Question 1

An inventory of present talent is not particularly useful for planning purposes unless it can be analyzed in terms of future workforce requirements.

Accepted Answer

A) True 
 B)False

Question 2

What is the purpose of control and evaluation?

Accepted Answer

The purpose of control and eva

Question 3

The recruiting and hiring of new employees are essential activities for virtually all firms,at least over the long run.

Accepted Answer

A) True 
 B)False

Question 4

The purpose of workforce forecasting is to estimate _____ at some future time period.

Accepted Answer

A)  production costs 
B)  the need for talent inventories 
C)  labor requirements 
D)  the need for tactical planning 
A)  production costs 
B)  the need for talent inventories 
C)  labor requirements 
D)  the need for tactical planning

Question 5

A vision statement differs from a mission statement in that it includes both the purpose of the company as well as the basis of competition and competitive advantage.

Accepted Answer

A) True 
 B)False

Question 6

The Occupational Outlook Handbook,published by the Department of Education,focuses on macro forecasts of aggregate demand for various occupations.

Accepted Answer

A) True 
 B)False

Question 7

HR metrics should reflect the key drivers of individual,team,and organizational performance.

Accepted Answer

A) True 
 B)False

Question 8

How firms compete with each other and how they attain and sustain competitive advantage is the essence of:

Accepted Answer

A)  operations management. 
B)  financial management. 
C)  strategic management. 
D)  data management. 
A)  operations management. 
B)  financial management. 
C)  strategic management. 
D)  data management.

Question 9

High performance work strategies include which of the following?

Accepted Answer

A)  Worker empowerment,participation,and autonomy. 
B)  The use of self-managed and cross-functional teams. 
C)  Answer A only 
D)  Answers A and B 
A)  Worker empowerment,participation,and autonomy. 
B)  The use of self-managed and cross-functional teams. 
C)  Answer A only 
D)  Answers A and B

Question 10

The ultimate objective of SWP is the most effective use of corporate resources in the interests of the worker and the organization.

Accepted Answer

A) True 
 B)False

Question 11

Tactical planning is the set of decisions,processes,and choices that firms make about how to manage their people.

Accepted Answer

A) True 
 B)False

Question 12

Scientific management was the dominant approach to job design in the industrial society of the 20th century.

Accepted Answer

A) True 
 B)False

Question 13

This method is generally cheaper and quicker to administer than other methods.

Accepted Answer

A)  Structured questionnaires 
B)  Relationships with other persons 
C)  Job context 
D)  Critical incidents 
A)  Structured questionnaires 
B)  Relationships with other persons 
C)  Job context 
D)  Critical incidents

Question 14

All of the following statements about competency models are true EXCEPT:

Accepted Answer

A)  they attempt to identify variables related to overall organizational fit. 
B)  their level of rigor and documentation is more likely to enable them to withstand the close scrutiny of a legal challenge. 
C)  they attempt to identify personality characteristics consistent with the organization's vision. 
D)  their focus is on the full range of knowledge,skills,abilities,and other characteristics that are needed for effective performance on the job,and that characterize exceptional performers. 
A)  they attempt to identify variables related to overall organizational fit. 
B)  their level of rigor and documentation is more likely to enable them to withstand the close scrutiny of a legal challenge. 
C)  they attempt to identify personality characteristics consistent with the organization's vision. 
D)  their focus is on the full range of knowledge,skills,abilities,and other characteristics that are needed for effective performance on the job,and that characterize exceptional performers.

Question 15

How does a mission statement differ from a vision statement?

Accepted Answer

A)  The mission statement typically includes a fairly substantial effort to establish some direct line-of-sight between individual competency requirements and the broader goals of an organization. 
B)  The mission statement includes the purpose of the company as well as the basis of competition and competitive advantage. 
C)  The mission statement is an effort to anticipate future business and environmental demands on an organization,and to provide qualified people to fulfill that business and satisfy those demands. 
D)  The mission statement includes the result of an analysis of the future availability of labor and also future labor requirements. 
A)  The mission statement typically includes a fairly substantial effort to establish some direct line-of-sight between individual competency requirements and the broader goals of an organization. 
B)  The mission statement includes the purpose of the company as well as the basis of competition and competitive advantage. 
C)  The mission statement is an effort to anticipate future business and environmental demands on an organization,and to provide qualified people to fulfill that business and satisfy those demands. 
D)  The mission statement includes the result of an analysis of the future availability of labor and also future labor requirements.

Question 16

What is the disadvantage of using critical incidents as a job analysis method?

Accepted Answer

A)  Because the events describe particularly effective or ineffective behavior,it may be difficult to develop a profile of average job behavior. 
B)  This method is inappropriate for jobs hazardous to perform. 
C)  It is inappropriate for jobs that can be learned in a short period of time. 
D)  Rapport between analyst and respondent is not possible unless the analyst is present to explain items and clarify misunderstandings. 
A)  Because the events describe particularly effective or ineffective behavior,it may be difficult to develop a profile of average job behavior. 
B)  This method is inappropriate for jobs hazardous to perform. 
C)  It is inappropriate for jobs that can be learned in a short period of time. 
D)  Rapport between analyst and respondent is not possible unless the analyst is present to explain items and clarify misunderstandings.

