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SHRM-CP Organization Questions - Part 16
1. 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
2. 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
3. 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
4. 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
5. Workforce Management Strategies Which is considered a flexible staffing strategy?
A) Job rotation
B) Family assistance programs
C) Compressed workweek
D) Seasonal contracting
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
2. 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
3. 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
4. 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
5. 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: 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.
2. 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.
3. 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.
4. 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.
5. 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: 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.
2. 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.
3. 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.
4. 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.
5. 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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