HRIR 3021 EXAM #2 2025
QUESTIONS AND ANSWERS
What are the purposes of workforce planning? - ✔✔Organizations should carry out
human resource planning so as to meet business objectives and gain an advantage over
competitors.
the attempts to determine the supply of and demand for various types of human
resources to predict areas within the organization where there will be labor shortages or
surpluses. - ✔✔Forecasting
constructing and applying statistical models that predict labor demand for the next
year, given relatively objective statistics from the previous year - ✔✔Trend Analysis
Supplements trend analysis by adding new operational information into expected
staffing level requirements - ✔✔Ratio Analysis
Supplements ration analysis by adding multiple dimensions of information into
expected staffing level requirement - ✔✔Regression Analysis
How do internal and external considerations affect workforce planning? - ✔✔Internal
Considerations: Transitional matrix, how many people are currently in positions and
how many are expected to be promoted, demoted and to leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor market.
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, Describe ways that we can eliminate a labor surplus and avoid a labor shortage. -
✔✔Reducing Labor Surplus: downsizing, pay reductions, demotions, transfers,
working sharing, hiring freeze, early retirement, etc.
Avoiding Labor Shortage: overtime, temporary employees, outsourcing, new external
hires, technological innovation
reports how many hours are worked, not how many employees do the work. We use it
to understand how many hours should be worked to be in conjunction with the
workforce planning. - ✔✔FTE: Full Time Equivalent
What are the four main objectives for downsizing? What are the consequences of
downsizing as described in the text? - ✔✔- Reducing costs: cuts overhead of protection
- Replacing labor with technology: closing outdated factories, automating, reducing the
need for labor
- Mergers and acquisitions: combining results in less bureaucratic overhead
- Moving to more economical locations
Immediate effects on cost, but will hurt companies that have high-involvement work,
team basis, customer interaction and research based.
Why is recruitment a strategic imperative? - ✔✔Recruitment is a form of business
contest and it is fiercely competitive, they have to identify, attract, and hire the most
qualified people.
The person should be matched to the job (p/j) by having the right KSAOs and is
interested in the work and rewards. The person should be matched to the organization
(p/o) by understanding and supporting the core values of the organization as a whole -
✔✔P/O, P/J Fit
COPYRIGHT © 2025 BY OLIVIA WEST, ALL RIGHTS RESERVED 2
QUESTIONS AND ANSWERS
What are the purposes of workforce planning? - ✔✔Organizations should carry out
human resource planning so as to meet business objectives and gain an advantage over
competitors.
the attempts to determine the supply of and demand for various types of human
resources to predict areas within the organization where there will be labor shortages or
surpluses. - ✔✔Forecasting
constructing and applying statistical models that predict labor demand for the next
year, given relatively objective statistics from the previous year - ✔✔Trend Analysis
Supplements trend analysis by adding new operational information into expected
staffing level requirements - ✔✔Ratio Analysis
Supplements ration analysis by adding multiple dimensions of information into
expected staffing level requirement - ✔✔Regression Analysis
How do internal and external considerations affect workforce planning? - ✔✔Internal
Considerations: Transitional matrix, how many people are currently in positions and
how many are expected to be promoted, demoted and to leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor market.
COPYRIGHT © 2025 BY OLIVIA WEST, ALL RIGHTS RESERVED 1
, Describe ways that we can eliminate a labor surplus and avoid a labor shortage. -
✔✔Reducing Labor Surplus: downsizing, pay reductions, demotions, transfers,
working sharing, hiring freeze, early retirement, etc.
Avoiding Labor Shortage: overtime, temporary employees, outsourcing, new external
hires, technological innovation
reports how many hours are worked, not how many employees do the work. We use it
to understand how many hours should be worked to be in conjunction with the
workforce planning. - ✔✔FTE: Full Time Equivalent
What are the four main objectives for downsizing? What are the consequences of
downsizing as described in the text? - ✔✔- Reducing costs: cuts overhead of protection
- Replacing labor with technology: closing outdated factories, automating, reducing the
need for labor
- Mergers and acquisitions: combining results in less bureaucratic overhead
- Moving to more economical locations
Immediate effects on cost, but will hurt companies that have high-involvement work,
team basis, customer interaction and research based.
Why is recruitment a strategic imperative? - ✔✔Recruitment is a form of business
contest and it is fiercely competitive, they have to identify, attract, and hire the most
qualified people.
The person should be matched to the job (p/j) by having the right KSAOs and is
interested in the work and rewards. The person should be matched to the organization
(p/o) by understanding and supporting the core values of the organization as a whole -
✔✔P/O, P/J Fit
COPYRIGHT © 2025 BY OLIVIA WEST, ALL RIGHTS RESERVED 2
