Workforce Planning and Employment
Mock Exam
Course Introduction
Workforce Planning and Employment focuses on the strategic processes organizations use to forecast, attract, and retain the human capital necessary to meet business objectives. The course covers best practices in analyzing labor markets, conducting job analyses, and developing staffing plans aligned with organizational goals. Students will explore topics such as recruitment methods, selection tools, legal and ethical considerations in hiring, and workforce diversity. Emphasis is placed on utilizing data-driven decision-making, understanding the implications of workforce trends, and aligning talent acquisition strategies with broader organizational success.
Recommended Textbook
Managing Human Resources 10th Edition by
Susan E. Jackson
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14 Chapters
1043 Verified Questions
1043 Flashcards
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Page 2
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) The characteristics that tend to shape the way a company manages its people include:
A)the leadership of the top management team
B)the company's culture
C)technology
D)business strategy
E)all of the above
Answer: E
Q2) Investors,creditors,and suppliers are referred to as stockholders;employees,customers,and distributors are referred to as stakeholders.
A)True
B)False
Answer: False
Q3) The human resource (HR)triad is composed of line managers,HR professionals,and employees.
A)True
B)False
Answer: True
Q4) List the members of the human resources (HR)triad.
Answer: Line managers,human resource personnel,and employees
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Chapter 2: Understanding the External and Organizational Environments
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Sample Questions
Q1) Following passage of the North American Free Trade Act (NAFTA),the average wages rose in towns on both sides of the Mexico-U.S.border.
A)True
B)False
Answer: True
Q2) Human resource information management (HRIM)systems:
A)are used to gather,analyze,and distribute information about the people in an organization
B)contain information about the organizations' internal and external environments
C)are used to keep current with the needs of the organizations' stakeholders
D)provide competitive information for the purposes of employee recruitment
E)check to see if organizational hiring practices are in line with federal government regulations
Answer: A
Q3) What has been the obvious effect of deregulation and open markets on U.S.business?
Answer: Intense competition;making it more difficult to grow and prosper
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Page 4
Chapter 3: Hr Planning for Alignment and Change
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37 Verified Questions
37 Flashcards
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Sample Questions
Q1) When should a company start implementing an organizational change?
A)after all the strategic plans have been developed
B)once all resistance to change has been removed
C)as it is developing its strategic plan
D)once the strategy has been evaluated
E)after all legal barriers to change have been removed
Answer: C
Q2) Incorporating evaluation of change into the strategic plan for organizational change insures that the process will be self-correcting.
A)True
B)False
Answer: True
Q3) List the important elements in the external environment.
Answer: Economic globalization,political landscape,industry dynamics,labor markets,country cultures,legal institutions,unionization
Q4) What is the best way to ensure that employees will accept organizational planned change?
Answer: Their early involvement in the change process
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Chapter 4: Ensuring Fair Treatment and Legal Compliance
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Sample Questions
Q1) In most states,employees have up to _____ days after an alleged discriminatory event to file a charge with the EEOC.
A)100
B)300
C)30
D)250
E)1000
Q2) Which of the following statements about the relationship between federal and state laws is true?
A)All companies,no matter how small,are covered under federal laws.
B)State laws often anticipate (precede)federal laws.
C)The only difference between state laws and federal laws is the jurisdiction of the agency that enforces them.
D)Federal and state laws are types of administrative law.
E)Federal laws never supersede state laws.
Q3) Legal institutions provide channels for the labor force to use in communicating their concerns about fairness to employers.
A)True
B)False
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Page 6
Chapter 5: Using Job Analysis and Competency Modeling
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Advantages to using trained job analysts is that they
A)can observe many different incumbents working under different supervisors and in different locations.
B)can read through organizational records and technical documentation and provide information culled from these indirect sources.
C)are more likely to appreciate fully the legal issues associated with conducting job analysis.
D)may also provide more reliable ratings.
E)all of the above
Q2) It is difficult to develop training programs from the job descriptions generated by customized task inventories.
A)True
B)False
Q3) Job analyses are useful for identifying jobs that can be eliminated or combined during organizational restructuring.
A)True
B)False
Q4) What is the function of the Occupational Information Network (O*NET)?
Q5) What is the major disadvantage associated with customized task inventories?
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Chapter 6: Recruiting and Retaining Qualified Employees
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Job postings:
A)can generate ill will if hiring decisions are made before the postings appear
B)can reduce employee turnover by communicating to employees that they don't have to go elsewhere to find opportunities for advancement
C)are used to create an open recruitment process
D)usually provide complete job descriptions
E)are accurately described by all of the above
Q2) Laron is bank manager of the Polk County Bank,a small regional bank.When the bank was sold to a larger banking institution,Laron was moved to a bank in a neighboring community where he also held the title of bank manager.Which type of internal pool recruitment is this an example of?
Q3) Causes of voluntary employee turnover include:
A)high compensation
B)high unemployment rates
C)lack of other opportunities
D)flexible scheduling
E)low pay
Q4) Why do some people choose contingency employment over full-time employment?
Q5) What are other names for a private employment agency?
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Chapter 7: Selecting Employees to Fit the Job and the Organization
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91 Verified Questions
91 Flashcards
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Sample Questions
Q1) Which of the following statements about the steps in the selection process is true?
A)The first step is to establish the criteria of interest.
B)Valid predictors are chosen after the selection process has been designed
C)Synthesis of information collected is the first step of the process.
D)The development of the criteria of interest occurs once the employer sees the applicant pool
E)The first step is to establish the predictors to be used for inferring the type of person needed for the open job.
Q2) Why do some businesses use a panel interview for selecting new employees?
