HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE - TEST BANK

HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE – TEST BANK

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ExamName___________________________________MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.1)The drawbacks of which forecasting technique include subjectivity and the potential for grouppressure to lead to less accurate assessments than could be obtained through other means?1)A)the Delphi technique.B)managerial judgment.C)a formal expert forecast.D)an informal expert forecast.E)the nominal group technique.Answer:EExplanation:A)B)C)D)E)2)Inadequate human resources planning within an organization can result in direct costs whenlabour demand decreases significantly for an extended period of time. Which of the followingprovides an accurate reason for this:2)A)it would cause hiring more HR staff.B)severance pay is required for a large number of staff.C)there is a link to privacy laws.D)there are project management costs.E)it would cause costs associated with hiring part-time workers.Answer:BExplanation:A)B)C)D)E)3)The drawbacks of which forecasting technique include the fact that judgments may not efficientlyuse objective data?3)A)the nominal group techniqueB)the Delphi techniqueC)an informal expert forecastD)a formal expert forecastE)managerial judgmentAnswer:BExplanation:A)B)C)D)E)1
4)Each of the following statements about the relationship between HRP and strategic planning is trueEXCEPT:4)A)HRP has long been part of the strategic planning process.B)HRP and strategic planning become effective when there is a reciprocal and interdependentrelationship between them.C)failure to integrate HRP and strategic planning can have very serious consequences.D)determining whether or not people will be available is a critical element of strategic planning.E)environmental scanning is a critical component of both HRP and strategic planning.Answer:AExplanation:A)B)C)D)E)5)Many employers are seeking strategies to set aside stereotypes and prejudice that older workers:5)A)are difficult to work with.B)are less productive.C)do not want to try new things.D)are resistant to change.E)all of the above.Answer:EExplanation:A)B)C)D)E)6)Like ________, ratio analysis assumes that productivity remains much the same and is therefore notappropriate in changing environments.6)A)trend analysisB)regression analysisC)time-series analysisD)a scatter plotE)the nominal group techniqueAnswer:AExplanation:A)B)C)D)E)2
7)The first step in the HRP process, after the HR implications of the firm’s strategic plans have beenanalyzed, is:7)A)monitoring and evaluating the results.B)planning and implementing HR programs to balance supply and demand.C)forecasting availability of internal and external candidates.D)job analysis and design.E)forecasting future human resources needs.Answer:EExplanation:A)B)C)D)E)8)Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are:8)A)ratio analysis and nominal group technique.B)nominal group and Delphi technique.C)regression analysis and nominal group technique.D)trend analysis and scatter plot.E)scatter plot and Delphi technique.Answer:BExplanation:A)B)C)D)E)9)Community growth rates and attitudes affect:9)A)occupational market conditions.B)general economic conditions.C)unemployment rates.D)competitors’ strategies.E)local labour markets.Answer:EExplanation:A)B)C)D)E)3
10)The process of reviewing human resources requirements to ensure that the organization has therequired number of employees, with the necessary skills to meet its goals, is known as:10)A)training and development.B)selection.C)strategic planning.D)human resources planning.E)recruitment.Answer:DExplanation:A)B)C)D)E)11)Today, the most significant environmental factor relates to the dramatic demographic changes in:11)A)the service sector.B)the technological sector.C)the small business sector.D)the public sector.E)labour force composition.Answer:EExplanation:A)B)C)D)E)12)When labour demand equals labour supply:12)A)project management skills are critical for achieving balance.B)compensation and benefits are most important.C)HR personnel must hire more recruiters.D)occupational health and safety is critical in achieving balance.E)performance management is critical in achieving balance.Answer:EExplanation:A)B)C)D)E)4
