Strategic Planning for Human Resources, First Edition Test Bank

Preview (16 of 168 Pages)

100%

Strategic Planning for Human Resources, First Edition Test Bank - Page 1 preview image

Loading page ...

1Student: ___________________________________________________________________________1.The major objective of human resource planning is to ensure that the organization currently hasthe right people with the right skills.TrueFalse2.Human resource planning is a major decision-making tool enabling organizations to optimallyleverage their human resources.TrueFalse3.Succession planning, training, and recruitment are three processes that support and facilitateoverall human resource planning objectives.TrueFalse4.Meeting the challenges of managing human resources globally are becoming a critical skillrequired by human resource professionals.TrueFalse5.The "READI" paradigm outlines the five steps in the human resources planning process.TrueFalse6.When the human resource planning process is stand-alone, it allows human resourcesmanagement to be more proactive.TrueFalse7.From a business strategy perspective, Microsoftcould be regarded as a prospector organization.TrueFalse8.The first step in the human resource planning process is to identify what the planners will do inorder to achieve their goals.TrueFalse

Strategic Planning for Human Resources, First Edition Test Bank - Page 2 preview image

Loading page ...

Strategic Planning for Human Resources, First Edition Test Bank - Page 3 preview image

Loading page ...

9.Which of the following applications characterizes where in the evolution of human resourceplanning we were during the 1980s?A.Customer focusedB.StrategicC.Resource-based viewD.Minimum HR involvement10.Which of the following isNOTone of the three key fundamental elements of human resourceplanning?A.EvaluatingB.ForecastingC.ProgrammingD.Executing11.Which of the following group of processes became the focus during the resource-based view?A.Succession planning, career development, and trainingB.Career development, performance management, and trainingC.Environmental scanning, succession planning, and career developmentD.SHRM, succession planning, and performance management12.Which of the following methods is used to identify opportunities and threats to an organization?A.BenchmarkingB.TQMC.ForecastingD.Environmental scanning13.Which of the following is NOT one of the elements of the"READI" paradigm-why planning isimportant?A.Aligns to business strategyB.Distributes the activities of the HR functionC.Enables the organization to project its resource needsD.Instils pride in employees

Strategic Planning for Human Resources, First Edition Test Bank - Page 4 preview image

Loading page ...

14.Thedevelopment of a skills inventory to better enable an organization to deploy its employees ispart of which element of the "READI" paradigm?A.DirectsB.EnablesC.AlignsD.Results15.Which of the following statements abouthuman resource planning in today's economic climate istrue?A.Due to the need for some companies to downsize their workforce rapidly, human resourceplans should be put on hold.B.Human resource plans are of no use when massterminations are the order of the day.C.Organizations must prepare for the recovery period that will follow and therefore, change theirHuman resource planning to a long term focus.D.In these rapidly changing times, an HR plan that is dynamic and focused on the short-termmay be the best approach.16.Which of the following conditions are consistent with a stand-alone approach to human resourceplanning?A.Responsive and pre-emptiveB.Two-way dialogue and proactiveC.One-waycommunication and reactiveD.Cost effective and timely17.Which strategy identifies how businesses compete?A.Marketing strategyB.Business strategyC.Corporate strategyD.Functional strategy18.Which of the following isNOTone of the general approaches to corporate strategy?Differentiation1.Vertical integration2.Concentration3.Diversification4.Answer: A

Strategic Planning for Human Resources, First Edition Test Bank - Page 5 preview image

Loading page ...

19.Under which type of corporate strategy are jointventures likely to occur?A.DifferentiationB.DiversificationC.Vertical integrationD.Cost leadership20.Pegasus Inc. operates in a stable environment and protects their market share by cost controlsand operationalefficiencies. Which business strategy does it employ?A.Cost leadershipB.ProspectorC.Focused differentiationD.Defender21.Under which business strategy would an organization provide superior quality and services andproduct innovations?A.AnalyzerB.ProspectorC.DifferentiationD.Defender22.Which of the following strategies helps focus, mobilize, and direct activities on issues that mostdirectly affect the business?A.BusinessstrategiesB.Functional strategiesC.Focus strategiesD.Policies and procedures23.Which of the following traits are associated with a prospector strategy?A.Decentralized, informal, and broad job designB.Verticalcommunication, tight controls, and short-term planningC.Centralized, tight controls, and long-term planningD.Few rules, vertical communications, and focus on skill building

Strategic Planning for Human Resources, First Edition Test Bank - Page 6 preview image

Loading page ...

