Question 1

All of the following are examples of HRIS abuse except:

Accepted Answer

A)  Making requests on the basis of "it would be nice to know" 
B)  Making searches that are not backed up by bona fide requisitions 
C)  Updating every employee's file on an annual basis 
D)  Specifying so many characteristics for a desired employee that there are no matches 
A)  Making requests on the basis of "it would be nice to know" 
B)  Making searches that are not backed up by bona fide requisitions 
C)  Updating every employee's file on an annual basis 
D)  Specifying so many characteristics for a desired employee that there are no matches

Question 2

Action decisions that are appropriate when there is a shortage of employees include all of the following except:

Accepted Answer

A)  Overtime for existing employees 
B)  Retraining less-skilled employees 
C)  Demotions 
D)  Subcontracting some of the work 
A)  Overtime for existing employees 
B)  Retraining less-skilled employees 
C)  Demotions 
D)  Subcontracting some of the work

Question 3

One of the issues with using questioners to gather skill inventory data is _________.

Accepted Answer

A)  people do not spend enough time completing the questioner 
B)  people spend too much time completing the questioner. 
C)  questioners must meet strict federal guidelines 
D)  Both B and C are correct. 
A)  people do not spend enough time completing the questioner 
B)  people spend too much time completing the questioner. 
C)  questioners must meet strict federal guidelines 
D)  Both B and C are correct.

Question 4

It is generally agreed that HR planning involves four distinct phases or stages,the first being situation analysis or environmental scanning.What are the next three stages?

Accepted Answer

(1)Forecasting the demand for

Question 5

Many experts suggest that specifying one particular replacement for a specific job is pointless,given the changing nature of business.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is not considered a contingent worker?

Accepted Answer

A)  Part-time workers 
B)  The company's traveling salesmen 
C)  Independent professionals 
D)  Subcontractors 
A)  Part-time workers 
B)  The company's traveling salesmen 
C)  Independent professionals 
D)  Subcontractors

Question 7

The fourth stage of human resource planning is _________.

Accepted Answer

A)  forecasting demand for human resources 
B)  development of plans of action 
C)  situation analysis 
D)  implementation of gap plan 
A)  forecasting demand for human resources 
B)  development of plans of action 
C)  situation analysis 
D)  implementation of gap plan

Question 8

It is estimated that a victim of identity theft will spend an average of:

Accepted Answer

A)  175 hours researching and tracking the crime 
B)  23 months correcting credit reports 
C)  $800 in out-of-pocket expenses to restore their financial health 
D)  All of the choices are correct. 
A)  175 hours researching and tracking the crime 
B)  23 months correcting credit reports 
C)  $800 in out-of-pocket expenses to restore their financial health 
D)  All of the choices are correct.

Question 9

An HRIS that has been developed specifically for use by upper-level executives is sometimes referred to as a(n)_______________.

Accepted Answer

A)  executive information system 
B)  executive management system 
C)  senior selection system 
D)  systems database 
A)  executive information system 
B)  executive management system 
C)  senior selection system 
D)  systems database

Question 10

Which Federal Agency monitors identity theft?

Accepted Answer

A)  Interstate Trade Commission 
B)  Federal Identity Theft Commission 
C)  Federal Trade Commission 
D)  Federal Commission on Electronic Theft 
A)  Interstate Trade Commission 
B)  Federal Identity Theft Commission 
C)  Federal Trade Commission 
D)  Federal Commission on Electronic Theft

Question 11

A skills inventory typically is divided into three segments,one of which is "Data summarizing the employee's past." What four sub-categories (types of information)would be included in this segment?

Accepted Answer

(1)Titles and brief job description from

Question 12

Managers using skill inventory data as an aid in the selection process may abuse the system by:

Accepted Answer

A)  Making requests simply on the basis that "it would be nice to know." 
B)  Making requests for searches that are not backed up by bona fide requisitions that have been budgeted. 
C)  Specifying too many characteristics for a desired employee so that no one fits all the characteristics. 
D)  All of the above. 
A)  Making requests simply on the basis that "it would be nice to know." 
B)  Making requests for searches that are not backed up by bona fide requisitions that have been budgeted. 
C)  Specifying too many characteristics for a desired employee so that no one fits all the characteristics. 
D)  All of the above.

Question 13

Which method of skills inventory is the fastest and least expensive when many employees are involved?

Accepted Answer

A)  Observation 
B)  Interview 
C)  Questionnaire 
D)  Expert opinion 
A)  Observation 
B)  Interview 
C)  Questionnaire 
D)  Expert opinion

Question 14

One group-based judgment forecasting method is called the nominal group technique.Explain how it works.

Accepted Answer

With NGT,individual estimates

Question 15

Which of the following is not a "top-down" method to forecast the demand for employees?

Accepted Answer

A)  Trend projection 
B)  Expert estimates 
C)  Statistical modeling 
D)  Unit-demand forecasting 
A)  Trend projection 
B)  Expert estimates 
C)  Statistical modeling 
D)  Unit-demand forecasting

Question 16

A skills inventory can be as simple as index cards with relevant information typed on them.

