 |
1 | |
Human resource planning process consists of _______, _______, and _______. |
|
| | A) | forecasting; planning; implementing |
| | B) | planning; implementing; controlling |
| | C) | forecasting; goal setting; strategic planning |
| | D) | labor demand; labor supply; surplus/shortage |
|
2 | |
In which of these steps, the HR manager attempts to ascertain the supply of and demand for various types of human resources? |
|
| | A) | Forecasting |
| | B) | Program implementation |
| | C) | Evaluation |
| | D) | Goal setting |
|
3 | |
Which of these is an objective measure that accurately predicts future labor demand? |
|
| | A) | Downsizing |
| | B) | Outsourcing |
| | C) | Employment at will |
| | D) | Leading indicator |
|
4 | |
Typically, demand forecasts are developed around specific job categories or skill areas relevant to the organization's current or future state. |
|
| | A) | True |
| | B) | False |
|
5 | |
Transitional matrices show the proportion of employees in different job categories at different times. |
|
| | A) | True |
| | B) | False |
|
6 | |
Which of these is used for deriving projections for labor supply? |
|
| | A) | Transitional matrices |
| | B) | Goal setting |
| | C) | Work-force utilization review |
| | D) | A leading indicator |
|
7 | |
During the goal setting in HR planning, the goals should come directly from the analysis of labor supply and demand. |
|
| | A) | True |
| | B) | False |
|
8 | |
The planned elimination of large numbers of employees designed to enhance organizational competitiveness refers to |
|
| | A) | outsourcing. |
| | B) | downsizing. |
| | C) | outplacement. |
| | D) | employment at will. |
|
9 | |
Many organizations adopted downsizing as a strategic option in the late 1980's and 1990's, especially in ________. |
|
| | A) | USA |
| | B) | Japan |
| | C) | Germany |
| | D) | France |
|
10 | |
One reason downsizing efforts are so successful is that employees who survive the purges become broad-minded and risk takers. |
|
| | A) | True |
| | B) | False |
|
11 | |
When the downsizing option is a mismanaged effort, one long-term effect can be: |
|
| | A) | huge labor cost savings based on movement of production to a cheaper labor market. |
| | B) | profitable product price increases because more output is produce with less input. |
| | C) | increase competitiveness as people are replaced by machines. |
| | D) | the loss of company creativity and flexibility as social networks are broken. |
|
12 | |
Early findings suggest that most companies that downsize show much better long-term financial gains and performance |
|
| | A) | True |
| | B) | False |
|
13 | |
The key to a successful downsizing effort is to avoid indiscrimination across-the-board cuts. |
|
| | A) | True |
| | B) | False |
|
14 | |
Phased retirement programs are powerful and fast acting managerial tools used to motivate older employees to hasten their transition and adjust more quickly to the twilight stage of their careers. |
|
| | A) | True |
| | B) | False |
|
15 | |
Which of these is an advantage of employing temporary workers? |
|
| | A) | It affords firms the flexibility needed to operate efficiently in the face of swings in the demand for goods and services. |
| | B) | Small companies that cannot afford their own testing programs often get employees who have been tested by a temporary agency. |
| | C) | Because the temporary worker has little experience in the host firm, she/he brings an objective perspective to the organization's problems and procedures. |
| | D) | All of these. |
|
16 | |
According to surveys, ______ percent of full-time employees perceive temporary employees as threat to their job security. |
|
| | A) | 75 |
| | B) | 49 |
| | C) | 92 |
| | D) | 33 |
|
17 | |
The primary disadvantage of employing temporary workers is negative work relations and tension that sometimes emerge between temporary vs. full-time employees over job security. |
|
| | A) | True |
| | B) | False |
|
18 | |
When a firm is interested in getting a much broader set of services performed by an outside organization, it is called |
|
| | A) | downsizing. |
| | B) | a leading indicator. |
| | C) | outsourcing. |
| | D) | employing temporary workers. |
|
19 | |
Which of these can be used to determine whether there are any subgroups who proportion in the relevant labor market is substantially different from the proportion in the job category? |
|
| | A) | Work-force utilization review |
| | B) | Transitional matrices |
| | C) | A leading indicator |
| | D) | Goal setting and strategy planning |
|
20 | |
______ is a generic term we use to refer to organizational decision that affect the nature of the vacancies for which people are recruited. |
|
| | A) | Personnel policies |
| | B) | Recruit policies |
| | C) | Human resource recruitment |
| | D) | None of above |
|
21 | |
When ABC Inc. recruits for upper-level vacancies internally, it is referred to as |
|
| | A) | external recruiting policy. |
| | B) | lead-the-market strategy. |
| | C) | promote from within policy. |
| | D) | image advertising. |
|
22 | |
According to a 2001 survey of MBA students "promotes from within" is their top consideration when evaluating company. |
|
| | A) | True |
| | B) | False |
|
23 | |
_________ states that either party in the employment relationship can terminate that relationship any time. |
|
| | A) | Downsizing |
| | B) | Outsourcing |
| | C) | Employment at will |
| | D) | Leading indicator |
|
24 | |
According to research, most job seekers are unfamiliar with the nature of organizations before they have any direct interviewing experience with those companies. |
|
| | A) | True |
| | B) | False |
|
25 | |
Two most important questions to ask when designing a job advertisement are 1) what do we need to say, and 2) to whom do we need to say it. |
|
| | A) | True |
| | B) | False |
|
26 | |
According to research, "e-cruiting" is one of the most effective sources of recruiting. |
|
| | A) | True |
| | B) | False |
|
27 | |
Public employment agencies serve primarily the ______ labor market. |
|
| | A) | white-collar |
| | B) | government-related |
| | C) | immigrant |
| | D) | blue-collar |
|
28 | |
Which of these requires that everyone receiving unemployment compensation is registered with a local state employment office? |
|
| | A) | CRA of 1964 |
| | B) | The Social Security Act of 1935 |
| | C) | Executive Order 11246 |
| | D) | The Age Discrimination in Employment Act |
|
29 | |
Two traits stand out when applicants reactions to recruiters are examined: _______ and _______. |
|
| | A) | charisma; knowledge |
| | B) | expertise; position |
| | C) | ability to communicate; ability to lead |
| | D) | warmth; informativeness |
|
30 | |
Which of these can be done by organizations to increase the impact that recruiters have on those they recruit? |
|
| | A) | Recruiters can provide timely feedback. |
| | B) | Recruiting can be done in teams rather than by individuals. |
| | C) | Recruiters need to avoid behaviors that might convey wrong impressions. |
| | D) | All of these. |