Workforce Planning Exam Practice Tests
Course Introduction
Workforce Planning is a comprehensive course that explores the strategies and tools organizations use to analyze, forecast, and address their current and future talent needs. Students will learn to assess workforce supply and demand, identify skills gaps, and develop actionable plans to ensure optimal staffing levels aligned with organizational goals. The course covers quantitative and qualitative methods, succession planning, talent management, and the impact of technology and external trends on workforce dynamics. By the end, students will be equipped to contribute to effective human resource planning and support organizational agility and performance.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
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Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/47968
Sample Questions
Q1) Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.
A)True
B)False
Answer: False
Q2) The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
A)True
B)False Answer: True
Q3) The initial stage in the staffing system components model is recruitment.
A)True
B)False Answer: True
Q4) Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.
A)True
B)False Answer: True
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Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Employers are allowed to take actions like terminating or demoting members of the uniformed services if they have to serve for an extended period of time overseas.
A)True
B)False
Answer: False
Q2) Which of the following is true regarding discrimination on the basis of sexual orientation?
A) there are no laws covering sexual orientation discrimination
B) federal law prohibits all discrimination on the basis of sexual orientation
C) although such discrimination is not covered by federal law, it is covered by some state and local laws
D) some state and local laws encourage discrimination on the basis of sexual orientation
Answer: C
Q3) Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC. A)True
B)False
Answer: False
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4
Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) Which of the following are likely to occur during job expansion periods?
A) New hire rates increase for entry level jobs, but decrease for higher level jobs
B) Departure of some employees to take opportunities at other firms
C) Stagnation of movement through internal labor markets
D) Reductions in turnover rates
Answer: B
Q2) Project-based HRP consists of ________.
A) organizational responses to sudden changes in the environment
B) planning focused on a specific employee group
C) planning that is part of the organization's strategic planning process
D) planning based on best practices of competitors
Answer: A
Q3) Human resource information systems provide which of the following functions for succession planning?
A) Creating lists of employees who are ready to move into specific positions
B) Seeking out passive candidates within the organization
C) Tracking candidates across a variety of locations
D) all of the above
Answer: D
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Page 5
Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) Employment regulations give several specific techniques for using job analysis to identify essential job functions.
A)True
B)False
Q2) A competency is ________.
A) a type of behavior that is observed on the job
B) an underlying characteristic of an individual that contributes to job or role performance
C) a latent component of the job characteristics matrix
D) a compilation of the tasks, duties, and responsibilities that make up a job
Q3) Knowledge is a body of information that can be directly applied to the performance of tasks.
A)True
B)False
Q4) The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.
A)True
B)False
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Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.
A)True
B)False
Q2) Goals for speed answer the question of which job seekers the organization needs to attract.
A)True
B)False
Q3) Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.
A)True
B)False
Q4) Research suggests ________ realistic job previews lead to reduce turnover most.
A) verbal
B) videotaped
C) written
D) computerized
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7
Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Seniority-based systems may need to be eliminated as a means of reducing the prevalence of glass ceiling effects.
A)True
B)False
Q2) From a legal standpoint, it can be said that ________.
A) the EEOC is more concerned about external recruitment procedures than internal ones
B) revised Order No. 4 does not deal with seniority
C) promotions based on subjective assessments of who is more senior are not likely to be supported in court
D) existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters
Q3) A bona fide seniority system is ________.
A) typically banned by the EEOC
B) permitted in most cases under EEOC law even if it results in adverse impact
C) carefully defined by the law
D) based on a mix of factors include perceived loyalty, commitment, and KSAO sets in the workforce
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8
Chapter 7: Measurement
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Validity of a measure is best defined as ________.
A) the upper limit of reliability
B) the degree to which the measure does indeed measure what it is intended to measure
C) the lower limit of reliability
D) the consistency of measurement
Q2) A standard level for statistical significance is p<.50.
A)True
B)False
Q3) Perfect reliability is virtually impossible to achieve because of the presence of measurement error.
A)True
B)False
Q4) Measurement standardization applies to measurement content, not the administration of measurements.
A)True
B)False
Q5) Numerical employment interview ratings represent objective measures.
