CHAP 2: HR Planning

________ is the process of deciding what positions the firm will have to fill and how to fill them.

• recruitment

• selection

• job analysis

• workforce planning

The process of deciding how to fill executive positions at a firm is known as ________.

• internal re-cruiting

• succession planning

• long-term forecasting

• advanced in-terviewing

A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs.

• job analysis

• organization chart

• marketing planning

• strategic business planning

Succession planning requires three steps: _____, develop inside candidates, assess and choose those who will fill

• identify key needs

• job specifications

• global trends

• labor relations

A trend analysis is limited in its usefulness because it ________.

• overlooks the passage of time in regards to staffing

• addresses only the financial impact of employment changes

• assumes constant increases in worker productivity

• overlooks the potential for changes in skills needed

Which of the following determines future staff needs by ratios between a causal factor & number of employees required?

• ratio analysis

• forecasting ratio

• personnel ratio

• ratio matrix

When using either a trend analysis or a ratio analysis, it is assumed that ________ will remain the same.

• staffing levels

• currency rates

• productivity levels

• recruitment plans

A ________ is a graphical method used to help identify how two variables are related.

• trend analysis

• ratio analysis

• scratter plot

• productivity chart

When managers determine which current employees are available for promotion or transfer, they will most likely use ___.

• scatter plots

• skills inventories

• estimated sales trends

• personnel forecast

Which refers to company records showing present performance and promotability of candidates for a firm's top position

• yield pyramids

• trend analysis charts

• succession planning tools

• personnel replacement charts