Final Exam MC Practice

Question 1

1. Succession management used to focus mainly on the CEO. However, there must be a pipeline of talent for the most critical roles that provide long-term value to the organization. Which of the following might be considered as one of these critical roles?
   a. scientists or customer relationship specialists
   b. managers or front-line supervisors
   c. administrators or marketing specialists
   d. employees and managers

Answer 1

a. scientists or customer relationship specialists

Question 2

2. If HR specialists use multiple predictor estimates of the future demand for personnel based on a variety of differing assumptions about how future events will unfold, what type of forecasting technique or analysis are they using?
   a. Delphi technique b. nominal technique
   c. impact analysis d. scenario forecast

Answer 2

d. scenario forecast

Question 3

3. There is growing interest in measuring HR. What is this interest fuelled by?
   a. the need for competitive measurements
   b. business improvement efforts across organizations
   c. the need to measure human resource productivity
   d. the need for subjective and objective indicators of HR activities

Answer 3

b. business improvement efforts across organizations

Question 4

Pacific Health Care
Pacific Health Care (“PHC”) operates 18 health care facilities in B.C. with more than 1600 total beds, and it employs approximately 2200 registered nurses (“RN”) and 350 licensed practical nurses (“LPN”). PHC focuses its services on four “populations of emphasis”: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHC’s facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75,000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs “float” around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.
Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHC’s HR needs.

4. Refer to Scenario: Pacific Health Care. PHC is experiencing a shortage of certain key positions. What would be the first step it would take in conducting a HR supply analysis?
   a. examine skills and management inventories
   b. determine the HR demand available
   c. calculate the ratio of hires to retires
   d. analyze the external environment

Answer 4

a. examine skills and management inventories

Question 5

5. What are two of the main employee attitudes that are measured in HRM effectiveness surveys?
   a. initiative and satisfaction
   b. satisfaction and collaboration
   c. empowerment and commitment
   c. empowerment and commitment
   d. engagement and motivation

Answer 5

d. engagement and motivation

Question 6

6. An organization finds that there are insufficient numbers of workers who possess the skills necessary to perform several job positions. What is this situation called?
   a. employee segmentation
   b. labour market supply
   c. skills gap
   d. external human resource supply

Answer 6

c. skills gap

Question 7

7. What HR concept refers to the systematic process of determining critical roles within the organization, identifying and evaluating possible successors, and developing them for these roles?
   a. HR planning
   b. organizational development
   c. leadership development
   d. succession management

Answer 7

d. succession management

Question 8

8. What is one way that replacement planning has evolved into succession management?
   a. expanded the data collection
   b. expanded the time horizon
   c. expanded the HR role
   d. expanded the jobs requirements

Answer 8

b. expanded the time horizon

Question 9

9. What can HR professionals do to manage the risks associated with succession management?
   a. promote a culture of talent management
   b. encourage development only for key positions
   c. identify historic gaps in competencies
   d. develop successors for all organizational positions

Answer 9

a. promote a culture of talent management

Question 10

10. Which of the following is a critical skill to the HR planning function?
    a. communication
    b. leadership
    c. planning
    d. forecasting

Answer 10

a. communication