Workforce Planning and Development
Midterm Exam
Course Introduction
Workforce Planning and Development explores the strategies and processes organizations use to ensure they have the right people with the right skills in the right positions to achieve current and future business objectives. The course covers topics such as talent forecasting, skills gap analysis, succession planning, employee training and development, and the impact of workforce trends on organizational effectiveness. Students will examine best practices for aligning human resource initiatives with strategic goals, utilize analytical tools to predict workforce needs, and develop plans to recruit, retain, and develop talent in a dynamic labor market.
Recommended Textbook
Managing Human Resources 10th Edition by
Susan E. Jackson
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14 Chapters
1043 Verified Questions
1043 Flashcards
Source URL: https://quizplus.com/study-set/3101
Page 2
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
Source URL: https://quizplus.com/quiz/61447
Sample Questions
Q1) List the members of the human resources (HR)triad.
Answer: Line managers,human resource personnel,and employees
Q2) What are the primary concerns of customers in their role as stakeholders?
A)legal compliance of the company and how it meets its social responsibility
B)return on sales,return on assets,and return on investments
C)quality service and product,innovation,and low cost
D)concern about safety,health,and fair treatment
E)whether the company uses collaborative problem-solving
Answer: C
Q3) Key roles for the HR department and the HR leader are business partner,consultant,innovator,monitor and change manager.
A)True
B)False
Answer: True
Q4) Give an example of a competitive advantage that is NOT sustainable.
Answer: Students will have a variety of answers to this question.To be correct,their answer must describe an easily copied action like decreasing selling price by 10 percent,using a coupon promotion,or creating a point-of-purchase display.
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Page 3
Chapter 2: Understanding the External and Organizational Environments
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) Geert Hofstede's research shows that different societies encourage and reward different behaviors.According to the Dimensions for Comparing National Cultures (Exhibit 2.17)which of the following countries most values a performance orientation (performance improvements and excellence,acceptance of feedback)?
A)Russia
B)Argentina
C)Singapore
D)Denmark
E)Kuwait
Answer: C
Q2) Which of the following statements BEST describes the global labor market?
A)There is no shortage of potential employees in the global labor market.
B)Most U.S.companies find that there is no better work force anywhere in the world than they can find at home.
C)The global work force is not as well educated as the U.S.workforce.
D)Employers find few,if any,college educated students in developing countries.
E)All of the above statements describing the global labor market are truE.
Answer: A
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Chapter 3: Hr Planning for Alignment and Change
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37 Verified Questions
37 Flashcards
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Sample Questions
Q1) To ensure that those affected by planned organizational change do support the change,an organization should:
A)let the change happen gradually without any fanfare
B)implement the change quickly and make it understood that those affected have the final say in what happens
C)involve everyone affected by the change early in the change process
D)keep communications at a minimum
E)do nothing because employees understand that change is inevitable
Answer: C
Q2) The last phase in the strategic and HR planning for alignment and change process is _____.
A)assessing the global and organizational environment
B)reviewing,revising,and refocusing
C)developing plans with measurements and timetables
D)specifying objectives of HR change efforts
E)implementing plans
Answer: B
Q3) What is the best way to ensure that employees will accept organizational planned change?
Answer: Their early involvement in the change process
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Chapter 4: Ensuring Fair Treatment and Legal Compliance
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) According to the Worker Adjustment and Retraining Notification Act (WARN,1988),employers are required workers with at least a six months' notice of a plant or office closing.
A)True
B)False
Q2) You are considering accepting a job offer from a company that has asked you to sign away your statutory right to trial as a condition of employment.This company uses arbitration to settle all disputes with employees.Discuss the reasons why signing such an agreement may be in your best interest.
Q3) Which of the following statements about the prevention of harassment is true?
A)Businesses should enforce a zero tolerance for harassment.
B)It is relatively easy to create sexual harassment policies that will eliminate harassment.
C)The EEOC wants businesses to establish a fund from which plaintiffs in harassment cases will be paid.
D)Harassment-awareness training programs have proven ineffective deterrents.
E)Policies defining penalties for engaging in activities that may involve harassing need to be narrow and specific in order to be really useful.
