Workforce Planning
Midterm Exam
Course Introduction
Workforce Planning focuses on the strategic process of analyzing, forecasting, and planning workforce supply and demand to ensure that an organization has the right people with the right skills in the right positions at the right time. The course covers essential concepts such as human resource metrics, succession planning, skills gap analysis, and labor market trends. Students will learn how to align human capital needs with organizational objectives, develop talent acquisition and retention strategies, and respond to internal and external workforce changes. Practical case studies and analytical tools are used to prepare students to address real-world workforce challenges facing todays employers.
Recommended Textbook
Human Resource Management Gaining a Competitive Advantage 8th Edition by Raymond A. Noe
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Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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Sample Questions
Q1) Litigation involving job security will have a major influence on human resource management practices because:
A)company rules, systems and practices might falsely communicate lifetime employment agreements not intended by the company during layoffs.
B)adjustments of test scores to meet affirmative action requirements are now illegal.
C)employees now bear the burden of proof in discrimination cases.
D)compensation awards for discrimination claims have increased.
E)lack of state and federal laws will force companies to lay off employees.
Answer: A
Q2) Which of the following dimensions of HRM practices is associated with training employees to have the skills needed to perform their jobs?
A)Vision and mission of human resources
B)Managing the human resource environment
C)Acquiring and preparing human resources
D)Compensating human resources
E)Assessment and development of human resources
Answer: C
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3
Chapter 2: Strategic Human Resource Management
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Sample Questions
Q1) Companies with _____ have their human resource management functions built right into the strategy formulation and implementation processes.
A)integrative linkage
B)administrative linkage
C)one-way linkage
D)two-way linkage
E)executive linkage
Answer: A
Q2) During strategy implementation, an organization:
A)analyzes its strengths and weaknesses.
B)generates various strategic alternatives.
C)follows through on the chosen strategy.
D)defines its mission and goals.
E)identifies its opportunities and threats.
Answer: C
Q3) Internal analysis attempts to identify the organization's strategic opportunities and threats.
A)True
B)False
Answer: False
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Chapter 3: The Legal Environment: Equal Employment
Opportunity and Safety
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Sample Questions
Q1) The agreement between the Equal Employment Opportunity Commission and an organization that the organization will cease certain discriminatory practices is known as a:
A)yellow-dog contract.
B)collective contract.
C)consent decree.
D)probate decree.
E)garnishment decree.
Answer: C
Q2) Under _____, intent is irrelevant.
A)disparate treatment
B)disparate impact
C)racial discrimination
D)gender discrimination
E)disparate discrimination
Answer: B
Q3) The foundation for the U.S. legal system is set forth in the U.S. Constitution.
A)True
B)False
Answer: True
Page 5
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Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) Unlike the Dictionary of Occupational Titles, which described approximately 1,000 occupations, O * NET lists some 12,000 jobs.
A)True
B)False
Q2) The most common source for error in job analysis results from:
A)job descriptions being outdated.
B)job descriptions being too narrow.
C)job descriptions being misrepresentative.
D)job descriptions being too broad.
E)job descriptions being too descriptive.
Q3) What term refers to the reduced attentive state that one might experience when simultaneously interacting with multiple media?
A)Multitasking absence
B)Task presence
C)Multimedia tasking
D)Absence presence
E)Alternative absence
Q4) Discuss the six dimensions covered by the position analysis questionnaire.
Q5) Explain briefly the trade-offs among different approaches to job design.
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Chapter 5: Human Resource Planning and Recruitment
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Q1) A special case of outsourcing where the jobs that move actually leave one country and go to another is called _____.
A)homesourcing
B)outdistancing
C)co-sourcing
D)telecommuting
E)offshoring
Q2) Recruiters tend to be viewed by job seekers as less credible when they are personnel specialists rather than subject matter experts in the job being filled.
A)True
B)False
Q3) The goals an organization sets in its human resource planning process should come directly from the analysis of its labor supply and demand.
A)True
B)False
Q4) Which are the two traits that stand out when applicants' reactions to recruiters are examined?
