Workforce Planning and Staffing Exam Questions
Course Introduction
Workforce Planning and Staffing explores the strategies and processes organizations use to ensure they have the right people with the right skills in the right positions at the right time. The course covers labor market analysis, forecasting methods for human resource needs, job analysis and design, recruitment strategies, and selection techniques.
Emphasis is placed on aligning staffing plans with organizational goals, complying with legal and ethical considerations, and using data-driven decision-making to build a diverse and effective workforce. Students will examine real-world scenarios, case studies, and best practices to develop the skills necessary for effective talent management in todays dynamic work environments.
Recommended Textbook
Managing Human Resources 11th Edition by Susan E. Jackson
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14 Chapters
1053 Verified Questions
1053 Flashcards
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Chapter 1: Managing Human Resources
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61 Verified Questions
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Sample Questions
Q1) The average American views socially responsible organizations as preferable for employment over less socially responsible ones.
A)True
B)False
Answer: True
Q2) Discuss why the U.S. workforce is becoming more culturally diverse.
Answer: More and more women are working, resulting in a new gender mix that is nearly balanced instead of being male-dominated. Throughout the twentieth century, immigration patterns also changed, resulting in more cultural diversity. In addition, employees now differ on a wider variety of personal values and lifestyles such as religion, sexual orientation, marital and family status, age, and other unifying life experiences.
Q3) List the members of the human resources (HR) triad.
Answer: Line managers, human resource personnel, and employees
Q4) Investors, creditors, and suppliers are referred to as stockholders; employees, customers, and distributors are referred to as stakeholders.
A)True
B)False
Answer: False
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Chapter 2: Understanding the External and Organizational Environments
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Sample Questions
Q1) For internal political and security reasons, European Union policies provide employees in its member countries with considerably less personal privacy protection as compared to regulations imposed on U.S. companies.
A)True
B)False
Answer: False
Q2) What is a major HR reason for the failure of many mergers and acquisitions?
A) government involvement
B) differences in corporate culture
C) competitive reaction
D) unpredictability of external environment
E) economic shortcomings
Answer: B
Q3) What is a human resource information system (HRIS)?
Answer: When computer technologies are used to gather, analyze, and distribute information about job applicants and employees, the resulting system is referred to as a human resource information system (HRIS).
Q4) List the three members of the HR triad.
Answer: Line managers, HR professionals, and all other employees
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Chapter 3: Ensuring Fair Treatment and Legal Compliance
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Sample Questions
Q1) Which of the following is NOT an action to likely to be taken by an employee who feels unfairly treated by the organization and who has decided to stay and seek revenge to even things out?
A) Ignore the injustice and hope it corrects itself.
B) Call in sick so as to have to work less
C) Take longer work breaks
D) Steal company assets
E) Try to undermine the person who treated the employee unfairly
Answer: A
Q2) List three electronic business records that must be retained and preserved in case they should later become evidence in a legal case.
Answer: - Personal e-mails sent on acompany computer
- E-mail messages typed on acompany computer but never sent.
-Personal Web searches conducted on a company computer
-Personal instant messages (IMs) sent to friends on a company computer
-Text entered into a Word document that you later deleted.
Q3) Which government agency administers the Equal Pay Act?
Answer: The Equal Employment Opportunity Commission
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Chapter 4: HR Planning for Alignment and Change
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Sample Questions
Q1) A possible disadvantage of employee blogs is:
A) copyright violation
B) sexual harassment
C) embarrassment to the organization
D) all of the above
E) none of the above
Q2) List the important elements in the external environment.
Q3) An organizational assessment of the internal and external environments is often referred to as a(n):
A) external environmental analysis
B) short-term forecast
C) organizational analysis
D) financial audit
E) social audit
Q4) What are the implications for HR practices for holding people accountable for achieving the objectives of a change?
Q5) What is the best way to ensure that employees will accept organizational planned change?
Q6) How has the focus of HR planning evolved?
Q7) What is succession planning?
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Chapter 5: Using Job Analysis and Competency Modeling
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Sample Questions
Q1) A job incumbent is:
A) any one of the people who apply for a job opening
B) any one of the people who are interviewed for a job opening
C) a person who is currently doing a job
D) an employee within a company who is interested in moving to a different job
E) another name for a trainer
Q2) Which of the following is omitted from consideration in the Position Analysis Questionnaires (PAQs)?
A) work output
B) job context
C) pay arrangements
D) information input
E) none of the above
Q3) The objective of ergonomic analysis is to decrease the amount of break and rest time required by workers.
A)True
B)False
Q4) __________________________________________________ is the Department of Labor's job analysis service
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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Sample Questions
Q1) The Mariposa Veterinary Clinic is a highly-respected animal hospital, specializing in high-risk surgeries and cancer care for pets. It is doubling the size of its hospital and sick animal boarding facility. To fully staff the addition will require doubling the staff of veterinaries, licensed vet techs, groomers and handlers. Dr. Matt, the clinic director, has asked your advice on recruiting. You tell Dr. Matt:
A) It is most important to fully staff the clinic for its opening in four weeks, even if the staff are only acceptable quality.
B) It is most important to hire trainable staff who can learn the skills on the job. This will save labor costs.
C) It is most important to hire quality staff, even if it means the new clinic will not be fully utilized for months.
D) Suggest that all current staff work double shifts until the expansion is fully staffed.
E) Since the clinic's competitive strategy is unclear, you cannot make any recommendations.
Q2) Which type of U.S. employment laws is most directly relevant to recruitment practices?
Q3) Why do some people choose contingency employment over full-time employment?
