Lesson 3.6.2

3.6.2 Analysing human resource performance Quiz: AQA Business, Unit 6

20 questions

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Lesson 3.6.2, Analysing human resource performance: 20 multiple choice questions for the AQA Business (7132), Unit 6: Human resource management, written with Revision Ninja.

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The 20 questions

  1. Labour turnover is calculated as:

    • The number of employees who attend training, divided by total employees
    • The number of employees hired in a period, divided by total revenue, multiplied by 100
    • The number of employees leaving in a period, divided by the average number of employees, multiplied by 100
    • Total wages divided by the number of employees

  2. Employee costs as a percentage of turnover is:

    • Total employee costs divided by revenue, multiplied by 100
    • Revenue divided by employee costs, multiplied by 100
    • Employee costs divided by the number of employees
    • Employee costs divided by profit for the year

  3. Labour cost per unit is:

    • Total revenue divided by the number of workers employed
    • Total labour costs divided by the number of units produced
    • Total costs minus labour costs, divided by output
    • Labour productivity multiplied by the hourly wage

  4. Labour productivity can be expressed as:

    • Revenue divided by total fixed costs
    • Number of employees divided by output
    • Output divided by the number of employees or hours worked
    • Wages paid divided by total revenue

  5. High labour turnover is most likely to:

    • Increase recruitment and training costs and disrupt productivity
    • Reduce recruitment costs because staff are replaced quickly
    • Lower the need for any training in the business
    • Increase employee engagement and loyalty

  6. Which HR data would show whether labour costs are high relative to the business's sales?

    • Employee costs as a percentage of turnover
    • The number of employees on maternity leave
    • The number of job titles in the business
    • The average age of the workforce

  7. Which data is needed to calculate labour turnover?

    • The average age of employees and their holiday entitlement
    • The number of job applications received and total revenue
    • The number of leavers in a period and the average number of employees
    • The total wage bill and the number of training days

  8. A business has an average of 200 staff and 40 leave in a year. What is its labour turnover?

    • 0.2%
    • 5%
    • 20%
    • 40%

  9. A business's employee costs are 600,000 and its turnover is 4,000,000. What is employee costs as a percentage of turnover?

    • 15%
    • 6.7%
    • 66.7%
    • 150%

  10. A business spends 240,000 on labour and produces 60,000 units. What is the labour cost per unit?

    • 400 per unit
    • 4 per unit
    • 24 per unit
    • 0.25 per unit

  11. A business has 50 workers who produce 12,500 units in a period. What is output per worker?

    • 2,500 units per worker
    • 62,500 units per worker
    • 250 units per worker
    • 25 units per worker

  12. A business's labour turnover rises from 10% to 30% while wages are unchanged. What is the most likely cost?

    • Lower recruitment costs because staff are replaced
    • Less supervision needed for new staff
    • Higher recruitment, training and lost productivity costs
    • Improved morale and productivity

  13. Labour cost per unit falls even though wages have risen. What explains this?

    • Wages fell as productivity rose
    • Productivity rose faster than wages, so each unit needs less labour cost
    • Productivity fell, so each unit costs less
    • Output fell while wages stayed constant, so unit cost fell

  14. A firm's employee costs are 25% of turnover, against a rival average of 15%. What is the most appropriate response?

    • Investigate whether productivity or pay levels explain the gap before deciding on changes
    • Ignore the difference because costs do not affect competitiveness
    • Immediately raise prices to reduce the percentage
    • Double the number of employees to lower the percentage

  15. Which HR data would most help a manager plan recruitment for the coming year?

    • The brand of computers used by staff
    • The colour of the staff canteen walls
    • The number of staff birthdays in each month
    • Historic labour turnover rates by department

  16. Evaluate: what is the strongest criticism of using labour turnover as the only HR measure?

    • It shows the rate of leavers but not why they left or how well those who stayed perform, so it needs supporting data
    • Labour turnover measures profit directly, so it is misleading
    • Labour turnover includes only senior managers
    • Labour turnover can never be calculated from staff records

  17. A business's average staff rises from 200 to 250 during the year, and 50 leave. What is turnover based on the average of 225 staff?

    • 50%
    • 20%
    • 25%
    • 22.2%

  18. A business pays 1,500,000 in wages to 300 staff, who produce 750,000 units. What is the labour cost per unit?

    • 2 per unit
    • 2,500 per unit
    • 0.5 per unit
    • 5 per unit

  19. Why might a rise in employee costs as a percentage of turnover not indicate a problem?

    • Employee costs as a percentage of turnover never change
    • A rise always means the firm has been over-staffed
    • If revenue falls, or the firm hires higher-skilled staff who raise output, the ratio can rise without inefficiency
    • Higher percentages occur only in public sector organisations

  20. Evaluate: how can HR data improve decisions on training?

    • Turnover and productivity data show where skill gaps or retention problems exist, so training can be targeted where it has most effect
    • HR data shows that training has no measurable effect on any outcome
    • Training decisions should be made without any data to avoid bias
    • Training data is only useful for calculating tax liabilities

All AQA Business quizzes