Question 17

Competency models attempt to identify variables related to overall organizational fit and to identify personality characteristics consistent with the organization's vision and mission.

Accepted Answer

A) True 
 B)False

Question 18

What are the problems associated with demand forecasting?

Accepted Answer

Demand forecasting is beset with multipl

Question 19

Desired outcomes from job design include:

Accepted Answer

A)  proximal outcomes such as motivation,satisfaction,and learning. 
B)  distal outcomes such as effective performance,minimizing withdrawal behaviors and stress. 
C)  maximizing creativity and employee health and well being. 
D)  All of the above. 
A)  proximal outcomes such as motivation,satisfaction,and learning. 
B)  distal outcomes such as effective performance,minimizing withdrawal behaviors and stress. 
C)  maximizing creativity and employee health and well being. 
D)  All of the above.

Question 20

List three methods of job analysis and discuss the pros and cons of each method.

Accepted Answer

Here are five common methods of job anal

An inventory of present talent is not particularly useful for planning purposes unless it can be analyzed in terms of future workforce requirements.

What is the purpose of control and evaluation?

The recruiting and hiring of new employees are essential activities for virtually all firms,at least over the long run.

The purpose of workforce forecasting is to estimate _____ at some future time period.

A vision statement differs from a mission statement in that it includes both the purpose of the company as well as the basis of competition and competitive advantage.

The Occupational Outlook Handbook,published by the Department of Education,focuses on macro forecasts of aggregate demand for various occupations.

HR metrics should reflect the key drivers of individual,team,and organizational performance.

How firms compete with each other and how they attain and sustain competitive advantage is the essence of:

High performance work strategies include which of the following?

The ultimate objective of SWP is the most effective use of corporate resources in the interests of the worker and the organization.

Tactical planning is the set of decisions,processes,and choices that firms make about how to manage their people.

Scientific management was the dominant approach to job design in the industrial society of the 20^th century.

This method is generally cheaper and quicker to administer than other methods.

All of the following statements about competency models are true EXCEPT:

How does a mission statement differ from a vision statement?

What is the disadvantage of using critical incidents as a job analysis method?

Competency models attempt to identify variables related to overall organizational fit and to identify personality characteristics consistent with the organization's vision and mission.

What are the problems associated with demand forecasting?

Desired outcomes from job design include:

List three methods of job analysis and discuss the pros and cons of each method.

Human Resources in a Globally Competitive Business Environment

Workforce Analytics: The Financial Impact of HRM Activities

The Legal Context of Employment Decisions

Diversity at Work

Recruiting

Staffing

Training and On-Boarding

Performance Management

Managing Careers

Pay and Incentive Systems

Indirect Compensation: Employee Benefit Plans

Union Representation and Collective Bargaining

Procedural Justice and Ethics in Employee Relations

Safety, Health, and Employee Assistance Programs

International Dimensions of Human Resource Management

Filters

Exam 5: Planning for People

An inventory of present talent is not particularly useful for planning purposes unless it can be analyzed in terms of future workforce requirements.

What is the purpose of control and evaluation?

The recruiting and hiring of new employees are essential activities for virtually all firms,at least over the long run.

The purpose of workforce forecasting is to estimate _____ at some future time period.

A vision statement differs from a mission statement in that it includes both the purpose of the company as well as the basis of competition and competitive advantage.

The Occupational Outlook Handbook,published by the Department of Education,focuses on macro forecasts of aggregate demand for various occupations.

HR metrics should reflect the key drivers of individual,team,and organizational performance.

How firms compete with each other and how they attain and sustain competitive advantage is the essence of:

High performance work strategies include which of the following?

The ultimate objective of SWP is the most effective use of corporate resources in the interests of the worker and the organization.

Tactical planning is the set of decisions,processes,and choices that firms make about how to manage their people.

Scientific management was the dominant approach to job design in the industrial society of the 20th century.

This method is generally cheaper and quicker to administer than other methods.

All of the following statements about competency models are true EXCEPT:

How does a mission statement differ from a vision statement?

What is the disadvantage of using critical incidents as a job analysis method?

Competency models attempt to identify variables related to overall organizational fit and to identify personality characteristics consistent with the organization's vision and mission.

What are the problems associated with demand forecasting?

Desired outcomes from job design include:

List three methods of job analysis and discuss the pros and cons of each method.

Human Resources in a Globally Competitive Business Environment

Workforce Analytics: The Financial Impact of HRM Activities

The Legal Context of Employment Decisions

Diversity at Work

Recruiting

Staffing

Training and On-Boarding

Performance Management

Managing Careers

Pay and Incentive Systems

Indirect Compensation: Employee Benefit Plans

Union Representation and Collective Bargaining

Procedural Justice and Ethics in Employee Relations

Safety, Health, and Employee Assistance Programs

International Dimensions of Human Resource Management

Filters

Scientific management was the dominant approach to job design in the industrial society of the 20^th century.