Question : Multiple Choice Questions 26. The six sequential steps in the Human : 1234396

Multiple Choice Questions

26. The six sequential steps in the Human Resource Planning (HRP) process are:

A) labor analysis, supply analysis, environmental scanning, gap analysis, action programming, evaluation

B) evaluation, labor analysis, supply analysis, environmental scanning, gap analysis, action programming

C) environmental scanning, labor analysis, supply analysis, gap analysis, action programming, evaluation

D) environmental scanning, supply analysis, labor analysis, gap analysis, action programming, evaluation

E) gap analysis, supply analysis, labor analysis, action programming, environmental scanning, evaluation

27. Which of the following reconciles the forecast of labor supply and demand?

A) Action programming

B) Gap analysis

C) Control and evaluation

D) Environmental scanning

E) Labor demand forecast

28. All of the following are examples of internal factors that can influence HR planning EXCEPT:

A) strategic business planning

B) diversification

C) legal environment

D) projected staff availability

E) recruitment planning

29. As a part of Environmental scanning HR planners should:

A) Use data to determine if there are threats to the organization, such as political changes that will impact the demand for highly trained personnel within the company.

B) Interview managers to gain a better understanding of the specific department in which HR decisions are or will be made.

C) Develop a process and forms that will predict the availability of human resources through succession planning.

D) Ensure that final interviews of qualified applicants provide more realistic job previews.

E) Use regression analysis in order to quantifiably project resource availability from internal and external sources.

30. When a manager uses the number of calls a phone operator can manage per hour to make decisions on staffing levels, which forecasting method are they using?

A) Linear programming 

B) Trend analysis

C) Delphi technique

D) Multiple regression analysis

E) Nominal group technique

31. A large food services company determines that it needs to recruit externally for a comptroller.  This job has been identified as a key position within the organization.  The need for external recruitment would :

A) be an indication that the company did not use regression analysis

B) be a sign that the company will be going out of business

C) result in the recruitment costs being lower than internal recruiting

D) be an indication that there was not an effective succession planning

E) be a result of a highly detailed internal training and development program

32. Control and evaluation in human resource planning:

A) monitors the effectiveness of human resource plans over time.

B) closes the gap between the current and desired state of affairs.

C) is a process of translating broad strategies into operational tasks.

D) is the ratio of applicants to hires at each step of the selection process.

E) projects how business needs will affect HR needs.

33. All of the following are effective downsizing strategies with the exception of:

A) Understanding that downsizing may be painful, however, it is the best solution when supply is higher than demand.

B) Ensuring that employees are involved in the process and perceive it to be fair.

C) Understanding that attention needs to be paid to not only those who leave, but to those who stay.

D) Be certain to continue to communicate with employees throughout the process.

E) Consider the options of reductions in compensation, work hours or retraining as alternatives to downsizing.

34. Human resource information systems (HRIS), and replacement charts are methods for __________.

A) forecasting external supply

B) forecasting internal supply

C) forecasting external demand

D) forecasting internal demand

E) forecasting job previews

35. Company ABC has been using walk-ins, newspaper ads and referrals for recruitment.  In order to determine which source provided the best mix of potentially qualified applicants they would

A)  use RJP

B)  implement succession planning

C)  use regression analysis

D)  calculate EPO’s

E)  calculate yield ratios