Test Bank Human Resource Management 5Th Canadian Edition By Sandra Steen

Test Bank Human Resource Management 5Th Canadian Edition By Sandra Steen

Chapter 04

Planning for and Recruiting Human Resources

  True / False Questions

1. The sole purpose of workforce planning is to identify the number of employees the organization will need to meet its objectives. FALSE

Accessibility: Keyboard NavigationBlooms: UnderstandDifficulty: MediumLearning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.Topic: 04-02 Introduction

2. The first step in the workforce planning process is forecasting. TRUE

Accessibility: Keyboard NavigationBlooms: RememberDifficulty: EasyLearning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.Topic: 04-03 Workforce Planning—Why What & How?

3. Trend analysis is the most basic forecasting method used by organizations. FALSE

Accessibility: Keyboard NavigationBlooms: UnderstandDifficulty: MediumLearning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.Topic: 04-04 Forecasting

4. Statistical planning models are useful for workforce planning when there is a long, stable history that can be used to reliably detect relationships among variables. TRUE

Accessibility: Keyboard NavigationBlooms: RememberDifficulty: EasyLearning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.Topic: 04-04 Forecasting

5. A transitional matrix is a statistical procedure requiring no human judgement that is used to forecast labour supply. FALSE

Accessibility: Keyboard NavigationBlooms: AnalyzeDifficulty: HardLearning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.Topic: 04-04 Forecasting

6. HR planners need to consider only the internal labour supply within organizations. FALSE

Accessibility: Keyboard NavigationBlooms: ApplyDifficulty: MediumLearning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.Topic: 04-03 Workforce Planning—Why What & How?

7. Very few strategies are available for dealing with projected shortages and surpluses of labour. FALSE

Accessibility: Keyboard NavigationBlooms: UnderstandDifficulty: MediumLearning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.Topic: 04-05 Goal Setting and Strategic Planning

8. Organizations are most likely to benefit from hiring and retaining employees who provide competency to the organization. TRUE

Accessibility: Keyboard NavigationBlooms: UnderstandDifficulty: MediumLearning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.Topic: 04-05 Goal Setting and Strategic Planning

9. As an option for avoiding an expected labour shortage, the use of new external hires is very fast but is low in terms of ability to change later. FALSE

Accessibility: Keyboard NavigationBlooms: RememberDifficulty: EasyLearning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.Topic: 04-05 Goal Setting and Strategic Planning

10. The primary reason organizations engage in downsizing is to promote future competitiveness. TRUE

Accessibility: Keyboard NavigationBlooms: UnderstandDifficulty: MediumLearning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.Topic: 04-05 Goal Setting and Strategic Planning