Workforce Management Quizzes
Staff have been reluctant to share on-the-job experiences with coworkers. HR wants to update all job descriptions to reflect the expectation that this should take place. How can HR assess that this change has been successfully implemented? Answers Peer evaluations Performance evaluations Meeting attendance Management rewards distributed
Performance evaluations Rationale HR professionals play a key role in fostering knowledge management. They instill a knowledge-sharing attitude in new employees and use training and performance management systems to encourage creativity, innovation, and knowledge transfer.
In which scenario would having a knowledge management program be beneficial to an organization? Answers An employer is implementing an education reimbursement policy. A company's workforce has a large percentage of employees nearing retirement age. Employees volunteer at a charitable event on the weekend. An organization is increasing the employer premium share of its medical insurance plan.
A company's workforce has a large percentage of employees nearing retirement age. Rationale A knowledge management program would be beneficial in an organization that has a large percentage of employees nearing retirement age; this will allow the organization to retain the departing employees' institutional knowledge. The other answers do not require knowledge use, retention, or transfer.
The staffing plan turns analysis data and organizational objectives into reality. What type of analysis is most likely to be considered in the development of a global staffing plan? Answers Performance evaluations to assess performance against goals and objectives Process analysis to decrease costs or while improving effectiveness Analysis to determine gaps between current and future staffing requirements Trend analysis to predict future requirements based on experience Submit
Analysis to determine gaps between current and future staffing requirements Rationale One of the first steps in developing a global staffing plan is determining the gap between the current staffing situation and future staffing requirements. A trend analysis also may be useful as input to a staffing plan, but estimating future requirements based on experience may not adequately reflect changes in the staffing environment or corporate strategy.
An organization is projecting future employee flow based on past transition rates. Which potential outcome is most likely from this approach? Answers Stakeholders will object to past analysis to project future flow. Change can diminish the accuracy of the flow projection. Future flow will remain roughly the same as past flow. Employee flow will usually stagnate over the short term.
Change can diminish the accuracy of the flow projection. Rationale Although past transition rates and probabilities provide a good basis for comparison, they may have limited value in predicting future trends in the face of change.
HR has undertaken a review of the company's talent management plan in order to make recommendations for possible improvements. Which action should HR take first? Answers Review all job descriptions to determine if they are still relevant. Conduct a thorough review of the organization's strategic plan and goals. Evaluate the organizational structure to see if changes need to be made. Look at the succession plan for key high-potential employees in the company.
Conduct a thorough review of the organization's strategic plan and goals. Rationale Key to talent development is to first conduct a thorough review of the organization's strategic plans and annual goals in order to develop a deep understanding of all critical abilities needed to achieve those goals and to then evaluate whether the competencies to achieve these goals are clearly defined.
An organization is researching labor costs for similar operations and projections by a government labor agency on the availability of certain types of skilled employees. What stage of the workforce analysis process is the organization completing? Answers Solution Supply Gap Demand
Gap Rationale In the third stage of the workforce analysis process, employers compare the workforce they have (in terms of size, costs, and skills) with the workforce they need in order to identify what is lacking. The gap analysis step includes comparing these internal needs with external forces, such as prevailing market conditions and labor availability, that could affect the chosen solution.
HR has defined key groups of employees who possess certain characteristics and abilities that are closely aligned with the organization's strategy. What effect will this have on the organization's staffing and compensation strategies? Answers Slower increase in executive recruiting investment Capping payroll for administrative compensation Diverting compensation from entry-level positions Greater clarity in compensation decisions
Greater clarity in compensation decisions Rationale Having defined talent pools may clarify compensation decisions to ensure that key talent is motivated and rewarded. Having defined critical talent pools does not necessarily reduce the need for executive recruitment; this may be a factor of the labor market. Compensation for certain job descriptions will also be driven by market factors. Diverting compensation from lower-level positions could cut off the supply of future talent.
An organizational crisis is rapidly unfolding as several key employees have been killed in a car accident. How can HR best contribute to rapid recovery of operations? Answers HR can fill in or supplement workforce gaps with the best qualified employees. HR can plan and execute the memorial celebrations for the employees' families. HR can write the press release and speak to the local media. HR can notify all related clients of an impending workforce interruption.
HR can fill in or supplement workforce gaps with the best qualified employees. Rationale HR can research the most qualified candidates to handle operations based on critical skill sets and experiences. A workforce interruption may be avoided. Writing the press release, contacting the media, and planning a memorial are not necessarily HR responsibilities.
