HRIR 3021 EXAM #2 - COMPREHENSIVE PRACTICE QUESTION BANK COMPLETE COVERAGE: WORKFORCE PLANNING, RECRUITMENT, TRAINING, PERFORMANCE MANAGEMENT & LEGAL ISSUES

HRIR 3021 EXAM #2 - COMPREHENSIVE PRACTICE QUESTION BANK COMPLETE COVERAGE: WORKFORCE PLANNING, RECRUITMENT, TRAINING, PERFORMANCE MANAGEMENT & LEGAL ISSUES 1. What is the primary purpose of workforce planning? A. To reduce employee turnover rates B. To meet business objectives and gain competitive advantage C. To increase employee satisfaction D. To comply with legal requirements Correct Answer: B Rationale: Workforce planning is carried out to meet business objectives and gain an advantage over competitors, not simply to reduce turnover or satisfy employees. ________________________________________ 2. Which term describes the process of constructing statistical models to predict labor demand based on objective statistics from the previous year? A. Ratio Analysis B. Regression Analysis C. Trend Analysis D. Transitional Matrix Correct Answer: C Rationale: Trend Analysis specifically involves constructing and applying statistical models that predict labor demand for the next year given relatively objective statistics from the previous year. ________________________________________ 3. What does FTE stand for in workforce planning? A. Full Training Employment B. Full Time Equivalent C. Fixed Term Employee D. Formal Training Evaluation Correct Answer: B Rationale: FTE reports how many hours are worked, not how many employees do the work, and is used to understand how many hours should be worked in conjunction with workforce planning. ________________________________________ 4. Which analysis supplements trend analysis by adding new operational information into expected staffing level requirements? A. Regression Analysis B. Ratio Analysis C. Transitional Analysis D. Market Analysis Correct Answer: B Rationale: Ratio Analysis supplements trend analysis by adding new operational information into expected staffing level requirements. ________________________________________ 5. Which of the following is an internal consideration in workforce planning? A. Labor market forecasts B. Unemployment rate C. Transitional matrix D. Labor market size Correct Answer: C Rationale: Transitional matrices track how many people are currently in positions and how many are expected to be promoted, demoted, and to leave, making it an internal consideration. ________________________________________ 6. Which of the following is a method to reduce a labor surplus? A. Overtime B. Temporary employees C. Downsizing D. New external hires Correct Answer: C Rationale: Downsizing is a method to reduce labor surplus, while overtime, temporary employees, and new external hires are methods to avoid labor shortages. ________________________________________ 7. What is a method to avoid a labor shortage? A. Demotions B. Hiring freeze C. Early retirement D. Outsourcing Correct Answer: D Rationale: Outsourcing is a method to avoid labor shortages, while demotions, hiring freezes, and early retirement are methods to reduce labor surplus. ________________________________________ 8. Which of the following is NOT a main objective for downsizing? A. Reducing costs B. Replacing labor with technology C. Increasing employee morale D. Moving to more economical locations Correct Answer: C Rationale: Increasing employee morale is not a main objective for downsizing. The four main objectives are reducing costs, replacing labor with technology, mergers and acquisitions, and moving to more economical locations. ________________________________________ 9. What is a consequence of downsizing as described in the text? A. Immediate improvement in employee morale B. Long-term cost savings guaranteed C. Hurt companies that have high-involvement work D. Increased innovation across all departments Correct Answer: C Rationale: Downsizing will hurt companies that have high-involvement work, team basis, customer interaction, and research-based operations. ________________________________________ 10. Why is recruitment considered a strategic imperative? A. It is required by law B. It is a form of business contest and fiercely competitive C. It is the cheapest HR function D. It requires minimal planning Correct Answer: B Rationale: Recruitment is a strategic imperative because it is a form of business contest and fiercely competitive; organizations must identify, attract, and hire the most qualified people. ________________________________________ 11. What does P/O Fit refer to? A. Person to Occupation fit B. Person to Organization fit C. Performance to Objectives fit D. Position to Output fit Correct Answer: B Rationale: P/O Fit refers to matching the person to the organization by understanding and supporting the core values of the organization as a whole. ________________________________________ 12. What does P/J Fit refer to? A. Person to Job fit B. Performance to Judgment fit C. Position to Justice fit D. Person to Justice fit