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Dessler 4ce tif ch04 - Test Bank For human resource
managment chapter 4
Human Resource Management (University Canada West)
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Chapter 04: Human Resources Planning and Recruitment
1. The process of reviewing human resources requirements to ensure that the organization has
the required number of employees with the necessary skills to meet its goals is known as
a. selection.
b. training and development.
c. strategic planning.
d. recruitment.
e. human resources planning.
Answer: e. human resources planning.
2. Each of the following statements about HRP is true except that
a. it is also known as employment planning.
b. a fundamental HRP decision when demand exceeds supply is whether projected positions will be
filled externally or internally.
c. it is a reactive process.
d. a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.
e. it can lead to significant costs if done poorly.
Answer: c. it is a reactive process.
3. A potential solution when labour demand exceeds labour supply is
a. finding employees alternative jobs within the organization.
b. job sharing.
c. hiring temporary workers.
d. work sharing.
e. any of the above
Answer: c. hiring temporary workers.
4. Potential solutions, when labour supply exceeds labour demand, include all of the following
except
a. downsizing through attrition.
b. employee layoffs.
c. termination of employment.
d. instituting a hiring freeze.
e. subcontracting.
Answer: e. subcontracting.
5. Effective HRP helps an organization to do all of the following except
a. achieve its goals and objectives.
b. make major labour market demands more successfully.
c. anticipate and avoid shortages and surpluses of human resources.
d. plan and coordinate recruitment, selection, training, and career planning more effectively.
e. comply with privacy laws.
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Answer: e. comply with privacy laws.
6. Inadequate human resources planning within an organization can result in direct costs when
labour demand decreases significantly for an extended period of time. Which of the following
provides an accurate reason for this?
a. there is a link to privacy laws
b. it would cause hiring more HR staff
c. it would cause costs associated with hiring part-time workers
d. there are project management costs
e. severance pay is required for a large number of staff
Answer: e. severance pay is required for a large number of staff
7. Failure to integrate HRP and strategic planning
a. primarily affects the workload of HR staff who must work without a plan for their activities.
b. results in an oversupply of labour which in turn causes layoffs.
c. is the source of complaints to the HRP bureau and may result in substantial fines or penalties for the
organization.
d. puts the achievement of the organization's strategy at risk.
e. is only a problem for for-profit businesses.
Answer: d. puts the achievement of the organization's strategy at risk.
8. Each of the following statements about the relationship between HRP and strategic planning
is true except
a. environmental scanning is a critical component of both HRP and strategic planning.
b. HRP and strategic planning become effective when there is a reciprocal and interdependent
relationship between them.
c. HRP has long been part of the strategic planning process.
d. determining whether or not people will be available is a critical element of strategic planning.
e. failure to integrate HRP and strategic planning can have very serious consequences.
Answer: c. HRP has long been part of the strategic planning process.
9. External environmental factors that are most frequently monitored in HR and strategic
planning include all of the following except
a. demographic trends.
b. new or revised laws.
c. market and competitive trends.
d. economic conditions.
e. international trade patterns.
Answer: e. international trade patterns.
10. Which of the following is the first step in human resource planning?
a. forecasting future HR needs
b. forecasting the availability of internal candidates
c. forecasting the availability of external candidates
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d. analyzing the HR implications of the organization's strategic plans
e. balancing supply and demand
Answer: b. forecasting the availability of internal candidates
11. The first step in the HRP process, after the HR implications of the firm's strategic plans have
been analyzed, is
a. forecasting future human resources needs.
b. monitoring and evaluating the results.
c. job analysis and design.
d. forecasting availability of internal and external candidates.
e. planning and implementing HR programs to balance supply and demand.
Answer: a. forecasting future human resources needs.
12. Factors that should be considered when forecasting the number and type of people needed
to meet organizational objectives include all of the following except
a. projected turnover.
b. the financial resources available to each department.
c. projected recruitment figures.
d. the quality and nature of employees.
e. decisions to upgrade the quality of products or services or enter into new markets.
Answer: c. projected recruitment figures.
13. Which of the following is a quantitative approach to forecasting?
a. the Delphi technique
b. trend analysis and the nominal group technique
c. the nominal group technique
d. trend analysis
e. managerial judgment
Answer: d. trend analysis
14. Quantitative techniques of forecasting include all of the following except
a. regression analysis.
b. the nominal group technique.
c. a scatterplot.
d. trend analysis.
e. ratio analysis.
Answer: b. the nominal group technique.
