26 May Question 61. The forecast for openings for store managers in a retail chain must include all of the
Question
61. The forecast for openings for store managers in a retail chain must include all of the following EXCEPT
| a. | the number of store managers who are expected to quit in the coming year. |
| b. | the number of store managers who will be promoted to regional manager in the coming year. |
| c. | the number of store managers who will qualify for management development training in the coming year. |
| d. | the number of store managers who will be terminated in the coming year. |
62. If managers are responsible for entering and updating employee information in skills databases,
| a. | they may be tempted to minimize subordinates’ skills in order to retain these employees in their departments. |
| b. | they tend to exaggerate their subordinates’ proficiency levels in order to appear to be more competent leaders. |
| c. | they tend to minimize the skills of subordinates who they consider threats to their own advancement. |
| d. | the accuracy and completeness of the data is consistently higher than if employees enter the data. |
63. The decision rule for which proportion of openings in a particular job will be staffed from various sources: promotions, transfers, and new hires is called the
| a. | fill rate. |
| b. | placement ratio. |
| c. | internal versus external placement proportion. |
| d. | make versus buy ratio. |
64. Government labor force population estimates and trends in industry are used to
| a. | estimate the internal supply of labor. |
| b. | build succession plans. |
| c. | forecast the external supply of human resources. |
| d. | predict terminations, retirements, and deaths of employees. |
65. All of the following situations will decrease the accuracy of the estimate of the internal supply of labor for a particular organizational department EXCEPT
| a. | life expectancies of certain demographic groups change. |
| b. | unanticipated technology shifts in the work process occur. |
| c. | backup candidates for promotion leave the organization. |
| d. | fewer employees take retirement than expected. |
66. The “human capital crisis” in the federal government is an illustration of
| a. | the need for intensive succession planning in the federal government. |
| b. | the government’s mistake of hiring a large number of baby boomers in the 1970s. |
| c. | the fact that replacement of employees is more difficult as they age. |
| d. | the fact that most of the federal government’s older workers are unskilled in the new technologies needed to be efficient and effective in the modern world. |
67. The internal supply of human resources is most strongly influenced by
| a. | actions of competing employers. |
| b. | training and development programs. |
| c. | government regulations and pressures. |
| d. | college graduation rates in high-demand fields of study. |
68. When compiling an inventory of organizational capabilities, the HR manager would include all of the following data on current employees EXCEPT
| a. | time in present job. |
| b. | pay rates. |
| c. | organizational commitment. |
| d. | work accomplishments. |
69. Vendome Products will have a labor surplus of 15% in its non-exempt employee ranks next year because of decreases in sales of its major product line. Vendome will
| a. | need to transfer non-exempt employees into exempt-level jobs. |
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