Chapter 03 - quiz PDF

Preview

Summary

quiz...

Description

Karen Liu recently accepted the position of Department Chair of the Department of Business at her university. She quickly realized that one of the very important jobs related to her role, was the need to make good human resource decisions as this affected the Department's ability to offer, schedule, and meet student needs for courses in all three academic terms per year. The mission statement of the university specifies a clear commitment to meeting the needs of all stakeholders, and in particular, being student centered is a priority. Due to the distinct rise in the number of students wishing to pursue a degree in business in recent years, this had placed an increasing stress on resources to meet student demand for courses and course sections. In particular, student feedback had indicated that course waitlists were long, that many students were unable to enter into their preferred courses, and that students wished that more courses were offered in three-hour blocks or in the evening to allow them easier work scheduling. As she looked at course offerings and schedules from last year, and considered her current teaching faculty, she wondered how she would tackle the huge job of course planning for the next academic year.

1.





Award:

Up to this point, prior to Karen Liu taking the Chair position, it appears that the Department of Business is at what level of Human resource planning activities?



Level 1



Level 2



Level 3



Level 4



Level 5

Difficulty: 01 Easy

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.

2.





Award:

When considering the questions: how many faculty members Karen needs, when Karen needs them (i.e. which term are the faculty resources required), and for which courses does Karen need them, relates to which step of the Human Resource Planning Process?



Establish Program Evaluation



Develop HR objectives



Assess internal and external supply of resources

 

Forecast demand for resources Design and implement HRM programs

Difficulty: 02 Medium

3.

Learning Objective: 03-02 Describe the human resource planning process. 



Award:

Karen is considering using a fairly simple and quick method of estimating future faculty needs. She is thinking of looking at past course needs trends and relating that to how many faculty members are required. She would be using



extrapolation



nominal group technique



budget and planning analysis



the Delphi technique



transition matrices

Difficulty: 02 Medium

Learning Objective: 03-03 Discuss methods for estimating an organization's demand for human resources.

4.

Award:





Karen also needs to estimate her internal supply of available faculty members. As faculty members are specialists in their respective fields, they are not interchangeable. This is why she is very grateful that ________________ are available for her reference.



replacement charts



skills inventories



Markov analysis



transition summaries



management inventories

Difficulty: 02 Medium

5.

Award:

Learning Objective: 03-04 Explain the various methods of estimating a firm's supply of human resources. 



Since the Department is growing to a great extent, and student numbers and demand for courses is expanding, the Department is facing a



human resource shortage



demographic challenge



human resource surplus



labour market division



human resource division

Difficulty: 01 Easy

Learning Objective: 03-05 Identify solutions to shortages or surpluses of human resources.

6.





Award:

To deal with her increasing faculty member needs, a viable option for Karen is to

 

use Delphi techniques to examine demand hire teaching assistants



freeze hiring



job rotation



offer job sharing

Difficulty: 02 Medium

7.

Award:

Learning Objective: 03-05 Identify solutions to shortages or surpluses of human resources. 



Karen found that the job of identifying appropriate faculty members to be assigned to particular courses a huge task. It became evident that it would have been helpful to have a HRIS in place in the Department. As always, keeping any information system up to date can be time consuming. For this purpose, she would have appreciated a(n) ____________ intranet function which would allow faculty members to access and view their own records and make changes and update where applicable.



enterprise-wide systems



internet system



manager self-service



employee self-service



internal computer network

Difficulty: 02 Medium

Learning Objective: 03-06 Discuss the major contents of a human resource information system (HRIS).

8.

Award:





In making her argument for the hire of more faculty members, Karen relied on the assistance of the __________ program that allowed her to quantify the value of additional faculty members to the university.



Human Resource Accounting



Human Resource Auditing



Human Relations Accounting



Human Relations Accountability



Human Relations Auditing

Difficulty: 03 Hard

Learning Objective: 03-07 Explain how HRIS has contributed to enhancing HR service delivery.

Karen Liu, Chair of the Department of Business, was relieved to have completed her human resource planning exercise for the year. She quite proudly looked at the resulting course schedule for the upcoming three academic terms. She was successful in scheduling a wide range of courses, at times that students preferred them, with more courses offered in three-hour blocks or in the evening as requested. After submitting her human resource plan to her Dean, she received an urgent telephone call from the Dean's office indicating that she could not use the number of contract faculty that her plan required. Contract faculty members were valuable resources to the Department. These faculty members were normally not full time, hired on a course by course basis, and since they often had full time jobs, were most available to teach in three-hour blocks or in the evenings. Unfortunately, the university maintained a contractual requirement that restricted the use of contract faculty to 35% of all courses taught in the Department, and in the university overall.

9.

Award:





Karen decided to use Markov analysis to aid her in her revised human resource plan, since it is particularly useful in organizations where



the external environment is unstable and unpredictable



internal (strategic) changes are complex and on-going



internally the movement of jobs and/or people is not fluctuating rapidly



rapid response is needed to social and legal challenges



economic conditions are changing quickly

Difficulty: 03 Hard

10.

Award:

Learning Objective: 03-04 Explain the various methods of estimating a firm's supply of human resources. 



Karen believes she will need to hire more full-time tenure track faculty members for her Department to meet the growing demand. When estimating the internal supply of faculty members, Karen could examine all of the following except:

 

skills inventories organizational charts



transition matrices



replacement summaries



management and leadership inventories

Difficulty: 02 Medium

Learning Objective: 03-04 Explain the various methods of estimating a firm's supply of human resources.

11.

Award:





When considering the HR planning process, HR managers should do which of the following steps last?