13)Each of the following statements about local labour markets is true EXCEPT:13)A)One reason growing cities are attractive to employers is the promise of large future labourmarkets.B)They are affected by community growth rates and attitudes.C)Provincial/local development and planning agencies can be excellent sources of local labourmarket information.D)In communities experiencing population increases, it is often impossible to attract newbusiness.E)Chambers of commerce can be excellent sources of local labour market information.Answer:DExplanation:A)B)C)D)E)14)Manual or computerized records summarizing employees’ education, experience, interests, skills,etc., which are used to identify internal candidates eligible for transfer and/or promotion, areknown as:14)A)staffing tables.B)job descriptions.C)skills inventories.D)Markov analyses.E)replacement charts.Answer:CExplanation:A)B)C)D)E)15)To project the supply of outside candidates, employers generally assess all of the followingEXCEPT:15)A)occupational market conditions.B)general economic conditions.C)competitors’ strategies.D)local labour market conditions.E)national labour market conditions.Answer:CExplanation:A)B)C)D)E)5
16)In contrast to quantitative approaches, qualitative techniques rely solely on:16)A)a scatter plot.B)multiple regression analysis.C)trend analysis.D)regression analysis.E)expert judgments.Answer:EExplanation:A)B)C)D)E)17)To successfully fill positions internally, organizations must manage performance and careers.Performance is managed through:17)A)training and development.B)effective recruitment policies and systems.C)career tracking.D)effective selection and placement strategies.E)implementing a suitable reward structure.Answer:EExplanation:A)B)C)D)E)18)Projected openings are filled by using the following sources of supply:18)A)promoted employees.B)external and internal sources.C)unemployed individuals.D)employees who are transferred.E)individuals employed at other firms.Answer:BExplanation:A)B)C)D)E)6
19)Computing the number of employees in the firm at the end of the last five years is associated withwhich of the following forecasting techniques?19)A)trend analysisB)time-series analysisC)regression analysisD)a scatter plotE)ratio analysisAnswer:AExplanation:A)B)C)D)E)20)You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2years. There is little in the budget for payment of up-front money. Which of the following wouldyou NOT recommend?20)A)reduced work weeksB)buyouts and early retirement packagesC)work sharingD)layoffs based on reverse seniorityE)job sharingAnswer:BExplanation:A)B)C)D)E)21)Outplacement is:21)A)a service offered by an outside agency that provides job opportunities.B)a service within a company facilitated by HR professionals.C)a service offered by an outside agency that is provided to executives only.D)a service within a company that provides resume-writing and interview-skill workshops.E)a service offered by an outside agency that can assist terminated employees in findingemployment elsewhere.Answer:EExplanation:A)B)C)D)E)7
22)You have just been hired as the Director of Human Resources at a mid sized engineering company.The CEO has asked you to assist her in forecasting future human resources needs and to first use aforecasting technique which would generate an exchange of ideas among Directors of eachdivision. She is concerned that you use a technique which will lead to greater acceptance of resultsamong Directors. Which technique do you use?22)A)the nominal group techniqueB)an informal expert forecastC)nominal group techniqueD)a formal expert forecastE)regression analysisAnswer:AExplanation:A)B)C)D)E)23)A ________ illustrates the relationship between two factors: a measure of business activity andstaffing levels.23)A)time-series analysisB)scatter plotC)ratio analysisD)trend analysisE)regression analysisAnswer:BExplanation:A)B)C)D)E)24)Demographic trends have a significant impact on:24)A)local labour market conditions.B)unemployment rates.C)national labour market conditions.D)general economic conditions.E)occupational market conditions.Answer:CExplanation:A)B)C)D)E)8
25)Effective HRP helps an organization to do all of the following EXCEPT:25)A)achieve its goals and objectives.B)plan and coordinate recruitment, selection, training, and career planning more effectively.C)anticipate and avoid shortages and surpluses of human resources.D)make major labour market demands more successfully.E)comply with privacy laws.Answer:EExplanation:A)B)C)D)E)26)Which of the following is the first step in human resource planning?26)A)forecasting future HR needsB)forecasting the availability of external candidatesC)balancing supply and demandD)analyzing the HR implications of the organization’s strategic plansE)forecasting the availability of internal candidatesAnswer:EExplanation:A)B)C)D)E)27)Which of the following statements is true?27)A)By 2010, one in two Canadians will be age 50 or older.B)Effective HRP involves focusing on monitoring trends only.C)Probably the most significant environmental factor in HRP in Canada today relates todramatic changes in labour-force composition.D)The number of young people in the Canadian labour force is now increasing.E)Currently, the fastest growing groups in the Canadian labour force are visible minorities andpersons with disabilities.Answer:CExplanation:A)B)C)D)E)9
