AFM 131 MODULE 11 EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS GRADED A++ LATEST UPDATE
Which of the following statements about human resource management
opportunities and challenges is most accurate?
A. The age composition of the labour force is becoming younger.
B. Workers are becoming less loyal to their firms, resulting in higher turnover.
C. Workers are now demanding that more of their compensation be in wages and
salaries and less in fringe benefits.
D. The number of workers who have received training in high tech fields far exceeds the
number of job openings in these areas.
Answer: B
Toughest HRM issues
• Changing demographics (baby boomers)
• Undereducated/unprepared for jobs
• Single-parent and two-income families
• Shift in employee attitudes toward work
• Economy (loss of jobs)
, • Overseas labour pools (labour standards)
• Change in demand for benefits
• Health care, elder care, child care, and opportunities for people with disabilities
• Employee loyalty
Managing demographic Changes
- Mass retirements
- Succession planning (how to replace
those that leave the job)
- Knowledge retention (when they leave,
loss of job knowledge , need a way to pass it on)
Steps in human resource planning
1. Prepare human resource inventory
2. Prepare job analysis
3. Assess future human resource demand
4. Assess future human resource supply (talent pool available)
5. Establish strategic plan
COMPLETE SOLUTIONS GRADED A++ LATEST UPDATE
Which of the following statements about human resource management
opportunities and challenges is most accurate?
A. The age composition of the labour force is becoming younger.
B. Workers are becoming less loyal to their firms, resulting in higher turnover.
C. Workers are now demanding that more of their compensation be in wages and
salaries and less in fringe benefits.
D. The number of workers who have received training in high tech fields far exceeds the
number of job openings in these areas.
Answer: B
Toughest HRM issues
• Changing demographics (baby boomers)
• Undereducated/unprepared for jobs
• Single-parent and two-income families
• Shift in employee attitudes toward work
• Economy (loss of jobs)
, • Overseas labour pools (labour standards)
• Change in demand for benefits
• Health care, elder care, child care, and opportunities for people with disabilities
• Employee loyalty
Managing demographic Changes
- Mass retirements
- Succession planning (how to replace
those that leave the job)
- Knowledge retention (when they leave,
loss of job knowledge , need a way to pass it on)
Steps in human resource planning
1. Prepare human resource inventory
2. Prepare job analysis
3. Assess future human resource demand
4. Assess future human resource supply (talent pool available)
5. Establish strategic plan
