Test Bank Human Resource Management 5Th Canadian Edition By Sandra Steen
The Test Bank for Human Resource Management 5th Canadian Edition by Sandra Steen is a valuable resource designed to help instructors assess their students’ understanding of the concepts and principles covered in the textbook. The textbook, Human Resource Management 5th Canadian Edition, is a comprehensive guide to the field of human resource management, covering topics such as recruitment, training, performance management, compensation, and more.
The Test Bank includes a variety of question types, including multiple-choice, true/false, and short answer questions, organized by chapter to correspond with the material covered in the textbook. The questions are designed to test students’ knowledge of key concepts and principles, as well as their ability to apply that knowledge to real-world human resource management scenarios.
The Test Bank for Human Resource Management 5th Canadian Edition is an essential resource for instructors teaching human resource management courses at the undergraduate level. With its comprehensive coverage of the field of human resource management and its wide range of test questions, the Test Bank enables instructors to accurately assess their students’ knowledge and understanding of the material covered in the textbook. This, in turn, helps to ensure that students have a solid foundation in human resource management and are prepared for success in their future careers.
Chapter 04
Planning for and Recruiting Human Resources
True / False Questions
1. The sole purpose of workforce planning is to identify the number of employees the organization will need to meet its objectives.
FALSE
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.
Topic: 04-02 Introduction
2. The first step in the workforce planning process is forecasting.
TRUE
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.
Topic: 04-03 Workforce Planning—Why What & How?
3. Trend analysis is the most basic forecasting method used by organizations.
FALSE
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.
Topic: 04-04 Forecasting
4. Statistical planning models are useful for workforce planning when there is a long, stable history that can be used to reliably detect relationships among variables.
TRUE
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.
Topic: 04-04 Forecasting
5. A transitional matrix is a statistical procedure requiring no human judgement that is used to forecast labour supply.
FALSE
Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.
Topic: 04-04 Forecasting
6. HR planners need to consider only the internal labour supply within organizations.
FALSE
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 04-01 Discuss how to align workforce planning with the organization’s strategy; forecast labour demand and supply; and determine labour surplus or shortage.
Topic: 04-03 Workforce Planning—Why What & How?
7. Very few strategies are available for dealing with projected shortages and surpluses of labour.
FALSE
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.
Topic: 04-05 Goal Setting and Strategic Planning
8. Organizations are most likely to benefit from hiring and retaining employees who provide competency to the organization.
TRUE
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.
Topic: 04-05 Goal Setting and Strategic Planning
9. As an option for avoiding an expected labour shortage, the use of new external hires is very fast but is low in terms of ability to change later.
FALSE
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.
Topic: 04-05 Goal Setting and Strategic Planning
10. The primary reason organizations engage in downsizing is to promote future competitiveness.
TRUE
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.
Topic: 04-05 Goal Setting and Strategic Planning
11. Much of the evidence suggests that downsizing improves long-term organizational performance.
FALSE
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 04-02 Examine methods organizations use to deal with a labour surplus and shortage.
Topic: 04-05 Goal Setting and Strategic Planning
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