Workforce Planning and Development
Final Exam Questions
Course Introduction
This course explores the strategic processes and practices involved in workforce planning and development within organizations. Students will learn how to analyze workforce needs, assess talent gaps, and implement strategies to recruit, retain, and develop employees in alignment with business objectives. Topics include labor market analysis, succession planning, talent management, diversity initiatives, and the impact of technology on workforce trends. Through case studies and practical exercises, participants will develop the skills to create and manage effective workforce development plans that support organizational growth and adaptability.
Recommended Textbook Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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Page 2
Chapter 1: Managing Human Resources
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Sample Questions
Q1) An organization's ability to profit without depleting its resources,including employees,natural resources,and the support of the surrounding community is called
A) high-performance management
B) social media optimization
C) substitutability
D) sustainability
E) supply chain management
Answer: D
Q2) Under the principle of "employment at will",the employer may terminate employment:
A) after two weeks' notice.
B) at any time without notice.
C) immediately after written notice.
D) only if the employee voluntarily resigns.
E) only if he cannot show just cause.
Answer: B
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Chapter 2: Trends in Human Resource Management
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Q1) Which of the following terms describes a company wide effort to continuously improve the way people,machines,and systems accomplish work?
A) Business reengineering
B) Total quality management
C) High-performance work system
D) Optimal performance system
E) Performance management
Answer: B
Q2) Which of the following skills are more actively sought by U.S.employers today?
A) Physical strength
B) Mastery of particular machinery
C) Interpersonal skills
D) Ability to perform routine tasks
E) Ability to work with a tool
Answer: C
Q3) Total quality management proposes that every employee in the organization receive training in quality.
A)True
B)False
Answer: True
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Q1) _____ refer(s)to a plan identifying the ways in which for how the organization will meet its diversity goals.
A) Action steps
B) Utilization analysis
C) Diversification
D) Affirmative action
E) Disparate impact
Answer: A
Q2) Which of the following is true of quid pro quo harassment?
A) It involves mocking an individual's sexual orientation.
B) It refers to an individual gaining benefit in return for a sexual favor.
C) It involves making hiring decisions based on the gender of the applicant.
D) It involves harassment against people based exclusively on the factor of age.
E) It provides preferential treatment for the minority gender at the workplace.
Answer: B
Q3) Organizations that are government contractors or subcontractors must file an Employer Information Report with the EEOC every year.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Analyzing Work and Designing Jobs
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Q1) A(n)_____ is an area of personal capability that enables employees to perform their work successfully.
A) competency
B) entity
C) identity
D) duty
E) opportunity
Q2) Within the Job Characteristics Model,_____ refers to the job characteristic that reflects the degree to which the job allows an individual to make decisions about the way the work is carried out.
A) task knowledge
B) task ability
C) skill variety
D) autonomy
E) feedback
Q3) What method can an organization employ to design jobs with a view of maximizing efficiency?
Q4) Describe the relationship between work flow design and an organization's structure.
Q5) Outline the steps in a work flow analysis.
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Chapter 5: Planning for and Recruiting Human Resources
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Q1) Which of the following statements is true regarding referrals?
A) Referrals fall under the category of internal source of recruitment.
B) The use of referrals tends to increase the likelihood of exposing the organization to fresh viewpoints.
C) The use of referrals tends to promote nepotism.
D) Referrals cost much more than other formal recruiting efforts.
E) Referrals are the least preferred sources of new hires.
Q2) Statistical models are used for forecasting labor demands because they are good at capturing "once-in-a-lifetime" changes.
A)True
B)False
Q3) Which of the following terms refers to objective measures that accurately predict future labor demand?
A) Performance indicators
B) Transitional matrices
C) Functional pointers
D) Coincident pointers
E) Leading indicators
Q4) Outline two personnel policies that are especially relevant to recruitment.
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Q1) Which of the following is true about predictive validation?
A) It is the least effective method of measuring validity.
B) It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C) It involves administering a test to people who currently hold a job and comparing their scores to existing measures of job performance.