24.In which of the following ways does human resourceplanning facilitate the recruitment andselection process?A.Helps to determine the best methods for interviewing job candidatesB.Determines the recruitment methods used to attract qualified candidatesC.Provides the criteria needed toevaluate the recruitment processD.Provides the basis for timely initiation of the recruitment process25.Which of the following statements best describes an organization operating at the highest level ofplanning sophistication?A.Theorganization is reacting well to requests for training.B.The organization values its employees and embraces the value they can deliver.C.The organization engages in long-term business planning.D.The organization creates long-term forecasts and projects their needs 3-5 years.26.At which step in the human resource planning process would we be considering the option ofreducing the workforce and deciding who should be retained?A.Forecasting labour demandB.Determining a business strategyC.Designing and implementing HR programsD.Establishing human resource objectives27.Which of the following isNOTan element of people equity?A.CompatibilityB.EngagementC.AlignmentD.Capability28.The Director of HR at Hallowell Inc. has come to the realization that he needs to improve themethods of collecting the data for calculating the demand for labour. At which step in the HRplanning process is he operating?A.Establishing objectivesB.Forecasting labour demand and supplyC.Program evaluationD.Designing and implementing HR programs to achieve objectives

Strategic Planning for Human Resources, First Edition Test Bank - Page 7 preview image

Loading page ...

29.Define human resource planning and provide 2 specific examples of how aneffective HR plancan contribute to strategic human resource management.30.Use the READI paradigm to explain 5 important outcomes of HR planning.

Strategic Planning for Human Resources, First Edition Test Bank - Page 8 preview image

Loading page ...

1Key1.(p.03)The major objective of human resourceplanning is to ensure that the organization currentlyhas the right people with the right skills.FALSEBulmash-Chapter 01 #1Difficulty: 1Learning Objective: 12.(p.03)Human resource planning is a major decision-making toolenabling organizations to optimallyleverage their human resources.TRUEBulmash-Chapter 01 #2Difficulty: 2Learning Objective: 23.(p.06)Succession planning, training, and recruitment are three processes that support and facilitateoverall human resource planning objectives.FALSEBulmash-Chapter 01 #3Difficulty: 2Learning Objective: 24.(p.07)Meeting the challenges of managing human resources globally are becoming a critical skillrequired by human resourceprofessionals.TRUEBulmash-Chapter 01 #4Difficulty: 1Learning Objective: 25.(p.08)The "READI" paradigm outlines the five steps in the human resources planning process.FALSEBulmash-Chapter 01 #5Difficulty: 1LearningObjective: 36.(p.11)When the human resource planning process is stand-alone, it allows human resourcesmanagement to be more proactive.FALSEBulmash-Chapter 01 #6Difficulty: 2Learning Objective: 3

Strategic Planning for Human Resources, First Edition Test Bank - Page 9 preview image

Loading page ...

7.(p.14)From a businessstrategy perspective, Microsoft could be regarded as a prospectororganization.TRUEBulmash-Chapter 01 #7Difficulty: 3Learning Objective: 48.(p.19)The first step in the human resource planning process is to identify what theplanners will do inorder to achieve their goals.FALSEBulmash-Chapter 01 #8Difficulty: 1Learning Objective: 79.(p.04)Which of the following applications characterizes where in the evolution of human resourceplanning we wereduring the 1980s?A.Customer focusedB.StrategicC.Resource-based viewD.Minimum HR involvementBulmash-Chapter 01 #9Difficulty: 2Learning Objective: 110.(p.05)Which of the following isNOTone of the three key fundamental elements of human resourceplanning?A.EvaluatingB.ForecastingC.ProgrammingD.ExecutingBulmash-Chapter 01 #10Difficulty: 1Learning Objective: 111.(p.06)Which of the followinggroup of processes became the focus during the resource-based view?A.Succession planning, career development, and trainingB.Career development, performance management, and trainingC.Environmental scanning, succession planning, andcareer developmentD.SHRM, succession planning, and performance managementBulmash-Chapter 01 #11Difficulty: 3

Strategic Planning for Human Resources, First Edition Test Bank - Page 10 preview image

Loading page ...