Q5) Discuss the employment-at-will policies and due process policies.
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Chapter 6: Selection and Placement
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Sample Questions
Q1) Explain criterion-related validity and its two varieties.
Q2) The Civil Rights Act of 1991 protects individuals from discrimination based on race, sex, religion, and national origin with respect to hiring as well as compensation and working conditions.
A)True
B)False
Q3) A physical ability test measures balance and coordination, among other things.
A)True
B)False
Q4) Which of the following steps can help an organization increase the reliability of its interview process?
A)Using single interviewer instead of multiple interviewers
B)Basing tests on the people who are already working
C)Providing raters with standardized training
D)Avoiding the use of common formats to rate candidates
E)Basing tests on people who were most successful in earlier interviews
Q5) The Polygraph Act permitted the use of polygraphs in employment screening.
A)True
B)False
Q6) Define reliability and validity and discuss the relationship between both.
Page 8
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Chapter 7: Training
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Sample Questions
Q1) Which one of the following is true about simulations as a training technique?
A)Simulations need to have different elements to those found in the work environment.
B)Simulations are used to teach only management and interpersonal skills.
C)Simulations prevent trainees from seeing the impact of their decisions in an artificial, risk-free environment.
D)Simulations are inexpensive to develop and maintain due to virtual reality technologies.
E)Simulations are training methods that represent a real-life situation.
Q2) An individual that works in a country other than his/her country of origin is called a(n)_____.
A)nonpatriate
B)repatriate
C)expatriate
D)inpatriate
E)outpatriate
Q3) Person analysis and task analysis are often conducted at the same time.
A)True
B)False
Q4) What are the three analyses in the needs assessment process?
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Chapter 8: Performance Management
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Sample Questions
Q1) Discuss the advantages and disadvantages of developing behaviorally anchored rating scales.
Q2) The _____ assumes that subjectivity can be eliminated from the measurement process and that results are the closest indicator of one's contribution to organizational effectiveness.
A)behavior approach
B)results approach
C)attribute approach
D)quality approach
E)comparative approach
Q3) A performance management system should link employee activities with the organization's goals. This is its developmental purpose.
A)True
B)False
Q4) Comparative techniques of performance management virtually eliminate the problems of leniency, central tendency, and strictness.
A)True
B)False
Q5) Discuss the strategic purposes of performance management.
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Chapter 9: Employee Development
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Q1) During _____, the participants takes the part of a manager or other employee.
A)focus group discussion
B)role-play
C)interview
D)job enlargement
E)leaderless group discussion
Q2) In a(n)_____, a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period.
A)controlled group discussion
B)in-basket
C)role-play
D)focused interview
E)leaderless group discussion
Q3) The movement of an employee to a different job assignment in a different area of the company is known as:
A)internship.
B)coaching.
C)transfer.
D)externship.
E)sabbatical.
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Chapter 10: Employee Separation and Retention
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Q1) As a component of job satisfaction, _____ refers to an employee's view of his present situation relative to another employee's values that affects job satisfaction.
A)perception
B)appreciation
C)contentment
D)appraisal
E)values
Q2) Organizational commitment is the degree to which employees identify themselves with their jobs.
A)True
B)False
Q3) If job conditions cannot be changed, a dissatisfied worker may be able to solve the problem by leaving the job.
A)True
B)False
Q4) Outplacement counseling tries to help dismissed employees manage the transition from one job to another.
A)True
B)False
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Chapter 11: Pay Structure Decisions
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Sample Questions
Q1) The major disadvantage of using _____ is that some jobs will be underpaid and other jobs will be overpaid.
A)delayering
B)pay grades
C)pay policy line
D)market survey data
E)compa-ratio
Q2) The quality and productivity of national labor forces do not vary dramatically between industrialized countries and developing countries.
A)True
B)False
Q3) When resolving conflicts between external and internal equity, there is a growing sentiment that external comparisons deserve greater weight because organizations are finding it increasingly difficult to ignore market competitive pressures.
A)True
B)False
Q4) Discuss comparable worth and its potential problems.