15. Computing the number of employees in the firm at the end of the last five years is
associated with which of the following forecasting techniques?
a. time-series analysis
b. a scatterplot
c. regression analysis
3
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Dessler 4ce tif ch04 - Test Bank For human resource
managment chapter 4
Human Resource Management (University Canada West)
Scan to open on Studocu
Studocu is not sponsored or endorsed by any college or university
Downloaded by Areeba Fatima ()
, lOMoARcPSD|57357794
Chapter 04: Human Resources Planning and Recruitment
1. The process of reviewing human resources requirements to ensure that the organization has
the required number of employees with the necessary skills to meet its goals is known as
a. selection.
b. training and development.
c. strategic planning.
d. recruitment.
e. human resources planning.
Answer: e. human resources planning.
2. Each of the following statements about HRP is true except that
a. it is also known as employment planning.
b. a fundamental HRP decision when demand exceeds supply is whether projected positions will be
filled externally or internally.
c. it is a reactive process.
d. a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.
e. it can lead to significant costs if done poorly.
Answer: c. it is a reactive process.
3. A potential solution when labour demand exceeds labour supply is
a. finding employees alternative jobs within the organization.
b. job sharing.
c. hiring temporary workers.
d. work sharing.
e. any of the above
Answer: c. hiring temporary workers.
4. Potential solutions, when labour supply exceeds labour demand, include all of the following
except
a. downsizing through attrition.
b. employee layoffs.
c. termination of employment.
d. instituting a hiring freeze.
e. subcontracting.
Answer: e. subcontracting.
5. Effective HRP helps an organization to do all of the following except
a. achieve its goals and objectives.
b. make major labour market demands more successfully.
c. anticipate and avoid shortages and surpluses of human resources.
d. plan and coordinate recruitment, selection, training, and career planning more effectively.
e. comply with privacy laws.
1
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, lOMoARcPSD|57357794
Answer: e. comply with privacy laws.
6. Inadequate human resources planning within an organization can result in direct costs when
labour demand decreases significantly for an extended period of time. Which of the following
provides an accurate reason for this?
a. there is a link to privacy laws
b. it would cause hiring more HR staff
c. it would cause costs associated with hiring part-time workers
d. there are project management costs
e. severance pay is required for a large number of staff
Answer: e. severance pay is required for a large number of staff
7. Failure to integrate HRP and strategic planning
a. primarily affects the workload of HR staff who must work without a plan for their activities.
b. results in an oversupply of labour which in turn causes layoffs.
c. is the source of complaints to the HRP bureau and may result in substantial fines or penalties for the
organization.
d. puts the achievement of the organization's strategy at risk.
e. is only a problem for for-profit businesses.
Answer: d. puts the achievement of the organization's strategy at risk.
8. Each of the following statements about the relationship between HRP and strategic planning
is true except
a. environmental scanning is a critical component of both HRP and strategic planning.
b. HRP and strategic planning become effective when there is a reciprocal and interdependent
relationship between them.
c. HRP has long been part of the strategic planning process.
d. determining whether or not people will be available is a critical element of strategic planning.
e. failure to integrate HRP and strategic planning can have very serious consequences.
Answer: c. HRP has long been part of the strategic planning process.
9. External environmental factors that are most frequently monitored in HR and strategic
planning include all of the following except
a. demographic trends.
b. new or revised laws.
c. market and competitive trends.
d. economic conditions.
e. international trade patterns.
Answer: e. international trade patterns.
10. Which of the following is the first step in human resource planning?
a. forecasting future HR needs
b. forecasting the availability of internal candidates
c. forecasting the availability of external candidates
2
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d. analyzing the HR implications of the organization's strategic plans
e. balancing supply and demand
Answer: b. forecasting the availability of internal candidates
11. The first step in the HRP process, after the HR implications of the firm's strategic plans have
been analyzed, is
a. forecasting future human resources needs.
b. monitoring and evaluating the results.
c. job analysis and design.
d. forecasting availability of internal and external candidates.
e. planning and implementing HR programs to balance supply and demand.
Answer: a. forecasting future human resources needs.
12. Factors that should be considered when forecasting the number and type of people needed
to meet organizational objectives include all of the following except
a. projected turnover.
b. the financial resources available to each department.
c. projected recruitment figures.
d. the quality and nature of employees.
e. decisions to upgrade the quality of products or services or enter into new markets.
Answer: c. projected recruitment figures.
13. Which of the following is a quantitative approach to forecasting?
a. the Delphi technique
b. trend analysis and the nominal group technique
c. the nominal group technique
d. trend analysis
e. managerial judgment
Answer: d. trend analysis
14. Quantitative techniques of forecasting include all of the following except
a. regression analysis.
b. the nominal group technique.
c. a scatterplot.
d. trend analysis.
e. ratio analysis.
Answer: b. the nominal group technique.
15. Computing the number of employees in the firm at the end of the last five years is
associated with which of the following forecasting techniques?
a. time-series analysis
b. a scatterplot
c. regression analysis
3
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