1. An organization wants to group jobs into similar categories. What would be the least important
criteria to consider?
o The specific skill preparation and educational requirements needed to perform t
o The degree of responsibility and location of the job in the organizational hierarch
o The nature of the activities performed
o The compensation required for the job
FEEDBACK
(0.0%)
Three criteria should be used to group jobs into similar categories.
o the specific skill preparation and educational requirements needed to perform the job
o the degree of responsibility and location of the job in the organizational hierarchy
o the nature of the activities performed
Found in the following section(s) of the text:
Week 1: Human Resource Planning
2. Which of the following is a good way to limit employee turnover?
o If an organization’s turnover levels are high because many employees are retiring
o the organization may try to encourage early or delayed retirement.
o If an organization’s turnover levels are high because many employees are being d
o If an organization’s turnover levels are high because of promotions and transfers
o within an organization, the organization may try to hire for upper positions from
o outside of the company.
o If an organization’s turnover levels are high because many employees left to take
FEEDBACK
(0.0%)
Little can be done about turnover caused by retirement. Although some organizations try to
encourage early or delayed retirement, they generally are limited in the degree to which they can
influence retirement decisions.
Turnover caused by layoffs and discharge, however, are largely at the discretion of the
organization. High turnover rates created by extensive layoffs can be reduced by careful
employment planning and long-range business forecasting. Employees are usually discharged
either for disciplinary reasons or because of incompetent performance. If an organization’s
turnover levels are high because many employees are being discharged, the organization may
need to improve both its selection procedures and its management by providing better training
and supervision.
, Employees usually quit when they have better job offers or when they dislike their present jobs.
If several people quit because of unpleasant working conditions, the work environment needs to
be examined and improved. However, not much can be done to eliminate competing alternatives
from other organizations.
Promotions and transfers within an organization do not constitute a real form of turnover.
Although promoted employees must still be replaced, most managers are proud to see their
subordinates find better opportunities within the company.
Found in the following section(s) of the text:
Week 1: Human Resource Planning
2. Identifying the most appropriate factor related to employment is a critical step in which
approach to long-term employment planning?
o Trend projections
o Expert opinion
o Unit-demand forecasting
o Probabilistic models
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
Week 1: Human Resource Planning
3. What is true about a manager’s relationship with a forecast of future employment needs?
o Requiring managers to forecast the future is a useful process even though the ev
o Forecasting the future is a duty that is best assigned to a higher position in the co
o Requiring managers to forecast the future interrupts and distracts from the plann
o Forecasting the future is only useful for managers when the projection is very clo
FEEDBACK
(0.0%)
Employment forecasts need not produce exact estimates of future employment needs to be
useful. The forecasting process itself, apart from the numbers that result, facilitates the planning
process. Requiring managers to think about the future and to anticipate the kinds of events that
might occur is a useful process even though the events that do occur may be quite different than
those anticipated. Having a forecast that is wrong is usually better than having no forecast at all,
since an incorrect forecast can be modified as conditions change and new assumptions become
necessary. The value of a forecast should be judged not so much by how close it was to the
actual needs, but by the degree to which it caused managers to think about and anticipate future
situations.
, Found in the following section(s) of the text:
Week 1: Human Resource Planning
4. What is an example of information being collected and synthesized within a formal human
resource planning system?
o Projected staffing requirements should be relayed to top management
o An analysis of the forecasted employment levels should be submitted to the recr
o An analysis of replacement needs should be sent to each individual in the compa
o Information about training needs should be sent to the training and developmen
FEEDBACK
(0.0%)
A system also must be designed to process the information, since several individuals must be
involved in collecting and synthesizing it. Decision rules need to be established so each
individual knows when a specific piece of information calls for an action plan and where the
action plan needs to be sent. Information about training needs should be sent to the training and
development office, projected staffing requirements should be relayed to the recruiting office, an
analysis of the forecasted employment levels should be submitted to top management, and an
analysis of replacement needs should be sent to the managers who will be involved in making
the replacement decisions.
All of this information needs to be integrated and available on organizational replacement charts,
personnel files, or computer databases. The vehicles that are typically used to integrate these
activities are the annual performance-evaluation process and the compensation system. These
activities require managers to complete the relevant forms and process the necessary information
to create career paths, succession plans, and other human resource plans.