Q5) Describe external equity pay comparisons and internal equity pay comparisons.
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Chapter 12: Recognizing Employee Contributions With Pay
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Q1) The _____ requires companies to report compensation levels for the five highest paid executives and the company's performance relative to that of competitors over a five-year period.
A)World Trade Organization
B)International Monetary Fund
C)Federal Trade Commission
D)Securities and Exchange Commission
E)World Bank
Q2) Gainsharing plans often encompass more than just a monetary component. Describe some of the employment or organizational conditions that are recommended to be in place for gainsharing to be successful.
Q3) Differentiate between outcome-oriented contracts and behavior-based contracts.
Q4) When an organization is using growth strategy, it will _____.
A)have short-run pay levels below the market
B)have a short-term orientation
C)make centralized pay decisions
D)not share risks with employees
E)have benefit levels above the market
Q5) What are individual incentives? How are they different from merit pay?
Q6) Discuss the expectancy theory.
Page 14
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Chapter 13: Employee Benefits
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Q1) Which of the following statements is true about the Pension Benefit Guaranty Corporation (PBGC)?
A)It was created by the Consolidated Omnibus Budget Reconciliation Act (COBRA)of 1985.
B)It provides a complete benefit replacement.
C)It guarantees healthcare benefits.
D)It is funded by a monthly contribution from each plan participant.
E)It does not allow payouts to be adjusted for cost-of-living changes.
Q2) In the 1978 Manhart ruling, the Supreme Court declared it illegal for employers to require:
A)physical examinations as a precondition for employment offers.
B)employees to accept health insurance coverage.
C)employees to retire at age 65.
D)women to contribute more than men to a defined benefit plan.
E)employees to attend health benefits programs.
Q3) Insurance risks can be more easily pooled in smaller groups.
A)True
B)False
Q4) Discuss the Financial Accounting Statement (FAS)106 rule.
Q5) Discuss defined benefit and defined contribution plans.
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Chapter 14: Collective Bargaining and Labor Relations
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Q1) Which of the following is true of an arbitrator?
A)She represents the employees during the collective bargaining process.
B)She provides inside information about the management to the employees.
C)She actually chooses the solution to the dispute.
D)She has no formal authority.
E)She is a part of the collective bargaining process.
Q2) Which of the following is true of Section 8(a)(3)of the National Labor Relations Act?
A)It prohibits discrimination in any aspect of employment that attempts to encourage or discourage union-related activity.
B)It prohibits employer domination of or interference with the formation or activities of a labor union.
C)It prohibits employers from restraining employees in exercising their rights to join a labor organization.
D)It prohibits discrimination against employees for providing testimony relevant to enforcement of the act.
E)It prohibits employers from refusing to bargain collectively with a labor organization that has standing under the act.
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Chapter 15: Managing Human Resources Globally
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Q1) Misha Branson was born in England and is currently working for a French company's facility in England. She is referred to as a(n)_____.
A)guest-country national
B)parent-country national
C)host-country national
D)third-country national
E)home-country national
Q2) Which of the following values will most likely be promoted in feminine cultures?
A)achievement orientation
B)showing off
C)outgoing nature
D)helping others
E)money orientation
Q3) Name and discuss the four factors that affect HRM in global markets. Which of them do you think is the most important factor?
Q4) Achieving something visible and making money are considered feminine values.
A)True
B)False
Q5) List the four components of total pay packages.
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Chapter 16: Strategically Managing the HRM Function
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Q1) Which of the following is the initial step in the reengineering process?
A)Identifying the process
B)Auditing the process
C)Implementing the process
D)Redesigning the process
E)Understanding the process
Q2) Scenario analysis:
A)compares the costs of completing tasks with and without automated systems or software.
B)shows the flow of data used among departments.
C)shows the types of data used within a business function and the relationship among different types of data.
D)asks end users to indicate how information systems or software can help address their real work problems.
E)collects information about the data used and stored in a functional area.
Q3) With the use of relational databases, the number of data fields that can be kept for any employee is limitless.
A)True
B)False
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Page 18