chapter 4 multiple questions

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CHAPTER 4

1. ______________ is the process of analysing and identifying the need for and

availability of human resources so that the organisation can meet itsobjectives.A. Human resource planningB. Environmental scanningC. Labour market analysisD. trategic planning

!. "hich of the follo#ing best describes the responsibility for $% planning&'. $% planning is the responsibility of the top $% e(ecutiveB. )ypical $% planning is the responsibility of operating managersC. The top HR executive and subordinate staff specialists have most

of the responsibilityD. $% 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 managementC. integration of $% plans #ith departmental plansD. monitoring the $% plan to identify changes needed

-. ____________ are the means used to aid the organisation in anticipating andmanaging the supply and demand for human resourcesA. HR strategiesB. Economic forecastingC. trategic forecastingD. Labour market analysis

. canning the e(ternal environment especially affects $% planning because'. the corporate culture is the responsibility of the $% unitB. of the demographic patterns of the internal #orkforceC. the organisation must dra! from the same labour mar"et that

supplies all other employers

D. the organisation must meet certain affirmative action /uotas

0. E(ternal environmental factors that affect the labour supply include

'. life,style choices of employeesB. corporate philosophy and missionC. environmental scanning#. government influences

. ' comprehensive analysis of all current jobs provides a basis forA. forecasting !hat $obs !ill need to be done in the future

B. an internal analysis of jobs and people

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C. human asset accountingD. auditing jobs

2. 3uch of the data needed for a comprehensive audit of all current jobs is to befound in the'. employee evaluationsB. supervisory filesC. existing staffing and organisational databasesD. personnel update forms completed by employees

4. ' $% planner should e(amine #hich of the follo#ing /uestions #hen auditingjobs&'. "hat is the demographic profile of the current job holders&

. Ho! essential is each $ob%C. "hat type of training #ill be needed to fill each job&D. "ho is responsible for staffing the organisation&

15. "hat is the basic source of data on current employees and their capabilities&'. employee evaluationsB. supervisory filesC. personnel update forms completed by employees#. HR records in the organisation

11. "hich of the follo#ing is a purely judgmental method of forecasting&'. simulation modelsB. staffing ratiosC. the #elphi techni&ueD. a transition matri(

1!. 6n the ________________ e(perts meet face to face7 generate ideasindependently at first7 discuss these ideas as a group7 then compile a report'. Delphi techni/ues. nominal groupsC. rules of thumb approach

D. simulation models

1+. _____________ are a forecasting method that uses representations ofsituations in abstract form'. Delphi techni/uesB. 8ominal groupsC. tatistical regression analyses#. 'imulation models

1-. an intermediate planning range usually projects ______________ into thefuture

A. one to five years

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B. three to five yearsC. beyond five yearsD. si( months to one year

1. 9overnment labour force population estimates and trends in industry are usedto'. estimate the internal supply of labourB. implement a human resource information system :$%6;C. forecast the external supply of human resourcesD. predict terminations7 retirements and deaths of employees

10. )he internal supply of human resources is influence by'. actions of competing employers. training and development programmes

C. government regulations and pressuresD. changing #orkforce composition and patterns

1. %educing the si


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12. _______________ occurs #hen individuals #ho /uit7 die or retire are notreplaced

'. Do#nsiuarterlyB. =ersonnel =sychologyC. Training and #evelopmentD. 3onthly Labor %evie#

!-. 6f you #ere hired into the $% department of a large organisation and asked tolook up academic research articles on the validity statistics comparing

assessment centres to cognitive ability tests and intervie#s7 #hich of the

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follo#ing journals #ould likely provide the most help on this academicresearch /uestion&'. )raining

B. 3onthly Labor %evie#C. $arvard Business %evie##. Personnel Psychology

!. )he most commonly used research techni/ue among $% professionals isA. the surveyB. the controlled e(perimentC. a cost,benefit analysisD. a test validation study

!0. )he $% research techni/ue least likely to be used by $% professionals is

'. the survey. the controlled experimentC. a cost,benefit analysisD. a historical study

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!. "hen conducting a controlled e(periment7 #hich of the follo#ing is thesuggested first step&

'. conduct the e(perimentB. select the e(perimental and the control groupsC. analyse the data and dra# conclusions

#. define the problem

!2. "hich of the follo#ing statements best represents #hat #e kno# aboutthe 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

attendC. best be predicted by simply kno#ing their ability to attendD. not be predicted

!4. "hich of the follo#ing #ould generally harm an employer*s absentee

control programme&'. a #ritten policy statement reinforcing the programmeB. using progressive discipline based upon the absentee recordC. consistent application of the programme#. not distinguishing bet!een absenteeism and other forms of

misconduct as a reason for discipline


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+5. "hat rate does the follo#ing formula compute&

100xEmployeesofNumberAverage

sSeparationleUnavoidabsSeparation!otal

'. total separation rate. avoidable turnover rateC. resignation rateD. unavoidable turnover rate