28)Specific strategies must be formulated to balance supply and demand. Possible scenarios are:28)A)there is a shortage of labour.B)labour supply exceeds demand.C)expected demand matches supply.D)supply matches expected demand.E)all of the above.Answer:EExplanation:A)B)C)D)E)29)To deal with a labour shortage, firms often use all of the following strategies EXCEPT:29)A)recruiting.B)subcontracting work.C)scheduling overtime.D)transferring and promoting employees.E)offering generous early retirement and buyout packages.Answer:EExplanation:A)B)C)D)E)30)Which of the following statements about merit-based promotions is true?30)A)Using seniority, the employee who is promoted is always the most competent.B)A promotion is sometimes based on an assessment of future potential.C)Promotions involve the movement of an employee from one job to another that is the samelevel in responsibility.D)Unions often prefer that merit be the deciding factor.E)When promotions are based on seniority, objectivity is a problem.Answer:BExplanation:A)B)C)D)E)10
31)A method of forecasting internal labour supply that involves tracking the pattern of employeemovements through various jobs and developing a transitional probability matrix is known as:31)A)multiple regression analysis.B)trend analysis.C)computerized forecasting.D)Markov analysis.E)ratio analysis.Answer:DExplanation:A)B)C)D)E)32)Advantages associated with a transfer include:32)A)more employee autonomy.B)an increase in task significance.C)the fact that new challenges are the inevitable result.D)the fact that skills and perspectives may be broadened.E)a pay increase for the employee involved.Answer:DExplanation:A)B)C)D)E)33)A statistical technique involving the use of a mathematical formula to project future demands,based on an established relationship between an organization’s employment level and somemeasurable factor of output, is known as:33)A)regression analysis.B)a computerized forecast.C)a scatter plot.D)ratio analysis.E)trend analysis.Answer:AExplanation:A)B)C)D)E)11
34)Quantitative techniques to forecasting include all of the following EXCEPT:34)A)a scatter plot.B)trend analysis.C)regression analysis.D)ratio analysis.E)the nominal group technique.Answer:EExplanation:A)B)C)D)E)35)Factors that should be considered when forecasting the number and type of people needed to meetorganizational objectives include all of the following EXCEPT:35)A)decisions to upgrade the quality of products or services or enter into new markets.B)quality and nature of employees.C)projected turnover.D)projected recruitment figures.E)the financial resources available to each department.Answer:DExplanation:A)B)C)D)E)36)Regardless of the forecasting method utilized, modifications are made based on:36)A)changing market conditions.B)HRIS data.C)managerial judgment.D)changing economic conditions.E)management control systems.Answer:CExplanation:A)B)C)D)E)12
37)Potential solutions when labour supply exceeds labour demand include all of the followingEXCEPT:37)A)downsizing through attrition.B)subcontracting.C)employee layoffs.D)termination of employment.E)instituting a hiring freeze.Answer:BExplanation:A)B)C)D)E)38)A pictorial representation of all jobs within the organization, along with the number of currentincumbents and future employment requirements, is known as:38)A)a scatter plot.B)a skills inventory.C)an organization chart.D)a staffing table.E)a replacement chart.Answer:DExplanation:A)B)C)D)E)39)Highly educated immigrants are the predominant drivers of:39)A)national labour market conditions.B)local labour market conditions.C)organizational training and development.D)competitors’ strategies.E)growth.Answer:EExplanation:A)B)C)D)E)13
40)A hiring freeze is all of the following except:40)A)no outsiders are hired.B)when openings are filled by reassigning current employees.C)a common response to an employee surplus.D)a strategy that most employers use initially to balance demand and supply.E)a solution when demand exceeds supply.Answer:EExplanation:A)B)C)D)E)41)You have been hired as the Director of HR at Targus Inc., a clothing retailer. Due to a reduction inconsumer demand you have been asked to advise management on how to reduce the amount ofstaff by 5% over the next 2 years. Although a slow method for reducing numbers the option whichgenerally presents the least amount of problems is:41)A)introducing a reduced work week.B)laying off employees.C)downsizing through attrition.D)offering attractive buyout packages.E)offering attractive early-retirement packages.Answer:CExplanation:A)B)C)D)E)42)A potential solution when labour demand exceeds labour supply is:42)A)hiring temporary workers.B)work sharing.C)job sharing.D)finding employees alternative jobs within the organization.E)any of the aboveAnswer:AExplanation:A)B)C)D)E)14
