Reference no: EM13521560
Multiple Choice Questions
1. 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
2. Projections suggest that there will be growth in which of the following sectors of the economy?
A. Manufacturing
B. Education
C. Health services
D. Both B and C
3. In general, the labor force is becoming ____.
A. younger
B. older
C. less skilled
D. less diverse
4. What percentage of employers believe high school graduates are deficient in work habits such as professionalism, critical thinking, personal accountability, and time management?
A. 70%
B. 15%
C. 40%
D. 95%
5. Which of the following are likely responses to labor shortages?
A. Decreased pay and benefits packages
B. Hiring bonuses and stock options
C. Decreased use of temporary employees
D. Higher hiring standards
6. Which of the following is a likely effect of technology on employment demand?
A. Changes in the skill requirements of the workforce
B. Elimination of some jobs
C. Creation of new jobs
D. All of the above
7. What proportion of the workforce is unionized?
A. About 7% of the private sector and about 36% of the public sector
B. About 36% of the private sector and about 7% of the public sector
C. About 12% of the private sector and about 12% of the public sector
D. About 30% of the private sector and about 30% of the public sector
8. Human resource planning activities most directly involve _____.
A. assessing external environmental factors
B. forecasting labor requirements and availabilities
C. generating technological replacements for labor
D. all of the above
9. The process of determining reconciliation and gaps tells managers _____.
A. how many employees will be needed for jobs in the coming period
B. why employees are leaving the organization
C. which activities should be performed to place new employees in appropriate positions
D. when employees are most likely to quit
10. Plan-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
11. 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
12. Population-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
13. A manager has gathered data on staffing levels over time, and then predicts future requirements based on the pattern of demand, taking seasonal variations in demand into account. This equation is used to predict future staffing levels. This is an example of _______________.
A. regression analysis
B. ratio analysis
C. trend analysis
D. Markov analysis
14. A manager has collected data on the dollar value of sales and has divided this by the number of FTE. Assuming this relationship will hold in the future, and using projected sales, the manager estimates the number of employees required. This is an example of _______________.
A. regression analysis
B. ratio analysis
C. trend analysis
D. Markov analysis
15. A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of these predictors has affected staffing levels in the past. This equation is used to predict future staffing levels. This is an example of _______________.
A. regression analysis
B. ratio analysis
C. trend analysis
D. Markov analysis
16. Which of the following would not be addressed in forecasting HR availabilities?
A. Promotions
B. Transfers
C. Exits
D. Motivation level
17. Markov analysis is a technique for __________.
A. job analysis
B. availability forecasting
C. HR requirement forecasting
D. seniority estimation
18. A transition matrix would appear in a _________.
A. regression analysis
B. stochastic analysis
C. Markov analysis
D. time series analysis
19. In Markov analysis for staffing, __________ is used to forecast future workforce availabilities.
A. cost data
B. product demand
C. transition probabilities
D. Bayesian inference
20. Which of the following creates a problem for Markov analysis?
A. large sample sizes
B. lack of employee moves
C. poor economic conditions
D. small sample sizes