Textbook Notes (280,000)
CA (170,000)
Ryerson (10,000)
MHR (800)
MHR 523 (300)
Chapter 3

MHR 523 Chapter 3 Test Bank

Human Resources
Course Code
MHR 523
Ted Mock

This preview shows pages 1-3. to view the full 69 pages of the document.
Student: ___________________________________________________________________________
1. Human resource planning involves forecasting future organizational needs, including all of the following
A. the number of employees that will be needed
B. the competencies employees will need
C. the potential supply of employees
D. the matching of employee supply with demand
E. the matching of customer demand with output
2. In the long run, effective human resource planning can determine an organization's
A. physical design
B. mission
C. product line
D. strategic success
E. market position
3. An organizational growth strategy usually entails a human resource strategy that includes
A. layoffs
B. early retirement
C. employee promotions
D. salary freezes
E. task variety
4. Many successful organizations recognize that a critical tool to maximize their "human" capital is (are)
A. company location
B. overall human resource planning
C. benefit packages
D. products or services produced
E. level of diversity

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

5. Human resource planning is also called
A. resource planning
B. human capital planning
C. employment planning
D. people planning
E. capital resource planning
6. Which of the following has a direct impact on human resource objectives?
A. corporate strategy
B. automation
C. regulatory environment
D. labour pool
E. task significance
7. Human resource planning includes creating an HR vision that describes
A. which union demands can be met
B. what challenges and opportunities employees will be faced with
C. what tasks will be included in job design
D. the importance of short term employment requirements
E. the organization's production requirements
8. Employment planning is more common in large organizations because it allows them to
A. achieve economies in hiring new workers
B. increase their physical infrastructure
C. reduce benefit plans
D. satisfy shareholder demands
E. enlarge and enrich jobs
9. Although the time and costs of human resource planning is highly beneficial to large organizations
A. it is equally so for small firms
B. it is actually even more beneficial for small firms
C. the benefits often do not justify the time and costs for small firms
D. organizational size is not a factor in HR planning
E. human resource planning is never justified

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

10. Studies have indicated that in human resource planning (even informally) employers may be more likely to
A. estimate demand but not supply
B. estimate supply but not demand
C. estimate both together
D. never estimate their needs at all
E. assume everything will just work out
11. The major cause(s) of human resource demand include all the following except
A. social and legal challenges
B. workforce factors
C. organizational decisions
D. economic developments
E. change in recruiting policies
12. Current and future impacts of the Canadian, and provincial, Human Rights Acts are a(n) __________ cause
of demand for human resources
A. external
B. organizational
C. workforce
D. analytical
E. physical
13. External causes of demand for human resources include
A. budgets
B. technological changes
C. new ventures
D. strategic plans
E. sales forecasts
14. Organizational causes of demand for human resources include
A. competitors
B. legal challenges
C. technological changes
D. retirements
E. new ventures
You're Reading a Preview

Unlock to view full version