Learning Objective: 112.(p.07)Which of the following methods is used to identify opportunities and threats to anorganization?A.BenchmarkingB.TQMC.ForecastingD.Environmental scanningBulmash-Chapter 01 #12Difficulty: 1Learning Objective: 213.(p.08)Which of the following is NOT one of the elements of the "READI"paradigm-why planning isimportant?A.Aligns to business strategyB.Distributes the activities of the HR functionC.Enables the organization to project its resource needsD.Instils pride in employeesBulmash-Chapter 01 #13Difficulty: 2Learning Objective: 214.(p.09)The development of a skills inventory to better enable an organization to deploy its employeesis part of which element of the "READI" paradigm?A.DirectsB.EnablesC.AlignsD.ResultsBulmash-Chapter 01 #14Difficulty: 2Learning Objective: 2

Strategic Planning for Human Resources, First Edition Test Bank - Page 11 preview image

Loading page ...

15.(p.09)Which of the following statements about human resource planning in today's economic climateis true?A.Due to the need for some companies to downsize theirworkforce rapidly, human resourceplans should be put on hold.B.Human resource plans are of no use when mass terminations are the order of the day.C.Organizations must prepare for the recovery period that will follow and therefore, changetheir Human resource planning to a long term focus.D.In these rapidly changing times, an HR plan that is dynamic and focused on the short-termmay be the best approach.Bulmash-Chapter 01 #15Difficulty: 3Learning Objective: 316.(p.11)Which of the following conditions are consistent with a stand-alone approach to humanresource planning?A.Responsive and pre-emptiveB.Two-way dialogue and proactiveC.One-way communication and reactiveD.Cost effective and timelyBulmash-Chapter 01 #16Difficulty: 3Learning Objective: 317.(p.12)Which strategy identifies how businesses compete?A.Marketing strategyB.Business strategyC.Corporate strategyD.Functional strategyBulmash-Chapter 01 #17Difficulty: 1Learning Objective: 418.(p.12)Which of the following isNOTone of the general approaches to corporate strategy?Differentiation1.Vertical integration2.Concentration3.Diversification4.Answer: ABulmash-Chapter 01 #18Difficulty: 1Learning Objective: 4

Strategic Planning for Human Resources, First Edition Test Bank - Page 12 preview image

Loading page ...

19.(p.13)Under which type of corporate strategy are joint ventures likely to occur?A.DifferentiationB.DiversificationC.Vertical integrationD.CostleadershipBulmash-Chapter 01 #19Difficulty: 2Learning Objective: 420.(p.13)Pegasus Inc. operates in a stable environment and protects their market share by costcontrols and operational efficiencies. Which business strategy does itemploy?A.Cost leadershipB.ProspectorC.Focused differentiationD.DefenderBulmash-Chapter 01 #20Difficulty: 2Learning Objective: 421.(p.13)Under which business strategy would an organization provide superiorquality and servicesand product innovations?A.AnalyzerB.ProspectorC.DifferentiationD.DefenderBulmash-Chapter 01 #21Difficulty: 2Learning Objective: 422.(p.14)Which of the following strategies helps focus,mobilize, and direct activities on issues thatmost directly affect the business?A.Business strategiesB.Functional strategiesC.Focus strategiesD.Policies and proceduresBulmash-Chapter 01 #22Difficulty: 2LearningObjective: 4

Strategic Planning for Human Resources, First Edition Test Bank - Page 13 preview image

Loading page ...

23.(p.14)Which of the following traits are associated with a prospector strategy?A.Decentralized, informal, and broad job designB.Vertical communication, tight controls, and short-term planningC.Centralized, tightcontrols, and long-term planningD.Few rules, vertical communications, and focus on skill buildingBulmash-Chapter 01 #23Difficulty: 3Learning Objective: 424.(p.15)In which of the following ways does human resource planningfacilitate the recruitment andselection process?A.Helps to determine the best methods for interviewing job candidatesB.Determines the recruitment methods used to attract qualified candidatesC.Provides the criteria needed to evaluate the recruitment processD.Provides the basis for timely initiation of the recruitment processBulmash-Chapter 01 #24Difficulty: 3Learning Objective: 525.(p.16-17)Which of the following statements best describes an organizationoperating at the highest levelof planning sophistication?A.The organization is reacting well to requests for training.B.The organization values its employees and embraces the value they can deliver.C.The organization engages in long-term business planning.D.The organization creates long-term forecasts and projects their needs 3-5 years.Bulmash-Chapter 01 #25Difficulty: 2Learning Objective: 626.(p.18-19)At which step in the human resource planning process would webe considering the option ofreducing the workforce and deciding who should be retained?A.Forecasting labour demandB.Determining a business strategyC.Designing and implementing HR programsD.Establishing human resourceobjectivesBulmash-Chapter 01 #26Difficulty: 2Learning Objective: 7

