Reference no: EM13521562

True / False Questions 

1. The four major source of external influence on HR and planning are economic conditions, labor markets, technology, and labor unions. 

2. Job creation and growth is largely independent of the overall economic climate. 

3. Most data suggest that there will be job growth in the service sector, the education sector, and in business/professional services. 

4. Data collected by the Bureau of Labor Statistics suggest the demand for individuals with college degrees or more peaked a while back, and will decrease in the near future. 

5. There is a trend toward increasingly fewer new entrants to the labor force. 

6. The American workforce is increasingly made up of young people. 

7. HR professionals generally report that high school graduates have sufficient basic skills in reading comprehension, writing, and math for entry-level jobs. 

8. The apparent skills gap in the American workforce appears to be arising because of an increase in demand for highly skilled workers. 

9. Very few people prefer part-time work, as surveys suggest 88% of part-time workers are seeking full-time employment. 

10. Technology can serve to create new jobs and eliminate old jobs. 

11. There has been a major workforce trend in reduced costs of health care for employers. 

12. Human resource managers are concerned that as the workforce ages, increases in retirement, will lead to shortage of skilled workers in some fields. 

13. Federal laws prohibit labor unions from bargaining regarding any practices related to human resources planning. 

14. In human resources planning, a comparison is made between labor force requirements and labor availability. 

15. The gap between current workforce size and available workforce size is a critical part of the reconciliation process. 

16. In plan-based HR planning, the organization's representatives set up a system that is integrally related to the organization's strategic planning process. 

17. In project based HR planning, the organization's representatives set up a system that looks far into the future and tries to avoid consideration of short term perturbations in the market. 

18. Planning based on a specific group of employees, such as faculty in specialized areas of a university or nursing employees, is called population-based HRP. 

19. The unit of human resource planning and analysis is the KSAO. 

20. Counting the number of employees on payroll may be a misleading indicator of the workforce because it ignores the amount of scheduled time worked by each employee relative to a full workweek.