Question 1

The process of identifying,developing,and tracking talented individuals so that they may eventually assume top-level positions is:

Accepted Answer

A) target forecasting. 
B) predicted change. 
C) succession planning. 
D) replacement selection. 
A) target forecasting. 
B) predicted change. 
C) succession planning. 
D) replacement selection.

Question 2

Customers,suppliers,and substitutes are part of a _____ environment.

Accepted Answer

A) political 
B) technological 
C) demographic 
D) competitive 
A) political 
B) technological 
C) demographic 
D) competitive

Question 3

A _____ analysis is intended to help executives summarize the major facts and forecasts derived from external and internal analyses.

Accepted Answer

A) gap 
B) Markov 
C) SWOT 
D) trend 
A) gap 
B) Markov 
C) SWOT 
D) trend

Question 4

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers are known as:

Accepted Answer

A) individual competencies. 
B) core capabilities. 
C) human capital. 
D) organizational competencies. 
A) individual competencies. 
B) core capabilities. 
C) human capital. 
D) organizational competencies.

Question 5

In the 7-S framework analysis,the "Hard S" category includes systems and processes which:

Accepted Answer

A) lay out the route that the organization will take in the future to increase absenteeism. 
B) only includes the framework in which activities of employees are coordinated. 
C) include formal and informal procedures that govern the every day activities of a firm. 
D) act as guiding parameters for strategic planning in order to increase employee turnover rate. 
A) lay out the route that the organization will take in the future to increase absenteeism. 
B) only includes the framework in which activities of employees are coordinated. 
C) include formal and informal procedures that govern the every day activities of a firm. 
D) act as guiding parameters for strategic planning in order to increase employee turnover rate.

Question 6

A vision statement clarifies the long-term direction of a company and its strategic intent.

Accepted Answer

A) True 
 B)False

Question 7

The systematic,regular monitoring of major external forces influencing an organization is called:

Accepted Answer

A) demand forecasting. 
B) environmental scanning. 
C) exception reporting. 
D) influence analysis. 
A) demand forecasting. 
B) environmental scanning. 
C) exception reporting. 
D) influence analysis.

Question 8

While unemployment rates vary by sector,the lack of talent in low-skill jobs continues to create a real challenge for firms.

Accepted Answer

A) True 
 B)False

Question 9

Describe the three key elements of the HR forecasting model.

Accepted Answer

The three key elements in the HR forecas

Question 10

Organizational structure is the framework in which the activities of organization members are coordinated.

Accepted Answer

A) True 
 B)False

Question 11

A graphical representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called:

Accepted Answer

A) a staffing table. 
B) an organization chart. 
C) a skills inventory. 
D) career planning. 
A) a staffing table. 
B) an organization chart. 
C) a skills inventory. 
D) career planning.

Question 12

Trend analysis is a qualitative approach to labor demand forecasting.

Accepted Answer

A) True 
 B)False

Question 13

Core values are the essence of corporate cultures and an expression of their personality.

Accepted Answer

A) True 
 B)False

Question 14

The first step in strategic planning involves:

Accepted Answer

A) analyzing the competition. 
B) interviewing potential employees. 
C) reviewing failed plans from the past in order to improve employee turnover rate. 
D) establishing a mission, vision, and values for an organization. 
A) analyzing the competition. 
B) interviewing potential employees. 
C) reviewing failed plans from the past in order to improve employee turnover rate. 
D) establishing a mission, vision, and values for an organization.

Question 15

Forecasting is frequently more of an art than a science,providing inexact approximations rather than absolute results.

Accepted Answer

A) True 
 B)False

Question 16

Layoff decisions are usually based on:

Accepted Answer

A) union membership. 
B) department ranking. 
C) seniority. 
D) favoritism. 
A) union membership. 
B) department ranking. 
C) seniority. 
D) favoritism.

Question 17

In order to do an effective job at strategic planning managers do all of the following EXCEPT:

Accepted Answer

A) making forecasts of labor demand. 
B) neglecting supply considerations. 
C) performing supply analyses. 
D) balancing supply and demand considerations. 
A) making forecasts of labor demand. 
B) neglecting supply considerations. 
C) performing supply analyses. 
D) balancing supply and demand considerations.

Question 18

A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.

Accepted Answer

A) True 
 B)False

Question 19

Measures of turnover costs do NOT include:

Accepted Answer

A) separation costs. 
B) employee turnover costs. 
C) replacement costs. 
D) training program costs. 
A) separation costs. 
B) employee turnover costs. 
C) replacement costs. 
D) training program costs.

Question 20

The mission of a company:

Accepted Answer

A) is used for the systematic monitoring of its external opportunities. 
B) is the basic purpose of the company. 
C) is the strong enduring belief used by the company to make decisions. 
D) provides a perspective on where the company is headed. 
A) is used for the systematic monitoring of its external opportunities. 
B) is the basic purpose of the company. 
C) is the strong enduring belief used by the company to make decisions. 
D) provides a perspective on where the company is headed.

The process of identifying,developing,and tracking talented individuals so that they may eventually assume top-level positions is:

Customers,suppliers,and substitutes are part of a _____ environment.

A _____ analysis is intended to help executives summarize the major facts and forecasts derived from external and internal analyses.

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers are known as:

In the 7-S framework analysis,the "Hard S" category includes systems and processes which:

A vision statement clarifies the long-term direction of a company and its strategic intent.

The systematic,regular monitoring of major external forces influencing an organization is called:

While unemployment rates vary by sector,the lack of talent in low-skill jobs continues to create a real challenge for firms.

Describe the three key elements of the HR forecasting model.

Organizational structure is the framework in which the activities of organization members are coordinated.

A graphical representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called:

Trend analysis is a qualitative approach to labor demand forecasting.

Core values are the essence of corporate cultures and an expression of their personality.

The first step in strategic planning involves:

Forecasting is frequently more of an art than a science,providing inexact approximations rather than absolute results.

Layoff decisions are usually based on:

In order to do an effective job at strategic planning managers do all of the following EXCEPT:

A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.

Measures of turnover costs do NOT include:

The mission of a company:

The Challenge of Human Resources Management

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 2: Strategy and Human Resources Planning

The process of identifying,developing,and tracking talented individuals so that they may eventually assume top-level positions is:

Customers,suppliers,and substitutes are part of a _____ environment.

A _____ analysis is intended to help executives summarize the major facts and forecasts derived from external and internal analyses.

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers are known as:

In the 7-S framework analysis,the "Hard S" category includes systems and processes which:

A vision statement clarifies the long-term direction of a company and its strategic intent.

The systematic,regular monitoring of major external forces influencing an organization is called:

While unemployment rates vary by sector,the lack of talent in low-skill jobs continues to create a real challenge for firms.

Describe the three key elements of the HR forecasting model.

Organizational structure is the framework in which the activities of organization members are coordinated.

A graphical representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called:

Trend analysis is a qualitative approach to labor demand forecasting.

Core values are the essence of corporate cultures and an expression of their personality.

The first step in strategic planning involves:

Forecasting is frequently more of an art than a science,providing inexact approximations rather than absolute results.

Layoff decisions are usually based on:

In order to do an effective job at strategic planning managers do all of the following EXCEPT:

A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.

Measures of turnover costs do NOT include:

The mission of a company:

The Challenge of Human Resources Management

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters