Strategic Human Resource Planning
Exam Review
Course Introduction
Strategic Human Resource Planning explores the processes and techniques involved in aligning human resource functions with an organization's long-term goals and objectives. This course covers workforce forecasting, job analysis, talent management, succession planning, and the development of policies and practices to ensure the effective use and deployment of human resources. Students will examine how external factors, such as labor market trends and legal considerations, influence HR planning, and will develop skills to design and implement strategic HR plans that foster organizational success in dynamic business environments.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) In order for senior managers to determine who the company's customers are,where they are located,and what product or service characteristics the customers value,the managers must develop a statement of the fundamental benefits of the products or services being offered in the marketplace.What is this statement known as?
A) value proposition
B) vision statement
C) value statement
D) vision proposition
Answer: A
Q2) The decision to merge with another company is an example of a growth strategy.
A)True
B)False
Answer: True
Q3) Strategic intent is an intangible corporate goal.
A)True
B)False
Answer: False
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Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) The HR senior manager team moves from insider status to outsider status with strategic HRM.
A)True
B)False
Answer: False
Q2) In order to retain valuable employees,Google gave all its employees a 20 percent raise in 2010.
A)True
B)False
Answer: False
Q3) There is a negative relationship between the amount of money spent on training employees and the perceived value of human capital.
A)True
B)False
Answer: False
Q4) Google established a human analytics function to study its human capital.
A)True
B)False
Answer: False
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Chapter 3: Environmental Influences on HRM
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Sample Questions
Q1) Which of the following is NOT a factor in determining the number of people available for work?
A) percentage of women in the workforce
B) unemployment rate
C) geographic migration
D) graduation rates from educational institutions
Answer: A
Q2) A company wants to change its strategy to include "high tech" services.The HR manager then discovers that there is a shortage of technologically trained people and informs the CEO that the company may have to abandon its new strategy.What is the major environmental factor that has affected the company's strategy implementation?
A) technology
B) labour force
C) globalization
D) legislation
Answer: B
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Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) Which of the following is NOT a source of external HR supply for an organization?
A) current staff
B) competitors' employees
C) unemployed persons
D) university students
Q2) Forecasting activity for HR planning can be subdivided into two categories: transaction-based and event-based.
A)True
B)False
Q3) Which of the following is NOT a reason that an organization will use external labour?
A) External candidates can introduce competitive insights and new operational techniques.
B) The organization wants to expand its operations through increased labour efficiency.
C) External candidates may be less expensive to hire relative to collective agreements.
D) The organization wants to shake up the organization with external candidates.
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) What is envelope/scenario forecasting? Describe some of its features.
Q2) The last stage in the nominal group technique is a secret vote that determines the highest ranking for the group's HR demand solution.
A)True
B)False
Q3) The first step in the nominal group technique is to select the experts.
A)True
B)False
Q4) Analyze Case Incident: "Canadian Engineering Shortages." Using the information you know about forecasting HR demand,what advice would you offer to Engineers Canada to address the replacement demand for engineers over the next decade
Q5) How do the experts finally agree on a solution in the nominal group technique?
A) by defending their perspectives
B) by voting for the best estimate
C) by lobbying the other group members
D) by ranking the solutions with a secret vote
Q6) In the simple regression prediction model,X represents the independent variable.
A)True
B)False
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) What is another name for the vacancy model?
A) renewal
B) probabilistic
C) stochastic
D) readiness
Q2) Which of the following is a HR supply forecasting technique that contains variables that have a linear relationship?
A) index/trend analysis
B) Markov analysis
C) vacancy model
D) linear programming
Q3) If the organization's goal is to monitor and control absenteeism and employee turnover,what is another term for this HR strategy called?
A) attrition
B) succession
C) absenteeism
D) retention
Q4) What is succession planning,and what are three of its benefits to organizations?
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Page 8
Chapter 7: Succession Management
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Sample Questions
Q1) What is the difference between succession management and replacement planning?
Q2) Which of the following is NOT a typical lag measure used in succession management?
A) decreased number of bosses as talent developers
B) increased ratio of internal to external hires in key positions
C) increased average number of candidates for key positions
D) decreased average number of positions with no successors
Q3) Which of the following is a risk that would be managed by HR professionals when considering succession management?
A) talent pool risk
B) leadership risk
C) potential risk
D) readiness risk
Q4) If a job requires proficiency in Facebook,what is this proficiency called?
