对外经贸大学：《人力资源管理 Human Resource Management》课程教学资源（作业）Chapter 4 Human Resource Planning

莲喇母透降贸多大号 人力资源管理 Chapter 4 Human Resource Planning True/False Questions 5-1.The last step in the human resource planning process is program implementation and evaluation. Ans:T Difficulty:M Page 147,Figure 5.1 L01 5-2.The retailing industry is an example of an entire sector of the economy that is increasingly being perceived as an area with good opportunities for internal advancement. Ans:T Difficulty:M Page 161 L04 5-3.An objective measure that accurately predicts future demand is called a nominal predictor. Ans:F Difficulty:M Page 161 L01 5-4.Companies that take a lead-the-market approach to pay have no advantage over any other companies in recruiting. Ans:F Difficulty:M Page 161 L02 第1页共27页

人力资源管理 Chapter 4 Human Resource Planning True/False Questions 5-1. The last step in the human resource planning process is program implementation and evaluation. Ans: T Difficulty: M Page 147, Figure 5.1 LO1 5-2. The retailing industry is an example of an entire sector of the economy that is increasingly being perceived as an area with good opportunities for internal advancement. Ans: T Difficulty: M Page 161 LO4 5-3. An objective measure that accurately predicts future demand is called a nominal predictor. Ans: F Difficulty: M Page 161 LO1 5-4. Companies that take a lead-the-market approach to pay have no advantage over any other companies in recruiting. Ans: F Difficulty: M Page 161 LO2 第 1 页 共 27 页

肖外径份氨多去是 人力资源管理 5-5.An advantage of statistical planning models methods is that they are particularly useful if important events that occur in the labor market have no historical precedent;hence,judgmental methods are of little use. Ans:F Difficulty:M Page 147 L02 5-6.Organizational recruitment materials that emphasize due process rights,rights of appeal and grievance procedures send a message that the organization has many problems requiring it to provide these formal mechanisms. Ans:F Difficulty:M Page 163 L04 5-7.Direct applicants are people who apply for a vacancy without prompting from the organization. Ans:T Difficulty:E Page 164 L05 5-8.A transitional matrix is a judgmental procedure used to forecast labor supply. Ans:T Difficulty:E Page 148 L02 5-9.As an option for reducing an expected labor surplus,the use of retraining is a relatively slow 第2页共27页

人力资源管理 5-5. An advantage of statistical planning models methods is that they are particularly useful if important events that occur in the labor market have no historical precedent; hence, judgmental methods are of little use. Ans: F Difficulty: M Page 147 LO2 5-6. Organizational recruitment materials that emphasize due process rights, rights of appeal and grievance procedures send a message that the organization has many problems requiring it to provide these formal mechanisms. Ans: F Difficulty: M Page 163 LO4 5-7. Direct applicants are people who apply for a vacancy without prompting from the organization. Ans: T Difficulty: E Page 164 LO5 5-8. A transitional matrix is a judgmental procedure used to forecast labor supply. Ans: T Difficulty: E Page 148 LO2 5-9. As an option for reducing an expected labor surplus, the use of retraining is a relatively slow 第 2 页 共 27 页

碰剥经悔贸昌大号 人力资源管理 solution,but,only a low amount of human suffering is associated with its use. Ans:T Difficulty:M Page 150 LO3 5-10.When reducing expected labor surpluses,downsizing provides fast results at the expense of a high amount of human suffering. Ans:T Difficulty:E Page 150 L03 5-11.The goals an organization sets in its human resource planning process should come directly from the analysis of the labor supply and demand. Ans:T Difficulty:E Page 150 LO3 5-12.Recruiting advertisements in newspapers and periodicals typically generate less desirable recruits than direct applications or referrals. Ans:T Difficulty:M Page 165 L05 5-13.As an option for avoiding an expected labor shortage,the use of overtime is a relatively fast solution,but its use is relatively low in terms of revocability. Ans:F 第3页共27页

