Workforce Planning and Development
Question Bank
Course Introduction
Workforce Planning and Development explores strategies and practices for ensuring an organization has the right talent in place to achieve its goals both now and in the future. The course covers the systematic analysis of workforce needs, forecasting labor demand and supply, succession planning, talent acquisition, and skills gap analysis. Students will learn about aligning workforce plans with organizational strategy, diversity and inclusion considerations, and the role of human resource analytics in decision-making. Through case studies and practical exercises, participants will gain tools to design effective workforce development programs that support organizational growth and adaptability in a dynamic labor market.
Recommended Textbook
Managing Human Resources 17th Edition by Scott Snell
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16 Chapters
1993 Verified Questions
1993 Flashcards
Source URL: https://quizplus.com/study-set/1284
Page 2
Chapter 1: The Challenge of Human Resources Management
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Approximately _____ of mothers with school-age children are employed.
A)10 percent
B)30 percent
C)50 percent
D)70 percent
Answer: D
Q2) Employee rights include all of the following EXCEPT:
A)company funded pension plan.
B)equal employment opportunity.
C)union representation.
D)equal pay for equal work.
Answer: A
Q3) Which of the following is one of the largest expenditures of service companies?
A)Production costs
B)Marketing costs
C)Labor costs
D)Distribution costs
Answer: C
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Chapter 2: Strategy and Human Resources Planning
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88 Verified Questions
88 Flashcards
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Sample Questions
Q1) The strategic vision of an organization never moves beyond its mission statement to provide a perspective on where the company is headed and what the organization can become in the future.
A)True
B)False
Answer: False
Q2) The first step in strategic planning of a firm involves establishing a mission,vision,and values for the firm.
A)True
B)False Answer: True
Q3) While unemployment rates vary by sector,the lack of talent in low-skill jobs continues to create a real challenge for firms.
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity and Human Resources Management
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126 Verified Questions
126 Flashcards
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Sample Questions
Q1) Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a result of:
A)seniority and expertise.
B)merit and experience.
C)performing tasks requiring same skills.
D)the quantity or quality of production.
Answer: C
Q2) If a pay disparity between the sexes exists,employers cannot legally lower the wages of one gender to comply with the law.
A)True
B)False
Answer: True
Q3) When an employment selection instrument is related to job success,the instrument is said to have:
A)validity.
B)correctness.
C)discrimination.
D)exclusiveness.
Answer: A
Page 5
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Chapter 4: Job Analysis and Job Design
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134 Verified Questions
134 Flashcards
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Sample Questions
Q1) Job design objectives that emphasize industrial engineering considerations concentrate on the study of work cycles to determine how to reduce the time needed to complete the cycle.
A)True
B)False
Q2) _____ occurs when the interaction and outcome of team members is greater than the sum of their individual efforts.
A)Autonomy
B)Teamwork
C)Ergonomics
D)Synergy
Q3) Which popular method of job analysis was pioneered by the U.S.Air Force?
A)Dynamic job analysis
B)Team-based analysis
C)Task inventory analysis
D)Competency-based analysis
Q4) Telecommuting is effective in retaining valued employees.
A)True
B)False
Q5) Explain the characteristics of effective teams.
Page 6
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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119 Verified Questions
119 Flashcards
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Sample Questions
Q1) Some labor unions maintain _____ that provide a supply of job applicants.
A)applicant rosters
B)employee rolls
C)service centers
D)hiring halls
Q2) Dual career paths provide for progression in special areas with compensation that is comparable to that received by managers at different levels.
A)True
B)False
Q3) A research study has found that managers often hire external candidatesrather than promote their current employees because they have a tendency to overvalueunfamiliar candidates and undervalue known ones.
A)True
B)False
Q4) What are some of the guidelines to an employee seeking a mentor?
Q5) Outplacement services help terminated employees find a job elsewhere.
A)True
B)False
Q6) Discuss some of the characteristics of a good mentor.
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Chapter 6: Employee Selection
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145 Verified Questions
145 Flashcards
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Sample Questions
Q1) Physical ability tests tend to predict performance,accidents,and injuries.
A)True
B)False
Q2) The results of a validation study are usually reported in the form of a:
A)correlation coefficient.
B)validity indicator.
C)scale from 1 to 10.
D)standard deviation.
Q3) The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the:
A)personal judgment approach.
B)quantitative approach.
C)objective approach.
D)statistical approach.
Q4) Intelligence,mechanical comprehension,and anxiety are examples of:
A)job requirements.
B)job characteristics.
C)theories.
D)constructs.
Q5) Briefly explain the different types of employment tests.
Page 8
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Chapter 7: Training and Development
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) A person analysis is the process of determining what the content of the training program should be,based on a study of the tasks and duties involved in the job.
A)True
B)False
Q2) The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.
A)True
B)False
Q3) _____ refers to how well employees apply what they have learned to their jobs.
A)Transfer of training
B)Learning
C)Training effectiveness index
D)Compensatory modeling
Q4) Training is oriented toward broadening employees' individual skills for future responsibilities.
A)True
B)False
Q5) Identify and discuss some of the desirable traits of a trainer.
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Chapter 8: Performance Management and the Employee
Appraisal Process
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137 Verified Questions
137 Flashcards
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Sample Questions
Q1) Expressing appreciation for the work an employee has done well is likely to make the person more defensive about aspects of the job that are not going so well.
A)True
B)False
Q2) One advantage of peer evaluations is that:
A)peers are less politically motivated than supervisors.
B)peers may furnish more accurate and valid information than supervisors.
C)peers may work harder to help other employees improve performance.
D)peers are often partially responsible for the performance of other co-workers.
Q3) What is the first step in the management by objectives (MBO)process?
A)Develop organization goals and metrics
B)Develop department goals and metrics
C)Review performance
D)Add new inputs
Q4) If an employee is doing something wrong,waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.
A)True
B)False
Page 10
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Chapter 9: Managing Compensation
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) The consumer price index is available in separate indexes by size of city and region of the country.
A)True
B)False
Q2) Which of the following is NOT an internal factor affecting the pay mix?
A)Worth of job
B)Cost of living
C)Employer's ability to pay
D)Employee's relative worth
Q3) The area from which employers obtain certain types of workers is known as the:
A)labor market.
B)region.
C)recruiting area.
D)supply region.
Q4) One of the basis for compensation centers on whether employees are classified as nonexempt or exempt under the _____.
A)Equal Pay Act
B)Fair Labor Standards Act
C)Taft-Hartley Act
D)Employment Classification Act
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Chapter 10: Pay-For-Performance: Incentive Rewards
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128 Verified Questions
128 Flashcards
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Sample Questions
Q1) A problem with creating team incentive plans is that:
A)they encourage negativity rather than cooperative behavior.
B)not all teams that are created are alike.
C)they don't enable employees to share efficiency gains..
D)they pay only when agreed-upon standards are met or exceeded.
Q2) A cash or stock award determined by increase in stock price during any time chosen by the executive in the option period,which does not require executive financing is known as:
A)phantom stock.
B)stock appreciation rights.
C)restricted stock.
D)performance shares.
Q3) The most widely used sales incentive program is the _____ plan.
A)straight salary
B)straight commission
C)combined salary and commission
D)commission plus bonus
Q4) Annual bonuses represent the main element of executive short-term incentives.
A)True
B)False
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Chapter 11: Employee Benefits
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) Research shows that workers who use their vacation time are more productive and less prone to job-related burnout.
A)True
B)False
Q2) Despite its high unemployment rate,in 2011,_____ became the first state to cut the number of weeks to 20 because its unemployment fund was so far in the red.
A)Pennsylvania
B)Michigan
C)South Dakota
D)California
Q3) Vesting is a guarantee of accrued benefits to participants at retirement age,provided they are currently employed.
A)True
B)False
Q4) A major objective of the Pension Protection Act is to _____ 401(k)pension plans.