Found in the following section(s) of the text:
Week 1: Human Resource Planning
5. Which of the following is the least sophisticated approach to employment planning?
o Unit-demand forecasting
o Expert opinion
o Trend projections
o Probabilistic models
FEEDBACK
(0.0%)
Long-term employment needs can be forecast from the subjective estimates of experts. Expert
opinion may come from a group or from a single individual, such as the human resource director
or a long-range planning specialist. This form of forecasting is considered to be the least
criteria to consider?
o The specific skill preparation and educational requirements needed to perform t
o The degree of responsibility and location of the job in the organizational hierarch
o The nature of the activities performed
o The compensation required for the job
FEEDBACK
(0.0%)
Three criteria should be used to group jobs into similar categories.
o the specific skill preparation and educational requirements needed to perform the job
o the degree of responsibility and location of the job in the organizational hierarchy
o the nature of the activities performed
Found in the following section(s) of the text:
Week 1: Human Resource Planning
2. Which of the following is a good way to limit employee turnover?
o If an organization’s turnover levels are high because many employees are retiring
o the organization may try to encourage early or delayed retirement.
o If an organization’s turnover levels are high because many employees are being d
o If an organization’s turnover levels are high because of promotions and transfers
o within an organization, the organization may try to hire for upper positions from
o outside of the company.
o If an organization’s turnover levels are high because many employees left to take
FEEDBACK
(0.0%)
Little can be done about turnover caused by retirement. Although some organizations try to
encourage early or delayed retirement, they generally are limited in the degree to which they can
influence retirement decisions.
Turnover caused by layoffs and discharge, however, are largely at the discretion of the
organization. High turnover rates created by extensive layoffs can be reduced by careful
employment planning and long-range business forecasting. Employees are usually discharged
either for disciplinary reasons or because of incompetent performance. If an organization’s
turnover levels are high because many employees are being discharged, the organization may
need to improve both its selection procedures and its management by providing better training
and supervision.
, Employees usually quit when they have better job offers or when they dislike their present jobs.
If several people quit because of unpleasant working conditions, the work environment needs to
be examined and improved. However, not much can be done to eliminate competing alternatives
from other organizations.
Promotions and transfers within an organization do not constitute a real form of turnover.
Although promoted employees must still be replaced, most managers are proud to see their
subordinates find better opportunities within the company.
Found in the following section(s) of the text:
Week 1: Human Resource Planning
2. Identifying the most appropriate factor related to employment is a critical step in which
approach to long-term employment planning?
o Trend projections
o Expert opinion
o Unit-demand forecasting
o Probabilistic models
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
Week 1: Human Resource Planning
3. What is true about a manager’s relationship with a forecast of future employment needs?
o Requiring managers to forecast the future is a useful process even though the ev
o Forecasting the future is a duty that is best assigned to a higher position in the co
o Requiring managers to forecast the future interrupts and distracts from the plann
o Forecasting the future is only useful for managers when the projection is very clo
FEEDBACK
(0.0%)
Employment forecasts need not produce exact estimates of future employment needs to be
useful. The forecasting process itself, apart from the numbers that result, facilitates the planning
process. Requiring managers to think about the future and to anticipate the kinds of events that
might occur is a useful process even though the events that do occur may be quite different than
those anticipated. Having a forecast that is wrong is usually better than having no forecast at all,
since an incorrect forecast can be modified as conditions change and new assumptions become
necessary. The value of a forecast should be judged not so much by how close it was to the
actual needs, but by the degree to which it caused managers to think about and anticipate future
situations.
, Found in the following section(s) of the text:
Week 1: Human Resource Planning
4. What is an example of information being collected and synthesized within a formal human
resource planning system?
o Projected staffing requirements should be relayed to top management
o An analysis of the forecasted employment levels should be submitted to the recr
o An analysis of replacement needs should be sent to each individual in the compa
o Information about training needs should be sent to the training and developmen
FEEDBACK
(0.0%)
A system also must be designed to process the information, since several individuals must be
involved in collecting and synthesizing it. Decision rules need to be established so each
individual knows when a specific piece of information calls for an action plan and where the
action plan needs to be sent. Information about training needs should be sent to the training and
development office, projected staffing requirements should be relayed to the recruiting office, an
analysis of the forecasted employment levels should be submitted to top management, and an
analysis of replacement needs should be sent to the managers who will be involved in making
the replacement decisions.
All of this information needs to be integrated and available on organizational replacement charts,
personnel files, or computer databases. The vehicles that are typically used to integrate these
activities are the annual performance-evaluation process and the compensation system. These
activities require managers to complete the relevant forms and process the necessary information
to create career paths, succession plans, and other human resource plans.
Found in the following section(s) of the text:
Week 1: Human Resource Planning
5. Which of the following is the least sophisticated approach to employment planning?
o Unit-demand forecasting
o Expert opinion
o Trend projections
o Probabilistic models
FEEDBACK
(0.0%)
Long-term employment needs can be forecast from the subjective estimates of experts. Expert
opinion may come from a group or from a single individual, such as the human resource director
or a long-range planning specialist. This form of forecasting is considered to be the least
