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Question 1

What was the traditional term used for HRP and the one often associated with personnel management?

a) Gap analysis

b) Human resource Planning

c) Employee planning

d) Manpower planning

Question 2

Human resource planning (HRP) is not simply about meeting the demand for labour but also involves:

a) Redeploying staff

b) Directing line managers

c) Costs associated with employing any given number of people

d) Making redundancies

Question 3

What % of payroll costs did Bob Cotton the chief executive of the British hospitality Association estimate as a result of the increase in the statutory number of holidays from 20 days to 28 days?

a) 1.5%

b) 2.5%

c) 3.5%

d) 5%

Question 4

There is, however, a degree of choice in the way in which job cuts and employment losses are implemented, and making the right choice can minimize the consequences of job losses, preserve the reputation of the employer and maintain good employee relations. Who would in the main be responsible for making such decisions?

a) Line managers

b) Senior management

c) HR specialists

d) Personnel

Question 5

Why is it important to ensure that HR plans are flexible?

a) To accommodate changes to senior management teams

b) To adapt to changing skills and qualifications

c) To accommodate the rapidly changing environments in which most organisations operate

d) To ensure a diverse labour force is maintained at all times

Question 6

The prevalent approach to planning an organization's human resources in the 1970s and 1980s is seen, in retrospect, as having been overly prescriptive and inflexible (bin Idris and Eldridge, 1998). Why?

a) Because it was overly quantitative in direction

b) Because it was underdeveloped

c) Because it wasn't necessary as the pace of change was not so rapid

d) Because it was not carried out by professionals

Question 7

What is the estimated cost to the UK businesses of days lost due to sickness?

a) £5.4 bn

b) £7.4 bn

c) £10.4bn

d) £13.4bn

Question 8

The Bradford absence index is useful because it:

a) Penalises those employees who are absence for long periods of time

b) Predicts those taking 'sickies'

c) Calculated the actual costs of any given level or individual pattern of absence

d) Gives weightings to the frequency of absence

Question 9

2004 absence surveys - average recorded days absence per employee per year in public and private sectors demonstrates that:

a) Public sector employees take more absence than those in the private sector

b) Public and private sector employees take about the same number of days for absence

c) That there is no discernable pattern

d) Public sector employees take less absence than those in the private sector

Question 10

'Vitality' is a method of measuring:

a) The balance of internal promotions versus external recruitment or loss of employees

b) Training and development costs

c) Retention of skilled staff

d) Levels of apprenticeships

Oxford University Press, Online Resource Centre, Chapter 09.

Chapter 09

Instructions