A)reduce the number of
B)alter the tax status of
C)limit to very small employers the use of D)provide greater control over
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Chapter 12: Promoting Safety and Health
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129 Verified Questions
129 Flashcards
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Sample Questions
Q1) Eustress is the feeling of anxiety one gets after a strenuous workout.
A)True
B)False
Q2) The Occupational Safety and Health Administration (OSHA)has an established system for inspection priorities with a special emphasis on unspecific low-hazard industries.
A)True
B)False
Q3) Alcoholism is a disease that runs a predictable course.
A)True
B)False
Q4) A willful violation of Occupational Safety and Health Administration (OSHA)standards that results in the death of an employee can result in penalties up to $250,000 for an individual.
A)True B)False
Q5) The leading cause of worker fatalities each year is motor vehicle crashes.
A)True
B)False
Q6) What is the role of supervisors in promoting workplace safety?
Page 14
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Chapter 13: Employee Rights and Discipline
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137 Verified Questions
137 Flashcards
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Sample Questions
Q1) Which of the following statements is NOT true about an ombudsman system?
A)Ombudsmen listen and act as mediators between employees and their supervisor.
B)Ombudsmen help an organization by providing a check on management.
C)Ombudsmen do not threaten the security of managers or employees involved in a complaint.
D)Ombudsmen can easily resolve a complaint by overruling a supervisor's decision.
Q2) Employees do not have the right to have an attorney present during an investigative interview.
A)True
B)False
Q3) Which of the following complaint procedures is a unionized employee likely to use?
A)A step-review system
B)A hearing officer complaint system
C)A grievance procedure
D)A peer-review procedure
Q4) Briefly discuss some ways in which employers can avoid wrongful termination lawsuits.
Q5) What are the key components of a good disciplinary model?
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Chapter 14: The Dynamics of Labor Relations
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150 Verified Questions
150 Flashcards
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Sample Questions
Q1) Which act covering most private-sector employers guarantees employees the right to organize and lists five unfair labor practices of employers?
A)The Wagner Act
B)The Railway Labor Act
C)The Sherman Act
D)The Landrum-Griffin Act
Q2) Compulsory membership provisions and dues check-off are forms of union security.
A)True
B)False
Q3) "Energized organizing" to stem the overall decline in union membership involves:
A)capitalizing on technological advances.
B)targeting ignored worker groups, such as low-wage tier service workers and immigrants.
C)participative management and empowerment.
D)consolidation of national unions under the AFL-CIO.
Q4) Explain some of the issues that should be addressed by the employer's bargaining strategy.
Q5) Briefly discuss some of the aggressive organizing tactics that unions sometimes employ.
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Chapter 15: International Human Resources Management
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) The close proximity of European countries makes them:
A)likely candidates for international trade.
B)members of the European Union.
C)less competitive.
D)less likely to need to conduct business internationally.
Q2) What are the steps involved in selecting individuals for an international assignment?
Q3) One reason to employ host-country nationals is that local governments want good jobs for their citizens.
A)True
B)False
Q4) Transnational teams tend to be:
A)focused on projects that span multiple countries.
B)comprised of members with generalized skills.
C)homogenous.
D)comprised of members from the same region.
Q5) Recently,transnational companies from Japan and China have proven to be some of the most powerful companies in the world.
A)True
B)False
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Chapter 16: Creating High-Performance Work Systems
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95 Verified Questions
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Sample Questions
Q1) Employment stability,team-based behaviors,and strategy-focused behaviors are used as part of an HR Scorecard to assess:
A)workforce deliverables.
B)HR deliverables.
C)external objectives.
D)top management support.
Q2) Employees who are given timely information about business plans,performance,and strategies are more likely to make good suggestions for improving businesses.
A)True
B)False
Q3) To encourage employees to pursue job outcomes that are in alignment with an organization's goals,managers should link rewards to performance.
A)True
B)False
Q4) In a union environment,an organization's negotiation power is the key criterion for successfully implementing high-performance work systems.
A)True
B)False
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