Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank A+

$35.00

Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank A+

Name: Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank A+
SKU: Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank A+
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$35.00

SKU: Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank A+

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INSTANT DOWNLOAD COMPLETE TEST BANK WITH ANSWERS

Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank

Sample Questions

Student: ___________________________________________________________________________

1.	Immigration policies are among the variables that can influence the nature, timing, and extent of a labour shortage. True False

2.	In Canada, a number of companies are reporting difficulty recruiting welders and sales representatives. True False

3.	The federal government has made changes to immigration policy to expedite visa applications for applicants who have skills that are in great demand across Canada. True False

4.	Although contractors are not employees of an organization, while they are performing work for the organization, their terms of employment are governed by employment law. True False

5.	An organization that sends out a request for proposal and reviews potential vendors before deciding the best one is using crowdsourcing as a means of meeting its HR needs. True False

6.	Overall, on a global basis the use of part time employment is on the decline. True False

7.	A major factor to consider in managing contingent workers is determining the appropriate criteria for evaluating job performance. True False

8.	The work arrangement referred to as float and transfer is the same arrangement that has traditionally been called job rotation. True False

Which of the following is NOT among the variables that influence the nature, timing, and extent of a labour shortage?

A.	Economic conditions

B.	Workforce participation

C.	Compensation policies

D.	Productivity gains

10.

Which of the following staffing strategies involves float and transfer?

A.	Work arrangements

B.	Hire employees

C.	Source service providers

D.	Develop employees internally

11.

Mary’s income from her employer, Kenmercy, Inc. is based on the difference between the cost of the service and the price charged for the service. According to the _______ key factor in employment status, she is classified as a (n) _________.

A.	Profit, contractor

B.	Control, employee

C.	Payment, contractor

D.	Risk of loss, employee

12.

Outsourcing as a means of contracting out work, is considered by an organization as a way of:

A.	Spreading risk

B.	Competing more effectively in the labour market

C.	Improving quality

D.	Leveraging its existing workforce

13.

Human Resources play a significant role when HR is outsourced by taking direct responsibility for:

A.	Training the vendor

B.	Service quality and results

C.	Responding to the request for proposal

D.	Ensuring the vendor is in compliance with the Canada Labour Code

14.

The management technique of employing workers only when there is an immediate or direct need is referred to as:

A.	Crowdsourcing

B.	Outsourcing

C.	Flexible scheduling

D.	Contingency workforce

15.

Which of the following statements about the contingent workforce is true?

A.	The growth rate in part time employment is slowing down.

B.	Part time employment rates in Canada are among the highest in the world.

C.	The number of people working fewer than 30 hours per week has increased significantly over the last three decades.

D.	The ratio of conventional employees to those engaged in alternative staffing arrangements is 2:1.

16.

Which of the following is NOT a contingent workforce consideration?

A.	Demographic

B.	Compensation

Legal

D.	Operational

17.

Abigail is setting up the system for processing vendor invoices and is responsible for allocating the funds to the applicable labour budget. Which contingent workforce consideration is she addressing?

A.	Compensation

B.	Administration

Legal

D.	Operational

18.

Management must ensure that they manage the performance of contingent workers just as they would their permanent staff. Which contingent workforce consideration does this address?

A.	Operational

B.	Integration

C.	Compensation

D.	Administrative

19.

When an organization is using replacement charts as a means of responding to anticipated labour shortages, they are engaging in which staffing alternative?

A.	Diversification

B.	Work arrangements

New hires

D.	Internal employee development

20.

Which of the following is an important legal consideration for managing the contingent relationship?

A.	Ensure the contingent workers only engage in the non-core aspects of the business

B.	Keep track of contract workers and when their contracts will expire

C.	Avoid treating contractors as full time employees

D.	Provide feedback to contractors as to whether they are meeting the requirements

21.

Which of the following does NOT fall within the staffing option of leveraging work arrangements?

Overtime

B.	Job enrichment

C.	Flexible retirement

D.	Float and transfer

22.

Which of the following statements about overtime work is FALSE?

A.	Overtime can lead to increased health and safety issues.

B.	People who earn extra money through overtime on a regular basis experience less stress.

C.	Overtime can help to avoid disruption to jobs where the workload might be difficult to share.

D.	Legislation regulates the use of overtime.

23.

Each of the following are benefits of a flexible work arrangement, except:

A.	It can help employees achieve a better work-life balance.

B.	It can help organizations manage their manpower shortages.

C.	It can increase an organizations market value.

D.	It can help organizations to facilitate early retirement and create promotion opportunities.

24.

Garrett works 8 hours per day Monday to Friday and must be in the office between 10:00 a.m. and 2:00 p.m., but he can come in as early as 6:00 a.m. and leave as late as 6:00 p.m. This work arrangement is referred to as:

A.	Telecommuting

B.	Compressed work week

C.	Flex hours

D.	Job-sharing

25.

The work arrangement that involves cross training is referred to as:

A.	Job-sharing

B.	Float and transfer

C.	Flexible retirement

D.	Flex schedules

26.

Which of the following represent criteria to consider when choosing a staffing option?

A.	Urgency, quality of service, and strategy

B.	Managerial competence, speed, and revocability

C.	Quality of work life, financial constraints, and importance

D.	Speed, managerial preference, and revocability

27.

A manager facing a labour shortage and who is concerned with work-life balance would likely prefer to:

A.	Use employee overtime to get the work out more quickly

B.	Engage the services of a contractor rather than burden existing employees

C.	Use employee overtime to maintain quality over the long term

D.	Use a compressed work week to allow employees more time at home

28.

