Strategic Human Resource Planning
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Course Introduction
Strategic Human Resource Planning explores the methods and processes organizations use to align their human resource management with overall business objectives. The course covers techniques for forecasting workforce needs, analyzing skills gaps, and developing strategies to attract, develop, and retain talent. Emphasis is placed on workforce analytics, succession planning, and the impact of changing labor markets and organizational change on HR planning. Students will learn to create comprehensive HR plans that support long-term organizational growth, enhance employee effectiveness, and foster competitive advantage.
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Strategic Staffing 3rd Edition by Jean M. Phillips
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Page 2
Chapter 1: Strategic Staffing
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Q1) Forecasting the skills an organization will need in the future is an example of employer branding.
A)True
B)False
Answer: False
Q2) Greg's Bakery chain is planning to diversify into producing and selling candy.It has opened a new factory to support this plan,and the factory is ready to be staffed.The top management at Greg's has decided to offer the best salaries in the industry to its latest employee additions.In this situation,which of the following staffing goals should Greg's follow?
A)hiring a large number of employees
B)hiring the best qualified employees
C)hiring high-salaried employees
D)providing an extensive training period
Answer: B
Q3) The increased financial return on staffing investment is an example of a process goal.
A)True
B)False Answer: False
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Chapter 2: Business and Staffing Strategies
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Q1) Most companies can replicate a competitor's capabilities by imitating the competitor's staffing practices.
A)True
B)False
Answer: False
Q2) Acquiring,developing,and retaining the right talent helps businesses create the organizational capability and intellectual capital driving their strategy execution.
A)True
B)False
Answer: True
Q3) Which of the following,if true,would require a company to respectfully and honestly explain the hiring process to all applicants?
A)The company is committed to practicing ethical behavior.
B)The company views employees as investors.
C)The company is solely interested in profit-making.
D)The company views employees as assets.
Answer: A
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Chapter 3: The Legal Context
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Q1) It is legal to compare an applicant's scores only to members of his or her own racial subgroup and set separate passing or cutoff scores for each subgroup.
A)True
B)False
Answer: False
Q2) Someone who provides their services to a firm as an independent contractor is considered an employee of that firm.
A)True
B)False
Answer: False
Q3) Employers are not liable for the behavior of their employees during the time of their employment.
A)True
B)False
Answer: False
Q4) Contingent workers are part of a company's core workforce.
A)True
B)False
Answer: False
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) Desirable criteria are those that may enhance the new hire's job performance,but are not essential to adequate job performance.
A)True
B)False
Q2) ________ helps a company tailor its recruiting message to appeal to the needs,values,and motivations of targeted potential applicants.
A)A task inventory
B)Competency analysis
C)Job rewards analysis
D)Job elements analysis
Q3) The same job analysis techniques can be used effectively for staffing,compensation,and training purposes.
A)True
B)False
Q4) In staffing,O*NET is used for ________.
A)background job analysis information
B)legal research
C)job rewards analyses
D)identifying a firm's best business strategy
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Chapter 5: Forecasting and Planning
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Q1) Which term refers to the proportion of applicants moving from one stage of the hiring process to the next?
A)staffing yields
B)hiring yields
C)attrition
D)retention
Q2) Forecasting is not an exact science,and it is rare for a forecast to be exactly right.Given this uncertainty,it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.
A)True
B)False
Q3) Which of the following,if true,would require a company to make adjustments to its historical employee-productivity ratios?
A)The company is able to recruit more easily because of higher unemployment in the market.
B)The company's cost of borrowing is going down.
C)The company is expecting higher volumes of work in the next two years.
D)The company is adopting a more efficient manufacturing system.
Q4) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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Q1) A persistent problem that prevents most firms from hiring people with disabilities is the lack of affordable technologies that could enable firms to accommodate them at a low cost.
A)True
B)False
Q2) Angstrom is a company that produces electronic goods.In the past,Angstrom used newspaper advertisements as the only method to recruit engineers.Recently it used college hiring,career sites,and employee referrals in addition to its usual method.Which of the following would be the most likely result of this?
A)The company will spend less on recruitment.
B)The heterogeneity of the workforce will increase.
C)The effectiveness of newspaper adverts will decrease.
D)The turnover rate of employees will decrease.
Q3) What is employee profiling? How can it be used to create a sourcing plan?
Q4) Sourcing nontraditional applicant pools often requires more creative sourcing activities than does sourcing traditional applicant pools.
A)True
B)False
Q5) What is meant by employee profiling in sourcing?
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Chapter 7: Recruiting
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Q1) When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills ________.
