Workforce Planning and Employment
Final Exam
Course Introduction
Workforce Planning and Employment explores the strategies and processes organizations use to ensure they have the right people, in the right roles, at the right time. This course covers key topics such as analyzing workforce needs, forecasting labor demand and supply, succession planning, talent acquisition, diversity recruitment, and legal considerations in hiring practices. Students will learn how to design effective staffing plans, leverage data for workforce analytics, and align human resource practices with broader organizational goals. Practical examples, case studies, and current challenges in managing workforce dynamics are integral to understanding how businesses can adapt to changing labor markets and maintain a competitive edge.
Recommended Textbook
Human Resource Management Gaining a Competitive Advantage 8th Edition by Raymond A. Noe
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16 Chapters
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Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) A(n)_____ contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions.
A)employer
B)employee
C)psychological
D)job
E)official
Answer: C
Q2) ISO 9000 certification is an integral component of W. Edwards Deming's quality control process.
A)True
B)False
Answer: False
Q3) Regardless of their background, most employees value:
A)the ability to challenge the status quo.
B)simplistic tasks requiring few skills.
C)managerial positions.
D)work that leads to self-fulfillment.
E)comparing compensation with other employees.
Answer: D
Page 3
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Chapter 2: Strategic Human Resource Management
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Sample Questions
Q1) Which of the following is an example of a physical resource that a company uses to compete with other companies?
A)Controlling system
B)Technology
C)Planning system
D)Employee skill
E)Experience of employees
Answer: B
Q2) _____ can be thought of as managing the pattern or plan that integrates an organization's major goals, policies, and action sequences into a cohesive whole.
A)Operational management
B)Transactional management
C)Management by objectives
D)Process mapping
E)Strategic management
Answer: E
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Chapter 3: The Legal Environment: Equal Employment
Opportunity and Safety
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100 Flashcards
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Sample Questions
Q1) Company X conducts a pen-and-paper test to select employees. But, the number of African-American candidates rejected in the test is unusually large in comparison with the number of American candidates rejected in the test. This situation is an example of:
A)reverse discrimination.
B)disparate impact.
C)disparate treatment.
D)reasonable accommodation.
E)sexual harassment.
Answer: B
Q2) _____ occurs when a facially neutral employment practice disproportionately excludes a protected group from employment opportunities.
A)Disparate impact
B)Reasonable accommodation
C)Quid pro quo
D)Internal discrimination
E)Disparate treatment
Answer: A
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Page 5
Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) Within the Job Characteristics Model, the degree to which the job allows an individual to make decisions about the way the work is carried out is called _____.
A)task identity
B)task discretion
C)skill variety
D)autonomy
E)task significance
Q2) Which of the following approaches to job design entails performing time-and-motion studies?
A)Motivational approach
B)Mechanistic approach
C)Biological approach
D)Perceptual-motor approach
E)Traditional approach
Q3) Compare the functional structure to that of the divisional structure on the basis of their respective advantages and disadvantages.
Q4) Discuss the six dimensions covered by the position analysis questionnaire.
Q5) Describe how job analysis information is used in HR activities/functions.
Q6) Name and discuss the nature of the steps in a work-flow analysis.
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) An advantage of employing temporary workers is that it frees the firm from many administrative tasks and financial burdens associated with being the "employer of record."
A)True
B)False
Q2) Which of the following options for reducing an expected labor surplus is a slower option and is low on human suffering?
A)Downsizing
B)Demotions
C)Early retirement
D)Transfers
E)Temporary employees
Q3) Sometimes, organizations advertise just to promote themselves as a good place to work in general. This is called _____.
A)product advertising
B)image advertising
C)informative advertising
D)proactive advertising
E)subliminal advertising
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Page 7
Chapter 6: Selection and Placement
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Sample Questions
Q1) Andrew has an adjusting personality if he is:
A)imaginative and artistically sensitive.
B)talkative and expressive.