Accepted Answer

A) True 
 B)False

Question 17

Major reasons for formal employment planning include all of the following except:

Accepted Answer

A)  More control over union recruitment and activities 
B)  More effective and efficient use of human resources 
C)  More satisfied and better-developed employees 
D)  More effective equal opportunity planning 
A)  More control over union recruitment and activities 
B)  More effective and efficient use of human resources 
C)  More satisfied and better-developed employees 
D)  More effective equal opportunity planning

Question 18

Concern over a single individual's ability to provide accurate estimates led to the development of the Delphi technique.Explain what the Delphi technique is and how it works.

Accepted Answer

The Delphi technique elicits e

Question 19

Tyco's MSIS helps management respond to a number of issues including:

Accepted Answer

A)  Which skills are taught in local technical schools? 
B)  What skills are taught in business programs? 
C)  Who is available to serve as a mentor for other workers? 
D)  Both A and B are correct. 
A)  Which skills are taught in local technical schools? 
B)  What skills are taught in business programs? 
C)  Who is available to serve as a mentor for other workers? 
D)  Both A and B are correct.

Question 20

A critical part of any successful succession plan is a comprehensive _______________ plan.

Accepted Answer

A)  compensation 
B)  recovery 
C)  retention 
D)  All of the above 
A)  compensation 
B)  recovery 
C)  retention 
D)  All of the above

All of the following are examples of HRIS abuse except:

Action decisions that are appropriate when there is a shortage of employees include all of the following except:

One of the issues with using questioners to gather skill inventory data is _________.

It is generally agreed that HR planning involves four distinct phases or stages,the first being situation analysis or environmental scanning.What are the next three stages?

Many experts suggest that specifying one particular replacement for a specific job is pointless,given the changing nature of business.

Which of the following is not considered a contingent worker?

The fourth stage of human resource planning is _________.

It is estimated that a victim of identity theft will spend an average of:

An HRIS that has been developed specifically for use by upper-level executives is sometimes referred to as a(n)_______________.

Which Federal Agency monitors identity theft?

A skills inventory typically is divided into three segments,one of which is "Data summarizing the employee's past." What four sub-categories (types of information)would be included in this segment?

Managers using skill inventory data as an aid in the selection process may abuse the system by:

Which method of skills inventory is the fastest and least expensive when many employees are involved?

One group-based judgment forecasting method is called the nominal group technique.Explain how it works.

Which of the following is not a "top-down" method to forecast the demand for employees?

A skills inventory can be as simple as index cards with relevant information typed on them.

Major reasons for formal employment planning include all of the following except:

Concern over a single individual's ability to provide accurate estimates led to the development of the Delphi technique.Explain what the Delphi technique is and how it works.

Tyco's MSIS helps management respond to a number of issues including:

A critical part of any successful succession plan is a comprehensive _______________ plan.

Human Resource Management

A Strategic Management Approach to Human Resource Management

Legal Environment of Human Resource Management Equal Employment Opportunity

Global Human Resource Management

Job Analysis and Design

Recruitment

Selecting Effective Employees

Performance Evaluation and Management

Compensation: An Overview

Compensation: Methods and Policies

Employee Benefits and Services

Training and Development

Career Planning and Development

Labor Relations and Collective Bargaining

Managing Employee Discipline

Promoting Safety and Health

Filters

Exam 5: Human Resource Planning

All of the following are examples of HRIS abuse except:

Action decisions that are appropriate when there is a shortage of employees include all of the following except:

One of the issues with using questioners to gather skill inventory data is _________.

It is generally agreed that HR planning involves four distinct phases or stages,the first being situation analysis or environmental scanning.What are the next three stages?

Many experts suggest that specifying one particular replacement for a specific job is pointless,given the changing nature of business.

Which of the following is not considered a contingent worker?

The fourth stage of human resource planning is _________.

It is estimated that a victim of identity theft will spend an average of:

An HRIS that has been developed specifically for use by upper-level executives is sometimes referred to as a(n)_______________.

Which Federal Agency monitors identity theft?

A skills inventory typically is divided into three segments,one of which is "Data summarizing the employee's past." What four sub-categories (types of information)would be included in this segment?

Managers using skill inventory data as an aid in the selection process may abuse the system by:

Which method of skills inventory is the fastest and least expensive when many employees are involved?

One group-based judgment forecasting method is called the nominal group technique.Explain how it works.

Which of the following is not a "top-down" method to forecast the demand for employees?

A skills inventory can be as simple as index cards with relevant information typed on them.

Major reasons for formal employment planning include all of the following except:

Concern over a single individual's ability to provide accurate estimates led to the development of the Delphi technique.Explain what the Delphi technique is and how it works.

Tyco's MSIS helps management respond to a number of issues including:

A critical part of any successful succession plan is a comprehensive _______________ plan.

Human Resource Management

A Strategic Management Approach to Human Resource Management

Legal Environment of Human Resource Management Equal Employment Opportunity

Global Human Resource Management

Job Analysis and Design

Recruitment

Selecting Effective Employees

Performance Evaluation and Management

Compensation: An Overview

Compensation: Methods and Policies

Employee Benefits and Services

Training and Development

Career Planning and Development

Labor Relations and Collective Bargaining

Managing Employee Discipline

Promoting Safety and Health

Filters