CHAPTER 5
The process of reviewing human resources requirements to ensure that the
1) organization has the 1)
required number of employees, with the necessary skills to meet its goals, is known
as:
A) selection.
B) human resources planning.
C) strategic planning.
D) training and development.
E) recruitment.
2)Each of the following statements about HRP is true EXCEPT: 2)
A) it can lead to significant costs if done poorly.
B)a critical HRP issue is what to do when the labour supply exceeds the anticipated
demand.
C) a fundamental HRP decision when demand exceeds supply is whether
projected positions will be filled externally or internally.
D) it is a reactive process.
E)it is also known as employment planning.
3)A potential solution when labour demand exceeds labour supply is: 3)
A) finding employees alternative jobs within the organization.
B) work sharing.
C) hiring temporary workers.
D) job sharing.
E) any of the above
Potential solutions when labour supply exceeds labour demand include all of the
4) following 4)
EXCEPT:
A) instituting a hiring freeze.
B) subcontracting.
C) termination of employment.
D) downsizing through attrition.
E) employee layoffs.
5)Effective HRP helps an organization to do all of the following EXCEPT: 5)
A) anticipate and avoid shortages and surpluses of human resources.
B)comply with privacy laws.
C) make major labour market demands more successfully.
D) achieve its goals and objectives.
E)plan and coordinate recruitment, selection, training, and career planning more
effectively.
6) When labour demand equals labour supply: 6)
A) occupational health and safety is critical in achieving balance.
B)HR personnel must hire more recruiters.
C) performance management is critical in achieving balance.
D) compensation and benefits are most important.
E)project management skills are critical for achieving balance.
1
,7) Inadequate human resources planning within an organization can result in direct
costs when 7)
labour demand decreases significantly for an extended period of time. Which of the
following
provides an accurate reason for this:
A) there are project management costs.
B) there is a link to privacy laws.
C) it would cause costs associated with hiring part-time workers.
D) severance pay is required for a large number of staff.
E) it would cause hiring more HR staff.
8) Strategic plans are created and carried out by: 8)
A) Human Resources personnel.
B) a CFO.
C) a Board of Directors.
D) a CEO.
E) people.
9) Each of the following statements about the relationship between HRP and
strategic planning is 9)
true EXCEPT:
A) HRP has long been part of the strategic planning process.
B)failure to integrate HRP and strategic planning can have very serious consequences.
C) determining whether or not people will be available is a critical element of strategic
planning.
D) environmental scanning is a critical component of both HRP and strategic planning.
E)HRP and strategic planning become effective when there is a reciprocal and
interdependent relationship between them.
10 External environmental factors that are most frequently monitored in HR and
) strategic planning 10)
include all of the following EXCEPT:
A) economic conditions.
B) market and competitive trends.
C) new or revised laws.
D) demographic trends.
E) international trade patterns.
11 Today, the most significant environmental factor relates to the dramatic
) demographic changes in: 11)
A) labour force composition.
B) the technological sector.
C) the service sector.
D) the small business sector.
E) the public sector.
12
) Which of the following is the first step in human resource planning? 12)
A) forecasting future HR needs
B)forecasting the availability of external candidates
C) forecasting the availability of internal candidates
D) analyzing the HR implications of the organizationʹs strategic plans
E)balancing supply and demand
2
, 13) Which of the following statements is true? 13)
A) Currently, the fastest growing groups in the Canadian labour force are visible
minorities and persons with disabilities.
B)By 2010, one in two Canadians will be age 50 or older.
C) Probably the most significant environmental factor in HRP in Canada
today relates to dramatic changes in labour-force composition.
D) Effective HRP involves focusing on monitoring trends only.
E)The number of young people in the Canadian labour force is now increasing.
14) The first step in the HRP process, after the HR implications of the firmʹs strategic
plans have been 14)
analyzed, is:
A) forecasting availability of internal and external candidates.
B) monitoring and evaluating the results.
C) forecasting future human resources needs.
D) planning and implementing HR programs to balance supply and demand.
E) job analysis and design.
15) Factors that should be considered when forecasting the number and type of people
needed to meet 15)
organizational objectives include all of the following EXCEPT:
A) projected recruitment figures.
B)projected turnover.
C) decisions to upgrade the quality of products or services or enter into new markets.
D) the financial resources available to each department.
E)quality and nature of employees.
16) Which of the following is a quantitative approach to forecasting? 16)
A) trend analysis
B) managerial judgment
C) the nominal group technique
D) the Delphi technique
E) trend analysis and the nominal group technique
17) Quantitative techniques to forecasting include all of the following EXCEPT: 17)
A) trend analysis.
B) ratio analysis.
C) the nominal group technique.
D) regression analysis.
E) a scatter plot.
18) Computing the number of employees in the firm at the end of the last five years is
associated with 18)
which of the following forecasting techniques?
