Exam 5: Planning for People

Ideally,strategic workforce planning becomes an input to business strategy,not simply driven by business strategy,and provides data,analytics and insights to inform executive decision making.

Strategic Workforce Planning only works for a specific level of employee in an organization.

Assuming a firm has a choice,it is better to select workers who do not have the skills immediately but who can be trained to perform competently.

All of the following are key steps to take to avoid a future crisis in leadership succession EXCEPT:

Perhaps the simplest type of internal supply forecast is the:

During the business planning process,corporate philosophy is part of strategic planning and the long-range perspective.

Which of the following defines the crucial elements for a strategy's success?

Which method of job analysis uses vignettes comprising brief actual reports that illustrate particularly effective or ineffective worker behaviors?

An overall written summary of task requirements =

What is a talent inventory and how is it useful in human resource planning?

Which of the following statements about structured questionnaires is true?

One advantage of this job analysis method is that it focuses directly on what people do in their jobs,and thus it provides insight into job dynamics.

Structured questionnaires list tasks,behaviors,or both.

In this job analysis method,because the worker is also his/her own observer,he/she can report on activities that would not be observed often.

Quantitative objectives make the control and evaluation process more objective and measure deviations from desired performance more precisely.

What do the projections of external labor market conditions and estimates of the supply of labor help organizations in both the private and public sector do?

Distortion of information either as a result of honest misunderstanding or as a result of purposeful misrepresentation is a real possibility in this job analysis method.

The danger of strategic planning is that it may lock companies into a particular vision of the future - one that may not come to pass.

Proximal outcomes are:

Forecasts of workforce demand are often more subjective than quantitative.