BUSMHR 3200 Final Exam Questions
With Complete Solutions
Forecasting |- |CORRECT |ANSWER✔✔-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 |ANSWER✔✔-Constructing |and |applying |statistical |models |that |
predect |labor |demand |for |the |next |year, |given |relatively |objective |statistics |from |the |previous |
year
Leading |Indicators |- |CORRECT |ANSWER✔✔-Objective |measures |that |accurately |predict |future |
labor |demand
Transitional |Matrix |- |CORRECT |ANSWER✔✔-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 |ANSWER✔✔-A |set |of |knowledge |and |skills |that |make |the |
organization |superior |to |competitors |and |create |value |for |customers
Downsizing |- |CORRECT |ANSWER✔✔-The |planned |elimination |of |large |numbers |of |personnel |
with |the |goal |of |enhancing |the |organization's |competitiveness
Workforce |Utilization |Review |- |CORRECT |ANSWER✔✔-A |comparison |of |the |proportion |of |
employees |in |protected |groups |with |the |proportion |that |each |group |represents |int |he |revelant
|labor |market
Recruiting |- |CORRECT |ANSWER✔✔-Any |activity |carried |on |by |the |organization |with |the |
primary |purpose |of |identifying |and |attracting |potential |employees
, Involuntary |Turnover |- |CORRECT |ANSWER✔✔-Turnover |initiated |by |an |employer |(often |with |
employees |who |would |prefer |to |stay)
Voluntary |Turnover |- |CORRECT |ANSWER✔✔-Turnover |initiated |by |employees |(often |when |the |
organization |would |prefer |to |keep |them)
Outcome |Fariness |- |CORRECT |ANSWER✔✔-A |judgment |that |the |consequences |given |to |
employees |are |just
Procedural |Justice |- |CORRECT |ANSWER✔✔-A |judgment |that |fair |methods |were |used |to |
determine |the |consequences |an |employee |receives
Interactional |Justice |- |CORRECT |ANSWER✔✔-A |judgment |that |the |organization |carried |out |its |
actions |in |a |way |that |took |the |employee's |feelings |into |account
Hot-Stove |Rule |- |CORRECT |ANSWER✔✔-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 |ANSWER✔✔-A |formal |discipline |process |in |which |the |
consequences |become |more |serious |if |the |employee |repeats |the |offense
Alternative |Dispute |Resolution |(ADR) |- |CORRECT |ANSWER✔✔-Methods |of |solving |a |problem |
by |bringing |in |an |impartial |outsider |but |not |using |the |court |system
Open-Door |Policy |- |CORRECT |ANSWER✔✔-An |organization's |policy |of |making |managers |
available |to |hear |complaints
With Complete Solutions
Forecasting |- |CORRECT |ANSWER✔✔-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 |ANSWER✔✔-Constructing |and |applying |statistical |models |that |
predect |labor |demand |for |the |next |year, |given |relatively |objective |statistics |from |the |previous |
year
Leading |Indicators |- |CORRECT |ANSWER✔✔-Objective |measures |that |accurately |predict |future |
labor |demand
Transitional |Matrix |- |CORRECT |ANSWER✔✔-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 |ANSWER✔✔-A |set |of |knowledge |and |skills |that |make |the |
organization |superior |to |competitors |and |create |value |for |customers
Downsizing |- |CORRECT |ANSWER✔✔-The |planned |elimination |of |large |numbers |of |personnel |
with |the |goal |of |enhancing |the |organization's |competitiveness
Workforce |Utilization |Review |- |CORRECT |ANSWER✔✔-A |comparison |of |the |proportion |of |
employees |in |protected |groups |with |the |proportion |that |each |group |represents |int |he |revelant
|labor |market
Recruiting |- |CORRECT |ANSWER✔✔-Any |activity |carried |on |by |the |organization |with |the |
primary |purpose |of |identifying |and |attracting |potential |employees
, Involuntary |Turnover |- |CORRECT |ANSWER✔✔-Turnover |initiated |by |an |employer |(often |with |
employees |who |would |prefer |to |stay)
Voluntary |Turnover |- |CORRECT |ANSWER✔✔-Turnover |initiated |by |employees |(often |when |the |
organization |would |prefer |to |keep |them)
Outcome |Fariness |- |CORRECT |ANSWER✔✔-A |judgment |that |the |consequences |given |to |
employees |are |just
Procedural |Justice |- |CORRECT |ANSWER✔✔-A |judgment |that |fair |methods |were |used |to |
determine |the |consequences |an |employee |receives
Interactional |Justice |- |CORRECT |ANSWER✔✔-A |judgment |that |the |organization |carried |out |its |
actions |in |a |way |that |took |the |employee's |feelings |into |account
Hot-Stove |Rule |- |CORRECT |ANSWER✔✔-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 |ANSWER✔✔-A |formal |discipline |process |in |which |the |
consequences |become |more |serious |if |the |employee |repeats |the |offense
Alternative |Dispute |Resolution |(ADR) |- |CORRECT |ANSWER✔✔-Methods |of |solving |a |problem |
by |bringing |in |an |impartial |outsider |but |not |using |the |court |system
Open-Door |Policy |- |CORRECT |ANSWER✔✔-An |organization's |policy |of |making |managers |
available |to |hear |complaints