According to estimates, which of the following is likely to result from a pandemic?

A.	Staff absences could reach a high of 25%

B.	Demand for warehousing will increase substantially

C.	Demand for health care will increase 4 to 15%

D.	Canada could stand to lose $90 billion as a result of a decrease in the GDP

29.	One of the considerations for organizations when hiring employees to fill labour shortage is whether to recruit internally or externally. Briefly describe three advantages of each.

30.

List each of the four contingent workforce considerations and provide two examples of each consideration.

Student: ___________________________________________________________________________

1.	International companies face additional challenges when deciding on software for their HRMS. True False

2.	Organizations use information technology to pass on more responsibility for human resource management functions to line managers. True False

3.	A major advantage of HRMS software is the capability of doing what-if analysis. True False

4.	As a result of advancements in computer hardware, HRMS have the ability to link data from many sources to generate complex reports. True False

5.	With the use of an ERP, human resource data can be integrated with other systems in the organization. True False

6.	The first step in the process of selecting an HRMS involves a marketplace investigation to identify potential software vendors. True False

7.	As is the case when selecting employees, it is essential to conduct reference checks during the process of deciding on a vendor to supply the HRMS software. True False

8.	In an HRMS environment, confidentiality and security are essentially the same issue. True False

Which of the following is NOT an advantage of an effective HRMS?

A.	It provides a seamless alignment with other corporate functions.

B.	It provides information in a more timely fashion.

C.	It ensures data input accuracy.

D.	It allows the human resources function to expand its services.

10.

In addition to hardware and software, an HRMS includes each of the following, EXCEPT:

Data

People

Policies

D.	Strategies

11.

An application in the HRMS that allows management to access detailed information about an employee’s education, experience, and job history is called a:

A.	Skills inventory

B.	Talent Assessment system

C.	Career planning audit

D.	Employee tracking system

12.

Which of the following NOT one of the strategic values provided by the Human Resources department resulting from the use of HRMS technology?

A.	Moving forward with other technology initiatives

B.	Cost savings through staff reductions in the HR department

C.	Linking HR practices and technologies to improve revenue growth

D.	Providing more business strategy consulting to line managers

13.

The ability to link data from many sources and generate complex reports is attributed to:

A.	Local area networks

B.	Web-based technology

C.	Relational databases

D.	Report generator applications

14.

The most commonly used “e-HR” of web-based human resources technology is:

A.	Recruitment

Payroll

Benefits

Training

15.

As organizations attempt to determine the tools they will need to plan and manage their human resources, they must consider all of the following, EXCEPT:

A.	Software tools currently in place in the organization

B.	The talent in the information technology department

C.	The capability of existing hardware

D.	The size and complexity of the organization

16.

Based on research of Canadian organizations, which of the following is NOT among the types of data primarily captured in the HRMS?

A.	Benefits information

B.	Employee absences

Payroll

D.	Workplace safety inspection reports

17.

One of the additional technology capabilities that a growing or global organization will include in its HRMS is:

A.	Employee terminations

B.	Career and succession planning

C.	Employee compensation

D.	Employee job grades

18.

Which of the following is among the specialty application packages commonly added to an organization’s HRMS?

A.	Benefits utilization

B.	Pension plan contributions

C.	Employee absences

D.	Managing training schedules and budgets

19.

A companywide computer system that uses shared data stores is referred to as:

A.	A human resources information system

B.	An enterprise resource planning system

C.	A human resources management system

D.	A human resources integrated information system

20.

Which of the following tools help streamline human resources administrative tasks and provide outputs that staff can use to implement strategic business initiatives?

A.	Salary planning

B.	Labour relations management

C.	Regulatory requirements

D.	Workforce planning

21.

Which of the following criteria is NOT relevant to an organizations decision for selecting a new HRM system?

A.	Human resources practices

B.	Technology capabilities

C.	User knowledge of the system

D.	Compatibility of systems needs

22.

In which phase of the process for selecting a human resources system will the project team discuss the capabilities and challenges of various systems with representatives of other organizations who have experience with a specific system?

A.	Management needs

B.	Market investigation

C.	Evaluation of products

D.	Request for proposal

23.

A needs analysis would include considerations of each of the following items, EXCEPT:

A.	Which department will own the system

Cost

C.	Strategic plan for the company

D.	Technical expertise

24.

At which phase in the process for selecting human resource systems will an effective change management or organizational development strategy be required?

A.	Evaluation of products

B.	Needs analysis

C.	Market investigation

D.	Implementation

25.

Which of the following is regarded as a security issue of the HRMS?

A.	Who has access to what data

B.	The protection of proprietary, company-owned information about human resources

C.	What information gets stored on the system

D.	Who can change data

26.

Which of the following statements about management self service is true?

A.	It will create more work for line managers.

B.	It will change the profile of the Human Resources staff.

C.	It will allow employees to manage their own personal information.

D.	It will reduce the transactional requirements of the Human Resources Department.

27.

Mellissa’s profile allows her to access her flexible benefits plan online and make changes to her coverage under the plan. This capability is called:

A.	Employee self service

B.	Employee resource planning system

C.	Benefits administration service

D.	Integrated access system

28.

Which of the following statements describes the impact of HRMS in organizations?

A.	They increase the responsibility of organizations for confidentiality of employee information.

B.	They are increasingly being used by organizations to support transactional tasks.

C.	They are freeing up more time for line managers to perform their human resource management functions.

D.	They will allow Human resources professionals to perform more strategic work.

29.	As is the case with any complex information system, the HRMS is not limited to computer hardware and software. List and briefly describe the additional requirements of the system necessary to manage the human resources function.