+1. 'ccording to the four profiles proposed to describe employees7 #hichdislikes the job but stays because of the pay7 benefits or some othere(trinsic job re#ard&

'. turnoverB. turn,ons

C. turn)offsD. turn,ons plus

+!. "hile there is some controversy concerning #hat the effects ofdissatisfaction are at the #orkplace7 researchers generally agree that highlevels of dissatisfaction are associated #ith

'. lo# performance and /ualityB. lo# absenteeism7 turnover7 and grievance ratesC. high grievance rates and lo# performance#. high absenteeism* turnover* and grievance rates

++. 'ccording to one fascinating longitudinal study7 #hat piece of informationbest predicted of employees responses on a job satisfaction survey +5years into their #ork history&A. their responses to similar &uestions from !hen they !ere in

high schoolB. their educational level and job statusC. ho# hard or stressful their #ork #asD. 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 6appeal the decision&@

'. distributive justice. procedural $usticeC. #ork place justiceD. e/uity theory


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+. "hich of the follo#ing should not be e(pected to reduce turnover&'. proper and realistic orientation proceduresB. selection procedures #hich lead to a good fit bet#een employee

and employer

C. focus upon selling the good points of the organisation toapplicants and glossing over problemsD. job enrichment approaches to add more depth and autonomy to the

jobs

+0. "hich of the follo#ing #as suggested as #ay to reduce perceptions ofunfairness at the #orkplace

'. reclassify jobs that appear to be ine/uitably paidB. allo# employees to be more involved in planning and controlling

their #orkC. base promotions upon more objective measures of performance

#. all of the above

+. 6n the situation #here there is a strong union7 and employees rarelyvolunteer comments to management e(cept through their shop ste#ards7#hat do your authors suggest as the best #ay to announce that a jobsatisfaction survey #ill be administered for the first time&A. !ith little notice* $ust before it is administeredB. it #ould simply not be a good idea to administer such a surveyC. notify the union leaders at least t#o #eeks in advanceD. notify the employees several #eeks in advance

+2. $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 organisationC. the process of setting major organisational objectives and

developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm

+4. )he conse/uences of inade/uate $% planning may include all of thefollo#ing e(ceptA

'. vacancies that remain unstaffedB. overhiring follo#ed by unnecessary layoffsC. the departure of key employees #ho are seeking better career

opportunities#. a reduction in the lead time re&uired to hire replacements


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-5. $% managers must be concerned #ith meshing $% planning and theA. organisation+s strategic planB. organisation*s marketing positionC. organisation*s return on its human assets

D. competitive environment

-1. trategic human resources planning :$%=; involves all of the follo#inge(ceptA

'. 'nticipation of labour shortages and surplusesB. =roviding more employment opportunities for #omen7 minorities

and the disabledC. Calculating the estimated cost of human capital for the fiscal

yearD. 3apping out employee training programmes

-!. ne #ay human resource planning links to strategic planning is byproviding a set of inputs into theAA. strategy formulation processB. strategy implementation processC. strategic analysis processD. source of competitive advantage

-+. $%= and strategic planning have a reciprocal relationship7 #hich meansA'. $%= is the implementation of strategic planningB. $%= is a product of strategic planningC. strategic planning decisions affect and are affected by HR

concernsD. there is no distinction bet#een strategic and $% planning

--. Environmental factors that are fre/uently attended to by organisationsinclude all of the follo#ing exceptA

'. economic factorsB. demographic trendsC. technological changes#. employee turnover and absenteeism rates

-. Elements in an effective $% planning process must include all of thefollo#ing exceptA

'. making forecasts of labour demand. benchmar"ing best practicesC. performing supply analysesD. balancing supply and demand considerations


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-0. ?orecasts of human resources needsA'. are scientific and relatively error,freeB. are difficult and should only be done on rare occasionsC. should rely strictly on /uantitative approaches7 #hich utilise

sophisticated analytical models#. estimate in advance the number and type of people that areneeded to meet organisational ob$ectives

-. )he type of strategic change that can be planned carefully andimplemented gradually is _________________

'. %adical anticipatory. ,ncremental anticipatoryC. %adical reactiveD. 6ncremental reactive

-2. "hich of the follo#ing statements about the process of plannedorganisational change is true&'. )here are a total of seven steps in the processB. )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 organisationC. $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

-4. "hich of the follo#ing statements about forecasting is false&

'. "hen the environment is more stable7 forecasting is less comple(than in unstable timesB. >uantitative statistical methods are by far preferable to non,

/uantitative methods for forecastingC. ?orecasting involves appro(imations7 not certainties#. The longer the time horison* the more accurate the information

used for forecasting

5. )o ensure that those affected by planned organisational change dosupport the change7 an organisation shouldA

'. let the change happen gradually #ithout any fanfareB. implement the change /uickly and make it understood that those

affected have the final say in #hat happensC. involve everyone affected by the change early in the change

processD. keep communications at a minimum

chapter 4 multiple questions

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