D) It is the quickest and easiest method compared to other ways of measuring validity.
E) It permits an employees' firsthand experience with the job to influence his performance in the test.
Q2) Which of the following details need to be asked in an application form to gather information about suitable candidates?
A) Marital status
B) History of disabilities
C) Number of children
D) Educational background
E) Applicant's race
Q3) What are the two broad categories of employment tests?
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8
Chapter 7: Training Employees
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Q1) _____ involves training sessions in which participants observe other people demonstrating the desired behavior,then have opportunities to practice the behavior themselves.
A) Random testing
B) Benchmarking
C) Behavior modeling
D) Experiential training
E) Classroom learning
Q2) Discuss the three elements of a needs assessment process.
Q3) Instructional design logically should begin with needs assessment.
A)True
B)False
Q4) What are experiential programs? Describe the different types of experiential programs.
Q5) What are the different approaches of diversity training?
Q6) Orientation training is designed to prepare employees to perform their job effectively,learn about the organization,and establish work relationships.
A)True
B)False
Page 9
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Chapter 8: Managing Employees Performance
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Sample Questions
Q1) The _____ method of performance measurement compares each employee with each other employee to establish rankings.
A) paired-comparison
B) graphic rating scale
C) forced-distribution
D) mixed standard
E) BARS
Q2) Discuss the six steps of the performance management process.
Q3) What is the disadvantage of results-oriented performance management?
A) It is generally more subjective than other kinds of performance measurements.
B) It has low acceptability among employees.
C) It has problems with validity.
D) It is not preferred by managers.
E) It is not easy to link to the organization's goals.
Q4) Discuss the advantages and disadvantages of using managers,peers,subordinates,self,and customers as sources of performance information.
Q5) Subordinates are the most-used source of performance information.
A)True
B)False
10
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Chapter 9: Developing Employees for Future Success
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Q1) The process for developing a succession plan begins with:
A) reviewing the existing talent.
B) linking succession planning with other human resource systems.
C) identifying the positions to be planned for.
D) establishing position requirements.
E) deciding how to measure employees' potential for being able to fill requirements.
Q2) Research suggests that assessment center ratings are valid for predicting performance,salary level,and career advancement.
A)True
B)False
Q3) According to the Myers-Briggs Type Indicator,individuals with a Perceiving (P)preference:
A) are conclusive and focused on goals.
B) are comfortable with changing a decision.
C) like deadlines.
D) focus more on possibilities and relationships among facts.
E) do not like surprises.
Q4) What is 360-degree feedback? What are its advantages and disadvantages?
Q5) Discuss the relationship between training,development,and careers.
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Chapter 10: Separating and Retaining Employees
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Q1) A perception of _____ is a judgment that the organization carried out its actions in a way that took the employee's feelings into account.
A) interactional justice
B) employee turnover
C) sourcing
D) summary dismissal
E) scalability
Q2) Based on the expectation that two people in conflict should first try to arrive at a settlement together,organizations have a policy of making managers available to hear complaints.Typically,the first "open door" is that of the employee's:
A) immediate supervisor.
B) choice of a neutral party.
C) peers.
D) immediate subordinates.
E) personal counselor.
Q3) Job satisfaction of employees remains unaffected from organizational changes such as mergers.
A)True
B)False
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Page 12
Chapter 11: Establishing a Pay Structure
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Sample Questions
Q1) The laws governing Equal Employment Opportunity guarantee equal pay for men and women,whites and minorities,and other groups within the United States.
A)True
B)False
Q2) Which of the following is true of pay ranges?
A) Pay ranges are most common for blue-collar jobs and those covered by union contracts.
B) Pay ranges are often widest for employees who are at lower levels in terms of their job evaluation points.
C) Pay ranges generally are designed so that they do not overlap.
D) The market rate or the pay policy line generally serves as the midpoint of a range for the job.
E) The less overlap, the more flexibility in transferring employees among jobs.
Q3) An organization's job structure and pay levels are policies of the organization,rather than the amount a particular employee earns.