人力资源管理 solution, but, only a low amount of human suffering is associated with its use. Ans: T Difficulty: M Page 150 LO3 5-10. When reducing expected labor surpluses, downsizing provides fast results at the expense of a high amount of human suffering. Ans: T Difficulty: E Page 150 LO3 5-11. The goals an organization sets in its human resource planning process should come directly from the analysis of the labor supply and demand. Ans: T Difficulty: E Page 150 LO3 5-12. Recruiting advertisements in newspapers and periodicals typically generate less desirable recruits than direct applications or referrals. Ans: T Difficulty: M Page 165 LO5 5-13. As an option for avoiding an expected labor shortage, the use of overtime is a relatively fast solution, but its use is relatively low in terms of revocability. Ans: F 第 3 页 共 27 页

链喇4经降餐多大孝 人力资源管理 Difficulty:M Page 151,Table 5.3 LO3 5-14.As an option for avoiding an expected labor shortage,the use of new external hires is relatively fast and is also high in terms of revocability. Ans:F Difficulty:M Page 151,Table 5.3 LO3 5-15.Private employment agencies serve primarily blue-collar workers while public employment agencies mostly deal with white-collar workers. Ans:F Difficulty:E Page 166 L05 5-16.In the 1990s the typical organizational response to a labor shortage was technological innovation in the area. Ans:F Difficulty:M Page 150 L03 5-17.The majority of firms were losing money when they decided to downsize the labor force. Ans:F Difficulty:M Page 151 L03 第4页共27页

人力资源管理 Difficulty: M Page 151, Table 5.3 LO3 5-14. As an option for avoiding an expected labor shortage, the use of new external hires is relatively fast and is also high in terms of revocability. Ans: F Difficulty: M Page 151, Table 5.3 LO3 5-15. Private employment agencies serve primarily blue-collar workers while public employment agencies mostly deal with white-collar workers. Ans: F Difficulty: E Page 166 LO5 5-16. In the 1990s the typical organizational response to a labor shortage was technological innovation in the area. Ans: F Difficulty: M Page 150 LO3 5-17. The majority of firms were losing money when they decided to downsize the labor force. Ans: F Difficulty: M Page 151 LO3 第 4 页 共 27 页

肖外径份氨多本是 人力资源管理 5-18.Downsizing efforts have generally lived up to expectations. Ans:F Difficulty:M Page 152 L03 5-19.The most important reason for firms using temporary workers to eliminate labor shortages is savings in benefit costs. Ans:F Difficulty:M Page 154 L03 5-20.Outsourcing is a logical choice when a firm doesn't have certain expertise and is unwilling to invest the time and effort to develop it. Ans:T Difficulty:M Page 156 L03 5-21.Recruiters tend to be viewed by job seekers as less credible when they are personnel specialists rather than experts at the particular job being filled. Ans:T Difficulty:M Page 170 L06 5-22.An important aspect of the implementation step of human resource planning is obtaining regular progress reports regarding the timing of the program. 第5页共27页

人力资源管理 5-18. Downsizing efforts have generally lived up to expectations. Ans: F Difficulty: M Page 152 LO3 5-19. The most important reason for firms using temporary workers to eliminate labor shortages is savings in benefit costs. Ans: F Difficulty: M Page 154 LO3 5-20. Outsourcing is a logical choice when a firm doesn’t have certain expertise and is unwilling to invest the time and effort to develop it. Ans: T Difficulty: M Page 156 LO3 5-21. Recruiters tend to be viewed by job seekers as less credible when they are personnel specialists rather than experts at the particular job being filled. Ans: T Difficulty: M Page 170 LO6 5-22. An important aspect of the implementation step of human resource planning is obtaining regular progress reports regarding the timing of the program. 第 5 页 共 27 页

链黄科特倚食多大香 人力资源管理 Ans:T Difficulty:M Page 158 L03 5-23.The characteristics of recruiters and their specific practices have relatively little impact on job choice decisions. Ans:T Difficulty:E Page 170 L06 5-24.The process of determining whether there are any subgroups (e.g.,minorities)whose proportion in a given job category within a company is substantially different from their -proportion in the relevant labor market is called a work force utilization review. Ans:T Difficulty:M Page 159 LOI 5-25.Research has clearly demonstrated that the use of realistic job previews significantly reduces employee turnover,grievances and absenteeism. Ans:F Difficulty:H Page 171 L04 Multiple Choice Questions 第6页共27页