43)Short-term and long-range HR demand forecasts provide:43)A)present employees who can be transferred or promoted to meet anticipated needs.B)the full staffing equation.C)internal supply forecasts.D)half of the staffing equation.E)external supply forecasts.Answer:DExplanation:A)B)C)D)E)44)Factors that should be taken into account when determining an appropriate severance packageinclude all of the following EXCEPT:44)A)ethnic origin.B)salary.C)the individual’s likelihood of obtaining alternative employment.D)years of service.E)age.Answer:AExplanation:A)B)C)D)E)45)SUBS:45)A)top up employment insurance.B)are usually provided to non-union employees.C)are benefits that are paid indefinitely.D)decrease income levels when on the job.E)increase income levels when on the job.Answer:AExplanation:A)B)C)D)E)15
46)Canada faces a long-term labour shortage. Many employers are seeking strategies to increase theworkforce participation of:46)A)visible minorities.B)aboriginal peoples.C)older workers.D)people with disabilities.E)women.Answer:CExplanation:A)B)C)D)E)47)Although flexible work arrangements have traditionally been associated with improving work/lifebalance, they are increasingly seen as part of a ________.47)A)flextime planB)telecommuting planC)business strategyD)compressed workweekE)department’s overheadAnswer:CExplanation:A)B)C)D)E)48)Survivor sickness is:48)A)a physical illness caused by a toxic building.B)a sickness found among white—collar workers.C)a range of emotions that can include feelings of betrayal or violation, guilt, and detachment.D)a sickness found among production workers.E)an illness causing errors in work and reduced performance.Answer:CExplanation:A)B)C)D)E)16
49)The layoff-avoidance strategy introduced by the federal government is known as:49)A)job sharing.B)work sharing.C)supplemental unemployment benefits.D)the early leave package.E)the reduced work week.Answer:BExplanation:A)B)C)D)E)50)You have been hired as the Director of HR at Targus Inc., a clothing retailer. To project the supplyof outside candidates in the HRP process for the firm you will need to assess:50)A)staffing tables.B)skills inventories.C)succession plans.D)national labour market conditions.E)management inventories.Answer:DExplanation:A)B)C)D)E)51)A reality is that Canada’s population is aging as the baby boom cohort approaches retirement.Currently, ________ of all Canadian workers retire before the age of 65.51)A)20%B)33%C)67%D)80%E)50%Answer:CExplanation:A)B)C)D)E)52)Management inventories:52)A)are a method used to arrive at a group decision involving outside experts.B)record information about managerial responsibilities and management training used toidentify internal candidates eligible for promotion.C)are visual representations of who will replace whom in the event of a job opening.D)are a method of forecasting labour supply that involves tracking the pattern of employeemovements.E)are used to keep track of employees’ qualifications.Answer:BExplanation:A)B)C)D)E)17
53)A major Canadian automaker has laid off 20% of its workforce over the course of 2 years. You arethe HR professional responsible for surveying the employees remaining with the company todetermine their level of engagement and job satisfaction. The survey responses indicate that manyemployees are experiencing feelings of guilt and detachment. What these employees are likelyexperiencing is known as:53)A)survivor sickness.B)employee apathy.C)survivor-guilt syndrome.D)reality shock.E)a negative work ethic.Answer:AExplanation:A)B)C)D)E)54)With which of the following strategies for handling a labour surplus is the potential for a humanrights violation most closely associated?54)A)early retirement packagesB)job sharingC)work sharingD)reduced work weeksE)termination of employmentAnswer:AExplanation:A)B)C)D)E)55)Other employers are switching to a plan that they call flexyear. Flexyear is when:55)A)two or more employees can share a single full-time job.B)employees work four ten-hour days instead of the more usual five eight-hour days.C)employees can choose the number of hours that they want to work each month over the nextyear.D)employees work from home.E)employees’ flexible workdays are built around a core of midday hours.Answer:CExplanation:A)B)C)D)E)18
56)The initial response to a labour shortage is often:56)A)layoffs.B)transfer.C)retraining.D)promotion.E)scheduling overtime.Answer:EExplanation:A)B)C)D)E)57)You have just been hired as the Director of Human Resources at Greenlight Inc., a mid sizedCanadian furniture manufacturer. You are considering implementing compressed workweeks. Thefollowing would be a potential advantage of implementing this at Greenlight:57)A)improved efficiency and reduction in absenteeism.B)reduction in paid overtime.C)reduction in absenteeism.D)improved efficiency, reduction in absenteeism, and reduction in paid overtime.E)decreased willingness of workers to work some evenings/weekends.Answer:DExplanation:A)B)C)D)E)58)Alice is the HR consultant advising Nexus Inc., a small but successful software development firmon how to conduct human resource planning. She is currently explaining the “forecasting supply”step in the planning process to the CEO and confirms that projected openings are to be filled byusing two sources. They are:58)A)transferring and promotion.B)recruitment and promotion.C)internal and external supply.D)contracting-out and outsourcing.E)overtime and temporary workers.Answer:CExplanation:A)B)C)D)E)19
