HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE TEST BANK

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HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE TEST BANK

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HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE TEST BANK

chapter 5

 

 

MULTIPLE CHOICE.  Choose the one alternative that best completes the statement or answers the question.


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:
 

1)
 

_______

 

  1. A)

 

training and development.

 

  1. B)

 

selection.

 

  1. C)

 

human resources planning.

 

  1. D)

 

strategic planning.

 

  1. E)

 

recruitment.

 

 

 

2)
 

Each of the following statements about HRP is true EXCEPT:
 

2)
 

_______

 

  1. A)

 

a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.

 

  1. B)

 

it is also known as employment planning.

 

  1. C)

 

a fundamental HRP decision when demand exceeds supply is whether projected positions will be filled externally or internally.

 

  1. D)

 

it is a reactive process.

 

  1. E)

 

it can lead to significant costs if done poorly.

 

 

 

3)
 

A potential solution when labour demand exceeds labour supply is:
 

3)
 

_______

 

  1. A)

 

finding employees alternative jobs within the organization.

 

  1. B)

 

job sharing.

 

  1. C)

 

work sharing.

 

  1. D)

 

hiring temporary workers.

 

  1. E)

 

any of the above

 

 

 

4)
 

Potential solutions when labour supply exceeds labour demand include all of the following EXCEPT:
 

4)
 

_______

 

  1. A)

 

termination of employment.

 

  1. B)

 

subcontracting.

 

  1. C)

 

instituting a hiring freeze.

 

  1. D)

 

employee layoffs.

 

  1. E)

 

downsizing through attrition.

 

 

 

5)
 

Effective HRP helps an organization to do all of the following EXCEPT:
 

5)
 

_______

 

  1. A)

 

anticipate and avoid shortages and surpluses of human resources.

 

  1. B)

 

comply with privacy laws.

 

  1. C)

 

plan and coordinate recruitment, selection, training, and career planning more effectively.

 

  1. D)

 

achieve its goals and objectives.

 

  1. E)

 

make major labour market demands more successfully.

 

 

 

6)
 

When labour demand equals labour supply:
 

6)
 

_______

 

  1. A)

 

compensation and benefits are most important.

 

  1. B)

 

project management skills are critical for achieving balance.

 

  1. C)

 

performance management is critical in achieving balance.

 

  1. D)

 

occupational health and safety is critical in achieving balance.

 

  1. E)

 

HR personnel must hire more recruiters.

 

 

 

7)
 

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:
 

7)
 

_______

 

  1. A)

 

there is a link to privacy laws.

 

  1. B)

 

it would cause costs associated with hiring part-time workers.

 

  1. C)

 

it would cause hiring more HR staff.

 

  1. D)

 

severance pay is required for a large number of staff.

 

  1. E)

 

there are project management costs.

 

 

 

8)
 

Strategic plans are created and carried out by:
 

8)
 

_______

 

  1. A)

 

people.

 

  1. B)

 

Human Resources personnel.

 

  1. C)

 

a CFO.

 

  1. D)

 

a Board of Directors.

 

  1. E)

 

a CEO.

 

 

 

9)
 

Each of the following statements about the relationship between HRP and strategic planning is true EXCEPT:
 

9)
 

_______

 

  1. A)

 

environmental scanning is a critical component of both HRP and strategic planning.

 

  1. B)

 

HRP has long been part of the strategic planning process.

 

  1. C)

 

HRP and strategic planning become effective when there is a reciprocal and interdependent relationship between them.

 

  1. D)

 

failure to integrate HRP and strategic planning can have very serious consequences.

 

  1. E)

 

determining whether or not people will be available is a critical element of strategic planning.

 

 

 

10)
 

External environmental factors that are most frequently monitored in HR and strategic planning include all of the following EXCEPT:
 

10)
 

______

 

  1. A)

 

demographic trends.

 

  1. B)

 

market and competitive trends.

 

  1. C)

 

economic conditions.

 

  1. D)

 

new or revised laws.

 

  1. E)

 

international trade patterns.

 

 

 

11)
 

Today, the most significant environmental factor relates to the dramatic demographic changes in:
 

11)
 

______

 

  1. A)

 

the small business sector.

 

  1. B)

 

the technological sector.

 

  1. C)

 

the public sector.

 

  1. D)

 

the service sector.

 

  1. E)

 

labour force composition.

 

 

 

12)
 

Which of the following is the first step in human resource planning?
 

12)
 

______

 

  1. A)

 

forecasting the availability of internal candidates

 

  1. B)

 

analyzing the HR implications of the organizations strategic plans

 

  1. C)

 

forecasting the availability of external candidates

 

  1. D)

 

forecasting future HR needs

 

  1. E)

 

balancing supply and demand

 

 

 

13)
 

Which of the following statements is true?
 

