Strategic Human Resource Planning
Exam Materials
Course Introduction
Strategic Human Resource Planning focuses on aligning human resource management strategies with the overall goals and objectives of an organization. This course covers key concepts and techniques for forecasting workforce needs, analyzing labor markets, and developing long-term plans to attract, develop, and retain talent. Students will learn about talent management, succession planning, and the integration of HR planning with business strategy, as well as the impact of technological, economic, and global trends. Case studies and practical exercises will enable learners to apply planning tools, assess organizational readiness, and develop effective HR strategies in dynamic business environments.
Recommended Textbook
Strategic Staffing 3rd Edition by Jean M.
Phillips
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13 Chapters
653 Verified Questions
653 Flashcards
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Chapter 1: Strategic Staffing
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49 Verified Questions
49 Flashcards
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Sample Questions
Q1) 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
Q2) Attracting sufficient numbers of appropriately qualified applicants is an example of a staffing outcome goal.
A)True
B)False Answer: False
Q3) Deployment involves assigning talent to appropriate jobs and roles in the organization.
A)True
B)False Answer: True
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Chapter 2: Business and Staffing Strategies
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51 Verified Questions
51 Flashcards
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Sample Questions
Q1) A company that lets each of its business units staff in whatever way they choose and house their own staffing function,is an example of ________.
A)delegation
B)strategic staffing
C)centralized staffing
D)decentralized staffing
Answer: D
Q2) Hiring people who are entrepreneurial,creative,and have a high tolerance for ambiguity would support a ________ competitive advantage.
A)product leadership
B)operational excellence
C)customer intimacy
D)training and development
Answer: A
Q3) Most companies can replicate a competitor's capabilities by imitating the competitor's staffing practices.
A)True
B)False
Answer: False
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Page 4
Chapter 3: The Legal Context
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Sample Questions
Q1) Which of the following is true for affirmative action plans?
A)An affirmative action plan should not be remedial in nature.
B)An affirmative action plan should exclude all non-minorities.
C)An affirmative action plan should be temporary.
D)An affirmative action plan does not need to be formalized.
Answer: C
Q2) Which of the following is true of a "closed shop"?
A)Employers encourage unions to form.
B)Employees need not remain union members after they are hired.
C)Only union workers are employed.
D)Employees must give up union membership once employed.
Answer: C
Q3) Comparing the percentage of men,women,or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of a ________.
A)bona fide occupational qualification
B)concentration statistic
C)flow statistic
D)stock statistic
Answer: D
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) 21_____are the knowledge,skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.
A)Competencies
B)Skills
C)Specifications
D)Tasks
Q2) The first step in conducting a job analysis is to ________.
A)get the support of top management
B)communicate the purpose of the job analysis to the job experts
C)collect critical incidents
D)write the job description and person specification
Q3) The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.
A)True
B)False
Q4) Define "job description" and "person specification" and describe how they are used.
Q5) What is a job rewards analysis and how is it used in staffing?
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) Early retirement programs are a common way of dealing with temporary employee surpluses.
A)True
B)False
Q2) Which of the following visually shows each of the possible successors for a job and summarizes their strengths,present performance,promotion readiness,and development needs?
A)scatter diagrams
B)perceptual maps
C)talent inventories
D)replacement charts
Q3) Which of the following events suggests that a home improvement store such as Home Depot or Lowe's will need fewer workers in the next 1-3 years?
A)increased housing purchases
B)a decrease in consumer disposable income
C)an increase in consumer spending
D)falling interest rates
Q4) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
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Chapter 6: Sourcing: Identifying Recruits
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51 Flashcards
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Sample Questions
Q1) What is global sourcing? Explain in brief the primary challenge of global sourcing.
Q2) SteelMakers Inc.(SMI)is in urgent need of senior sales executives.Sales have declined in the last three quarters while the market share of their leading competitor,Steelworld,has steadily increased.SMI has realized that they are losing out not because of inferior products,but because they have not been able to pitch their products as well as Steelworld.After careful observation of the sales efforts of the latter,the SMI management has decided to offer extremely lucrative,hard to refuse,deals to one or two selected members of Steelworld's sales team.Which of the following modes of sourcing is SMI using in this case?
A)ambushing
B)employee referrals
C)poaching
D)pull-up hire
Q3) Publicizing open jobs to employees is known as ________.
A)employee development
B)succession planning
C)external job posting
D)internal job posting
Q4) What is meant by employee profiling in sourcing?
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Chapter 7: Recruiting
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Sample Questions
Q1) 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
Q2) How can an organization with a positive employer branding image increase the quality of its applicant pools?
A)by reducing recruitment flaws through training
B)by following a targeted recruiting effort
C)by using external agencies to recruit for them
D)by following unconventional methods to recruit
Q3) Which of the following seems to be most important with regard to recruiter demographics?
A)The recruiter should be of the opposite sex as the recruit.
B)The recruiter should be the same ethnicity as the recruit.
C)The recruiter should be at the same job level as the position being recruited for.
D)The recruiter needs to be able to relate to a recruit's value system and drive.
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Chapter 8: Measurement
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Sample Questions
Q1) The median describes the arithmetic average of the scores in a distribution.
A)True
B)False
Q2) Years of experience,salary in dollars,and weight are examples of what type of measure?
A)nominal
B)ordinal
C)interval
D)ratio
Q3) False positives occur when a weak applicant is erroneously classified as being a good hire.
A)True
B)False
Q4) 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
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) Unless a business is involved in national defense or security,background checks must be relevant to the nature of the job and job requirements.
A)True
B)False
Q2) When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?
A)true positive
B)true negative
C)false positive
D)false negative
Q3) When a restaurant hires a server who has similar competencies to the existing servers,this is an example of ________.
A)person-organization fit
B)supplementary fit
C)complementary fit
D)person-supervisor fit
Q4) What are the different types of fit and when would each be most important to assess?
Q5) Compare and contrast structured and unstructured interviews.
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Chapter 10: Assessing Internal Candidates
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50 Flashcards
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Sample Questions
Q1) Assigning a new employee to regularly meet with a more senior,more experienced employee to further the career development of both employees is ________.
A)job sharing
B)transferring
C)mentoring
D)training
Q2) 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
Q3) Which of the following raters is often the most controversial feature of a multisource assessment?
A)internal customers
B)external customers
C)peers
D)subordinates
Q4) Why should succession management be integrated with career development?
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) What is an employment contract? Describe three things an employment contract must contain to be legally binding.
Q2) The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments.
A)True
B)False
Q3) Which of the following is true once a formal written job offer has been presented?
A)No personal contact is made with the finalist.
B)Negotiations are permitted at this stage.
C)Finalist cannot reject the offer presented.
D)Ideal strategy to entice undecided finalists into accepting.
Q4) When a finalist does not get a job offer,they are likely to perceive ________.
A)low procedural fairness
B)low distributive fairness
C)low interactional fairness
D)high interactional fairness
Q5) List and describe four factors that influence the content of a job offer.
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13
Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Holding managers accountable for turnover of the employees under them is an effective retention strategy because ________.
A)managers become stressed about being laid-off
B)managers know which employees to retain
C)employees have most grievances about their supervisors
D)employees cannot complain about miscommunication
Q2) Orientation provides employees with the knowledge and skills they need to do their jobs.
A)True
B)False
Q3) When a poor performer leaves,functional turnover has occurred.
A)True
B)False
Q4) Which of the following is true about downsizing?
A)It works best when done regularly.
B)It is never constrained by a collective bargaining agreement.
C)It enhances employees' perceptions of fairness.
D)It can improve shareholders' return.
Q5) List and describe the six types of turnover.
Q6) How is orientation different from socialization?
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) Which of the following is true about Six Sigma?
A)It has limited applicability outside manufacturing industries.
B)It focuses merely on identifying the sources of error,not removing them.
C)It aims to reduce defects to near zero.
D)It does not attempt to control the variables that influence the measurement of activities.
Q2) The choice of criteria in a balanced scorecard should be based on the company's strategy and goals,not on the challenges the company anticipates.
A)True
B)False
Q3) Through technology,the recruitment process identifies bottlenecks or possible bias and can correct it quickly.
A)True
B)False
Q4) The balanced scorecard includes strategic,operational,financial,and customer-related goals.
A)True
B)False
Q5) Describe a balanced staffing scorecard and how it is used.
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