Q3) The Equal Employment Opportunity Commission (EEOC)has issued employer guidelines on how to:
A)avoid discrimination because of national origin
B)identify essential job functions
C)test job candidates
D)develop acceptable interviewing strategies
E)do all of the above
Q4) What is another term for adverse impact?
Q5) What are the most common types of written tests used to measure?
Q6) What is another name for work simulation?
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Chapter 8: Training and Developing a Competitive Workforce
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) The most informal training and development program is:
A)job rotation
B)supervisory assistance and mentoring
C)programmed instruction
D)sensitivity training
E)role playing
Q2) Global leadership competency is especially important in global organizations that are structured according to geographic regions rather than around products.
A)True
B)False
Q3) When a task is overlearned,the trainee must think consciously about behavior before responding.
A)True
B)False
Q4) Internship and assistantship programs are somewhat less formalized and extensive than apprenticeships.
A)True
B)False
Q5) How do the processes of training and development differ?
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) Which of the following is an example of an organizational citizenship behavior?
A)Andre normally leaves work at five,but yesterday his boss ordered him to work until eight o'clock.
B)The manager at the loading dock was instructed to learn a new computer inventory program.
C)An office administrator volunteered to help a sales manager compile an organizational history.
D)Six of co-workers went out for hamburgers at noon yesterday to celebrate a birthday.
E)All of the above are examples of organizational citizenship behaviors.
Q2) A sales manager who was trying to rank fourteen salespeople was having trouble because two of her salespeople had more than $100,000 in sales,three had less than $30,000 in sales,and the rest fell in the middle.What method would you recommend the sales manager use if she wants to use a norm-referenced appraisal?
A)forced distribution
B)graphics rating scale
C)absolute standard
D)behaviorally anchored rating scale
E)direct index approach
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Chapter 10: Developing an Approach to Total Compensation
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70 Flashcards
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Sample Questions
Q1) The _____ method of job evaluation establishes pay grade categories and then groups job descriptions within these broad categories.
A)benchmarking
B)job classification
C)point rating
D)ranking
E)factor analysis
Q2) The most widely used method of job evaluation is ranking. A)True
B)False
Q3) Job evaluation and job analysis are closely related,but they are not identical. A)True
B)False
Q4) ___________________________________ includes direct payments such as salary,wages,and bonuses,and indirect payments such as payments to cover benefits and services.
Q5) Total compensation can facilitate (or interfere with)achieving many different strategic objectives. A)True B)False
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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88 Flashcards
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Sample Questions
Q1) What challenges does a multinational company face in using performance-based pay?
A)Differences in laws,tax regulations,and cultural values all affect the applicability of performance-based pay.
B)Any incentive system developed in the parent country would immediately become policy in the host country.
C)Compensation for incentive systems is always paid in the currency of the host country.
D)Stock option plans are typically more valued by employees working in host countries as they are by employees working in the parent country.
E)Compensation for incentive systems is always paid in the currency of the parent country.
Q2) Whereas merit pay plans typically rely on objective performance appraisal ratings,incentive pay is often paid based on qualitative performance measures. A)True B)False
Q3) How is the base pay set when merit pay plans are used?
Q4) List four types of performance-based pay.
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Chapter 12: Providing Benefits and Services
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Sample Questions
Q1) _____ do not adhere to strict tax regulations,cover only select groups of employees,and do not receive favorable tax treatment.
A)Qualified retirement income plans
B)Administered benefit packages
C)Cafeteria incentive plans
D)Nonqualified retirement income plans
E)Nonparticipative retirement income plans
Q2) Most employees overestimate the cost of health benefits to the organization.
A)True
B)False
Q3) As a consequence of rapidly increasing health care costs,employers are starting to reduce employee choices and sometimes even coverage.
A)True
B)False
Q4) During the economic boom of the 1990s,employers were relatively generous in offering benefits-a growing economy meant that simply finding enough people to staff organizations required less focus on controlling costs.
A)True
B)False
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Chapter 13: Promoting Workplace Safety and Health
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65 Verified Questions
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Sample Questions
Q1) Which of the following statements about job burnout is true?
A)One of the first signs of job burnout is emotional exhaustion.
B)People in the later stages of job burnout have become calloused by their jobs and cynical about their clients.
C)A feeling of low personal accomplishment is one sign of job burnout.
D)People in jobs in human services are most likely to experience job burnout.
E)All of the above statements about job burnout are truE.
Q2) The economic costs of poor workplace safety and health include all except:
A)employee distrust
B)insurance
C)hospitalization
D)lost productivity
E)all of the above are economic costs
Q3) Genetic screening is the most extreme,and consequently the most controversial,approach to controlling occupational diseases.
A)True
B)False
Q4) Discuss the Occupational Safety and Health Act of 1970.
Q5) Who or what controls work pacing?
Q6) List three aspects of burnout.
Page 15
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Chapter 14: Understanding Unionization and Collective Bargaining
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) The check-out clerks at a large grocery store are in negotiations with management.The last remaining issue to settle is the hourly wage.In their earlier meetings,the clerks' bargaining committee has decided that although they are demanding $9.50 an hour,they will settle for nothing less than $8.75.Management's bargaining committee has decided that their highest offer will be $8.50.Union's figure of $8.75 is its _____.
A)initial demand point
B)target point
C)resistance point
D)strike point
E)settlement point
Q2) What is the major umbrella organization for national unions in the United States?
Q3) What determines the level of success of a strike?
Q4) A fundamental task in training negotiators lies in identifying and eliminating false "fixed pie" assumptions and preparing them to look for trade-offs between issues of different value to each side.
A)True
B)False
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Q5) What external environmental condition had the greatest impact on early unions?