13)
 

______

 

  1. A)

 

Probably the most significant environmental factor in HRP in Canada today relates to dramatic changes in labour-force composition.

 

  1. B)

 

By 2010, one in two Canadians will be age 50 or older.

 

  1. C)

 

The number of young people in the Canadian labour force is now increasing.

 

  1. D)

 

Currently, the fastest growing groups in the Canadian labour force are visible minorities and persons with disabilities.

 

  1. E)

 

Effective HRP involves focusing on monitoring trends only.

 

 

 

14)
 

The first step in the HRP process, after the HR implications of the firms strategic plans have been analyzed, is:
 

14)
 

______

 

  1. A)

 

forecasting availability of internal and external candidates.

 

  1. B)

 

monitoring and evaluating the results.

 

  1. C)

 

forecasting future human resources needs.

 

  1. D)

 

planning and implementing HR programs to balance supply and demand.

 

  1. E)

 

job analysis and design.

 

 

 

15)
 

Factors that should be considered when forecasting the number and type of people needed to meet organizational objectives include all of the following EXCEPT:
 

15)
 

______

 

  1. A)

 

projected recruitment figures.

 

  1. B)

 

the financial resources available to each department.

 

  1. C)

 

quality and nature of employees.

 

  1. D)

 

decisions to upgrade the quality of products or services or enter into new markets.

 

  1. E)

 

projected turnover.

 

 

 

16)
 

Which of the following is a quantitative approach to forecasting?
 

16)
 

______

 

  1. A)

 

the Delphi technique

 

  1. B)

 

managerial judgment

 

  1. C)

 

the nominal group technique

 

  1. D)

 

trend analysis

 

  1. E)

 

trend analysis and the nominal group technique

 

 

 

17)
 

Quantitative techniques to forecasting include all of the following EXCEPT:
 

17)
 

______

 

  1. A)

 

the nominal group technique.

 

  1. B)

 

ratio analysis.

 

  1. C)

 

trend analysis.

 

  1. D)

 

regression analysis.

 

  1. E)

 

a scatter plot.

 

 

 

18)
 

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?
 

18)
 

______

 

  1. A)

 

ratio analysis

 

  1. B)

 

a scatter plot

 

  1. C)

 

regression analysis

 

  1. D)

 

time-series analysis

 

  1. E)

 

trend analysis

 

 

 

19)
 

A forecasting technique for determining future staff needs by using ratios between sales volume and the number of employees needed is:
 

19)
 

______

 

  1. A)

 

time-series analysis.

 

  1. B)

 

a scatter plot.

 

  1. C)

 

ratio analysis.

 

  1. D)

 

trend analysis.

 

  1. E)

 

regression analysis.

 

 

 

20)
 

Like ________, ratio analysis assumes that productivity remains much the same and is therefore not appropriate in changing environments.
 

20)
 

______

 

  1. A)

 

time-series analysis

 

  1. B)

 

trend analysis

 

  1. C)

 

the nominal group technique

 

  1. D)

 

regression analysis

 

  1. E)

 

a scatter plot

 

 

 

21)
 

A ________ illustrates the relationship between two factors: a measure of business activity and staffing levels.
 

21)
 

______

 

  1. A)

 

ratio analysis

 

  1. B)

 

scatter plot

 

  1. C)

 

regression analysis

 

  1. D)

 

trend analysis

 

  1. E)

 

time-series analysis

 

 

 

22)
 

A statistical technique involving the use of a mathematical formula to project future demands, based on an established relationship between an organizations employment level and some measurable factor of output, is known as:
 

22)
 

______

 

  1. A)

 

ratio analysis.

 

  1. B)

 

a computerized forecast.

 

  1. C)

 

trend analysis.

 

  1. D)

 

a scatter plot.

 

  1. E)

 

regression analysis.

 

 

 

23)
 

In contrast to quantitative approaches, qualitative techniques rely solely on:
 

23)
 

______

 

  1. A)

 

trend analysis.

 

  1. B)

 

expert judgments.

 

  1. C)

 

a scatter plot.

 

  1. D)

 

multiple regression analysis.

 

  1. E)

 

regression analysis.

 

 

 

24)
 

Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are:
 

24)
 

______

 

  1. A)

 

ratio analysis and nominal group technique.

 

  1. B)

 

trend analysis and scatter plot.

 

  1. C)

 

nominal group and Delphi technique.

 

  1. D)

 

scatter plot and Delphi technique.