Assess internal supply of resources



Assess external supply of resources



Utilize qualitative methods to forecast demand for resources

 

Evaluate possible HRM programs Utilize quantitative methods to forecast demand for resources

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.

12.

Award:



Within the HR planning process, HR managers typically do what after developing HR objectives?



Forecast demand for resources



Refine HR objectives



Design and implement HRM programs



Establish program evaluation



Assess internal and external supply of resources

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.



13.

Award:



Each of the following statements describes why Human Resources Planning contributes to the success of an organization’s strategic plan, EXCEPT:



Proper staffing is critical for strategic success



Successful tactical plans require appropriate human resource plans



Human resource planning facilitates proactive responses

 

Managers and leaders only consider long-range plans Different strategies require varying human resource plans

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.



14.

Award:



The relationship between strategic and human resources plans is best described as:



The human resource objectives define the operational plans which are accomplished through implementation of appropriate human resource plans.



The overall organizational strategy defines the human resource objectives which are accomplished through implementation of appropriate human resource plans.



The overall organizational strategy defines the operational tactical plans which in turn defines the human resource objectives.



The operational tactical plans define the human resource objectives which are accomplished through implementation of appropriate human resource plans.



The overall tactical plans define the human resource plan which is accomplished through implementation of appropriate organizational strategy.

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.



15.

Award:





Which of the following statements does NOT describe a function of human resource planning?



Make decisions about production, performance, and people



Anticipate future business demands



Make decisions about how to effectively acquire firms’ human resources



Ensure organizations can respond to change



Analyze the impacts of business demands on the organization

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.

16.

Award:



Which of the following statements describes a key desired outcome of human resource planning?



Defining human resource objectives



Decreasing human capital gains



Reducing the amount of "people" resources



Managing human resources requirements reactively



Improving the utilization of human resources

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.



17.



Award:



The level or stage of human resource planning activities that organizations engage in moderate planning activities, create longer-term forecasts, and project company needs three to five years in advance would be:



Stage One



Stage Two



Stage Three



Stage Four



Stage Five

Learning Objective: 03-01 Explain the importance of human resource plans for strategic success.

18.

Award:



In this phase of HR planning, if the organization is projecting a shortage, it may choose to outsource or use overtime.



Forecast Demand for Resources



Assess Supply of Resources



Develop HR Objectives

 

Design and Implement HRM Programs Establish Program Evaluation

Learning Objective: 03-02 Describe the human resource planning process.



19.

Award:





This phase of HR planning answers the question: What resources do we have available and what skills and competencies do these resources possess?

 

Forecast Demand for Resources Assess Supply of Resources



Develop HR Objectives



Design and Implement HRM Programs



Establish Program Evaluation

Learning Objective: 03-02 Describe the human resource planning process.

20.

Award:



This phase of HR planning answers the question: Is there a tangible link between investments in human resource programs and organizational sustainability and to what degree?



Forecast Demand for Resources



Assess Supply of Resources



Develop HR Objectives



Design and Implement HRM Programs



Establish Program Evaluation

Learning Objective: 03-02 Describe the human resource planning process.



21.

Award:





This activity of HR planning answers the questions: How many human resources will we need, when will we need them and where will we need them?



Forecast Demand for Resources



Assess Supply of Resources



Develop HR Objectives



Design and Implement HRM Programs



Establish Program Evaluation

Learning Objective: 03-02 Describe the human resource planning process.

22.

Award:



In this phase of HR planning, planners carry out an analysis to determine the differences between demand and supply, and determine the choice of programs:



Forecast Demand for Resources



Assess Supply of Resources



Develop HR Objectives



Design & Implement HR Programs to Balance Demand & Supply



Establish Program Evaluation

Learning Objective: 03-02 Describe the human resource planning process.



23.

Award:





Step 1 of human resource planning is:



Forecast Demand for Resources



Design and Implement HRM Programs



Establish Program Evaluation



Assess Supply of Resources



Develop HR Objectives

Learning Objective: 03-02 Describe the human resource planning process.

24.

Award:



Step 3 of human resource planning is:



Forecast Demand for Resources



Design and Implement HRM Programs



Establish Program Evaluation



Assess Supply of Resources



Develop HR Objectives

Learning Objective: 03-02 Describe the human resource planning process.



25.

Award:



Which of the following statements is NOT true?



Reorganizations, due to mergers or an acquisition, are the most significant short run influence on human resource needs.



Retirements, resignations, terminations, deaths, and leaves of absence all increase the need for human resources.



Budget increases or cuts are the most significant short-run influence on human resource needs.



New ventures begun by acquisitions and mergers cause an immediate revision of human resource demands.



Sales and production forecasts are less exact than budgets, but may provide even quicker notice of short-run changes in human resource demand.

Learning Objective: 03-03 Discuss methods for estimating an organization's demand for human resources.



26.

Award:



Which of the following issues does NOT describe how technological developments have impacted the supply and demand of human resources in organizations?

 

Computerization has eliminated certain types of jobs. Computers have created mass levels of unemployment.



Technological changes make planning more difficult.



Automationmay necessitate new skills on the part of employees, which may be hard to accurately predict.



Very often, technological changes tend to reduce employment in one department while increasing it in another.

Learning Objective: 03-02 Describe the human resource planning process.



27.

Award:



In the past, Jim, a Human Resource Manager, kept close track of employees nearing retirement so that his human resource plan remained accurate. This will no longer be enough to predict organizational demand based on workforce factors because:



Canada, like most industrialized nations, will need to rely solely on a large influx of immigrants to counterbalance the impact of demographic shifts.



Canada, like mo...