59)In general terms, the lower the rate of unemployment:59)A)the larger the labour demand.B)the smaller the labour demand.C)the larger the labour supply.D)the smaller the labour supply.E)the easier it will be to recruit.Answer:DExplanation:A)B)C)D)E)60)Alice is the HR consultant advising Nexus Inc., a small but successful software development firmon how to conduct human resource planning. In forecasting future demand for human resourceswhat step should she advise management to take first?60)A)develop a staffing tableB)create a replacement chartC)project the sales for each of the firm’s products and calculate the volume of productionneeded to meet sales requirementsD)project the sales for each of the firm’s products and estimate quality and nature of employeesneededE)project turnoverAnswer:CExplanation:A)B)C)D)E)61)Drawbacks of attrition include the following:61)A)Employees do not accept this strategy.B)It takes a short period of time.C)It is hard to implement.D)The organization has no control over who goes and who stays.E)It costs large sums of money.Answer:DExplanation:A)B)C)D)E)20
62)You have just been hired as the Director of Human Resources at a mid sized engineering company.The CEO has asked you to assist her in forecasting future human resources needs and to first use aqualitative technique which is useful for long-range forecasting. Which technique do you choose?62)A)the Delphi techniqueB)a formal expert forecastC)the nominal group techniqueD)managerial judgmentE)an informal expert forecastAnswer:AExplanation:A)B)C)D)E)63)External environmental factors that are most frequently monitored in HR and strategic planninginclude all of the following EXCEPT:63)A)demographic trends.B)economic conditions.C)international trade patterns.D)new or revised laws.E)market and competitive trends.Answer:CExplanation:A)B)C)D)E)64)When the internal supply of employees exceeds the organization’s demand, strategies used byemployers include all of the following EXCEPT:64)A)laying off employees.B)downsizing through attrition.C)initiating job-share positions.D)making early retirement mandatory.E)offering attractive buyout packages.Answer:DExplanation:A)B)C)D)E)21
65)Which of the following is a quantitative approach to forecasting?65)A)trend analysis and the nominal group techniqueB)trend analysisC)the Delphi techniqueD)managerial judgmentE)the nominal group techniqueAnswer:BExplanation:A)B)C)D)E)66)Each of the following statements about occupational market conditions is true EXCEPT:66)A)HRDC is a good source of information on occupational demand and supply.B)Organizations generally want to forecast the availability of potential candidates in specificoccupations.C)HRDC forecasts are useful for determining whether any projected imbalances will beself-correcting.D)In recent years, there has been an undersupply of nurses.E)In recent years, there has been an oversupply of IT specialists.Answer:EExplanation:A)B)C)D)E)67)Permitting a group to critically evaluate a wide range of views is an advantage of which forecastingtechnique?67)A)the Delphi techniqueB)managerial judgmentC)an informal expert forecastD)a formal expert forecastE)the nominal group techniqueAnswer:AExplanation:A)B)C)D)E)22
68)Each of the following statements about HRP is true EXCEPT:68)A)a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.B)it can lead to significant costs if done poorly.C)it is also known as employment planning.D)a fundamental HRP decision when demand exceeds supply is whether projected positionswill be filled externally or internally.E)it is a reactive process.Answer:EExplanation:A)B)C)D)E)69)The guarantee by the employer to pay specified compensation and benefits in the case oftermination due to downsizing or restructuring is known as:69)A)a guaranteed annual wage.B)a severance package.C)supplemental unemployment benefits.D)wage protection insurance.E)a golden parachute clause.Answer:EExplanation:A)B)C)D)E)70)Strategic plans are created and carried out by:70)A)a CFO.B)a Board of Directors.C)people.D)Human Resources personnel.E)a CEO.Answer:CExplanation:A)B)C)D)E)23