A) a competency
B) an attribute
C) a skill
D) an ability
Q5) Describe how replacement planning has evolved into succession management.
Q6) What are the five steps in the succession management process?
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) HRIS represents "human resources intelligence system."
A)True
B)False
Q2) An organization's training and development specialists want to ensure that learning contents are distributed in digital format via computers over its network.What is this service delivery model called?
A) enterprise portals
B) self-service systems
C) business intelligence
D) e-learning
Q3) A scripted demo demonstrates to vendors what the company needs.
A)True
B)False
Q4) Which of the following applications receive the lowest levels of IT support?
A) employee self-assessments
B) organizational charts
C) job postings
D) tracking labour costs
Q5) Identify five of the most significant ways that IT is supporting HR functions in today's workplace.
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Chapter 9: Change Management New
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Sample Questions
Q1) When managers and employees examine the assumptions they have used to arrive at a point of view,they are using mental model learning that enables them to bypass the assumptions that may be locking them into a particular frame of mind.
A)True
B)False
Q2) Force-field analysis is a framework for analyzing a problem that seeks to identify all the relevant factors and stakeholders that are acting to either sustain the current state or to move away from the current state.
A)True
B)False
Q3) Personal mastery learning is an attempt to solve a problem using a single strategy. A)True
B)False
Q4) An open system receives inputs from its internal environment and the external subsystems that interact with one another.
A)True
B)False
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11
Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) One issue that has received little attention is the effect of downsizing on the organization's reputation for corporate social responsibility.
A)True
B)False
Q2) How do you define job insecurity?
A) expectations about continuity and life employment
B) overall concern about the future existence of a job
C) inability to predict future employment
D) understanding of negative implications of job analysis
Q3) Which of the following is a medium-term alternative to downsizing?
A) exit incentives
B) hiring freeze
C) mandatory vacation
D) reduced overtime
Q4) There are three types of restructuring: portfolio,human capital,and organizational.
A)True
B)False
Q5) What are four of the reasons that organizations downsize?
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) In 2010,which country had the highest unionization rate in the world?
A) Canada
B) Germany
C) Finland
D) Sweden
Q2) Which dimension of cross-cultural competencies refers to the ability to substitute sources of reinforcement when necessary and deal with alienation and isolation?
A) relationship competencies
B) self-maintenance competencies
C) perceptual competencies
D) stress management competencies
Q3) What type of strategy results in the standardization around the world of an organization's products and services in order to gain efficiency?
A) multidomestic
B) domestic
C) global
D) multinational
Q4) What are three of the key challenges facing strategic international HRM?
Q5) Identify and briefly explain the three different approaches to SIHRM.
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) What is it called when one company seeks to acquire another company?
A) consolidation
B) conglomerate
C) vertical merger
D) takeover
Q2) Mergers and acquisitions can be classified as corporate restructuring strategies.
A)True
B)False
Q3) What are three motives for a company to decide to merge?
A) financial benefits,management needs,and increased resources
B) strategic benefits,management needs,and increased resources
C) strategic benefits,financial benefits,and management needs
D) CEO desires,cost savings,and resource benefits
Q4) Culture can be likened to the social glue that binds individuals together in an organization.
A)True
B)False
Q5) What is a merger? Identify and describe three different types of mergers.
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Chapter 13: Outsourcing
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Sample Questions
Q1) For an organization,the major information security risk is the loss of personnel information.
A)True
B)False
Q2) What percentage of HR professionals resist outsourcing because they worry about losing their jobs?
A) one-tenth
B) one-quarter
C) one-third
D) one-half
Q3) Outsourcing is a special organizational function that does not require a cost-benefit analysis.
A)True
B)False
Q4) Recruiting is an HR function that is most likely to be outsourced.
A)True
B)False
Q5) A competency is a combination of technology,management,and collective learning. A)True
B)False
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) What is a typical way of measuring HR activities?
A) efficiency measures
B) activity-based measures
C) productivity measures
D) health measures
Q2) What are two of the main employee attitudes that are measured in HRM effectiveness surveys?
A) initiative and satisfaction
B) satisfaction and collaboration
C) empowerment and commitment
D) engagement and motivation
Q3) Benchmarking enhances organizational performance by establishing standards against which processes,products,and performance can be compared and improved.
A)True
B)False
Q4) Most organizations do undertake the evaluation of HRM effectiveness because the problems of measurement are difficult to resolve.
A)True
B)False
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