 

  1. E)

 

regression analysis and nominal group technique.

 

 

 

25)
 

A decision-making technique that involves a group of experts meeting face to face, which can be used for HR forecasting, is known as:
 

25)
 

______

 

  1. A)

 

an informal expert forecast.

 

  1. B)

 

a formal expert forecast.

 

  1. C)

 

the Delphi technique.

 

  1. D)

 

managerial judgment.

 

  1. E)

 

the nominal group technique.

 

 

 

26)
 

The drawbacks of which forecasting technique include subjectivity and the potential for group pressure to lead to less accurate assessments than could be obtained through other means?
 

26)
 

______

 

  1. A)

 

the nominal group technique.

 

  1. B)

 

an informal expert forecast.

 

  1. C)

 

the Delphi technique.

 

  1. D)

 

a formal expert forecast.

 

  1. E)

 

managerial judgment.

 

 

 

27)
 

You have just been hired as the Director of Human Resources at a mid sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and to first use a forecasting technique which would generate an exchange of ideas among Directors of each division. She is concerned that you use a technique which will lead to greater acceptance of results among Directors. Which technique do you use?
 

27)
 

______

 

  1. A)

 

nominal group technique

 

  1. B)

 

an informal expert forecast

 

  1. C)

 

the nominal group technique

 

  1. D)

 

a formal expert forecast

 

  1. E)

 

regression analysis

 

 

 

28)
 

You have just been hired as the Director of Human Resources at a mid sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and to first use a qualitative technique which is useful for long-range forecasting. Which technique do you choose?
 

28)
 

______

 

  1. A)

 

an informal expert forecast

 

  1. B)

 

the Delphi technique

 

  1. C)

 

a formal expert forecast

 

  1. D)

 

the nominal group technique

 

  1. E)

 

managerial judgment

 

 

 

29)
 

The drawbacks of which forecasting technique include the fact that judgments may not efficiently use objective data?
 

29)
 

______

 

  1. A)

 

the nominal group technique

 

  1. B)

 

managerial judgment

 

  1. C)

 

a formal expert forecast

 

  1. D)

 

an informal expert forecast

 

  1. E)

 

the Delphi technique

 

 

 

30)
 

Permitting a group to critically evaluate a wide range of views is an advantage of which forecasting technique?
 

30)
 

______

 

  1. A)

 

a formal expert forecast

 

  1. B)

 

managerial judgment

 

  1. C)

 

an informal expert forecast

 

  1. D)

 

the nominal group technique

 

  1. E)

 

the Delphi technique

 

 

 

31)
 

Regardless of the forecasting method utilized, modifications are made based on:
 

31)
 

______

 

  1. A)

 

managerial judgment.

 

  1. B)

 

management control systems.

 

  1. C)

 

HRIS data.

 

  1. D)

 

changing economic conditions.

 

  1. E)

 

changing market conditions.

 

 

 

32)
 

Alice is the HR consultant advising Nexus Inc., a small but successful software development firm on how to conduct human resource planning. In forecasting future demand for human resources what step should she advise management to take first?
 

32)
 

______

 

  1. A)

 

develop a staffing table

 

  1. B)

 

create a replacement chart

 

  1. C)

 

project the sales for each of the firms products and calculate the volume of production needed to meet sales requirements

 

  1. D)

 

project the sales for each of the firms products and estimate quality and nature of employees needed

 

  1. E)

 

project turnover

 

 

 

33)
 

A pictorial representation of all jobs within the organization, along with the number of current incumbents and future employment requirements, is known as:
 

33)
 

______

 

  1. A)

 

a staffing table.

 

  1. B)

 

an organization chart.

 

  1. C)

 

a replacement chart.

 

  1. D)

 

a skills inventory.

 

  1. E)

 

a scatter plot.

 

 

 

34)
 

Projected openings are filled by using the following sources of supply:
 

34)
 

______

 

  1. A)

 

promoted employees.

 

  1. B)

 

external and internal sources.

 

  1. C)

 

unemployed individuals.

 

  1. D)

 

employees who are transferred.

 

  1. E)

 

individuals employed at other firms.

 

 

 

35)
 

Short-term and long-range HR demand forecasts provide:
 

35)
 

______

 

  1. A)

 

internal supply forecasts.

 

  1. B)

 

the full staffing equation.

 

  1. C)

 

external supply forecasts.

 

  1. D)

 

present employees who can be transferred or promoted to meet anticipated needs.

 

  1. E)

 

half of the staffing equation.