A)True
B)False
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Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) Research has indicated that job applicants generally have a ________ view of biodata inventories.
A) very positive
B) negative
C) positive
D) neutral
Q2) Biographical information tends to have low reliability.
A)True
B)False
Q3) Biodata refers to medical or physiological tests of applicants prior to hiring.
A)True
B)False
Q4) Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.
A)True
B)False
Q5) Most initial assessment methods have moderate to low validity.
A)True
B)False
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Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
Source URL: https://quizplus.com/quiz/47976
Sample Questions
Q1) Which of the following is true regarding the Big Five personality factors?
A) They are reasonably valid in predicting job performance.
B) They represent emotional traits.
C) They represent cognitive abilities.
D) None of the above.
Q2) Which of the following is a source of error or bias in unstructured interviews?
A) Low reliability between interviewers.
B) Nonverbal cues from interviewees influence interview ratings.
C) Primacy effects.
D) All of the above are true.
Q3) Which of the following is(are) true based on research regarding interviews?
A) The validity of structured interviews is low.
B) Situational interviews are less valid than job-related interviews.
C) Panel interviews were less valid than individual interviews.
D) All of the above are true.
Q4) Applicants' reactions to interviews tend to be ________.
A) very favorable
B) somewhat favorable
C) neutral
D) somewhat unfavorable
Page 11
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Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.
A)True
B)False
Q2) A job candidate responding to an "in-basket exercise" would most likely be asked to
A) make a simulated visit to a customer location
B) participate in an interview simulation
C) complete a written test to assess KSAOs
D) draft memos to respond to letters received
Q3) An important advantage of peer assessments is ________.
A) lower probability of bias in the assessment
B) greater clarity in the criteria for assessment
C) enhanced employee morale through the fostering of a competitive spirit
D) greater knowledge of the applicants' KSAOs
Q4) The incremental validity of assessment centers in predicting performance is relatively small.
A)True
B)False
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Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Organizational leaders are in a good position to develop policies and procedures that will fit with the organization's plans and goals.
A)True
B)False
Q2) The ________ method of determining an applicant's score is based on assigning weights by statistical procedures and then adding predictor scores together.
A) multiple regression
B) clinical prediction
C) unit weighting
D) none of the above
Q3) Kano analysis is limited because it requires the assumption that improvements in any area of staffing practice will be equally important for financial outcomes.
A)True
B)False
Q4) Utility refers to the expected gains to be derived from using a predictor.
A)True
B)False
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Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Although organizations are strongly encouraged to check the authorization to work of all employees, they cannot discriminate against applicants on the basis of country of origin.
A)True
B)False
Q2) The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist.
A)True
B)False
Q3) With a tight labor market, the organization will be in a position to provide lower cost offers.
A)True
B)False
Q4) Written job offers should normally contain terms of acceptance that require acceptance without revision.
A)True
B)False
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Chapter 13: Staffing System Management
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) A growing trend in HRIS is the centralization of these functions within the HR department to prevent managers from accessing the system.
A)True
B)False
Q2) Which of the following are significant issues related to culture should be considered when designing staffing programs?
A) Average age and political views of the workforce
B) Hierarchy versus participation
C) Vacation time sequencing
D) All of the above
Q3) Comparative staffing process data can be obtained from the ________.
A) Society for Human Resource Management
B) HR Data Sources Corporation
C) Department of Labor
D) None of the above
Q4) The EEOC requires that all employers submit hard copy, paper documents of all their EEO-1 reports.
A)True
B)False
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Chapter 14: Retention Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Recommendations for the effective design and use of a performance appraisal or management system include ________.
A) evaluations should be in writing
B) the employee should receive timely feedback about the evaluation and an explanation for any outcome decision
C) there should be agreement among different raters in their evaluation of the employee's performance
D) all of the above
Q2) Economic separation costs associated with voluntary turnover include ________.
A) hiring inducements
B) rehiring costs
C) manager's time
D) more than one of the above
Q3) Some of the issues that govern the separation process from a legal perspective include employment discrimination laws, affirmative action, contract principles, and severance agreements.
A)True
B)False
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