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Chap005 - Chapter 05 Planning for People Chapter 05...

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Chapter 05 - Planning for People Chapter 05 Planning for People True / False Questions 1. A vision statement differs from a mission statement in that it includes both the purpose of the company as well as the basis of competition and competitive advantage. True False 2. The danger of strategic planning is that it may lock companies into a particular vision of the future - one that may not come to pass. True False 3. Tactical planning is the set of priorities a firm uses to align its resources, policies, and programs with its strategic business plan. True False 4. HR metrics should reflect the key drivers of individual, team, and organizational performance. True False 5. Workforce plans must flow from, and be consistent with, the overall business and management strategies. True False 6. During the business planning process, corporate philosophy is part of strategic planning and the long-range perspective. True False 5-1
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Chapter 05 - Planning for People 7. HR concerns become business concerns and are dealt with only when they affect the line manager's ability to function effectively. True False 8. Progressive firms recognize that people-related business issues will have powerful impacts on their strategic business and workforce plans for the foreseeable future. True False 9. Job analysis focuses on how work will be performed or changed, including all relevant tasks. True False 10. Scientific management was the dominant approach to job design in the industrial society of the 20 th century. True False 11. Increasing the number of tasks each employee performs is called job rotation. True False 12. Job specifications should reflect the maximum acceptable qualifications for job incumbents. True False 13. Under the Americans with Disabilities Act, it is imperative to distinguish "essential" from "nonessential" functions prior to announcing a job or interviewing applicants. True False 5-2
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Chapter 05 - Planning for People 14. Competency models attempt to identify variables related to overall organizational fit and to identify personality characteristics consistent with the organization's vision. True False 15. As currently practiced, competency modeling can be a substitute for job analysis. True False 16. Structured questionnaires list tasks, behaviors, or both. True False 17. A single type of job analysis can support any HR activity. True False 18. The process of planning for the changes to new jobs required by corporate goals is known as strategic planning. True False 19. In the past, workforce planning tended to be a proactive process because business needs usually defined human resource needs. True False 20. Today, major changes in business, economic, and social environments are forcing organizations to integrate business planning with SWP and to adopt a longer-term, proactive perspective.
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