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WorksheetsManpower Planning and HRM Quiz
Total questions: 54
Worksheet time: 27mins
In manpower planning, the mid-range horizon commonly spans:
1–2 months
2–3 years
10–15 years
20+ years
Which belongs to probabilistic HR demand forecasting?
5S
Kaizen
Minnesota Manpower Management Simulation
PESTLE
Which is NOT an action plan in manpower planning?
Recruitment plan
Redundancy plan
Architecture plan
Redeployment plan
For specialized applicants, the most suitable ad medium is:
Trade and professional journals
Billboard
Radio
Flyers
Theoretically, recruitment ends when the firm receives:
Training budgets
Applications from job-seekers
Signed contracts
Medical certificates
A barrier to effective selection is:
Profitability
Perception
Storytelling
Brainstorming
Which selection step checks a candidate’s health fitness?
Panel interview
Reference check
Physical examination
Onboarding
Central tendency error means raters:
Rate everyone extremely high
Rate everyone extremely low
Rate mostly in the middle
Rate only on one trait
“Recency effect” is when raters:
Let first impressions dominate
Let the most recent events dominate
Punish past mistakes only
Copy others’ ratings
“Spillover effect” in appraisal means:
Using financial ratios to rate jobs
Past performance colors current ratings
Only peers provide feedback
Ignoring job standards
Job analysis primarily results in:
Mission and vision
Job description and job specification
Balance sheet
Market segmentation
Sociotechnical systems (STS) in job design recognize:
Only machinery layout
Only team preferences
Interaction of people and technology
Customer promotions only
Which is NOT a contemporary issue in job design?
Just-in-time inventory
Telecommuting
Technostress
Alternative work patterns
Job rotation usually involves moves that are:
Temporary and lateral
Permanent and promotional
Seasonal and pay-cutting
External and outsourced
The MPS formula is:
(SV + TI + TS)/3 × Autonomy × Feedback
SV + TI + TS + Autonomy + Feedback
(Autonomy + Feedback)/2 × SV
SV × TI × TS × Autonomy × Feedback
For high motivating potential, the job should be high on:
Either autonomy or feedback, not both
Both autonomy and feedback
Only task identity
Seniority
Which is NOT one of the three critical psychological states?
Experienced meaningfulness
Experienced responsibility
Knowledge of results
Job security
Which is NOT a listed work-related outcome of JCM?
Internal work motivation
Job satisfaction
Brand equity
Turnover
A typical benefit of systematic training is:
Increased accidents
Improved performance
Higher waste
Longer learning time
In T&D, which step logically comes last?
Evaluation of training outcomes
Needs assessment
Training design
Delivery
In the S1–S5 training diagnosis, which code implies “training only” solution?
S2
S3
S4
S5
Which is NOT a factor affecting training implementation?
Appropriate strategies
Course content
Celebrity endorsements
Management involvement
Training needs are commonly assessed at:
Industry level
Individual, team, and organizational levels
Government level
Vendor level
Which is an indirect financial component of remuneration?
Bonus
Fringe benefits
Piece rate
Commission
“Living wage” best refers to pay that:
Meets only legal minimums
Matches competitor averages
Provides essentials plus some comforts
Is purely variable
Expectancy theory suggests people act based on:
Random chance
Expected outcomes of effort and performance
Peer pressure only
Seniority
Skill-based pay primarily rewards:
The job title held
The number of subordinates
Acquired and demonstrable skills
Years at the company
Which is listed as a disadvantage of incentives?
Difficulty in setting standards
Guaranteed quality improvement
Automatic job satisfaction
Higher fixed costs only
Which is listed as an advantage of incentives?
Increased jealousy
Reduced supervision and accidents
Standards become ceilings
Quality always drops
Effective recruitment ads typically include:
Job content and growth prospects
Only company mission
Only stock price history
Only CEO biography
The medium best suited for global labor markets is:
Local newspapers
Internet job sites
Community bulletin board
Campus notice
Which is NOT typically tracked in recruitment evaluation costs?
Cost of ads
Overtime while vacancies unfilled
Office snacks for parties
Recruiter salaries
Compared to Personnel Management, HRM emphasizes:
Piecemeal, transactional roles
Transformational leadership and integrated tasks
Only collective bargaining
Slow, reactive initiatives
Which is an external HR environment force?
Unions
Professional bodies
Judiciary
Organizational culture
Strategic HRM is about linking HR with:
Community festivals
Strategic goals to drive performance and flexibility
Only legal audits
Only training vendors
A recruitment benefit is to:
Guarantee zero turnover
Expand the candidate pool at minimum cost
Avoid selection
Eliminate onboarding
In manpower planning, reconciling demand and supply produces:
A slogan
Headcount to recruit or make redundant
A tax schedule
A union charter
Job enlargement mainly:
Adds tasks at the same responsibility level
Cuts autonomy
Replaces feedback with pay rises
Eliminates task identity
Job enrichment designs work to increase:
Routine and monotony
Autonomy, challenge, and growth opportunities
External supervision only
Time spent on clerical tasks
A recruitment ad using AIDA should first create:
Desire
Attention
Action
Referral
What best defines Human Resource Management (HRM)?
Managing financial assets to maximize ROI
Policies and practices for recruiting, training, rewarding, and appraising people
Techniques to automate production lines
Methods to increase plant capacity
Which statement best contrasts Personnel Management (PM) with HRM?
PM is integrated and strategic; HRM is transactional
PM treats labor as expendable; HRM treats people as assets
PM emphasizes speed; HRM emphasizes bureaucracy
PM focuses on customers; HRM focuses on rules
Which HRM model is known for balancing stakeholder interests and employee well-being?
Fombrun model
Harvard model
Guest model
Taylor model
Strategic HRM primarily aims to link HR policies with:
Government regulations
Labor union demands
Organizational strategic goals and performance
Social events planning
Which is NOT an external HRM environmental force?
Suppliers
Judiciary
Organizational culture
Globalization
Manpower planning ensures:
The firm has enough of the right people at the right time
Only external hiring is used
Training budgets are eliminated
Pay is fixed for five years
A key reason for manpower planning interest is:
Celebrity endorsements
Skill shortages
Festival seasons
Office interior design
Demand forecasting for HR often starts from which business input?
Random headcount wishes
Sales forecasts and targets
Facility floor plans
Competitors’ mission statements
Which tool belongs to HR demand forecasting?
AIDA model
Markov analysis
Kaizen costing
5S methodology
Supply forecasting looks at:
Only external labor markets
Only internal transfer policies
Internal and external HR supply sources
Competitors’ pricing
Reconciling HR demand and supply primarily yields:
A new mission statement
Numbers to recruit or make redundant
A legal compliance checklist
New ad designs
Which is an example action plan in manpower planning?
Recruitment plan
Stadium seating plan
Travel itinerary
Office paint plan
Job Analysis focuses on:
The person only
The job itself, not the current holder
Shareholder returns
Competitors’ logos
Job Analysis results typically produce:
Job description and job specification
Financial statements
Marketing personas
Plant layout