71)A forecasting technique for determining future staff needs by using ratios between sales volumeand the number of employees needed is:71)A)ratio analysis.B)time-series analysis.C)trend analysis.D)regression analysis.E)a scatter plot.Answer:AExplanation:A)B)C)D)E)72)In general terms, the lower the rate of unemployment:72)A)the larger the labour supply.B)the harder it is to fill skills-shortage positions.C)the easier it is to fill positions.D)the less competition there is for employees.E)the more difficult it is to recruit employees.Answer:EExplanation:A)B)C)D)E)73)A decision-making technique that involves a group of experts meeting face to face, which can beused for HR forecasting, is known as:73)A)a formal expert forecast.B)the Delphi technique.C)managerial judgment.D)the nominal group technique.E)an informal expert forecast.Answer:DExplanation:A)B)C)D)E)TRUE/FALSE. Write ‘T’ if the statement is true and ‘F’ if the statement is false.74)External supply is one source of human resources supply.74)Answer:TrueFalseExplanation:75)Exchanging ideas without face-to-face interaction is a characteristic of the nominal groupforecasting technique.75)Answer:TrueFalseExplanation:24
76)A labour surplus exists when the internal supply of employees exceeds the organization’s demand.Most employers respond initially by terminating employment.76)Answer:TrueFalseExplanation:77)Forecasts for various occupations are available from a number of sources, but these sources are notvery helpful for determining whether any projected imbalances will be self-correcting or whetherthey will require specific intervention on the part of governments and/or private-sectororganizations.77)Answer:TrueFalseExplanation:78)HRP is a process of reviewing human resources requirements to ensure that an organization hasthe required number of employees, with the necessary skills, to meet its goals.78)Answer:TrueFalseExplanation:79)A strategy used to deal with an employee surplus is the promotion of employees.79)Answer:TrueFalseExplanation:80)Specific strategies must be formulated to balance supply and demand considerations.80)Answer:TrueFalseExplanation:81)Trend analysis is valuable as an initial estimate of HR demand only.81)Answer:TrueFalseExplanation:82)Starting in 2011, labour force growth in Canada will be entirely dependent on new immigrants.82)Answer:TrueFalseExplanation:83)Ratio analysis involves making forecasts based on the ratio between two causal factors.83)Answer:TrueFalseExplanation:84)Human Resources Planning is a reactive process which both anticipates and influences anorganization’s future.84)Answer:TrueFalseExplanation:85)Flextime is a plan whereby employees’ flexible workdays are built around a core of midday hours.85)Answer:TrueFalseExplanation:86)Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool.86)Answer:TrueFalseExplanation:25
87)Managerial judgment is central to qualitative forecasting, but plays only a small role in quantitativeforecasting techniques.87)Answer:TrueFalseExplanation:88)To project the supply of outside candidates, employers assess general economic conditions.88)Answer:TrueFalseExplanation:89)Regression analysis determines the line of best fit.89)Answer:TrueFalseExplanation:90)One of the most innovative ways to manage the coming labour shortage is through the use offlexible work arrangements.90)Answer:TrueFalseExplanation:91)The first step to project the supply of outside candidates is to forecast local market conditions.91)Answer:TrueFalseExplanation:92)Failure to update skills and management inventories can lead to present employees beingoverlooked for job openings.92)Answer:TrueFalseExplanation:93)A Markov analysis can be used to forecast internal labour supply.93)Answer:TrueFalseExplanation:94)Short-term and long-range HR demand forecasts only provide half of the staffing equation byanswering the question “How many employees will we need?”94)Answer:TrueFalseExplanation:ESSAY. Write your answer in the space provided or on a separate sheet of paper.95)You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., aCanadian credit union. You will be implementing the nominal group technique for forecasting human resourcesneeds. What should you be aware of regarding the advantages and disadvantages of this technique?Answer:The advantages of this technique include involvement of key decision makers, a future focus, and the factthat the group discussion can facilitate the exchange of ideas and greater acceptance of results.Disadvantages include: subjectivity and the potential for group pressure to lead to less accurateassessment than could be obtained through other ways.26
96)What are the factors that should be considered when forecasting the number and type of people needed to meetthe organization’s objectives?Answer:·the demand for the organization’s product or service·projected turnover as a result of resignations or termination·quality and nature of employees in relation to what management sees as the changing needs of theorganization·decisions to upgrade the quality of products or services or enter into new markets, which might changethe required employee skill mix·planned technological and administrative changes aimed at increasing productivity and reducingemployee headcount·the financial resources available to each department.97)Explain what the Delphi Technique is, and what steps are involved in this process.Answer:·It is useful for long-range forecasting and other strategic planning issues.