Multiple Choice

1. This approach is also known as bottom up approach of HR planning?

a. Qualitative Approach
b. Quantitative Approach
c. Mixed Approach

2. It is also known as top down approach of HR planning?

a. Qualitative Approach
b. Quantitative Approach
c. Mixed Approach

3. This is called mixed approach because it combines both top-down and bottom-up
approaches of HR planning.
a. Qualitative Approach
b. Quantitative Approach
c. Mixed Approach

4. A computer system used to acquire, store, retrieve, and distribute information

related to a company‘s human resources.
a. Human Resource Management System
b. Human Resource Planning
c. Human Resource Recruitment

5. It is the process of systematically reviewing human resource requirements to

ensure that the required number of employees, with the required skills, is
available when they are needed.
a. Human Resource Management System
b. Human Resource Planning
c. Human Resource Recruitment

6. Its goal is to attract qualified applicants and discourage non-qualified applicants.

a. Human Resource Management System
b. Human Resource Planning
c. Human Resource Recruitment

7. The first step in the planning process, the primary goal is to predict areas within
the organization where there will be future labor shortages or surpluses.
a. Goal Setting and Strategic Planning
b. Forecasting
c. Program Implementation and Evaluation

8. The second step in human resource planning, its purpose is to focus attention on
the problem and provide a benchmark for determining the relative success of any
programs aimed at redressing a pending labor shortage or surplus.
a. Goal Setting and Strategic Planning
 b. Forecasting
c. Program Implementation and Evaluation

9. The last step in human resource planning, its aspect is to make sure that some
individual is held accountable for achieving the stated goals and has the
necessary authority and resources to accomplish this goal.
a. Goal Setting and Strategic Planning
b. Forecasting
c. Program Implementation and Evaluation

10. A strategic plan for elimination of large numbers of personnel designed to

enhance organizational effectiveness.
a. Early Retirement Programs and Buyouts
b. Employing Temporary Workers
c. Downsizing

11. Another popular means of reducing a labor surplus is to offer drawing out of older
workers‘ careers.
a. Early Retirement Programs and Buyouts
b. Employing Temporary Workers
c. Downsizing

12. This strategic plan afforded firms the flexibility needed to operate efficiently in the
face of swings in the demand for goods and services.
a. Early Retirement Programs and Buyouts
b. Employing Temporary Workers
c. Downsizing

13. Jobs are move or actually leave one country and go to another.
a. Immigration
b. Outsourcing
c. Offshoring

14. A strategic plan that is simply bringing foreign workers into the country.
a. Immigration
b. Outsourcing
c. Offshoring

15. Another strategic plan that use an outside organization for a broad set of
services.
a. Immigration
b. Outsourcing
c. Offshoring
16. A personnel policy which state that either an employer or an employee can
terminate the employment relationship at any time, regardless of cause.
a. Due Process Policies
b. Employment-at-Will Policies
c. Image Advertising

17. Particularly important for companies in highly competitive labor markets that
perceive themselves as having a bad image.
a. Due Process Policies
b. Employment-at-Will Policies
c. Image Advertising

18. Policies by which a company formally lays out the steps an employee can take to
appeal a termination decision.
a. Due Process Policies
b. Employment-at-Will Policies
c. Image Advertising

19. A lead policy that is of paying higher-than-current-market wages.

a. Image Advertising
b. Extrinsic Rewards
c. Intrinsic Rewards

20. Another lead policy that is of paying higher wages to employees who have to
work midnight shifts.
a. Intrinsic Rewards
b. Due Process Policies
c. Extrinsic Rewards