FLOYD QUINN MGT 4373 EXAM 2 (TEXAS STATE
UNIVERSITY UPDATED ACTUAL QUESTIONS AND
CORRECT ANSWERS
Question:
1. Chapter 5
Answer:
Question:
2. Forecasting
Answer:
The attempts to determine supply and demand for various types of HR to predict areas within the
organization where there will be labor shortages or surpluses.
Question:
3. Forecasting Steps
Answer:
1. Forecast labor demand
2. Determine labor supply
3. Determine labor surplus or shortage
Question:
4. Why we do forecasting:
Answer:
The primary goal is to predict which areas of the organization will experience labor shortages or surpluses
Question:
5. HR Planning Process
Answer:
Consists of 3 stages:
1. Forecasting
2. Goal setting and strategic planning
3. Program implementation and evaluation
, Question:
6. HR Planning Process: Forecast of labor surplus/shortage
Answer:
Based on forecasts for labor demand and supply, planner can compare figures to determine whether there
will be a shortage or surplus of labor for each job category.
Determining expected shortages and surpluses allows the organization to plan how to address these
challenges.
Question:
7. HR Planning Process: 4 objectives of Downsizing
Answer:
1. Reduce Costs
2. Replace Labor with Technology
3. Mergers and Acquisitions
4. Move to More Economical Location
Question:
8. HR Planning Process: Goal Setting and Strategic Planning
Answer:
Numerical goals focus attention on the problem and provide a basis for measuring the organization's
success in addressing labor shortages and surpluses.
Goals should come directly from analysis of supply and demand.
For each goal, organization must choose one or more HR strategies.
Organizations should retain and attract employees who provide a core competency (what makes it better
than competitors).
Question:
9. HR Planning Process: Core Competency
Answer:
A set of knowledge and skills that make the organization superior to competitors and create value for
customers.
Organizations are most likely to benefit from hiring and retaining employees who provide a core
competency.
Question:
10. Techniques used to address labor surpluses
Answer:
- downsizing
- pay reductions
- demotions
- transfers
- work sharing
- hiring freeze
- natural attrition
- early retirement
- retraining
UNIVERSITY UPDATED ACTUAL QUESTIONS AND
CORRECT ANSWERS
Question:
1. Chapter 5
Answer:
Question:
2. Forecasting
Answer:
The attempts to determine supply and demand for various types of HR to predict areas within the
organization where there will be labor shortages or surpluses.
Question:
3. Forecasting Steps
Answer:
1. Forecast labor demand
2. Determine labor supply
3. Determine labor surplus or shortage
Question:
4. Why we do forecasting:
Answer:
The primary goal is to predict which areas of the organization will experience labor shortages or surpluses
Question:
5. HR Planning Process
Answer:
Consists of 3 stages:
1. Forecasting
2. Goal setting and strategic planning
3. Program implementation and evaluation
, Question:
6. HR Planning Process: Forecast of labor surplus/shortage
Answer:
Based on forecasts for labor demand and supply, planner can compare figures to determine whether there
will be a shortage or surplus of labor for each job category.
Determining expected shortages and surpluses allows the organization to plan how to address these
challenges.
Question:
7. HR Planning Process: 4 objectives of Downsizing
Answer:
1. Reduce Costs
2. Replace Labor with Technology
3. Mergers and Acquisitions
4. Move to More Economical Location
Question:
8. HR Planning Process: Goal Setting and Strategic Planning
Answer:
Numerical goals focus attention on the problem and provide a basis for measuring the organization's
success in addressing labor shortages and surpluses.
Goals should come directly from analysis of supply and demand.
For each goal, organization must choose one or more HR strategies.
Organizations should retain and attract employees who provide a core competency (what makes it better
than competitors).
Question:
9. HR Planning Process: Core Competency
Answer:
A set of knowledge and skills that make the organization superior to competitors and create value for
customers.
Organizations are most likely to benefit from hiring and retaining employees who provide a core
competency.
Question:
10. Techniques used to address labor surpluses
Answer:
- downsizing
- pay reductions
- demotions
- transfers
- work sharing
- hiring freeze
- natural attrition
- early retirement
- retraining