A) trend analysis
B) a scatter plot
C) ratio analysis
D) time-series analysis
E) regression analysis
3
The process of reviewing human resources requirements to ensure that the
1) organization has the 1)
required number of employees, with the necessary skills to meet its goals, is known
as:
A) selection.
B) human resources planning.
C) strategic planning.
D) training and development.
E) recruitment.
2)Each of the following statements about HRP is true EXCEPT: 2)
A) it can lead to significant costs if done poorly.
B)a critical HRP issue is what to do when the labour supply exceeds the anticipated
demand.
C) a fundamental HRP decision when demand exceeds supply is whether
projected positions will be filled externally or internally.
D) it is a reactive process.
E)it is also known as employment planning.
3)A potential solution when labour demand exceeds labour supply is: 3)
A) finding employees alternative jobs within the organization.
B) work sharing.
C) hiring temporary workers.
D) job sharing.
E) any of the above
Potential solutions when labour supply exceeds labour demand include all of the
4) following 4)
EXCEPT:
A) instituting a hiring freeze.
B) subcontracting.
C) termination of employment.
D) downsizing through attrition.
E) employee layoffs.
5)Effective HRP helps an organization to do all of the following EXCEPT: 5)
A) anticipate and avoid shortages and surpluses of human resources.
B)comply with privacy laws.
C) make major labour market demands more successfully.
D) achieve its goals and objectives.
E)plan and coordinate recruitment, selection, training, and career planning more
effectively.
6) When labour demand equals labour supply: 6)
A) occupational health and safety is critical in achieving balance.
B)HR personnel must hire more recruiters.
C) performance management is critical in achieving balance.
D) compensation and benefits are most important.
E)project management skills are critical for achieving balance.
1
,7) Inadequate human resources planning within an organization can result in direct
costs when 7)
labour demand decreases significantly for an extended period of time. Which of the
following
provides an accurate reason for this:
A) there are project management costs.
B) there is a link to privacy laws.
C) it would cause costs associated with hiring part-time workers.
D) severance pay is required for a large number of staff.
E) it would cause hiring more HR staff.
8) Strategic plans are created and carried out by: 8)
A) Human Resources personnel.
B) a CFO.
C) a Board of Directors.
D) a CEO.
E) people.
9) Each of the following statements about the relationship between HRP and
strategic planning is 9)
true EXCEPT:
A) HRP has long been part of the strategic planning process.
B)failure to integrate HRP and strategic planning can have very serious consequences.
C) determining whether or not people will be available is a critical element of strategic
planning.
D) environmental scanning is a critical component of both HRP and strategic planning.
E)HRP and strategic planning become effective when there is a reciprocal and
interdependent relationship between them.
10 External environmental factors that are most frequently monitored in HR and
) strategic planning 10)
include all of the following EXCEPT:
A) economic conditions.
B) market and competitive trends.
C) new or revised laws.
D) demographic trends.
E) international trade patterns.
11 Today, the most significant environmental factor relates to the dramatic
) demographic changes in: 11)
A) labour force composition.
B) the technological sector.
C) the service sector.
D) the small business sector.
E) the public sector.
12
) Which of the following is the first step in human resource planning? 12)
A) forecasting future HR needs
B)forecasting the availability of external candidates
C) forecasting the availability of internal candidates
D) analyzing the HR implications of the organizationʹs strategic plans
E)balancing supply and demand
2
, 13) Which of the following statements is true? 13)
A) Currently, the fastest growing groups in the Canadian labour force are visible
minorities and persons with disabilities.
B)By 2010, one in two Canadians will be age 50 or older.
C) Probably the most significant environmental factor in HRP in Canada
today relates to dramatic changes in labour-force composition.
D) Effective HRP involves focusing on monitoring trends only.
E)The number of young people in the Canadian labour force is now increasing.
14) The first step in the HRP process, after the HR implications of the firmʹs strategic
plans have been 14)
analyzed, is:
A) forecasting availability of internal and external candidates.
B) monitoring and evaluating the results.
C) forecasting future human resources needs.
D) planning and implementing HR programs to balance supply and demand.
E) job analysis and design.
15) Factors that should be considered when forecasting the number and type of people
needed to meet 15)
organizational objectives include all of the following EXCEPT:
A) projected recruitment figures.
B)projected turnover.
C) decisions to upgrade the quality of products or services or enter into new markets.
D) the financial resources available to each department.
E)quality and nature of employees.
16) Which of the following is a quantitative approach to forecasting? 16)
A) trend analysis
B) managerial judgment
C) the nominal group technique
D) the Delphi technique
E) trend analysis and the nominal group technique
17) Quantitative techniques to forecasting include all of the following EXCEPT: 17)
A) trend analysis.
B) ratio analysis.
C) the nominal group technique.
D) regression analysis.
E) a scatter plot.
18) Computing the number of employees in the firm at the end of the last five years is
associated with 18)
which of the following forecasting techniques?
A) trend analysis
B) a scatter plot
C) ratio analysis
D) time-series analysis
E) regression analysis
3
