11.Demand forecasting in human resource planning involves predicting the number and types of people the organization will need at some future point in time.
12.Organizations operating in stable environments typically use a judgmental approach to forecast demand.
13.The future demand for human resources in trend analysis is projected on the basis of past business trends regarding a business factor.
14.Statistical forecasting methods assume that the relationship between workforce size and business factors change over time.
15.Because the future is difficult to predict, organizations should continually monitor their demand forecasts in light of any unexpected events.
16.When an organization’s strategic plan calls for restructuring, the usual HRM response in recent years is to downsize.
17.When confronted with an undersupply of employees, the only alternative for HR is to hire additional workers.
18.Realistic job previews have not been found to improve retention rates.
19.Poor people management has been identified as a primary cause of voluntary turnover.
20.Most organizations engaged in HR planning do not rely on computer technology.