1. Eliminating what are deemed to be unnecessary layers of management and supervision is known as_____________

A. delayering

B. downsizing

C. right-sizing

D. benchmarking

2. The changing environments of Human Resource Management include the following except_____________

A. work force diversity

B. technological trends

C. globalization

D. great changes in the nature of work force

3. The aims of human resource planning in any organization might be the following except_____________

A. Attract and retain the number of people required with the appropriate skills, expertise and competences

B. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies

C. Neglect the problems of potential surpluses or deficits of people

D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment

4. Forecasting the supply of people should be based on the following except_____________

A. forecast losses to existing resources through attrition

B. recruitment plans

C. the effect of changing conditions of work

D. sources of supply from external labor markets

5. The costs of labor turnover include the following except_____________

A. direct cost of recruiting replacements

B. opportunity cost of time spent by HR and line managers in recruitment

C. loss arising from reduced input from new starters until they are fully trained

D. indirect cost of training replacements in the unnecessary skills

6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as_____________

A. individual assessment

B. competency assessment

C. organizational assessment

D. job assessment

Answer:

1.A 2.D 3.C 4.B 5.D 6.B