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SHRM-CP Certification Exam Questions 2023 - Day 36
1. 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?
A) Performance evaluations to assess performance against goals and objectives
B) Analysis to determine gaps between current and future staffing requirements
C) Trend analysis to predict future requirements based on experience
D) Process analysis to decrease costs or while improving effectiveness
2. 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?
A) Benchmarking
B) Succession planning
C) Workforce analysis
D) Talent management
3. 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?
A) HR staff member with 17 years' experience who has participated in job analyses for many of the jobs
B) Manager with staffing plan experience and a reputation that he is weak on follow-through
C) Leader who has authorized the budget and wants to assure that the monies are well spent
D) Payroll specialist who has knowledge of what current employees are paid in each position
4. 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?
A) Focusing on automation of job tasks to decrease the demand for trained staff
B) Developing long-term relationships with temporary staffing sources and contracting as needed
C) Investing in developing and retaining knowledgeable and skilled employees
D) Attracting the best talent by offering Β the highest compensation rates in the market
5. Which is a primary goal during supply analysis?
A) To identify a list of factors to be analyzed using environmental scanning
B) To provide a snapshot of an organization's current pool of talent
C) To determine the need for layoffs and early retirements during downsizing
D) To obtain an accurate accounting of all HR and people-related costs
6. Which factors provide the best basis for determining future global staffing requirements?
A) Corporate and HR strategic plans
B) Current experience with staffing requirements
C) Staffing projections based on past experience
D) Combined average of individual country projections
7. Which stage in the workforce analysis process considers the business challenges an organization faces when creating a forecast of the organization's future workforce composition?
A) Demand analysis
B) Solution analysis
C) Gap analysis
D) Supply analysis
8. 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?
A) Supply
B) Solution
C) Gap
D) Demand
9. 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?
A) Solution analysis
B) Demand analysis
C) Gap analysis
D) Supply analysis
10. Workforce Management Strategies Which is considered a flexible staffing strategy?
A) Job rotation
B) Family assistance programs
C) Compressed workweek
D) Seasonal contracting
A) Performance evaluations to assess performance against goals and objectives
B) Analysis to determine gaps between current and future staffing requirements
C) Trend analysis to predict future requirements based on experience
D) Process analysis to decrease costs or while improving effectiveness
2. 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?
A) Benchmarking
B) Succession planning
C) Workforce analysis
D) Talent management
3. 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?
A) HR staff member with 17 years' experience who has participated in job analyses for many of the jobs
B) Manager with staffing plan experience and a reputation that he is weak on follow-through
C) Leader who has authorized the budget and wants to assure that the monies are well spent
D) Payroll specialist who has knowledge of what current employees are paid in each position
4. 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?
A) Focusing on automation of job tasks to decrease the demand for trained staff
B) Developing long-term relationships with temporary staffing sources and contracting as needed
C) Investing in developing and retaining knowledgeable and skilled employees
D) Attracting the best talent by offering Β the highest compensation rates in the market
5. Which is a primary goal during supply analysis?
A) To identify a list of factors to be analyzed using environmental scanning
B) To provide a snapshot of an organization's current pool of talent
C) To determine the need for layoffs and early retirements during downsizing
D) To obtain an accurate accounting of all HR and people-related costs
6. Which factors provide the best basis for determining future global staffing requirements?
A) Corporate and HR strategic plans
B) Current experience with staffing requirements
C) Staffing projections based on past experience
D) Combined average of individual country projections
7. Which stage in the workforce analysis process considers the business challenges an organization faces when creating a forecast of the organization's future workforce composition?
A) Demand analysis
B) Solution analysis
C) Gap analysis
D) Supply analysis
8. 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?
A) Supply
B) Solution
C) Gap
D) Demand
9. 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?
A) Solution analysis
B) Demand analysis
C) Gap analysis
D) Supply analysis
10. Workforce Management Strategies Which is considered a flexible staffing strategy?
A) Job rotation
B) Family assistance programs
C) Compressed workweek
D) Seasonal contracting
1. Right Answer: B
Explanation: 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.
2. Right Answer: C
Explanation: 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.
3. Right Answer: A
Explanation: 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 Β 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
4. Right Answer: C
Explanation: The company's business model requires a high level of Β specialized knowledge and skills that will be hard to locate in the labor market. It also needs a high level of institutional knowledgeΓ’β¬βa 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.
5. Right Answer: B
Explanation: 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.
6. Right Answer: A
Explanation: A common mistake is to weight past and current experience too heavily when forecasting future requirements. All of the items listed may be useful for predicting staffing requirements, but it is best to start with the requirements specified in the HR and corporate strategic plans, perhaps adjusting projections to reflect reasonable assumptions about how the environment may change. This will help ensure the alignment of staffing plans with corporate and HR strategy.
7. Right Answer: A
Explanation: A demand analysis forecast should consider a myriad of internal and external business issues. These issues may include new services/product lines, competitive forces and expansion/constriction in marketplaces, anticipated workforce availability within geographic boundaries, and so forth.
8. Right Answer: C
Explanation: 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.
9. Right Answer: D
Explanation: 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?). An organization is projecting future employee flow based on past transition rates. Which potential outcome is most likely from this approach? Change can diminish the accuracy of the flow projection. Employee flow will usually stagnate over the short term. Future flow will remain roughly the same as past flow. Stakeholders will object to past analysis to project future flow. 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.
10. Right Answer: D
Explanation: Employing seasonal workers is an example of a flexible staffing strategy. The other options are Β ways to create employee engagement, not employer flexibility. A compressed workweek is an example of flexible scheduling to meet employee needs and preferences.
Explanation: 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.
2. Right Answer: C
Explanation: 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.
3. Right Answer: A
Explanation: 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 Β 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
4. Right Answer: C
Explanation: The company's business model requires a high level of Β specialized knowledge and skills that will be hard to locate in the labor market. It also needs a high level of institutional knowledgeΓ’β¬βa 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.
5. Right Answer: B
Explanation: 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.
6. Right Answer: A
Explanation: A common mistake is to weight past and current experience too heavily when forecasting future requirements. All of the items listed may be useful for predicting staffing requirements, but it is best to start with the requirements specified in the HR and corporate strategic plans, perhaps adjusting projections to reflect reasonable assumptions about how the environment may change. This will help ensure the alignment of staffing plans with corporate and HR strategy.
7. Right Answer: A
Explanation: A demand analysis forecast should consider a myriad of internal and external business issues. These issues may include new services/product lines, competitive forces and expansion/constriction in marketplaces, anticipated workforce availability within geographic boundaries, and so forth.
8. Right Answer: C
Explanation: 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.
9. Right Answer: D
Explanation: 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?). An organization is projecting future employee flow based on past transition rates. Which potential outcome is most likely from this approach? Change can diminish the accuracy of the flow projection. Employee flow will usually stagnate over the short term. Future flow will remain roughly the same as past flow. Stakeholders will object to past analysis to project future flow. 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.
10. Right Answer: D
Explanation: Employing seasonal workers is an example of a flexible staffing strategy. The other options are Β ways to create employee engagement, not employer flexibility. A compressed workweek is an example of flexible scheduling to meet employee needs and preferences.
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