Академический Документы
Профессиональный Документы
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to accompany
HumanResource
Management
th
4 Edition
by
RaymondJ.Stone
preparedby
Pamela Mathews
Identify
the
least
correct
statement:
d
App
(a) Human resource planning is concerned with the demand and supply of labour.
H
(b) To be successful, an organisation needs employees. Therefore, it needs human
resource planning to successfully meet its future labour requirements.
(c) The purpose of human resource planning is to assure that a certain desired
number of persons with the correct skills are available at the specified time in
the future.
(d) Human resource planning can be undertaken in isolation, and divorced from the
companys overall business objectives.
2.
Fac
(a) line managers
L
(b) top managers
(c) HR managers
(d) all managers
3.
Und
(a) future employee needs
M
Und
(a) an integrated part of the organisations strategic planning process
H
(b) undertaken immediately after strategic planning takes place
(c) developed independently of, but at the same time as, strategic planning
(d) undertaken as and when a need arises in relation to human resource issues
5.
(a)
(b)
(c)
(d)
6.
M
cost savings
quantity and quality problems
up-to-date employee skills
improved job satisfaction
7.
H
(b) to influence the future direction of the organisation
(c) to anticipate and influence the future HR requirements of the organisation
(d) to more clearly understand the impact of increased global competition
Effective HR planning ensures all of the following except:
a
Und
(a) reduced absenteeism and turnover
M
(b) more satisfied and better developed employees
(c) reduced financial and legal costs
(d) more effective and efficient use of human resources
8.
When developing HR plans the HR manager must consider which of the following
c
issues
App
(a)
(b)
(c)
(d)
9.
H
competitive strategy, economic policy, social values
conservation, social values, legal regulations
environmental trends, social values, demographics, conditions of employment
labour costs, unemployment levels, economic conditions, competition
(a)
(b)
(c)
(d)
M
changing social values
increasing numbers of women in the workforce
attempts to reduce levels of employee absenteeism
the requirements of EEO legislation
11. If you were conducting HR planning for a small manufacturing firm which of the
d
following would you not be considering when you examine environmental factors
App
that might impact on your organisation?
M
(a)
(b)
(c)
(d)
skill shortages
demographics
work schedules
political stability
planning?
Fac
L
(a) qualitative approach
(b) reactive approach
(c) humanistic approach
(d) quantitative approach
15. An organisations human resource inventory contains information on all of the
d
following except:
Fac
(a)
(b)
(c)
(d)
M
employee skills
employee experience
career goals
employee attitudes
16. According to the human resource planning process presented by Stone the first step
a
is to:
App
(a)
(b)
(c)
(d)
H
determine number and type of jobs to be filled
examine human resource inventory
identify labour shortages
stops recruiting new employees
17. The technique which involves building complex computer models to simulate future
b
events based on probability and multiple assumptions is:
Fac
M
(a) trend projection
(a)
(b)
(c)
(d)
H
turnover analysis, skills inventory, replacement charts, Markov analysis, Delphi
technique
turnover analysis, skills inventory, replacement charts, Markov analysis,
succession planning
turnover analysis, skills inventory, replacement charts, trend projection,
succession planning
turnover analysis, skills inventory, expert opinion, Markov analysis, succession
planning
21. The number of people who leave an organisation due to resignation, retirement,
d
death or disability, retrenchment or termination is known as:
Fac
(a)
(b)
(c)
(d)
L
employee loss
downsizing
employee departure
labour turnover
22. The best source of information about people leaving the organisation can be
c
obtained from:
Und
(a)
(b)
(c)
(d)
M
employee exit interviews
employee attitude surveys
labour turnover rates from past years
retrenchment figures for the past five years
23. The skills inventory allows the HR manager to do all of the following except:
a
(a)
(b)
(c)
(d)
Und
identify where qualified external labour sources can be found
M
identify qualified employees for different jobs
determine which skills are present or lacking in the organisation
assess longer-term recruitment, selection and training and development
requirements
24. Which of the following information would not be found in a skills inventory:
b
Fac
(a) qualifications
L
Fac
(a) allowing the HR manager to check personal details without interrupting an
M
employee on the job
(b) keeping an accurate record of bonus and leave entitlements
(c) making regular performance appraisal reviews unnecessary
(d) allowing the HR manager to fill positions by internal promotion
26. To be successful a skills inventory system requires all of the following except:
c
Fac
(a) top management support
L
(b) assured confidentiality
(c) computer storage of data
(d) current information
27. Replacement charts are used to identify:
b
Und
(a) where qualified applicants can be located to fill senior positions when they
H
become vacant
Fac
(a) technical
L
(b) professional
(c) clerical
(d) managerial
29. Markov analysis
a
Und
(a) uses a mathematical technique to forecast the availability of internal job
M
candidates
(b) focuses on the development of high potential employees to guarantee their
readiness for promotion
(c) uses the opinions of experts to identify internal candidates for promotion
(d) identifies existing employees who should be released due to poor performance
30. The use of Markov analysis requires:
d
Fac
(a) a knowledge of regression analysis
H
(b) the full support of both management and employees
(c) a maximum of 20 employees in any one job classification
(d) a minimum of 50 employees in any one job classification
31. Which of the following techniques for forecasting the internal supply of human
b
resources is concerned with the filling of management vacancies?
