HRIR 3021 EXAM 2 QUESTIONS AND ANSWERS
What are the purposes of workforce planning? - CORRECT ANSWER✅✅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. - CORRECT
ANSWER✅✅Forecasting
constructing and applying statistical models that predict labor demand for the next year, given relatively
objective statistics from the previous year - CORRECT ANSWER✅✅Trend Analysis
Supplements trend analysis by adding new operational information into expected staffing level
requirements - CORRECT ANSWER✅✅Ratio Analysis
Supplements ration analysis by adding multiple dimensions of information into expected staffing level
requirement - CORRECT ANSWER✅✅Regression Analysis
How do internal and external considerations affect workforce planning? - CORRECT
ANSWER✅✅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.
Describe ways that we can eliminate a labor surplus and avoid a labor shortage. - CORRECT
ANSWER✅✅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. - CORRECT
ANSWER✅✅FTE: Full Time Equivalent
, What are the four main objectives for downsizing? What are the consequences of downsizing as
described in the text? - CORRECT ANSWER✅✅- 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- Replacing labor with technology: closing outdated factories, automating, reducing the need for labor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? - CORRECT ANSWER✅✅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 - CORRECT ANSWER✅✅P/O, P/J Fit
Internal candidates are employees who currently hold other positions in the organization and apply
through job posting. External candidates can be direct applicants, referrals, other or recruiting options. -
CORRECT ANSWER✅✅Internal vs. external candidate
How much should a new hire be paid in order to attract and hire the right candidates. - CORRECT
ANSWER✅✅Lead, match, lag the market pay strategies
Passive job seekers are employees that already have jobs and really are not looking for other work until
an attractive offer presents itself. Active job seekers are people who may or may not have a job and are
looking for a new offer. - CORRECT ANSWER✅✅Passive vs. active candidates
Employment principle that if there is no specific employment contract saying otherwise, the employer
or employee may end an employment relationship at any time, regardless of cause. - CORRECT
ANSWER✅✅Employment-at will
Advertising designed to create a generally favorable impression of the organization. - CORRECT
ANSWER✅✅Image advertising
What are the purposes of workforce planning? - CORRECT ANSWER✅✅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. - CORRECT
ANSWER✅✅Forecasting
constructing and applying statistical models that predict labor demand for the next year, given relatively
objective statistics from the previous year - CORRECT ANSWER✅✅Trend Analysis
Supplements trend analysis by adding new operational information into expected staffing level
requirements - CORRECT ANSWER✅✅Ratio Analysis
Supplements ration analysis by adding multiple dimensions of information into expected staffing level
requirement - CORRECT ANSWER✅✅Regression Analysis
How do internal and external considerations affect workforce planning? - CORRECT
ANSWER✅✅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.
Describe ways that we can eliminate a labor surplus and avoid a labor shortage. - CORRECT
ANSWER✅✅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. - CORRECT
ANSWER✅✅FTE: Full Time Equivalent
, What are the four main objectives for downsizing? What are the consequences of downsizing as
described in the text? - CORRECT ANSWER✅✅- 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? - CORRECT ANSWER✅✅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 - CORRECT ANSWER✅✅P/O, P/J Fit
Internal candidates are employees who currently hold other positions in the organization and apply
through job posting. External candidates can be direct applicants, referrals, other or recruiting options. -
CORRECT ANSWER✅✅Internal vs. external candidate
How much should a new hire be paid in order to attract and hire the right candidates. - CORRECT
ANSWER✅✅Lead, match, lag the market pay strategies
Passive job seekers are employees that already have jobs and really are not looking for other work until
an attractive offer presents itself. Active job seekers are people who may or may not have a job and are
looking for a new offer. - CORRECT ANSWER✅✅Passive vs. active candidates
Employment principle that if there is no specific employment contract saying otherwise, the employer
or employee may end an employment relationship at any time, regardless of cause. - CORRECT
ANSWER✅✅Employment-at will
Advertising designed to create a generally favorable impression of the organization. - CORRECT
ANSWER✅✅Image advertising