 

 

 

36)
 

Alice is the HR consultant advising Nexus Inc., a small but successful software development firm on how to conduct human resource planning. She is currently explaining the forecasting supply step in the planning process to the CEO and confirms that projected openings are to be filled by using two sources. They are:
 

36)
 

______

 

  1. A)

 

contracting-out and outsourcing.

 

  1. B)

 

recruitment and promotion.

 

  1. C)

 

transferring and promotion.

 

  1. D)

 

overtime and temporary workers.

 

  1. E)

 

internal and external supply.

 

 

 

37)
 

A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix is known as:
 

37)
 

______

 

  1. A)

 

trend analysis.

 

  1. B)

 

multiple regression analysis.

 

  1. C)

 

Markov analysis.

 

  1. D)

 

ratio analysis.

 

  1. E)

 

computerized forecasting.

 

 

 

38)
 

Manual or computerized records summarizing employees education, experience, interests, skills, etc., which are used to identify internal candidates eligible for transfer and/or promotion, are known as:
 

38)
 

______

 

  1. A)

 

Markov analyses.

 

  1. B)

 

replacement charts.

 

  1. C)

 

skills inventories.

 

  1. D)

 

staffing tables.

 

  1. E)

 

job descriptions.

 

 

 

39)
 

Management inventories:
 

39)
 

______

 

  1. A)

 

are used to keep track of employees qualifications.

 

  1. B)

 

are a method used to arrive at a group decision involving outside experts.

 

  1. C)

 

record information about managerial responsibilities and management training used to identify internal candidates eligible for promotion.

 

  1. D)

 

are a method of forecasting labour supply that involves tracking the pattern of employee movements.

 

  1. E)

 

are visual representations of who will replace whom in the event of a job opening.

 

 

 

40)
 

You have been hired as the Director of HR at Targus Inc., a clothing retailer. To project the supply of outside candidates in the HRP process for the firm you will need to assess:
 

40)
 

______

 

  1. A)

 

skills inventories.

 

  1. B)

 

staffing tables.

 

  1. C)

 

national labour market conditions.

 

  1. D)

 

succession plans.

 

  1. E)

 

management inventories.

 

 

 

41)
 

In general terms, the lower the rate of unemployment:
 

41)
 

______

 

  1. A)

 

the smaller the labour supply.

 

  1. B)

 

the larger the labour supply.

 

  1. C)

 

the smaller the labour demand.

 

  1. D)

 

the easier it will be to recruit.

 

  1. E)

 

the larger the labour demand.

 

 

 

42)
 

A reality is that Canadas population is aging as the baby boom cohort approaches retirement. Currently, ________ of all Canadian workers retire before the age of 65.
 

42)
 

______

 

  1. A)

 

67%
 

  1. B)

 

50%
 

  1. C)

 

20%
 

  1. D)

 

80%
 

  1. E)

 

33%

 

 

 

43)
 

Highly educated immigrants are the predominant drivers of:
 

43)
 

______

 

  1. A)

 

national labour market conditions.

 

  1. B)

 

local labour market conditions.

 

  1. C)

 

competitors strategies.

 

  1. D)

 

organizational training and development.

 

  1. E)

 

growth.

 

 

 

44)
 

Community growth rates and attitudes affect:
 

44)
 

______

 

  1. A)

 

general economic conditions.

 

  1. B)

 

unemployment rates.

 

  1. C)

 

competitors strategies.

 

  1. D)

 

local labour markets.

 

  1. E)

 

occupational market conditions.

 

 

 

45)
 

To project the supply of outside candidates, employers generally assess all of the following EXCEPT:
 

45)
 

______

 

  1. A)

 

national labour market conditions.

 

  1. B)

 

general economic conditions.

 

  1. C)

 

competitors strategies.

 

  1. D)

 

occupational market conditions.

 

  1. E)

 

local labour market conditions.

 

 

 

46)
 

In general terms, the lower the rate of unemployment:
 

46)
 

______

 

  1. A)

 

the less competition there is for employees.

 

  1. B)

 

the harder it is to fill skills-shortage positions.

 

  1. C)

 

the larger the labour supply.

 

  1. D)

 

the easier it is to fill positions.

 

  1. E)

 

the more difficult it is to recruit employees.

 

 

 

47)
 

Demographic trends have a significant impact on:
 

47)
 

______

 

  1. A)

 

unemployment rates.

 

  1. B)

 

national labour market conditions.

 

  1. C)

 

general economic conditions.

 

  1. D)

 

local labour market conditions.

 

  1. E)

 

occupational market conditions.

 

 

 

48)
 

Each of the following statements about local labour markets is true EXCEPT:
 

48)
 

______

 

  1. A)

 

They are affected by community growth rates and attitudes.

