BUSMHR 3200 FINAL EXAM QUESTIONS
AND ANSWERS
Forecasting - Correct Answers -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
Trend Analysis - Correct Answers -Constructing and applying statistical models that
predect labor demand for the next year, given relatively objective statistics from the
previous year
Leading Indicators - Correct Answers -Objective measures that accurately predict future
labor demand
Transitional Matrix - Correct Answers -A chart that lists job categories held in one period
and shows the proportion of employees in each of those job categories in a future
period
Core Competency - Correct Answers -A set of knowledge and skills that make the
organization superior to competitors and create value for customers
Downsizing - Correct Answers -The planned elimination of large numbers of personnel
with the goal of enhancing the organization's competitiveness
Workforce Utilization Review - Correct Answers -A comparison of the proportion of
employees in protected groups with the proportion that each group represents int he
revelant labor market
Recruiting - Correct Answers -Any activity carried on by the organization with the
primary purpose of identifying and attracting potential employees
Involuntary Turnover - Correct Answers -Turnover initiated by an employer (often with
employees who would prefer to stay)
Voluntary Turnover - Correct Answers -Turnover initiated by employees (often when the
organization would prefer to keep them)
Organizational Chart - Correct Answers -Is a graphic representation of formal authority
and division of labor relationships
, Span of Control - Correct Answers -This refers to the number of people reporting
directly to a given manager
Staff Personnel - Correct Answers -These people to background research and provide
technical advice and recommendations to their line managers
Line Managers - Correct Answers -People who have the authority to make decisions
Outcome Fariness - Correct Answers -A judgment that the consequences given to
employees are just
Procedural Justice - Correct Answers -A judgment that fair methods were used to
determine the consequences an employee receives
Interactional Justice - Correct Answers -A judgment that the organization carried out its
actions in a way that took the employee's feelings into account
Hot-Stove Rule - Correct Answers -Principle of discipline that says discipline should be
like a hot stove, given clear warning and following up with consistent, objective,
immediate consequences
Progressive Discipline - Correct Answers -A formal discipline process in which the
consequences become more serious if the employee repeats the offense
Alternative Dispute Resolution (ADR) - Correct Answers -Methods of solving a problem
by bringing in an impartial outsider but not using the court system
Open-Door Policy - Correct Answers -An organization's policy of making managers
available to hear complaints
Peer Review - Correct Answers -Process for resolving disputes by taking them to a
panel composed of representatives from the organization at the same levels as the
people in the dispute
Mediation - Correct Answers -Nonbinding process in which a neutral party from outside
the organization hears the case and tries to help the people in conflict arrive at
settlement
Arbitration - Correct Answers -Binding process in which a professional arbitrator from
outside the organization (usually a lawyer or judge) hears the case and resolves it by
making a decision
Employee Assistance Program (EAP) - Correct Answers -A referral service that
employees can use to seek professional treatment from emotional problems or
substance abuse
AND ANSWERS
Forecasting - Correct Answers -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
Trend Analysis - Correct Answers -Constructing and applying statistical models that
predect labor demand for the next year, given relatively objective statistics from the
previous year
Leading Indicators - Correct Answers -Objective measures that accurately predict future
labor demand
Transitional Matrix - Correct Answers -A chart that lists job categories held in one period
and shows the proportion of employees in each of those job categories in a future
period
Core Competency - Correct Answers -A set of knowledge and skills that make the
organization superior to competitors and create value for customers
Downsizing - Correct Answers -The planned elimination of large numbers of personnel
with the goal of enhancing the organization's competitiveness
Workforce Utilization Review - Correct Answers -A comparison of the proportion of
employees in protected groups with the proportion that each group represents int he
revelant labor market
Recruiting - Correct Answers -Any activity carried on by the organization with the
primary purpose of identifying and attracting potential employees
Involuntary Turnover - Correct Answers -Turnover initiated by an employer (often with
employees who would prefer to stay)
Voluntary Turnover - Correct Answers -Turnover initiated by employees (often when the
organization would prefer to keep them)
Organizational Chart - Correct Answers -Is a graphic representation of formal authority
and division of labor relationships
, Span of Control - Correct Answers -This refers to the number of people reporting
directly to a given manager
Staff Personnel - Correct Answers -These people to background research and provide
technical advice and recommendations to their line managers
Line Managers - Correct Answers -People who have the authority to make decisions
Outcome Fariness - Correct Answers -A judgment that the consequences given to
employees are just
Procedural Justice - Correct Answers -A judgment that fair methods were used to
determine the consequences an employee receives
Interactional Justice - Correct Answers -A judgment that the organization carried out its
actions in a way that took the employee's feelings into account
Hot-Stove Rule - Correct Answers -Principle of discipline that says discipline should be
like a hot stove, given clear warning and following up with consistent, objective,
immediate consequences
Progressive Discipline - Correct Answers -A formal discipline process in which the
consequences become more serious if the employee repeats the offense
Alternative Dispute Resolution (ADR) - Correct Answers -Methods of solving a problem
by bringing in an impartial outsider but not using the court system
Open-Door Policy - Correct Answers -An organization's policy of making managers
available to hear complaints
Peer Review - Correct Answers -Process for resolving disputes by taking them to a
panel composed of representatives from the organization at the same levels as the
people in the dispute
Mediation - Correct Answers -Nonbinding process in which a neutral party from outside
the organization hears the case and tries to help the people in conflict arrive at
settlement
Arbitration - Correct Answers -Binding process in which a professional arbitrator from
outside the organization (usually a lawyer or judge) hears the case and resolves it by
making a decision
Employee Assistance Program (EAP) - Correct Answers -A referral service that
employees can use to seek professional treatment from emotional problems or
substance abuse