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Page 8
Chapter 7: Selecting Employees to Fit the Job and the Organization
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Sample Questions
Q1) Effective selection minimizes the risk of harm and the costs of associated lawsuits brought by victims of violent or criminal acts performed by employees who should not have been hired.
A)True
B)False
Q2) The term _____ refers to the usefulness of a predictor for correctly inferring the future job behavior of applicants.
A) validity
B) congruency
C) reliability
D) effectiveness
E) credibility
Q3) Previous employers sometimes do not give references on past employees because they fear a(n) _____.
A) EEOC lawsuit
B) ADA lawsuit
C) class action lawsuit
D) involuntary self-disclosure lawsuit
E) defamation of character lawsuit
Page 9
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Chapter 8: Training and Developing a Competitive Workforce
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Sample Questions
Q1) Which of the following learning formats present situations that approximate actual job conditions and allow trainees to practice how to behave in those situations?
A) video teleconference
B) e-learning
C) sensitivity training
D) simulation
E) wilderness trips
Q2) Person-needs analysis are always narrow in scope because they focus on the individual employee.
A)True
B)False
Q3) When would an organization be most likely to use on-site but not on-the-job training programs?
Q4) As an organization begins to embrace a philosophy of continuous learning and improvement, more active participation in the design and delivery of the organization's training system by all stakeholders is seen as both undesirable and unnecessary.
A)True
B)False
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) The culture at Dell, Inc. is driven by the philosophies of its founder, Michael Dell.
A)True
B)False
Q2) The performance of interdependent others:
A) affects motivation and the relationship between motivation and performance
B) may cause other highly motivated coworkers to perform poorly if their performance is poor
C) may cause a decrease in the motivation of dependent individuals
D) all of the above are correct
E) none of the above are correct
Q3) Discuss neutralization as a means of dealing with an employee whose performance does not improve after repeated warnings and counseling.
Q4) List the sources of performance data for a retail store manager.
Q5) Research has found that self-appraisals are most effective with culturally diverse employees.
A)True
B)False
Q6) Who is the evaluator in an upward appraisal?
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Chapter 10: Developing an Approach to Total Compensation
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Sample Questions
Q1) What are benchmark jobs and how are they used for placing a specific job into a pay grade?
Q2) Low unemployment labor market conditions in an industry result in which of the following effects on compensation practices in that industry:
A) higher pay that attracts new entrants
B) a shift to nonlabor alternative
C) an influx of job seekers
D) offshoring
E) All of the above are effects that occur in this market
Q3) Line managers:
A) tend to be highly informed about the compensation system
B) usually receive intensive training on base pay rates
C) have more information about benefits than about other aspects of compensation
D) often participate in designing total compensation
E) all of the above are true
Q4) What is the most common level of market pay policy?
Q5) What is the most widely used method for job evaluations?
Page 12
Q6) How can an employer be sure that its employees are being paid at market level?
Q7) What is the simplest job evaluation method?
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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Sample Questions
Q1) List four types of performance-based pay.
Q2) Decisions about how to design pay systems should follow a careful consideration of all of the possible consequences associated with alternative forms of pay. Which of the following is the most important reason for organizations to adopt the performance-based pay approach to compensating its employees?
A) to reward top management
B) to keep up with competitors
C) to motivate employees
D) to help achieve their strategic objectives
E) to integrate the pay system with the organizational mission
Q3) Improshare
A) requires the full involvement of all employees
B) includes nonproduction workers in the measurement of the organization's productivity
C) ties all incentives to savings plans
D) does not include non-production workers in the measurement of the organization's productivity
E) is not appropriate for service-providers like schools and hospitals
Q4) What criticism can be leveled against merit pay?
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Chapter 12: Providing Benefits and Services
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Sample Questions
Q1) Under The Family and Medical Leave Act of 1993, employers with _____ or more employees are required to comply.
A) 15
B) 25
C) 50
D) 100
E) There is no specified number of employees
Q2) Which of the following is an example of a voluntary benefit provided by a private protection program?
A) child care allowance
B) paid sick days
C) pensions and savings plans
D) health insurance
E) all of the above
Q3) Which of the following is NOT a legally required employee benefit?
A) Workers compensation
B) Unemployment compensation
C) Social Security
D) Family medical leave
E) All of the above are legally required
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Chapter 13: Promoting Safety, Health, and Well-Being in the Workplace
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Sample Questions
Q1) An employee of Hale Industries has fallen as a result of a water spill. His only injuries were some bruises and a small cut on his hand. Will Hale Industries have to record this accident for OSHA? Briefly explain your answer.
Q2) Creating a safety driven culture does not require top down support from management, because employees are highly motivated regarding safety.
A)True
B)False
Q3) According to the text, workplace accidents are most affected by:
A) the average educational level attained by an organization's employees
B) organizational culture
C) the cultural diversity of the employees
D) working conditions
E) employee psychographics
Q4) Who or what controls work pacing?
Q5) Construction, mining, and agriculture are the top three industries for fatal occupation injuries.
A)True
B)False
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Q6) What is the most controversial approach to controlling occupational disease?
Chapter 14: Understanding Unionization and Collective Bargaining
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Sample Questions
Q1) Collective bargaining is a complex process in which union members and management negotiators maneuver to win the most advantageous contract. How difficult the issues are to be settled depends on:
A) the quality of the union-management relationship
B) whether the organization is centralized
C) the degree of formalization within the organization
D) the organizational mission
E) all of the above
Q2) Which of the following groups provide the best opportunity for growth in union membership?
A) younger workers
B) minorities
C) women
D) all of the above
E) none of the above
Q3) Employees have the right to solicit for unions on company property during their personal working hours.
A)True
B)False
Q4) What was a negative characteristic of early unions?
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