·It typically involves outside experts as well as company employees, based on the premise that outsidersmay be able to assess changes and their potential impact more objectively.·There are several steps involved in the process, including:1.Problem identification–each group member must submit a potential solution by completing aquestionnaire; direct face-to-face contact is not permitted2. After the questionnaire is completed independently and anonymously, theresults are compiledat acentralized location.3. A copy of theresultsisgivento each member of the team.4. If there are differences in opinion, each individual uses the feedback from other experts tofine-tunehis or her independent assessment.5. The last 2 steps are repeated as often as necessary until a consensus is reached.98)Explain the advantages and disadvantages of the Delphi Technique.Answer:The advantages include: involvement of key decision makers and future focus. The technique permits thegroup to critically evaluate a wide range of views. Disadvantages include the fact that judgments maynot use objective data efficiently, the time and costs involved, and the potential difficulty in integratingdiverse opinions.27
99)Briefly describe the tools and techniques used to forecast the supply of internal candidates.Answer:Some firms use theMarkov analysistechnique to track the pattern of employee movements throughvarious jobs and develop a transitional probability matrix for forecasting internal supply by specificcategories, such as position and gender. Such an analysis shows the actual number (and percentage) ofemployees who remain in each job from one year to the next, as well as the proportions promoted,demoted, transferred, and leaving the organization. These proportions (probabilities) are then used toforecast human resources supply.Skills inventoriescontain comprehensive information about the capabilities of current employees.Prepared manually or using a computerized system, data gathered for each employee include name, age,date of employment, current position, present duties and responsibilities, educational background,previous work history, skills, abilities and interests. Information about current performance andreadiness for promotion is generally included as well. Data pertaining to managerial staff are compiled inamanagement inventory. In addition to the information listed above, such inventories include thenumber and types of employees supervised, duties of such employees, total budget managed, previousmanagerial duties and responsibilities, and managerial training received.Replacement chartsare a visual representation of who will replace whom in the event of a job opening.Many employers use such charts to keep track of potential internal candidates for their most importantpositions. Such charts typically indicate age and replacement status of potential internal candidates,based on two variables: present performance and promotability. Replacement charts provide an excellentquick reference tool, they contain very little information. For that reason, many firms prefer to usereplacement summaries. Such summaries list likely replacements for each position and their relativestrengths and weaknesses, as well as information about current position, performance, promotability, ageand experienceSuccession planningis the process used to ensure a suitable supply of successors for current and futuresenior or key jobs, so that the careers of individuals can be effectively planned and managed. Activitiesinvolved include: analysis of the demand for managers and professional by company level, function andskill; audit of existing executives and projection of likely future supply from internal and externalsources; planning of individual career paths; career counseling; accelerated promotions, withdevelopment targeted against the future needs of the business; performance-related training anddevelopment; planned strategic recruitment; and the actual activities by which openings are filled.100)You are the V.P. Human Resources at a major Canadian automaker which has been significantly impacted bythe recent recession. Briefly describe the major strategies available to you to deal with the labour surplus at thefirm.Answer:You could initially respond to such a situation by implementing ahiring freeze, which means thatopenings are filled by reassigning current employees, and no outsiders are hired unless authorization isgranted by the CEO due to extenuating circumstances. The surplus is slowly reduced throughattrition,which is the normal separation of employees from an organization due to resignation, retirement, ordeath. Some organizations attempt to accelerate attrition by offering incentives to employees to leave,such asbuyoutandearly retirement programs.There are a number of strategies to