WGU D 351 QUESTINS AND ANSWERS LATEST EDITION
ALREADY VERIFIED AS A+
Type of judgmental technique for supply forecasting, that uses charts that show the names of the
current occupants of positions in the organization and the names of likely replacements.
Replacement planning
Type of judgmental technique for supply forecasting that tends to be long-term, developmental, and
flexible.
Succession Planning
The quality of the forecast depends on the accuracy of information and the predictability of events.
What kind of time frame gives more accurate information and more predictability of events?
- A shorter time horizon
- A longer time horizon
A shorter time horizon
The shorter the time horizon, the more predictable the events and the more accurate the information.
For example, organizations are generally able to estimate how many employees they need in the coming
year, but are less successful at forecasting their needs for the next five years.
True or False: Simple linear regression works to predict future employment needs because when sales
double, the level of employment necessary will always double as well.
FALSE
In simple linear regression analysis, a projection of future demand is based on a past relationship
between the organization’s employment level and a variable related to employment, such as sales. If a
relationship can be established between the level of sales and the level of employment, predictions of
future sales can be used to make predictions of future employment. Although there may be a
relationship between sales and employment, the relationship is often influenced by an organizational
learning phenomenon. This learning curve is what makes the statement false, because, for example,
even though the sales may double, the level of employment necessary to support this increase may be
less than double. An organizational learning curve can usually be determined by logarithmic calculations.
Once the learning curve has been determined, more accurate projection of future employment levels
can be established.
True or False: Because human resource management is about managing the human capital needs
within the organization, when implementing HRP, the organization only needs to focus on the
organization's internal factors.
False
,Human resource planning, also known as HR planning or HRP, is one of the first steps in creating an
effective human resource management program. HRP involves forecasting the human resource needs of
the organization and planning the steps necessary to meet those needs. Because the purpose of HR
planning is to understand the firm's human capital needs (the demand), and then determine who is
available to fill those needs (the supply), HR planning is also referred to as HR forecasting and/or
workforce planning. To successfully determine an organization's needs, firms must examine both
internal and external factors.
True or False: Human resource planning is all about the programs and policies that an organization is
going to implement and so it is about training, not about restructuring the company.
True False
False
In many organizations, HR planning may include redesigning jobs, restructuring work, engaging in
outsourcing activities, and adjusting staffing needs to meet the strategic direction of the firm.
There are six purposes of human resource planning talked about in this topic. Which of the following
is not one of those purposes?
- Improve the overall business planning process
- Provide more opportunities for women and majority groups in future growth
- Provide a better basis for planning that makes optimum use of worker's strengths
- Provide a tool for evaluating different HR policies
Provide more opportunities for women and majority groups in future growth
The purposes of human resource planning discussed in this section are to:
1) Reduce costs by helping management anticipate shortages or surpluses of human resources and
correct imbalances before they become unmanageable and expensive.
2) Provide a better basis for planning employee development that makes optimum use of workers’
strengths.
3) Improve the overall business planning process.
4) Provide more opportunities for women and minority groups in the future growth and strategic plans
of the organization.
5) Promote greater awareness of the importance of sound HRM throughout all levels of the
organization.
6) Provide a tool for evaluating the effect of alternative HR actions and policies.
True or False: Human resource planning is the process of making and executing plans to ensure that
the right number of employees are available at the right time and place for the organization’s needs.
TRUE:
, Human resource planning, also known as HR planning or HRP, is one of the first steps in creating an
effective human resource management program. HRP involves forecasting the human resource needs of
the organization and planning the steps necessary to meet those needs. Because the purpose of HR
planning is to understand the firm's human capital needs (the demand), and then determine who is
available to fill those needs (the supply), HR planning is also referred to as HR forecasting and/or
workforce planning. To successfully determine an organization's needs, firms must examine both
internal and external factors.
What is the type and number of competitors’ openings considered when looking at supply and
demand within HR?
- Internal labor demand
- External labor supply
- External labor demand
- Internal labor supply
External labor demand
HRP is based on an organization’s human resource supply and demand or in other words, the
organization’s human resource needs. The external labor demand means, outside of the company, how
much is a specific position demanded.
What is typically the second phase of human resource planning (as shown in this topic)?
- Controlling and evaluating HRM plans and programs
- Establishing HR objectives and policies
- Gathering, analyzing and forecasting data
- Designing and implementing plans and action programs
Establishing HR objectives and policies
Human resource planning typically includes four phases:
1) Gathering, analyzing, and forecasting data in order to develop an HR supply and demand forecast
2) Establishing HR objectives and policies and gaining approval and support for them from top
management
3) Designing and implementing plans and action programs in such areas as recruitment, training, and
promotion that will enable the organization to achieve its HR objectives
4) Controlling and evaluating HRM plans and programs to facilitate progress toward HR objectives
True or False: Knowing the skills, abilities, interests, and preferences of the workforce is all that is
needed to prepare an HR analysis for completing phase one of HR planning.