Fac
(a)
(b)
(c)
(d)
L
replacement charts
succession planning
Markov analysis
skills inventory
32. Many organisations have depleted their management ranks as a result of:
c
Fac
(a) neglect
M
(b) rapid internal promotion
(c) downsizing
(d) lack of employee development
33. Management development and succession are considered superfluous by many
d
organisations because of:
App
(a)
(b)
(c)
(d)
H
the labour surplus for specialist, skilled positions
the more highly educated nature of the current workforce
the costs involved in developing a fluid and mobile workforce
rapid changes in business and a mobile job market
34. Succession planning for chief executives and senior executives is used by what
a
(a)
(b)
(c)
(d)
M
approximately 50%
less than 10%
at least 75%
23%
c
of the following to be effective except:
Und
(a)
(b)
(c)
(d)
M
performance appraisal system
training and development programs
compensation and benefits
a culture of individual growth and promotion from within
39. To accurately forecast the availability of external human resources the HR manager
b
must monitor and respond to:
Fac
(a)
(b)
(c)
(d)
M
changes in business strategy
demographic changes
changes to skill requirements
changes to Government regulations
40. The workforces of Australia, Hong Kong, Japan, Singapore, South Korea, Taiwan
a
and the USA are:
Fac
(a)
(b)
(c)
(d)
L
aging
shrinking
growing
younger
41. The Australian labour market is affected by all of the following except:
c
Und
(a)
(b)
(c)
(d)
M
multiskilling of the workforce
casualisation of the workforce
downsizing of the workforce
mobility of the workforce
43. The process of subcontracting work to an outside company that specialises in and is
d
more efficient at that kind of work is known as:
Fac
(a)
(b)
(c)
(d)
L
specialising
consulting
de-skilling
outsourcing
44. Organisations choose to outsource for all of the following reasons except:
b
Und
(a) cost and quality
M
(b) lack of employee skills
(c) increased focus on core business
(d) access to improved technology
(a)
(b)
(c)
(d)
H
loss of essential personnel
reduced service
production delays
leaking of confidential information
2.
3.
4.
5.
The drift away from full-time jobs towards part-time work is a global trend.
T
Fac
L
6.
7.
8.
9.
The human resource inventory identifies the number of employees available and
T
their skills.
Fac
M
13. The skills inventory includes data relating to the capacity of individual employees
T
such as psychological tests.
Und
H
14. Skills inventories only benefit the organisation.
F
Fac
L
15. Replacement charts are tables used to identify areas of production where employees
F
can be replaced by new technology.
Und
M
16. Markov analysis uses a matrix to show the probability of an employee moving from
T
one job to another.
Und
H
17. BHP Chief Executive, John Prescott, argued that their biggest challenge is to
T
develop people to continue to grow the business at a satisfactory rate given its
App
diversity geographically and in product lines that well face.
H
18. HR planning requires that the organisation undertakes an analysis of the employee
F
skills of competitor organisations if it is to be effective.
Und
M
19. People are able to work longer because of advances in technology.
T
Fac
L
20. In Australia, 24% of all employees are now casual workers.
T
Fac
L
21. The outsourcing of HR activities is costing more time and money, is less efficient,
F
and is causing the HR department to lose sight of its role in helping the organisation
Und
to achieve its objectives.
H
22. One reason organisations choose to outsource their HR activities is to eliminate
T
union problems.
Fac
M
23. Recently many Australian organisations have been seeking foreign executives to
T
head their corporations.
Fac
M
24. HR planning can be successful without top management support.
F
Und
M
25. Human resource planning is the cornerstone of all HRM activity.
T
Und
M
Essay Questions
1.
2.
Stone argues that human resource planning should be closely linked to the
organisations objectives. How does effective human resource planning support the
achievement of an organisations objectives?
3.
Human resource planning involves an analysis of both the internal and external
supply of labour. Discuss the difference between these two areas of analysis and
examine why both are necessary for human resource planning to be accurate and
effective.
4.
How does accurate human resource planning assist an organisation in its recruitment
and selection activities?