人力资源管理 Ans: T Difficulty: M Page 158 LO3 5-23. The characteristics of recruiters and their specific practices have relatively little impact on job choice decisions. Ans: T Difficulty: E Page 170 LO6 5-24. The process of determining whether there are any subgroups (e.g., minorities) whose proportion in a given job category within a company is substantially different from their -proportion in the relevant labor market is called a work force utilization review. Ans: T Difficulty: M Page 159 LO1 5-25. Research has clearly demonstrated that the use of realistic job previews significantly reduces employee turnover, grievances and absenteeism. Ans: F Difficulty: H Page 171 LO4 Multiple Choice Questions 第 6 页 共 27 页

肖外径份氨多本是 人力资源管理 5-26.Which of the following tends to have the greatest positive influence on job choice decisions? a.The kind of recruiters used. b.The recruitment sources. c.The use of realistic job previews. d.Job vacancy characteristics. Ans:d Difficulty:E Page 161 L04 5-27.The first step in the human resource planning process is a.forecasting labor demand and supply. b.goal setting. c.program implementation. d.program evaluation. Ans:a Difficulty:E Page 146 LOI 5-28.The process of attempting to ascertain the supply and demand for various types of human resources is called a.goal setting. b.program evaluations. c.forecasting. d.strategic choice. Ans:c Difficulty:E Page 146 L01 5-29.An advantage of statistical forecasting methods is that a.under the right conditions,they provide predictions that are much more precise. 第7页共27页

人力资源管理 5-26. Which of the following tends to have the greatest positive influence on job choice decisions? a. The kind of recruiters used. b. The recruitment sources. c. The use of realistic job previews. d. Job vacancy characteristics. Ans: d Difficulty: E Page 161 LO4 5-27. The first step in the human resource planning process is a. forecasting labor demand and supply. b. goal setting. c. program implementation. d. program evaluation. Ans: a Difficulty: E Page 146 LO1 5-28. The process of attempting to ascertain the supply and demand for various types of human resources is called a. goal setting. b. program evaluations. c. forecasting. d. strategic choice. Ans: c Difficulty: E Page 146 LO1 5-29. An advantage of statistical forecasting methods is that a. under the right conditions, they provide predictions that are much more precise. 第 7 页 共 27 页

链男4经降贸多大是 人力资源管理 b.they are particularly useful in dynamic environments. c.they are particularly useful if important events that occur in the labor market have no historical precedent,hence,judgmental methods are of little use. d.in the event of a legal dispute,they are more acceptable as evidence by juries. Ans:a Difficulty:M Page 146 LOI 5-30.Companies that engage in human resource planning tend to use a.statistical forecasting methods. b.judgmental forecasting methods c.a balanced approach:statistical and judgmental. d.a balanced approach:statistical and quantitative. Ans:c Difficulty:M Page 147 L01 5-31.What type of strategy should a company use if it wants to make a given vacancy look more attractive? a.lead-the-market strategy. b.image advertising strategy. c.Personnel policy strategy. d.Implicit favorite strategy Ans:c Difficulty:H Page 161 L04 5-32.For the past ten years,Regent Food,Inc.has sold its prepackaged meals exclusively to the airline industry.Following the loss of several airline accounts in the past year,the company landed substantial accounts(40 percent of current business)with two major railways and the U.S.government.These new clients need somewhat different products,which require a more labor-intensive production process. 第8页共27页

人力资源管理 b. they are particularly useful in dynamic environments. c. they are particularly useful if important events that occur in the labor market have no historical precedent; hence, judgmental methods are of little use. d. in the event of a legal dispute, they are more acceptable as evidence by juries. Ans: a Difficulty: M Page 146 LO1 5-30. Companies that engage in human resource planning tend to use a. statistical forecasting methods. b. judgmental forecasting methods. c. a balanced approach: statistical and judgmental. d. a balanced approach: statistical and quantitative. Ans: c Difficulty: M Page 147 LO1 5-31. What type of strategy should a company use if it wants to make a given vacancy look more attractive? a. lead-the-market strategy. b. image advertising strategy. c. Personnel policy strategy. d. Implicit favorite strategy. Ans: c Difficulty: H Page 161 LO4 5-32. For the past ten years, Regent Food, Inc. has sold its prepackaged meals exclusively to the airline industry. Following the loss of several airline accounts in the past year, the company landed substantial accounts (40 percent of current business) with two major railways and the U.S. government. These new clients need somewhat different products, which require a more labor-intensive production process. 第 8 页 共 27 页