A)distributive fairness is low
B)procedural fairness is low
C)interactional fairness is low
D)interactional fairness is high
Q2) The extent to which recruiters influence job seekers depends on the degree to which recruiters ________.
A)are transparent in the recruitment process and provide feedback
B)share similar demographic characteristics with the applicant
C)share educational backgrounds with the applicants
D)are seen as reliable signals of what it would be like to work for the company
Q3) Frontline recruiters make very few applicant screening decisions.
A)True
B)False
Q4) Realistic job previews can help counter inaccurate employer images.
A)True
B)False
Q5) What is an organization's employer image and why is it relevant to staffing?
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Chapter 8: Measurement
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Q1) If all the candidates who score high on a skills test go on to have high job performance,the skills test has high criterion-related validity.
A)True
B)False
Q2) A normal distribution curve can represent measures of height,weight,math ability and typing skills.
A)True
B)False
Q3) If the correlation coefficient for the relationship between a job sample test and job performance is -0.7 and significant,then the employer should ________.
A)not hire people who pass the test
B)hire people who score high on the job sample test
C)hire people who score low on the job sample test
D)rerun the analyses because a coefficient of -0.7 is impossible
Q4) Why is standardization crucial for effective measurement? What are the properties of a standardized measure?
Q5) What is the difference between predictive and criterion data and how is each used?
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Chapter 9: Assessing External Candidates
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Q1) How does a biodata differ from a résumé and cover letter?
Q2) An HR manager asked every candidate during an interview to describe a situation in the past in which they had to display their leadership abilities even though they were not a formal leader,discuss what they did,and describe the result.This is an example of which external assessment method?
A)situational judgment test
B)interview
C)unstructured interview
D)behavioral interview
Q3) Which of the following is true of person-organization fit?
A)It is not related to the intent to stay with the company.
B)It is the same as person-job fit.
C)It is positively related to job satisfaction.
D)It is unrelated to organizational commitment.
Q4) What are the different types of fit and when would each be most important to assess?
Q5) Well- designed assessment tools in hiring can affect the revenue and bottom line of a company.
A)True
B)False
Page 11
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Chapter 10: Assessing Internal Candidates
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Q1) The ongoing process of systematically identifying,assessing and developing organizational leadership to enhance performance is ________.
A)development training
B)replacement planning
C)succession management
D)business planning
Q2) Skills inventories are databases of the skills,competencies,and other relevant characteristics of each employee.
A)True
B)False
Q3) What is the nine box matrix and how is it best used?
Q4) A firm's internal assessment goals tend to be the same as its external assessment goals.
A)True
B)False
Q5) Due to union contracts or company policies,some organizations promote employees because of seniority.
A)True
B)False
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Chapter 11: Choosing and Hiring Candidates
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Q1) A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________.
A)criterion score
B)contingent score
C)band score
D)cut score
Q2) Rejecting a candidate severely at the end of a long hiring process results in ________.
A)reneging
B)negative spillover effects
C)competitive disadvantage
D)restrictive covenants
Q3) What is reneging and what should an organization do when it has to renege on a job offer?
Q4) Hiring managers make the final hiring decisions.
A)True
B)False
Q5) What is an employment contract? Describe three things an employment contract must contain to be legally binding.
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Chapter 12: Managing Workforce Flow
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Q1) Working from 6 a.m.to 2 p.m.is an example of ________.
A)job sharing
B)flextime
C)telecommuting
D)homesourcing
Q2) Companies generally try to minimize turnover that is ________.
A)unavoidable,voluntary,and functional
B)voluntary and functional
C)voluntary,dysfunctional,and avoidable
D)dysfunctional and involuntary
Q3) Stock options that vest in the future create a mobility barrier for the employee receiving them.
A)True
B)False
Q4) When a poor performer leaves,functional turnover has occurred.
A)True
B)False
Q5) What is downsizing and how is it best done? List and describe four ways of choosing who gets targeted during a downsizing.
Q6) List and describe the six types of turnover.
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Q1) Key performance indicators are the outcomes against which the effectiveness of the staffing system is evaluated.
A)True
B)False
Q2) ________ is a direct cost of staffing.
A)Lost market share
B)Lower productivity
C)Lost business opportunities
D)Lower competition
Q3) Digital staffing dashboards lack scalability and hence are not suitable for smalland medium-sized companies.
A)True
B)False
Q4) The average time to start is a short-term staffing metric.
A)True
B)False
Q5) What role does a company's Web site play in terms of staffing? How should companies design their Web sites to make them more appealing and user friendly to prospective employees?
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