C)emotionally stable, secured, and content.
D)curious, imaginative and playful.
E)organized and achievement-oriented.
Q2) Which of the following refers to an individual's ability to sense and read emotions in others?
A)Empathy
B)Social skills
C)Self-motivation
D)Self-regulation
E)Self-awareness
Q3) _____ is defined as the degree to which a measure is free from random error.
A)Reliability
B)Validity
C)Generalizability
D)Utility
E)Dependency
Q4) List the seven classes of physical ability tests.
Page 8
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Chapter 7: Training
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Sample Questions
Q1) _____ costs relate to design of the training program, including costs to buy or create the program.
A)Development
B)Operational
C)Administrative
D)General services
E)Programming
Q2) Which of the following are components found in a typical behavior modeling session?
A)Presentation of the key behaviors, videotape of a model, practice opportunities, and a planning session.
B)Videotape of a model, planning session, one-on-one coaching, and practice opportunities.
C)Presentation of key behaviors, videotape of a model, participation in a case study group, and planning session.
D)Lecture, videotape of a model, on-the-job coaching, and practice opportunities.
E)Virtual classrooms, customer argument demonstrations, and web-based training.
Q3) Describe apprenticeship as a training technique.
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9
Chapter 8: Performance Management
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Sample Questions
Q1) _____ is described as a rater error that occurs when one rates those who are comparable to themselves in the immediate work group higher than those who are not.
A)Contrast
B)Distributional error
C)Halo/horns
D)Leniency
E)Similar to me
Q2) The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.
A)True
B)False
Q3) Which of the following sets of approaches to performance measurement have very similar levels of performance measure criteria?
A)Comparative and attribute
B)Attribute and behavioral
C)Behavioral and comparative
D)Results and quality
E)Attributes and results
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Chapter 9: Employee Development
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Sample Questions
Q1) _____ are advancements into positions with greater challenges, more responsibility, and more authority than in the previous job.
A)Externships
B)Sabbaticals
C)Arbitrations
D)Promotions
E)Transfers
Q2) A career that is based on self-direction with the goal of psychological success in one's work is known as a(n):
A)traditional career.
B)agency shop career.
C)bona fide career.
D)unidirectional career.
E)protean career.
Q3) Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé.
A)True
B)False
Q4) Discuss mentoring and group mentoring.
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Chapter 10: Employee Separation and Retention
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Q1) Gamma & Beta Co. strategically implements many pay-for-performance plans and receives reports on low performers being dissatisfied. The organization does not consider it as an operational problem because this strategy is implemented to create:
A)dissatisfaction among low performers to motivate them to higher levels of performance.
B)voluntary turnover.
C)involuntary turnover.
D)satisfaction among high performers to motivate them to higher levels of performance.
E)initiated turnover.
Q2) With a few exceptions, the relationship between task complexity and job satisfaction is _____.
A)weak and negative
B)strong and diagonal
C)weak and horizontal
D)positive and curvilinear
E)strong and positive
Q3) Ongoing program of employee survey research should be a prominent part of any human resource strategy. Discuss.
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Chapter 11: Pay Structure Decisions
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Sample Questions
Q1) The Davis-Bacon Act covers:
A)all government contractors receiving $10,000 or more in federal funds.
B)executive, professional, administrative, outside sales, and certain "computer employees" occupations that are exempt from FLSA coverage.
C)all private firms in the United States.
D)construction contractors receiving federal money of more than $2000.
E)contractual employees who work beyond 40 hours in a week.
Q2) Actual pay is lagging behind the pay policy when the compa-ratio is:
A)greater than 1.00.
B)less than 1.00.
C)greater than 100.
D)in the range of 1 to 10.
E)equal to 1.00
Q3) Which of the following is true of delayering and banding?
A)They lead to stronger budgetary control.
B)They reduce the opportunity for promotion.
C)They lower labor costs.
D)They rarely permit managers to recognize high performers.