 

  1. B)

 

Provincial/local development and planning agencies can be excellent sources of local labour market information.

 

  1. C)

 

In communities experiencing population increases, it is often impossible to attract new business.

 

  1. D)

 

One reason growing cities are attractive to employers is the promise of large future labour markets.

 

  1. E)

 

Chambers of commerce can be excellent sources of local labour market information.

 

 

 

49)
 

Each of the following statements about occupational market conditions is true EXCEPT:
 

49)
 

______

 

  1. A)

 

HRDC forecasts are useful for determining whether any projected imbalances will be self-correcting.

 

  1. B)

 

In recent years, there has been an oversupply of IT specialists.

 

  1. C)

 

HRDC is a good source of information on occupational demand and supply.

 

  1. D)

 

In recent years, there has been an undersupply of nurses.

 

  1. E)

 

Organizations generally want to forecast the availability of potential candidates in specific occupations.

 

 

 

50)
 

To successfully fill positions internally, organizations must manage performance and careers. Performance is managed through:
 

50)
 

______

 

  1. A)

 

effective selection and placement strategies.

 

  1. B)

 

career tracking.

 

  1. C)

 

implementing a suitable reward structure.

 

  1. D)

 

effective recruitment policies and systems.

 

  1. E)

 

training and development.

 

 

 

51)
 

A hiring freeze is all of the following except:
 

51)
 

______

 

  1. A)

 

a common response to an employee surplus.

 

  1. B)

 

a strategy that most employers use initially to balance demand and supply.

 

  1. C)

 

no outsiders are hired.

 

  1. D)

 

when openings are filled by reassigning current employees.

 

  1. E)

 

a solution when demand exceeds supply.

 

 

 

52)
 

Specific strategies must be formulated to balance supply and demand. Possible scenarios are:
 

52)
 

______

 

  1. A)

 

there is a shortage of labour.

 

  1. B)

 

labour supply exceeds demand.

 

  1. C)

 

expected demand matches supply.

 

  1. D)

 

supply matches expected demand.

 

  1. E)

 

all of the above.

 

 

 

53)
 

You have been hired as the Director of HR at Targus Inc., a clothing retailer. Due to a reduction in consumer demand you have been asked to advise management on how to reduce the amount of staff by 5% over the next 2 years. Although a slow method for reducing numbers the option which generally presents the least amount of problems is:
 

53)
 

______

 

  1. A)

 

offering attractive early-retirement packages.

 

  1. B)

 

laying off employees.

 

  1. C)

 

offering attractive buyout packages.

 

  1. D)

 

introducing a reduced work week.

 

  1. E)

 

downsizing through attrition.

 

 

 

54)
 

Drawbacks of attrition include the following:
 

54)
 

______

 

  1. A)

 

It is hard to implement.

 

  1. B)

 

It takes a short period of time.

 

  1. C)

 

It costs large sums of money.

 

  1. D)

 

Employees do not accept this strategy.

 

  1. E)

 

The organization has no control over who goes and who stays.

 

 

 

55)
 

When the internal supply of employees exceeds the organizations demand, strategies used by employers include all of the following EXCEPT:
 

55)
 

______

 

  1. A)

 

downsizing through attrition.

 

  1. B)

 

laying off employees.

 

  1. C)

 

making early retirement mandatory.

 

  1. D)

 

initiating job-share positions.

 

  1. E)

 

offering attractive buyout packages.

 

 

 

56)
 

You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2 years. There is little in the budget for payment of up-front money. Which of the following would you NOT recommend?
 

56)
 

______

 

  1. A)

 

reduced work weeks

 

  1. B)

 

work sharing

 

  1. C)

 

layoffs based on reverse seniority

 

  1. D)

 

buyouts and early retirement packages

 

  1. E)

 

job sharing

 

 

 

57)
 

With which of the following strategies for handling a labour surplus is the potential for a human rights violation most closely associated?
 

57)
 

______

 

  1. A)

 

job sharing

 

  1. B)

 

early retirement packages

 

  1. C)

 

reduced work weeks

 

  1. D)

 

work sharing

 

  1. E)

 

termination of employment

 

 

 

58)
 

The layoff-avoidance strategy introduced by the federal government is known as:
 

58)
 

______

 

  1. A)

 

job sharing.

 

  1. B)

 

the reduced work week.

 

  1. C)

 

work sharing.

 

  1. D)

 

the early leave package.

 

  1. E)

 

supplemental unemployment benefits.

 

 

 

59)
 

SUBS:
 

59)
 

______

 

  1. A)

 

are benefits that are paid indefinitely.

