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1. In human resource planning, forecasting is an intermediary step.
2. Statistical models are used for forecasting labor demands because they are good at
capturing “once-in-a-lifetime” changes.
3. Leading indicators are objective measures that accurately predict future labor demand.
4. A transitional matrix is 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.
5. The second step in human resource planning is performance evaluation.
6. The goals an organization sets in its human resource planning process should come
directly from the analysis of its labor supply and demand.
7. Downsizing can be used as an option for reducing surplus labor as it yields fast results.
5.2.
8. Work sharing is one of the options that can be used for avoiding labor shortage.
9. The negative effect of downsizing would be low among firms that use performance-
related pay incentives.
10. Downsizing leads to a loss of talent.
11. The most widespread methods for eliminating labor shortages are reducing work hours
and endorsing early-retirement programs.
12. The use of temporary workers might burden the organization with additional
administrative tasks.
13. If the person providing the service is a contractor and not an employee, the company is
not supposed to directly supervise the worker.
14. Contracting with another organization to perform a broad set of services is called
outsourcing.
15. To ensure success with an outsourcing strategy, companies should outsource work that
requires tight security.
16. Implementation that ties planning and recruiting to the organization’s strategy and to its
efforts to develop employees becomes a complete program of talent management.
17. The steps in a workforce utilization review are identical to the steps in the HR planning
process.
18. In general, all companies have to make decisions in three areas of recruiting: personnel
policies, recruitment sources, and the characteristics and behavior of the recruiter.
19. Personnel policies influence the kinds of job applicants an organization reaches.
20. Recruitment sources affect the characteristics of both the vacancies and the applicants.
21. Referrals are people who apply for a vacancy without prompting from the organization.
22. Many of the people reading classified ads are either over- or underqualified for the
position.
23. Private employment agencies serve primarily the blue-collar workers, while public
employment agencies mostly serve the white-collar workers.
24. The recruiter affects the nature of both the job vacancy and the applicants generated.
25. On the whole, research suggests that realistic job previews have a strong, consistent
effect on minimizing employee turnover.
26. The first step in the human resource planning process is:
27. Which of the following is an advantage of statistical forecasting methods?
28. Which of the following terms refers to objective measures that accurately predict future
labor demand?
29. Trend analysis refers to:
30. Which of the following terms is 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?
31. Determining the internal labor supply calls for a detailed analysis of:
32. Questions such as “Where did people who were in each job category go?” and “Where did
people now in each job category come from?” can be answered with the help of:
33. Planners need to combine statistical forecasts of labor supply with expert judgments
because:
