TRUE/FALSE
1.Demand and supply forecasting is a process that helps human resource planners estimate the number and type of employees needed to carry out an organization’s strategic plan.
2.Human resource demand and supply forecasting facilitates an organization’s efforts to fill positions in high demand.
3.A selection process need not be technically sound to be effective.
4.The aim of an organization’s recruitment practices is to identify a suitable pool of applicants quickly, cost effectively, and legally.
5.Development is a planned learning experience that only focuses on teaching workers how to perform their current jobs more effectively.
6.Productivity improvement programs are designed to tie job behaviors to rewards.
7.The objective of compensation practices is to help the organization establish and maintain a competent and loyal workforce at any cost.
8.Managers that make employment selection decisions in an arbitrary fashion are decreasing their firm’s exposure to discrimination-related lawsuits.
9.The enactment of federal, state, and local laws that regulate workplace behavior have not radically changed most human resource management practices during the last 40 years.
10.An expanding cultural diversity at the workplace has no influence on HRM practices.