 

  1. B)

 

top up employment insurance.

 

  1. C)

 

increase income levels when on the job.

 

  1. D)

 

are usually provided to non-union employees.

 

  1. E)

 

decrease income levels when on the job.

 

 

 

60)
 

Factors that should be taken into account when determining an appropriate severance package include all of the following EXCEPT:
 

60)
 

______

 

  1. A)

 

ethnic origin.

 

  1. B)

 

salary.

 

  1. C)

 

years of service.

 

  1. D)

 

the individuals likelihood of obtaining alternative employment.

 

  1. E)

 

age.

 

 

 

61)
 

The guarantee by the employer to pay specified compensation and benefits in the case of termination due to downsizing or restructuring is known as:
 

61)
 

______

 

  1. A)

 

a guaranteed annual wage.

 

  1. B)

 

wage protection insurance.

 

  1. C)

 

a golden parachute clause.

 

  1. D)

 

a severance package.

 

  1. E)

 

supplemental unemployment benefits.

 

 

 

62)
 

Survivor sickness is:
 

62)
 

______

 

  1. A)

 

a sickness found among whitecollar workers.

 

  1. B)

 

a range of emotions that can include feelings of betrayal or violation, guilt, and detachment.

 

  1. C)

 

a sickness found among production workers.

 

  1. D)

 

a physical illness caused by a toxic building.

 

  1. E)

 

an illness causing errors in work and reduced performance.

 

 

 

63)
 

Outplacement is:
 

63)
 

______

 

  1. A)

 

a service within a company facilitated by HR professionals.

 

  1. B)

 

a service within a company that provides resume-writing and interview-skill workshops.

 

  1. C)

 

a service offered by an outside agency that provides job opportunities.

 

  1. D)

 

a service offered by an outside agency that can assist terminated employees in finding employment elsewhere.

 

  1. E)

 

a service offered by an outside agency that is provided to executives only.

 

 

 

64)
 

A major Canadian automaker has laid off 20% of its workforce over the course of 2 years. You are the HR professional responsible for surveying the employees remaining with the company to determine their level of engagement and job satisfaction. The survey responses indicate that many employees are experiencing feelings of guilt and detachment. What these employees are likely experiencing is known as:
 

64)
 

______

 

  1. A)

 

a negative work ethic.

 

  1. B)

 

employee apathy.

 

  1. C)

 

reality shock.

 

  1. D)

 

survivor sickness.

 

  1. E)

 

survivor-guilt syndrome.

 

 

 

65)
 

The initial response to a labour shortage is often:
 

65)
 

______

 

  1. A)

 

transfer.

 

  1. B)

 

promotion.

 

  1. C)

 

layoffs.

 

  1. D)

 

retraining.

 

  1. E)

 

scheduling overtime.

 

 

 

66)
 

To deal with a labour shortage, firms often use all of the following strategies EXCEPT:
 

66)
 

______

 

  1. A)

 

scheduling overtime.

 

  1. B)

 

subcontracting work.

 

  1. C)

 

offering generous early retirement and buyout packages.

 

  1. D)

 

recruiting.

 

  1. E)

 

transferring and promoting employees.

 

 

 

67)
 

Advantages associated with a transfer include:
 

67)
 

______

 

  1. A)

 

the fact that skills and perspectives may be broadened.

 

  1. B)

 

an increase in task significance.

 

  1. C)

 

the fact that new challenges are the inevitable result.

 

  1. D)

 

a pay increase for the employee involved.

 

  1. E)

 

more employee autonomy.

 

 

 

68)
 

Which of the following statements about merit-based promotions is true?
 

68)
 

______

 

  1. A)

 

Unions often prefer that merit be the deciding factor.

 

  1. B)

 

Using seniority, the employee who is promoted is always the most competent.

 

  1. C)

 

When promotions are based on seniority, objectivity is a problem.

 

  1. D)

 

A promotion is sometimes based on an assessment of future potential.

 

  1. E)

 

Promotions involve the movement of an employee from one job to another that is the same level in responsibility.

 

 

 

69)
 

Canada faces a long-term labour shortage. Many employers are seeking strategies to increase the workforce participation of:
 

69)
 

______

 

  1. A)

 

people with disabilities.

 

  1. B)

 

aboriginal peoples.

 

  1. C)

 

visible minorities.

 

  1. D)

 

women.

 

  1. E)

 

older workers.

 

 

 

70)
 

Many employers are seeking strategies to set aside stereotypes and prejudice that older workers:
 

70)
 

______

 

  1. A)

 

are difficult to work with.

 

  1. B)

 

do not want to try new things.