reduce the total number of hours worked. Included arejob sharing,which involves dividing the duties of a single position between two or more employees; reducingfull-time positions topart-time work; instituting awork-sharingarrangement, whereby employeeswork three or four days a week and collect Employment Insurance on their non-work day(s); and placingemployees on areduced work week, which involves employees working fewer hours and receiving lesspay.It may be necessary for the firm to place employees onlayoff. This involves the temporary withdrawal ofemployment to workers for economic or business reasons. Layoffs may be of relatively short duration, ormay last months or even years.When employees are no longer required by the organization, the employment relationship may bepermanently severed. This is known astermination. You should consider severance pay obligations andsupplying outplacement assistance.28
101)Differentiate between trend analysis, ratio analysis, and regression analysis.Answer:Trend analysisinvolves studying the firm’s employment levels over a period of years to predict futureneeds. The purpose is to identify employment trends that might continue into the future. Becauseemployment levels rarely depend solely on the passage of time, but rather on factors such as changes insales volume and productivity, trend analysis can only provide an initial estimateRatio analysisinvolves making estimates based on the ratio between (1) some causal factor (such as salesvolume) and (2) number of employees required. Like trend analysis, ratio analysis assumes thatproductivity remains about the same. Thus, ratio analysis can only provide an approximation of futureHR needs.Regression analysisis a more sophisticated statistical technique that involves the use of a mathematicalformula to project future demands based on an established relationship between (1) an organization’semployment level (dependent variable) and (2) some measurable factor of output (independent variable)such as revenue, sales, or production level. Where there are several dependent and/or independentvariables, multiple regression analysis is used.102)You are the HR professional responsible for Human Resources Planning (HRP) at a major Canadian insuranceprovider, Bonnvue Inc. Environmental scanning is a critical component of HRP. Which environmental factorswould you monitor as part of your responsibility for HRP?Answer:·economic conditions (general and regional)·market and competitive trends·new or revised laws and decisions of courts and quasi-judicial bodies·social concerns related to health care, childcare, and educational priorities·technological changes·demographic trends.103)Explain the relationship between human resources planning and strategic planning.Answer:Strategic plans are developed and implemented by people in the organization. Determining whether ornot the skills required will be available is a critical element of the strategic planning process. Althoughproduction, financial and marketing plans have been recognized as important considerations in thestrategic planning process, HR plans are also seen today as another essential component. It is becomingclear that HRP and strategic planning become effective when a reciprocal and interdependentrelationship exists between them.104)Explain the importance of Human Resources Planning (HRP).Answer:HRP provides a framework for the coordination and integration of HRM policies and practices related tostaffing and development activities, since they affect the requirements for and supply of humanresources. Effective HRP helps a firm to:·achieve its goals and objectives·plan and coordinate recruitment, selection, training, career planning, and other staffing anddevelopment activities more effectively·achieve economies in hiring new workers·make major labour market demands more successfully·anticipate and avoid shortages and surpluses of human resources·control and/or reduce labour costs·utilize employees’ capabilities more effectively, thereby increasing performance and productivity, andreducing dissatisfaction and turnover·establish employment equity goals and timetables that are realistic and attainable29
105)You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., aCanadian credit union. You will be implementing the nominal group technique for forecasting human resourcesneeds. Cite and explain the steps you will follow.Answer:The steps are as follows:·Each member of the group independently writes down his or her ideas on the problem or issue.·Going around the table, each member then presents one idea.·This process continues until all ideas have been presented and recorded, typically on a flipchart.·No discussion is permitted during this step.·Clarification is then sought, followed by group discussion and evaluation.·Finally, each member is asked to rank the ideas.·This is done independently and in silence.30