(amines issues related to the fairness of the process. ?or instance @are the steps of the process follo#ed e(actly&@ and @can 6 appeal the decision&@ '. distributive justice . procedural $ustice C. #ork place justice D. e/uity theory





"hich of the follo#ing should not be e(pected to reduce turnover& '. proper and realistic orientation procedures B. selection procedures #hich lead to a good fit bet#een employee and employer C. focus upon selling the good points of the organisation to applicants and glossing over problems D. job enrichment approaches to add more depth and autonomy to the jobs "hich of the follo#ing #as suggested as #ay to reduce perceptions of unfairness at the #orkplace '. reclassify jobs that appear to be ine/uitably paid B. allo# employees to be more involved in planning and controlling their #ork C. base promotions upon more objective measures of performance #. all of the above 6n the situation #here there is a strong union7 and employees rarely volunteer comments to management e(cept through their shop ste#ards7 #hat do your authors suggest as the best #ay to announce that a job satisfaction survey #ill be administered for the first time& A. !ith little notice* $ust before it is administered B. it #ould simply not be a good idea to administer such a survey C. notify the union leaders at least t#o #eeks in advance D. notify the employees several #eeks in advance $uman resource planning isA '. a techni/ue that identifies the critical aspects of a job . the process of anticipating and ma"ing provision for movement of people* into* !ithin* and out of an organisation C. the process of setting major organisational objectives and developing comprehensive plans to achieve these objectives D. the process of determining the primary direction of the firm )he conse/uences of inade/uate $% planning may include all of the follo#ing e(ceptA '. vacancies that remain unstaffed B. overhiring follo#ed by unnecessary layoffs C. the departure of key employees #ho are seeking better career opportunities #. a reduction in the lead time re&uired to hire replacements






$% managers must be concerned #ith meshing $% planning and the A. organisation+s strategic plan B. organisation*s marketing position C. organisation*s return on its human assets D. competitive environment trategic human resources planning : $%=; involves all of the follo#ing e(ceptA '. 'nticipation of labour shortages and surpluses B. =roviding more employment opportunities for #omen7 minorities and the disabled C. Calculating the estimated cost of human capital for the fiscal year D. 3apping out employee training programmes Bne #ay human resource planning links to strategic planning is by providing a set of inputs into theA A. strategy formulation process B. strategy implementation process C. strategic analysis process D. source of competitive advantage $%= and strategic planning have a reciprocal relationship7 #hich meansA '. $%= is the implementation of strategic planning B. $%= is a product of strategic planning C. strategic planning decisions affect and are affected by HR concerns D. there is no distinction bet#een strategic and $% planning Environmental factors that are fre/uently attended to by organisations include all of the follo#ing exceptA '. economic factors B. demographic trends C. technological changes #. employee turnover and absenteeism rates Elements in an effective $% planning process must include all of the follo#ing exceptA '. making forecasts of labour demand . benchmar"ing best practices C. performing supply analyses D. balancing supply and demand considerations







?orecasts of human resources needsA '. are scientific and relatively error,free B. are difficult and should only be done on rare occasions C. should rely strictly on /uantitative approaches7 #hich utilise sophisticated analytical models #. estimate in advance the number and type of people that are needed to meet organisational ob$ectives )he type of strategic change that can be planned carefully and implemented gradually is _________________ '. %adical anticipatory . ,ncremental anticipatory C. %adical reactive D. 6ncremental reactive "hich of the follo#ing statements about the process of planned organisational change is true& '. )here are a total of seven steps in the process B. )he se/uence of steps listed in the te(t is the only se/uence of events that #ill produce a chaotic,free change in an organisation C. $uman resource issues do not become a part of any planned organisational change until the change is completely implemented #. The first step in the planned organisational change process is an assessment of the external environment "hich of the follo#ing statements about forecasting is false& '. "hen the environment is more stable7 forecasting is less comple( than in unstable times B. >uantitative statistical methods are by far preferable to non, /uantitative methods for forecasting C. ?orecasting involves appro(imations7 not certainties #. The longer the time horison* the more accurate the information used for forecasting )o ensure that those affected by planned organisational change do support the change7 an organisation shouldA '. let the change happen gradually #ithout any fanfare B. implement the change /uickly and make it understood that those affected have the final say in #hat happens C. involve everyone affected by the change early in the change process D. keep communications at a minimum