A)True
B)False
Q4) Define hourly wage,piecework rate,and salary.
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Chapter 12: Recognizing Employee Contributions With Pay
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Q1) From employers' perspective,an advantage of merit pay is that it is cheap.
A)True
B)False
Q2) Which of the following is a reason for ESOPs' popularity?
A) Earnings of the trust holdings are exempt from income taxes.
B) ESOPs provide very high risk-free retirement income.
C) Employees can use ESOPs to buy their company during financial crises.
D) ESOPs require companies to invest 51 percent in the company's own stocks.
E) The employees are provided with many more stocks than they actually own.
Q3) Straight commission plans:
A) imply that the employees receive a straight salary.
B) are useful when the organization wants salespeople to concentrate on listening to customers.
C) help to attract employees risk-averse employees.
D) are common among insurance and real estate agents.
E) are not common among car salespeople.
Q4) Standard hour plans are quality-oriented incentives for professional employees.
A)True
B)False
Q5) What are the implications of designing pay for organizational performance?
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Chapter 13: Providing Employee Benefits
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Q1) A _____ pension plan allows pension benefits for key employees,such as highly paid managers,to exceed a government-specified share of total pension benefits.
A) top-heavy
B) multiemployer
C) special draw rights
D) deferred
E) defined-contribution
Q2) The Pregnancy Discrimination Act of 1978 requires employers:
A) to offer disability plans with pregnancy-related coverage.
B) offer disability plans to treat pregnancy as they would any other disability.
C) to provide up to six weeks of paid leave to either parent upon the birth of a child.
D) to provide up to six weeks of unpaid leave to either parent upon the birth of a child.
E) to offer disability leave up to one month to either parent before the birth of a child.
Q3) What is the importance of benefits as a part of employee compensation?
Q4) What are the objectives of the unemployment insurance program established by the Social Security Act of 1935.How is this program funded?
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Page 15
Chapter 14: Collective Bargaining and Labor Relations
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Q1) Which of the following is covered by the National Labor Relations Act (NLRA)?
A) A worker employed as a supervisor
B) A person working for a parent
C) An independent contractor
D) An worker employed by an employer subject to the Railway Labor Act
E) A worker going out on strike to secure better working conditions
Q2) According to Walton and McKersie,_____ bargaining looks for win-win solutions,or outcomes in which both sides benefit.
A) attitudinal
B) integrative
C) distributive
D) intraorganizational
E) associate
Q3) Unlike union membership for workers in businesses,union membership among government workers has remained strong.
A)True
B)False
Q4) What are the different criteria that employers use to judge a grievance procedure?
Q5) How can labor-management relations be made more cooperative?
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Chapter 15: Managing Human Resources Globally
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Q1) Which one of the following statements is true of transnational HRM systems?
A) To ensure fairness, they make decisions that are uniform and rigid.
B) The participants from various countries and cultures contribute ideas from a position of equality.
C) They emphasize the use of managers from the parent country.
D) They feature decision making from a parent-country perspective.
E) The host-country culture dominates the decision making process.
Q2) Which of the following is true of countries with small power distance?
A) People address one another with titles
B) People try to eliminate inequalities
C) People tend to rely heavily on religion
D) People seem to take each day as it comes
E) People value money making more than relationships
Q3) Explain Hofstede's dimensions of culture.
Q4) The general principles of performance management may apply in most countries,but the specific methods that work in one country may fail in another.
A)True
B)False
Q5) Discuss how economic systems impact HRM in international markets.
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Q1) For an organization's human resource division,"customers" are the organization's top management.
A)True
B)False
Q2) Define HR dashboard.
Q3) Organizations can promote job satisfaction by:
A) making jobs more repetitive.
B) setting up subjective performance management systems.
C) setting highly abstract goals.
D) empowering supervisors.
E) making jobs more interesting.
Q4) What are the guidelines that describe how to make the performance management system support organizational goals?
Q5) Measures of employees' performance should take the effects of situational constraints into account.
A)True
B)False
Q6) Performance measures should not include ethical standards. A)True B)False Page 18
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