Strategic Planning for Human Resources, First Edition Test Bank - Page 14 preview image

Loading page ...

27.(p.19)Which of the following isNOTan element of people equity?A.CompatibilityB.EngagementC.AlignmentD.CapabilityBulmash-Chapter 01 #27Difficulty: 1Learning Objective: 728.(p.20)The Director of HR at Hallowell Inc. has come to the realization that he needs to improve themethods of collecting the data for calculating the demand for labour. At which step in the HRplanning process is he operating?A.Establishing objectivesB.Forecasting labour demand and supplyC.Program evaluationD.Designing and implementing HR programs to achieve objectivesBulmash-Chapter 01 #28Difficulty: 2LearningObjective: 7

Strategic Planning for Human Resources, First Edition Test Bank - Page 15 preview image

Loading page ...

29.(p.03, 14,15)Define human resource planning and provide 2 specific examples of how an effective HR plancan contribute to strategic human resource management.Human resource planning is a process used to help anorganization determine its futurehuman resource requirements by anticipating future business demands, analyzing the impactthese demands will have on the organization in terms of changes in demand for humanresources, both in numbers and by skill sets, and making decisions on how to acquire andutilize the human resources of the firm in a timely fashion.Examples: (3). Students may be able to draw from existing knowledge from prerequisitelearning.Where HR plans indicate the existing work will need to acquire new skills in order to effectivelycontribute to the strategic goals of the organization, programs can be established anddelivered more effectively and efficiently as a result of the advanced preparation time thatplanning will afford.Where an HR plan anticipates a labour shortage, HRM will be able to tap the labour marketmore effectively by having advanced information as to when the vacancies will need to befilled. This will also lead to more timely execution of the recruiting process.HR planningfacilitates the integration of career planning with the strategic goals of theorganization and helping employees make decisions that can help them prepare to takeadvantage of career opportunities that will be created within the organization. This link with HRplanning will also help to improve retention as employees see potential rewards fordevelopment and performance.Bulmash-Chapter 01 #29Difficulty: 2Learning Objective: 1

Strategic Planning for Human Resources, First Edition Test Bank - Page 16 preview image

Loading page ...

30.(p.8-9)Use the READI paradigm to explain 5 important outcomes of HR planning.Results-HRP focuses on results tied to productivity and profitability as well as people andoperational measures. Planning is a proactive approach that is essential to being strategic.Evidence shows strong correlations betweenplanning and a number of positive performanceoutcomes.Enables-HRP enables organizations to project resource requirements which in turn improvesthe ability of the organization to acquire and use its human resources to better contribute tothe achievement of important organizational goals.Aligns-HRP is proactive and it forms the basis for the Human Resource Management functionto align its goals and actions to the strategic goals and objectives of the organization toimprove organizational performance.Directs-HRP directs the human resource activities of the organization and drives the need toestablish HR objectives.Instils-It instils pride in employees when they are acknowledged as a valuable asset and theircapabilities are being utilized to maintain a competitive advantage.Bulmash-Chapter 01 #30Difficulty: 3Learning Objective: 2

Preview Mode

This document has 168 pages. Sign in to access the full document!

Report

Study Now!

Document Details

Related Documents

Unit VII Case Study Sleeping on the Job

Parks Corporate Video

HUMAN RESOURCE GROUP CASE ANALYSIS 1

Personal Leadership Ethics Statement

Travel Agency HR Plan

Compensation and Benefit System

Cultural Diversity Training Course

Compensation analysis for HR managers

Compensation and Benefit System

Motivating Employees � Case Analysis

Company

Explore

Study Tools