Labour Shortage – Human Resources (HRM) Quiz
The key terms in this Human Resources course include Human Resources Planning And Management, Strategic Plans, Personnel, HRP, Strategic Planning, CFO, CEO, Board of Directors, Labour Shortage.
The first step to project the supply of outside candidates is to forecast local market conditions.
Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool.
Forecasts for various occupations are available from a number of sources, but these sources are not very helpful for determining whether any projected imbalances will be self -correcting or whether they will require specific intervention on the part of governments and/or private-sector organizations.
Starting in 2011, labour force growth in Canada will be entirely dependent on new immigrants.
The initial response to a labour shortage is often:
E) scheduling overtime. correct
To deal with a labour shortage, firms often use all of the following strategies EXCEPT:
B) offering generous early retirement and buyout packages. correct
C) scheduling overtime.
D) subcontracting work.
E) transferring and promoting employees.
Advantages associated with a transfer include:
A) the fact that skills and perspectives may be broadened. correct
B) a pay increase for the employee involved.
C) an increase in task significance.
D) the fact that new challenges are the inevitable result.
E) more employee autonomy.
Which of the following statements about merit-based promotions is true?
A) Unions often prefer that merit be the deciding factor.
B) Using seniority, the employee who is promoted is always the most competent.
C) Promotions involve the movement of an employee from one job to another that is the same
level in responsibility.
D) A promotion is sometimes based on an assessment of future potential. correct
E) When promotions are based on seniority, objectivity is a problem
Human Resources Planning is a reactive process which both anticipates and influences an
Trend analysis is valuable as an initial estimate of HR demand only.
Ratio analysis involves making forecasts based on the ratio between two causal factors.
Regression analysis determines the line of best fit.