E)They seldom permit the organization to reward employees for learning.
Q4) What is skill-based pay and what are its advantages?
Page 13
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Chapter 12: Recognizing Employee Contributions With Pay
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Q1) Which of the following is a compensation program that would support an organizational culture of cooperation and problem solving?
A)fixed pay
B)merit pay
C)gainsharing
D)incentive pay
E)skill-based pay
Q2) Gainsharing can motivate employees as much as individual plans do because of the:
A)controllable nature of the performance measure and the frequency of payouts.
B)need to change and the strong commitment to organizational improvement.
C)direct relationship with organizational success and organizational goals.
D)relatively simplistic performance targets and large payouts.
E)high levels of employee ownership and organizational performance-based compensation.
Q3) Gainsharing plans encompass more than just a monetary component.
A)True
B)False
Q4) What are individual incentives? How are they different from merit pay?
Q5) Differentiate between outcome-oriented contracts and behavior-based contracts.
Page 14
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Chapter 13: Employee Benefits
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Sample Questions
Q1) Which of the following media would be used in order to provide information on benefits and related changes to remote employees?
A)Meetings
B)Intranet
C)Enrollment packages
D)Teleconference messaging
E)E-mail alerts
Q2) One of the reasons for giving more responsibility to employees for retirement planning and other benefit decisions is to increase their understanding of such benefits.
A)True
B)False
Q3) The major advantage of a flexible spending account is:
A)that dependent care expenses are covered through the same account.
B)the increases in employees' take-home pay.
C)that unused funds revert to the employee.
D)that the account covers unpredictable expenses.
E)that it is regulated by the state tax code.
Q4) Discuss the Financial Accounting Statement (FAS)106 rule.
Q5) Discuss the Social Security Act of 1935.
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Chapter 14: Collective Bargaining and Labor Relations
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Q1) Under a(n)_____, the employer, on behalf of the union, automatically deducts union dues from employees' paychecks.
A)union shop
B)agency shop
C)fair share provision
D)checkoff provision
E)closed shop
Q2) According to John Dunlop, the three participants of the industrial relations system must have a common ideology and must accept the roles of the other participants. This acceptance always translates into convergence of interests.
A)True
B)False
Q3) Describe the various kinds of security provisions that exist in a union setting.
Q4) Describe the industrial relations model, developed by Harry Katz and Thomas Kochan.
Q5) What factors explain the decline in union membership in the United States since the 1950s?
Q6) Discuss the effects of union on productivity?
Q7) How did the National Labor Relations Act impact labor relations?
Page 16
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) Describe the three dimensions of adaptive skills required by expatriates to adapt to a new culture.
Q2) Cultures differ strongly on such things as how subordinates expect leaders to lead, how decisions are handled within the hierarchy, and what motivates individuals.
A)True
B)False
Q3) _____ are payments designed to offset the differences in expenditures on day-to-day necessities between the host country and the parent country.
A)Performance incentives
B)Cost-of-living allowances
C)Tax equalization allowances
D)Base salary components
E)Education allowances
Q4) What is the purpose of the balance-sheet approach to expatriate compensation?
Q5) People are expected to look after the interests of the larger community in individualist cultures.
A)True B)False
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Chapter 16: Strategically Managing the HRM Function
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Sample Questions
Q1) Which of the following meet the needs of both the line managers and employees by giving employees opportunities to ensure that they increase their human capital?
A)Selection systems
B)Training and development systems
C)Performance management systems
D)Reward systems
E)Administrative systems
Q2) _____ show the types of data used within a business function and the relationship among the different types of data.
A)Focus groups
B)Scenario analyses
C)Cost-benefit analyses
D)Data-entity relationship diagrams
E)Data-flow diagrams
Q3) Service centers often leverage information technology to efficiently deliver employee services.
A)True
B)False
Q4) Identify the steps in the basic process of building an HR strategy.
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