False
ALREADY VERIFIED AS A+
Type of judgmental technique for supply forecasting, that uses charts that show the names of the
current occupants of positions in the organization and the names of likely replacements.
Replacement planning
Type of judgmental technique for supply forecasting that tends to be long-term, developmental, and
flexible.
Succession Planning
The quality of the forecast depends on the accuracy of information and the predictability of events.
What kind of time frame gives more accurate information and more predictability of events?
- A shorter time horizon
- A longer time horizon
A shorter time horizon
The shorter the time horizon, the more predictable the events and the more accurate the information.
For example, organizations are generally able to estimate how many employees they need in the coming
year, but are less successful at forecasting their needs for the next five years.
True or False: Simple linear regression works to predict future employment needs because when sales
double, the level of employment necessary will always double as well.
FALSE
In simple linear regression analysis, a projection of future demand is based on a past relationship
between the organization’s employment level and a variable related to employment, such as sales. If a
relationship can be established between the level of sales and the level of employment, predictions of
future sales can be used to make predictions of future employment. Although there may be a
relationship between sales and employment, the relationship is often influenced by an organizational
learning phenomenon. This learning curve is what makes the statement false, because, for example,
even though the sales may double, the level of employment necessary to support this increase may be
less than double. An organizational learning curve can usually be determined by logarithmic calculations.
Once the learning curve has been determined, more accurate projection of future employment levels
can be established.
True or False: Because human resource management is about managing the human capital needs
within the organization, when implementing HRP, the organization only needs to focus on the
organization's internal factors.
False
,Human resource planning, also known as HR planning or HRP, is one of the first steps in creating an
effective human resource management program. HRP involves forecasting the human resource needs of
the organization and planning the steps necessary to meet those needs. Because the purpose of HR
planning is to understand the firm's human capital needs (the demand), and then determine who is
available to fill those needs (the supply), HR planning is also referred to as HR forecasting and/or
workforce planning. To successfully determine an organization's needs, firms must examine both
internal and external factors.
True or False: Human resource planning is all about the programs and policies that an organization is
going to implement and so it is about training, not about restructuring the company.
True False
False
In many organizations, HR planning may include redesigning jobs, restructuring work, engaging in
outsourcing activities, and adjusting staffing needs to meet the strategic direction of the firm.
There are six purposes of human resource planning talked about in this topic. Which of the following
is not one of those purposes?
- Improve the overall business planning process
- Provide more opportunities for women and majority groups in future growth
- Provide a better basis for planning that makes optimum use of worker's strengths
- Provide a tool for evaluating different HR policies
Provide more opportunities for women and majority groups in future growth
The purposes of human resource planning discussed in this section are to:
1) Reduce costs by helping management anticipate shortages or surpluses of human resources and
correct imbalances before they become unmanageable and expensive.
2) Provide a better basis for planning employee development that makes optimum use of workers’
strengths.
3) Improve the overall business planning process.
4) Provide more opportunities for women and minority groups in the future growth and strategic plans
of the organization.
5) Promote greater awareness of the importance of sound HRM throughout all levels of the
organization.
6) Provide a tool for evaluating the effect of alternative HR actions and policies.
True or False: Human resource planning is the process of making and executing plans to ensure that
the right number of employees are available at the right time and place for the organization’s needs.
TRUE:
, Human resource planning, also known as HR planning or HRP, is one of the first steps in creating an
effective human resource management program. HRP involves forecasting the human resource needs of
the organization and planning the steps necessary to meet those needs. Because the purpose of HR
planning is to understand the firm's human capital needs (the demand), and then determine who is
available to fill those needs (the supply), HR planning is also referred to as HR forecasting and/or
workforce planning. To successfully determine an organization's needs, firms must examine both
internal and external factors.
What is the type and number of competitors’ openings considered when looking at supply and
demand within HR?
- Internal labor demand
- External labor supply
- External labor demand
- Internal labor supply
External labor demand
HRP is based on an organization’s human resource supply and demand or in other words, the
organization’s human resource needs. The external labor demand means, outside of the company, how
much is a specific position demanded.
What is typically the second phase of human resource planning (as shown in this topic)?
- Controlling and evaluating HRM plans and programs
- Establishing HR objectives and policies
- Gathering, analyzing and forecasting data
- Designing and implementing plans and action programs
Establishing HR objectives and policies
Human resource planning typically includes four phases:
1) Gathering, analyzing, and forecasting data in order to develop an HR supply and demand forecast
2) Establishing HR objectives and policies and gaining approval and support for them from top
management
3) Designing and implementing plans and action programs in such areas as recruitment, training, and
promotion that will enable the organization to achieve its HR objectives
4) Controlling and evaluating HRM plans and programs to facilitate progress toward HR objectives
True or False: Knowing the skills, abilities, interests, and preferences of the workforce is all that is
needed to prepare an HR analysis for completing phase one of HR planning.
False