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Chapter 5: Using Job Analysis and Competency Modeling
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) The Management Position Description Questionnaire (MPDQ)is a standardized questionnaire for analyzing the concerns,responsibilities,demands,restrictions,and miscellaneous characteristics of managerial jobs.
A)True
B)False
Q2) Following the collapse of Enron,its beleaguered auditor,the major accounting firm Arthur Andersen (AA),had to sell off parts of its practice to former competitors.The HR professionals at the acquiring firms would use job analysis to achieve all but which of the following goals?
A)compare job content of AA jobs with the content of their firm's jobs
B)identifying which jobs with identical content should be compensated differently
C)identify the competencies needed to perform the jobs
D)identifying redundant jobs that could be eliminated
E)all of the above are functions of job analysis in a merger and acquisition context.
Q3) What kind of questionnaire should an organization use if it wanted to create job analyses for all of its managerial positions?
Q4) What is the major disadvantage associated with customized task inventories?
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Chapter 6: Recruiting and Retaining Qualified Employees
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Which of the following statements about school placement services and trade associations as sources of potential job applicants is true?
A)Since half the student body majors in business at Kenyon University,employers looking for a medical technician would not as likely to attend the school's job fair as an employer looking for a salesperson.
B)It is not unusual for employers to begin the recruitment process by interacting with high school students.
C)Trade journals provide an excellent forum for help wanted ads.
D)Prior to job fairs,many employers use electronic screening to identify the best applicants.
E)All of the above statements are truE.
Q2) An availability analysis in a written affirmative action plan measures how many minorities and women are available to work in the relevant labor market of an organization.What is a relevant labor market?
Q3) The legal rights of employee bloggers are well established.
A)True
B)False
Q4) What is a federal contractor?
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Page 8
Chapter 7: Selecting Employees to Fit the Job and the Organization
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91 Verified Questions
91 Flashcards
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Sample Questions
Q1) As vice president of HR,you are participating in a top management meeting.Top management realizes that they need to cut costs wherever possible.The vice president of finance eyes you and says,"This fancy assessment center you run costs us $150,000 annually.Surely this is an area which we can easily cut." Your reply should include:
A)criticism of the finance vice president's over staffed department
B)how the cost of the assessment center is outweighed by the positive impact it has on job applicants as an effective recruiting tool
C)a discussion of the economic utility of the assessment center
D)pointing out that your company's major competitors also run assessment centers
E)none of these is a logical argument
Q2) Which of the following is NOT a consideration in choosing a predictor?
A)Alternative techniques
B)Validity
C)Reliability
D)Legality
E)Variance
Q3) What information typically obtained on the application blank is most likely to inaccurate or distorted?
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Chapter 8: Training and Developing a Competitive Workforce
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Which of the following types of information is NOT typically shared during an employee orientation program?
A)what to do when the fire alarm sounds
B)the length of coffee breaks
C)the history of the organization
D)the company's proposed merger
E)the organizational structure of the company
Q2) Without a(n)_____,an organization cannot guarantee the right training will be provided to the right trainee.
A)human resource analysis
B)organizational appraisal
C)social audit
D)needs assessment
E)training control system
Q3) There is no real way to train high-level executives who hold visible and somewhat unique jobs.
A)True
B)False
Q4) What kind of knowledge is built by orientation programs?
Q5) What are proximal goals?
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Chapter 9: Conducting Performance Management
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89 Flashcards
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Sample Questions
Q1) Which of the following statements about focal-point review systems is true?
A)In a focal-point review system,each employee is appraised during the month in which he or she was hired.
B)Comparisons of individual employees are difficult with a focal-point review.
C)Focal-point reviews prevent the job of appraising performance from becoming burdensome.
D)Focal-point reviews have no effect on productivity cycles.
E)None of the above statements about focal-point review systems is truE.
Q2) The two most commonly used norm-referenced appraisals are straight rankings and graphic rating scales.
A)True
B)False
Q3) Sources of performance data for a retail clerk may include:
A)the employee's supervisor
B)the employee herself
C)the employee's customers
D)the employee's peers
E)all of the above
Q4) List the sources of performance data for a retail store manager.
Q5) List the three types of performance criteria.