 

  1. C)

 

are less productive.

 

  1. D)

 

are resistant to change.

 

  1. E)

 

all of the above.

 

 

 

71)
 

Although flexible work arrangements have traditionally been associated with improving work/life balance, they are increasingly seen as part of a ________.
 

71)
 

______

 

  1. A)

 

telecommuting plan

 

  1. B)

 

flextime plan

 

  1. C)

 

compressed workweek

 

  1. D)

 

business strategy

 

  1. E)

 

departments overhead

 

 

 

72)
 

You have just been hired as the Director of Human Resources at Greenlight Inc., a mid sized Canadian furniture manufacturer. You are considering implementing compressed workweeks. The following would be a potential advantage of implementing this at Greenlight:
 

72)
 

______

 

  1. A)

 

decreased willingness of workers to work some evenings/weekends.

 

  1. B)

 

reduction in paid overtime.

 

  1. C)

 

improved efficiency and reduction in absenteeism.

 

  1. D)

 

improved efficiency, reduction in absenteeism, and reduction in paid overtime.

 

  1. E)

 

reduction in absenteeism.

 

 

 

73)
 

Other employers are switching to a plan that they call flexyear. Flexyear is when:
 

73)
 

______

 

  1. A)

 

two or more employees can share a single full-time job.

 

  1. B)

 

employees work four ten-hour days instead of the more usual five eight-hour days.

 

  1. C)

 

employees flexible workdays are built around a core of midday hours.

 

  1. D)

 

employees can choose the number of hours that they want to work each month over the next year.

 

  1. E)

 

employees work from home.

 

 

 

TRUE/FALSE.  Write T if the statement is true and F if the statement is false.


74)
 

HRP is a process of reviewing human resources requirements to ensure that an organization has the required number of employees, with the necessary skills, to meet its goals.
 

74)
 

______

 

 

 

75)
 

Starting in 2011, labour force growth in Canada will be entirely dependent on new immigrants.
 

75)
 

______

 

 

 

76)
 

Human Resources Planning is a reactive process which both anticipates and influences an organizations future.
 

76)
 

______

 

 

 

77)
 

Trend analysis is valuable as an initial estimate of HR demand only.
 

77)
 

______

 

 

 

78)
 

Ratio analysis involves making forecasts based on the ratio between two causal factors.
 

78)
 

______

 

 

 

79)
 

Regression analysis determines the line of best fit.
 

79)
 

______

 

 

 

80)
 

Exchanging ideas without face-to-face interaction is a characteristic of the nominal group forecasting technique.
 

80)
 

______

 

 

 

81)
 

Managerial judgment is central to qualitative forecasting, but plays only a small role in quantitative forecasting techniques.
 

81)
 

______

 

 

 

82)
 

External supply is one source of human resources supply.
 

82)
 

______

 

 

 

83)
 

Short-term and long-range HR demand forecasts only provide half of the staffing equation by answering the question How many employees will we need?
 

83)
 

______

 

 

 

84)
 

A Markov analysis can be used to forecast internal labour supply.
 

84)
 

______

 

 

 

85)
 

Failure to update skills and management inventories can lead to present employees being overlooked for job openings.
 

85)
 

______

 

 

 

86)
 

To project the supply of outside candidates, employers assess general economic conditions.
 

86)
 

______

 

 

 

87)
 

The first step to project the supply of outside candidates is to forecast local market conditions.
 

87)
 

______

 

 

 

88)
 

Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool.
 

88)
 

______

 

 

 

89)
 

Forecasts for various occupations are available from a number of sources, but these sources are not very helpful for determining whether any projected imbalances will be self-correcting or whether they will require specific intervention on the part of governments and/or private-sector organizations.
 

89)
 

______

 

 

 

90)
 

Specific strategies must be formulated to balance supply and demand considerations.
 

90)
 

______

 

 

 

91)
 

A labour surplus exists when the internal supply of employees exceeds the organizations demand. Most employers respond initially by terminating employment.
 

91)
 

______

 

 

 

92)
 

A strategy used to deal with an employee surplus is the promotion of employees.
 

92)
 

______

 

 

 

93)
 

One of the most innovative ways to manage the coming labour shortage is through the use of flexible work arrangements.
 

93)
 

______

 

 

 

94)
 

Flextime is a plan whereby employees flexible workdays are built around a core of midday hours.
 

94)
 

______

 

 

 

ESSAY.  Write your answer in the space provided or on a separate sheet of paper.


95)
 

Explain the importance of Human Resources Planning (HRP).

 

 

 

96)
 

Explain the relationship between human resources planning and strategic planning.