HR has been approved to expend financial and staffing resources for the upcoming fiscal year on a staffing plan. Who would likely be chosen to participate in the plan development and implementation? Answers HR staff member with 17 years' experience who has participated in job analyses for many of the jobs Manager with staffing plan experience and a reputation that he is weak on follow-through Payroll specialist who has knowledge of what current employees are paid in each position Leader who has authorized the budget and wants to assure that the monies are well spent
HR staff member with 17 years' experience who has participated in job analyses for many of the jobs Rationale A staffing plan turns workforce analysis data (supply, demand, gaps, and solutions) into reality. The outcome of a job analysis is a job description that identifies the KSAs needed in the position. This firsthand knowledge can be valuable when assessing the ability to staff positions. Although it is valuable to have team members with experience, a staffing plan requires a two- to three-year commitment. While budget monitoring is important, the project leader could report regularly to the leadership team. Discussions about pay would not involve current employees' actual pay; pay grades and pay ranges may be part of the staffing plan discussion.
What is the first step in developing a knowledge management system? Answers Separating collections from connections Monitoring both the formal and informal knowledge management systems Choosing the technology Inventorying knowledge assets
Inventorying knowledge assets Rationale The first step in developing a formal knowledge management system is to inventory the types of knowledge assets that exist and the assets themselves. This can be a time-consuming and considerable task, and a system must be established to properly index and mark each asset.
A company designs and manufactures sophisticated and unique components for satellites. Its product development process can take a decade. It forecasts steady growth and demand for designers and technicians. What strategy is the company most likely to use to meet its workforce needs? Answers Focusing on automation of job tasks to decrease the demand for trained staff Attracting the best talent by offering the highest compensation rates in the market Developing long-term relationships with temporary staffing sources and contracting as needed Investing in developing and retaining knowledgeable and skilled employees
Investing in developing and retaining knowledgeable and skilled employees Rationale The company's business model requires a high level of specialized knowledge and skills that will be hard to locate in the labor market. It also needs a high level of institutional knowledge-a continuity of knowledge about the company's products and processes, which is less likely with a temporary workforce. While some tasks can be automated, this company makes intense use of human capital. It would benefit therefore from building the workers it needs and retaining them and their knowledge and experience.
What approach is most characteristic of succession planning? Answers It focuses on issues likely to occur in the short term of approximately one to 12 months. It focuses on long-term global issues. Local requirements are given the highest priority. It is initiated as soon as it is clear that a senior executive is leaving.
It focuses on long-term global issues. Rationale Succession planning takes a long-range, strategic view and considers the entire organization and its business conditions.
Which alternative staffing arrangement meets the needs of an organization that is experiencing turnover in professional service positions due to employees desiring to work fewer hours? Answers Job sharing Contract workers Seasonal workers On-call workers
Job sharing Rationale Job sharing is the practice of having two different employees perform the tasks of one full-time position. Each of the job-sharing partners works a part-time schedule, but together they are accountable for the duties of one full-time position. On-call workers are employees who report to work only when needed. Seasonal workers work only when needed to fulfill the ebb and flow of seasonal demands. Contract workers are used for long-term projects.
Which technology has the primary mission of sharing information in meaningful ways to augment employee performance? Answers Talent management systems Project management systems Knowledge management systems Human resource information systems
Knowledge management systems Rationale Knowledge management systems are increasingly popular as a knowledge-sharing tool in organizations. These systems facilitate access and exchange of information, expertise, and learning throughout the organization.
An elder care service organization is challenged with retention of staff. Recently the service director left the organization with little notice. HR wants to prepare for future unplanned vacancies to avoid any disruption in client services. What is the best way for HR to mitigate this risk? Answers Employees can be required to give two weeks' notice. Managers can cross-train a subordinate. HR can offer developmental programs. Leaders can authorize more compensation.
Managers can cross-train a subordinate. Rationale Replacement planning concentrates on immediate needs and a "snapshot" assessment of the availability of qualified backups for individuals in key positions. It is an important element in business continuity planning in the event of an emergency or business interruption. When identifying potential replacements for their position, managers use their best judgment based on observation and experience.
What best describes the difference between replacement planning and succession planning? Answers Replacement planning focuses on long-term success; succession planning focuses on short-term success. Replacement planning focuses on short-term needs; succession planning focuses on long-term needs. Replacement planning is designed for individual countries; succession planning is designed to serve corporate headquarters. Replacement planning is optional; succession planning is mandatory in order for an organization to achieve results. Submit
Replacement planning focuses on short-term needs; succession planning focuses on long-term needs. Rationale Although the two overlap in practice, replacement planning focuses on the short term and succession planning focuses on the long term. Both are important in headquarters as well as nonheadquarters countries.