Page 11
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Chapter 10: Developing an Approach to Total Compensation
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70 Flashcards
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Sample Questions
Q1) What is the most common level of market pay policy?
Q2) Which of the following statements about pay secrecy is true?
A)The free open discussion of salaries and wages is the norm in U.S.business.
B)Perceived inequities may arise due to poor implementation of a well-designed compensation plan.
C)Pay secrecy makes life difficult for managers.
D)Compensation professionals and managers are the only ones who should have responsibility for designing the compensation system.
E)Managers typically abhor pay secrecy.
Q3) To make use of data from a wage and salary survey,an organization first needs to select appropriate benchmark jobs.
A)True
B)False
Q4) What is the simplest job evaluation method?
Q5) Job evaluation and job analysis are closely related,but they are not identical.
A)True
B)False
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Q6) What conditions would led employees to this believe pay inequities existed in their organization?
Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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Sample Questions
Q1) Dakota stopped by the alteration shop yesterday.In the shop was posted a sign that said,"Buttons put on for $3,zippers repaired for $8,dresses hemmed for $10,pants hemmed for $8.50,all other prices based on job." From this information,you should be able to tell that the alteration shop uses a:
A)differential piece rate plan
B)standard hour plan
C)merit pay plan
D)base rate plus standard output plan
E)straight piecework plan
Q2) With _____,high performers earn more but no permanent adjustment is made to an employee's base pay.
A)incentive pay
B)equity pay
C)fixed earnings
D)retained earnings
E)merit pay
Q3) In what four domains do proponents of balanced scorecards argue that organizations should monitor their performance?
Q4) Differentiate between merit pay and incentive pay.
Page 13
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Chapter 12: Providing Benefits and Services
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74 Flashcards
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Sample Questions
Q1) Under the Employment Retirement Income Security Act,employers are required to accommodate new or transferred employees who wish to deposit funds into the new employer's retirement plan.
A)True
B)False
Q2) Voluntary protection programs,such as health insurance,are legally required.
A)True
B)False
Q3) The Employee Retirement Income Security Act:
A)established provisions regarding vesting
B)was designed to protect the interests of workers covered by private retirement plans
C)does not require an employer to offer its employees a pension fund
D)states that employees are eligible to participant in an employer's petition fund after one year of service or at age twenty-five
E)is accurately described by all of the above
Q4) When were the first federal mandatory public protection program enacted?
Q5) Why are portable benefits more important these days than previously?
Q6) Why do employers provide benefits and services to their employees?
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Chapter 13: Promoting Workplace Safety and Health
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Prevalent forms of organizational stressors include all of the following EXCEPT:
A)hierarchical structure of the organization
B)petty work rules and relentless pressure
C)unfair salary distribution
D)job burnout
E)fear of workplace injuries
Q2) What are the four components of an effective HIV/AIDS prevention programs?
Q3) Which of the following is an example of an occupational physiological-physical condition?
A)Warren developed a terrible headache after being exposed to a barrel of benzene at work.
B)When her alarm clock rang to wake her up for work,Ann fell out of bed and sprained her wrist.
C)Terry experienced such stress at her ad agency that she developed insomnia.
D)Irena was involved in a car wreck as she was driving to work.
E)Ross became depressed after he was unable to master a piece of CAD/CAM softwarE.
Q4) List four workplace stressors that put employees at risk for severe strain.
Q5) List three aspects of burnout.
Q6) Who or what controls work pacing?
Page 15
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Chapter 14: Understanding Unionization and Collective Bargaining
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) A certification election determines if the majority of employees want a union.
A)True
B)False
Q2) A fundamental task in training negotiators lies in identifying and eliminating false "fixed pie" assumptions and preparing them to look for trade-offs between issues of different value to each side.
A)True
B)False
Q3) Name two positive results of recent union mergers.
Q4) Which of the following statements about why unionization and collective bargaining are important is true?
A)Employers typically do not change their methods of operation when union organizers appear.
B)The core of union-management relations is the grievance procedure.
C)Unionization typically gives employers more flexibility in hiring new workers.
D)Unions obtain rights for their members that employees without unions do not legally have.
E)All of the above statements about why unionization and collective bargaining are important are truE.
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