 

 

 

97)
 

What are the factors that should be considered when forecasting the number and type of people needed to meet the organizations objectives?

 

 

 

98)
 

Differentiate between trend analysis, ratio analysis, and regression analysis.

 

 

 

99)
 

You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., a Canadian credit union. You will be implementing the nominal group technique for forecasting human resources needs. Cite and explain the steps you will follow.

 

 

 

100)
 

You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., a Canadian credit union. You will be implementing the nominal group technique for forecasting human resources needs. What should you be aware of regarding the advantages and disadvantages of this technique?

 

 

 

101)
 

Explain what the Delphi Technique is, and what steps are involved in this process.

 

 

 

102)
 

Explain the advantages and disadvantages of the Delphi Technique.

 

 

 

103)
 

You are the HR professional responsible for Human Resources Planning (HRP) at a major Canadian insurance provider, Bonnvue Inc. Environmental scanning is a critical component of HRP. Which environmental factors would you monitor as part of your responsibility for HRP?

 

 

 

104)
 

Briefly describe the tools and techniques used to forecast the supply of internal candidates.

 

 

 

105)
 

You are the V.P. Human Resources at a major Canadian automaker which has been significantly impacted by the recent recession. Briefly describe the major strategies available to you to deal with the labour surplus at the firm.

 

 

 

1)
 

C

 

2)
 

D

 

3)
 

D

 

4)
 

B

 

5)
 

B

 

6)
 

C

 

7)
 

D

 

8)
 

A

 

9)
 

B

 

10)
 

E

 

11)
 

E

 

12)
 

A

 

13)
 

A

 

14)
 

C

 

15)
 

A

 

16)
 

D

 

17)
 

A

 

18)
 

E

 

19)
 

C

 

20)
 

B

 

21)
 

B

 

22)
 

E

 

23)
 

B

 

24)
 

C

 

25)
 

E

 

26)
 

A

 

27)
 

C

 

28)
 

B

 

29)
 

E

 

30)
 

E

 

31)
 

A

 

32)
 

C

 

33)
 

A

 

34)
 

B

 

35)
 

E

 

36)
 

E

 

37)
 

C

 

38)
 

C

 

39)
 

C

 

40)
 

C

 

41)
 

A

 

42)
 

A

 

43)
 

E

 

44)
 

D

 

45)
 

C

 

46)
 

E

 

47)
 

B

 

48)
 

C

 

49)
 

B

 

50)
 

C

 

51)
 

E

 

52)
 

E

 

53)
 

E

 

54)
 

E

 

55)
 

C

 

56)
 

D

 

57)
 

B

 

58)
 

C

 

59)
 

B

 

60)
 

A

 

61)
 

C

 

62)
 

B

 

63)
 

D

 

64)
 

D

 

65)
 

E

 

66)
 

C

 

67)
 

A

 

68)
 

D

 

69)
 

E

 

70)
 

E

 

71)
 

D

 

72)
 

D

 

73)
 

D

 

74)
 

TRUE

 

75)
 

TRUE

 

76)
 

FALSE

 

77)
 

TRUE

 

78)
 

FALSE

 

79)
 

TRUE

 

80)
 

FALSE

 

81)
 

FALSE

 

82)
 

TRUE

 

83)
 

TRUE

 

84)
 

TRUE

 

85)
 

TRUE

 

86)
 

TRUE

 

87)
 

FALSE

 

88)
 

TRUE

 

89)
 

FALSE

 

90)
 

TRUE

 

91)
 

FALSE

 

92)
 

FALSE

 

93)
 

TRUE

 

94)
 

TRUE

 

95)
 

HRP provides a framework for the coordination and integration of HRM policies and practices related to staffing and development activities, since they affect the requirements for and supply of human resources. Effective HRP helps a firm to:

achieve its goals and objectives

plan and coordinate recruitment, selection, training, career planning, and other staffing and development activities more effectively

achieve economies in hiring new workers

make major labour market demands more successfully

anticipate and avoid shortages and surpluses of human resources

control and/or reduce labour costs

utilize employees capabilities more effectively, thereby increasing performance and productivity, and reducing dissatisfaction and turnover

establish employment equity goals and timetables that are realistic and attainable

 

96)
 

Strategic plans are developed and implemented by people in the organization. Determining whether or not the skills required will be available is a critical element of the strategic planning process. Although production, financial and marketing plans have been recognized as important considerations in the strategic planning process, HR plans are also seen today as another essential component. It is becoming clear that HRP and strategic planning become effective when a reciprocal and interdependent relationship exists between them.

 

97)
 

the demand for the organizations product or s

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