A mature organization has relied on stable processes that supported its current success. One of these processes is succession planning. This HR team has followed a strategy of identifying effective higher-level managers and grooming them for leadership positions. If you were a new HR manager assigned to lead this team, what would you advise? Answers Immediately evaluate the succession planning process in terms of its cost-effectiveness. Revise participation criteria to reflect the organization's maturity and processes. Review the succession planning strategy to ensure alignment with current business conditions. Maintain the current practice to preserve employee expectations and engagement.
Review the succession planning strategy to ensure alignment with current business conditions. Rationale Effective succession planning should be developing the type of talent the organization will need in the future. This means that the organization's needs should be reviewed regularly against the organization's strategy and competitive environment. It is not necessarily a good idea to limit succession planning participation to managers, and it could turn out that an organization needs skills other than management ones, such as technical and business analysis competencies. Evaluating cost-effectiveness is a good idea, but not the most pressing concern, given the possibility that the process is no longer aligned with the business's situation.
Which statement best describes a productive knowledge management system? Answers Sharing of organizational learning and reducing knowledge loss Supporting new product development and creation of organizational policies Acquiring knowledge from outside sources to solve problems Implementing changes and committing to employee development
Sharing of organizational learning and reducing knowledge loss Rationale Knowledge management programs typically focus on two key elements: expertise sharing and knowledge retention/reduction of knowledge loss due to employee attrition.
Workforce planning is a technique used to help an organization reach its short- and long-term goals and objectives. The workforce analysis process consists of four steps. What is the first step? Answers Demand analysis Supply analysis Solution analysis Gap analysis
Supply analysis Rationale Workforce analysis is a four-step process that begins with a supply analysis (Where are we now?), followed by a demand analysis (Where do we want to be?), a gap analysis (What is lacking?), and a solution analysis (What can we afford?).
As the result of a reorganization, an employer is laying off 20% of its sales employees. Which existing practice will help ensure that the company retains the knowledge of the departing employees? Answers The sales department maintains a customer database. All new hires attend customer service training. Employees are permitted to telework. The employer has multiple work locations.
The sales department maintains a customer database. Rationale The sales department's customer database is an effective way to store and share information. The other answers do not necessarily influence whether knowledge is captured.
Which type of social sharing of knowledge can allow an organization to increase its brand perception with the general public? Answers Thought leadership Coaching Mentoring Benchmarking
Thought leadership Rationale Thought leadership allows organizations to magnify their impact in chosen areas by influencing other organizations in the industry to adopt their stance, and it may increase brand perception with consumers.
Which is a primary goal during supply analysis? Answers To obtain an accurate accounting of all HR and people-related costs To provide a snapshot of an organization's current pool of talent To determine the need for layoffs and early retirements during downsizing To identify a list of factors to be analyzed using environmental scanning
To provide a snapshot of an organization's current pool of talent Rationale During supply analysis, the organization looks at whether it has the right personnel mix to achieve its short- and long-term business goals. It finds gaps in supply and looks for internal and external ways to fill them.
When is knowledge management most productive? Answers When it focuses on acquiring knowledge from outside sources and solving problems When it develops new procedures and creates organizational policies When it focuses on sharing organizational learning and reducing knowledge loss When the organization implements change and commits to employee development
When it focuses on sharing organizational learning and reducing knowledge loss Rationale Knowledge management programs typically focus on two key elements: expertise sharing and knowledge retention/reduction of knowledge loss due to employee attrition.
HR has been asked to target and identify how the organization's strategic plans can be realized over a three-year scope. This will necessitate examining current organizational competencies against those needed in the future and reconciling the differences. Which process should HR recommend to assist the organization in making these determinations? Answers Talent management Succession planning Workforce analysis Benchmarking
Workforce analysis Rationale Workforce analysis would allow HR to mine employee data, evaluate the internal environment, and forecast future external conditions. HR professionals can use the analysis to support and sustain organizational objectives and strategies.
HR professionals must anticipate future talent needs as well as plan for the future employee talent pool. Which key factor typically contributes to an anticipated shortage in the labor pool? Answers Less diverse workforce Less reliance on contingent workers Workforce skewed toward older employees Abundance of knowledge workers
Workforce skewed toward older employees Rationale When older employees represent a large portion of an organization's workforce, the organization can anticipate talent shortages as these employees reach retirement age. The amount of diversity and an abundance of knowledge workers do not contribute to a labor shortage. A labor shortage will force greater reliance on contingent workers.