肖外经份餐多六是 人力资源管理 Under these circumstances,it would be most appropriate to use a approach to forecasting the company's labor demand in the upcoming year. a.statistical b.judgmental c.transitional matrix d.multiple correlation b M p.147 LOI 5-33.Organizational recruitment materials that emphasize due process,rights of appeal and grievance mechanisms send a message that a.the organization has many problems. b.the organization values employee rights over productivity and profitability. c.job security is high in the organization. d.employee morale is low in the organization. c M p.163 LO4 5-34.A"leading indicator"is a.an objective measure that accurately predicts future labor demand. b.a subjective measure that accurately predicts future labor supply. c.an objective measure used to evaluate whether or not the organizations successfully avoided a pending labor shortage or surplus. d.a subjective measure used to evaluate whether or not the organizations successfully avoided a pending labor shortage or surplus. M p.147 LOI 第9页共27页

人力资源管理 Under these circumstances, it would be most appropriate to use a approach to forecasting the company’s labor demand in the upcoming year. a. statistical b. judgmental c. transitional matrix d. multiple correlation b M p. 147 LO1 5-33. Organizational recruitment materials that emphasize due process, rights of appeal and grievance mechanisms send a message that a. the organization has many problems. b. the organization values employee rights over productivity and profitability. c. job security is high in the organization. d. employee morale is low in the organization. c M p. 163 LO4 5-34. A “leading indicator” is a. an objective measure that accurately predicts future labor demand. b. a subjective measure that accurately predicts future labor supply. c. an objective measure used to evaluate whether or not the organizations successfully avoided a pending labor shortage or surplus. d. a subjective measure used to evaluate whether or not the organizations successfully avoided a pending labor shortage or surplus. a M p. 147 LO1 第 9 页 共 27 页

碰男华经海贸多大学 人力资源管理 5-35.The two basic approaches to forecasting are a.judgmental and qualitative. b.quantitative and scientific c.statistical and quantitative. d.statistical and judgmental. Ans:d Difficulty:E Page 147 LOI 5-36.Dow's $60 million television campaign in the early 1990's hammered home the message"Dow lets you do great things."This is an example of a.general advertising. b.saturation advertising c.image advertising. d.proactive advertising. Ans:c Difficulty:E Page 163 L04 5-37.A transitional matrix is a a.judgmental procedure used to forecast labor demand. b.a statistical procedure used to forecast labor demand c.a judgmental procedure used to forecast labor supply d.a statistical procedure used to forecast labor supply. Ans:d Difficulty:E Page 148 LOI 5-38.The sources from which companies recruit potential employees are a.dictated largely by legal constraints b.determined by demographic patterns 第10页共27页

人力资源管理 5-35. The two basic approaches to forecasting are a. judgmental and qualitative. b. quantitative and scientific. c. statistical and quantitative. d. statistical and judgmental. Ans: d Difficulty: E Page 147 LO1 5-36. Dow’s $60 million television campaign in the early 1990’s hammered home the message “Dow lets you do great things.” This is an example of a. general advertising. b. saturation advertising. c. image advertising. d. proactive advertising. Ans: c Difficulty: E Page 163 LO4 5-37. A transitional matrix is a a. judgmental procedure used to forecast labor demand. b. a statistical procedure used to forecast labor demand. c. a judgmental procedure used to forecast labor supply. d. a statistical procedure used to forecast labor supply. Ans: d Difficulty: E Page 148 LO1 5-38. The sources from which companies recruit potential employees are a. dictated largely by legal constraints b. determined by demographic patterns 第 10 页 共 27 页