Question : 31.Statistical planning models almost always have to be complemented by : 1243221

 

 

31.Statistical planning models almost always have to be complemented by _____.   

A. competitor information

 

B. subjective judgments

 

C. transitional matrices

 

D. unstable history

 

E. labor forecasts

 

 

32.A(n) _____ shows the proportion of employees in different job categories at different times.   

A. invertible matrix

 

B. transitional matrix

 

C. definite matrix

 

D. task role matrix

 

E. orthogonal matrix

 

 

Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization. 

 

33.How many of the total HR assistant managers employed in 2012 were promoted to the HR manager position in 2013?   

A. 95%

 

B. 9%

 

C. 5%

 

D. 86%

 

E. 10%

 

 

34.From which of the following job categories was no employee promoted in 2013?   

A. HR assistant

 

B. HR administrator

 

C. HR practitioner

 

D. HR coordinator

 

E. HR officer

 

 

35.There were demotions from the _____ job category.   

A. HR assistant

 

B. HR administrator

 

C. HR practitioner

 

D. HR coordinator

 

E. HR officer

 

 

36.How many of the HR practitioners employed in 2012 were promoted to the category of HR officer in 2013?   

A. 2%

 

B. 10%

 

C. 5%

 

D. 13%

 

E. 8%

 

 

37.Which of the following job categories saw the highest percent of its employees leave the organization in 2013?   

A. HR assistant

 

B. HR coordinator

 

C. HR practitioner

 

D. HR administrator

 

E. HR officer

 

 

38.Which of the following is true about transitional matrices?   

A. Transitional matrices can be read across rows but cannot be read from top to bottom.

 

B. Transitional matrices provide a comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market.

 

C. Transitional matrices provide an objective measure of the effectiveness of an organization’s human resource recruitment policy.

 

D. Transitional matrices are extremely useful for charting historical trends in a company’s supply of labor.

 

E. Transitional matrices show the increase in productivity of employees over a period of time.

 

 

39.The goals that are set in the human resource planning process should come directly from:   

A. the mid-level managers who tend to be most in touch with the organization’s needs.

 

B. the results of the previous year’s appraisal process.

 

C. the analysis of the labor supply and demand.

 

D. the strategic choices made by the company’s top-level managers.

 

E. the feedback provided by the organization’s customers.

 

 

40.The purpose of setting specific quantitative goals is:   

A. to make sure that employees are held accountable for achieving the stated goals.

 

B. to ascertain whether or not the company has successfully avoided any potential labor surpluses or shortages.

 

C. to collect data about current employees, measure their performances, and compare it with global standards in order to get a better idea of the firm’s international competence.

 

D. to focus attention on a problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus.

 

E. to predict areas within the organization where there will be future labor shortages or surpluses.