Ch3 Exam Prep Human Resource Planning And Job Analysis

File: Ch03, Chapter 3, Human Resource Planning and Job Analysis

TRUE/FALSE

A decrease in the supply of any unit’s human resources usually comes from new hires.

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

A replacement chart is an HRM organizational chart that indicates positions that may become vacant in the near future and the individuals who may fill the vacancies.

Difficulty: Easy

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

The mission statement is the foundation on which every decision in the organization should be made.

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Job analysis involves the identification and analysis of the qualifications of the firm’s new employees.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The structured questionnaire method of job analysis requires supervisors to complete an extensive questionnaire about their workers.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The best results with respect to job analysis are usually achieved with some combination of job analysis methods.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

A job evaluation states minimum acceptable qualifications for the incumbent.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Most technology organizations have replaced the job analysis process with definitional structuring.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

A job description is a statement indicating what is included in a specific job.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The Department of Labor’s O*Net Job Content Model replaced the Dictionary of Occupational Titles.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The observation method of job analysis requires job incumbents to record their daily activities.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The Analysis of a Position Questionnaire (APQ) is the job analysis technique that rates jobs on elements in six activity categories.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

An employee who telecommutes shares one job with someone else by splitting the work week and the responsibilities of the position.

Difficulty: Medium

Learning Objective 4: Explain how job design can contribute to employee job satisfaction, morale and productivity.

MATCHING KEY TERMS AND DEFINITIONS

a) Flex time

b) Group interview method

c) O*NET

d) Strengths

e) Technical conference method

f) Job evaluation

g) Replacement chart

h) Diary method

i) Position Analysis Questionnaire (PAQ)

j) Human resource planning

k) Job description

l) Essential functions

m) Compressed work week

n) Job specification

o) Structured questionnaire method

Allows employees to work longer days in exchange for longer weekends or other days off.

Difficulty: Easy

Learning Objective 5: Explain flexible scheduling alternatives and their benefits.

Process of determining an organization’s human resource needs.

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

HRM organization charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancy.

Difficulty: Easy

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

A specifically designed questionnaire on which employees rate items they perform in their job from a long list of possible task items.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Statements indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jobs.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Meeting with a group of employees to collectively determine what their job entails.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

A job analysis technique that involves extensive input from the employee’s supervisor.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Online database with detailed information on hundreds of careers.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Activities that are core to a specific job and cannot be modified.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

A statement indicating what a job holder does.

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

An alternative to traditional “9 to 5” work schedules allowing employees to vary arrival and departure times.

Difficulty: Medium

Learning Objective 5: Explain flexible scheduling alternatives and their benefits.

A job analysis technique that rates jobs on elements in six activity categories.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Specifies the relative value of each job.

Difficulty: Easy

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

FILL-IN THE BLANKS

_________ must be linked to an organization’s overall strategy.

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

The __________ expresses the reason an organization is in business.

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

To determine what skills are needed, HRM conducts a _________.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The job analysis technique that consists of meeting with an employee to determine what his or her job entails is called the _________.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The section of a job description that includes a list of the core duties and responsibilities that a job holder must be able to do to perform the job is _________________.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

A job analysis technique that involves extensive input from the employee’s supervisor is called the _____.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

If a position requires the job holder to have a college degree in a specific area, it must be listed in the _________________section of the job description.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Frederick Herzberg believed the best way to motivate employees with through his model of _________, which expands job content to create more opportunities for job satisfaction.

Difficulty: Medium

Learning Objective 4: Explain how job design can contribute to employee job satisfaction, morale and productivity.

MULTIPLE-CHOICE

Top executives at Toddler Toys Company have agreed on a new mission statement. More specifically, they have agreed on what business the company should be in and who their consumers are. What should the next step be for these top executives?

a) Begin the corporate assessment

b) Set strategic goals

c) Identify the core competency of the company

d) Evaluate the strengths and weaknesses of the company

e) Conduct a SWOT analysis

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Effective employment planning includes all of the following EXCEPT:

a) translating organizational goals into types of workers needed.

b) translating organizational goals into the number of workers needed.

c) understanding the strategic planning process.

d) product modifications for new kinds of families.

e) a direct link to the organization’s strategic direction.

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

A replacement chart is used

a) to spot skill shortages in the organization.

b) to switch health care plans.

c) to help recruiters identify the best geographical areas to find certain skills.

d) to transfer technology to web based organization control systems.

e) to align salary data with skill and experience levels.

Difficulty: Easy

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Which of these changes in the labor supply is the most difficult to predict?

a) Dismissals

b) Deaths

c) Retirements

d) Voluntary quits

e) Prolonged illnesses

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Pierre is attempting to forecast the firm’s future supply of human resources. He is currently looking at retirements, transfers out of a unit, layoffs, sabbaticals, and dismissals. Which one is likely to be the most difficult to predict?

a) Retirements

b) Transfers out of a unit

c) Layoffs

d) Sabbaticals

e) Dismissals

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Fatima is working on the employment planning of her company which has decided on a growth strategy. Which of the following is NOT an appropriate option for Fatima?

a) Hire more full-time employees

b) Contract with contingent workers

c) Offer early retirements

d) Examine the internal labor supply

e) Create staffing tables

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Employee retention is a major HRM issue. According to the text, it is estimated that about _______ of the reasons employees quit their jobs and leave organizations are within the control of managers.

a) 25 percent

b) 35 percent

c) 45 percent

d) 55 percent

e) 75 percent

Difficulty: Medium

Learning Objective 1: Describe the steps in the human resource planning process and how HRIS facilitates planning.

Yoshiko works in the human resources area of a large organization. As part of her duties, she routinely uses such methods as observation, individual and group interviews, technical conferences, and diary monitoring. What does she do?

a) Job identification

b) Job clarification

c) Job analysis

d) Position description

e) Position strategy description

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

During a job analysis, which of these tasks are performed?

a) Promotion patterns and succession plans are identified.

b) An estimation of the labor supply is verified.

c) Skills, knowledge and abilities necessary to perform a job are determined.

d) Duties and responsibilities of a job are matched with pay grades.

e) EEO compliance is assessed.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Leona has gathered job analysis data with a structured questionnaire for managerial jobs in remote locations of her firm. Exit interviews have produced comments like, "You should have told me what was really expected." She wants to use an additional collection technique to avoid misrepresentation in job descriptions. Leona’s boss told her, “Be thorough. Job analysis time and cost are nothing compared to the cost of replacing these managers.” Which method should she use?

a) Observation

b) Individual interview

c) Technical conference

d) Diary

e) Gap analysis

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Monique must write job descriptions for new supervisors in a new plant that utilizes new robotic technology. She has a limited budget and a limited amount of time. Many former plant managers (they would have supervised these supervisory positions) are in Monique’s building. Which job analysis method should she use?

a) Observation

b) Individual interview

c) Benchmark

d) Diary

e) Technical conference

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Problems with outdated job descriptions include all the following EXCEPT:

a) Inaccurate lists of essential functions may lead to discrimination claims.

b) Unqualified candidates are more likely to be hired.

c) Workforce planning may not be accurate.

d) Difficulty in disciplining employees.

e) Compressed schedules become more difficult.

Difficulty: Hard

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Rhonda, a junior job analyst, needs to use several techniques for some new assembly line positions in a new production facility. Her supervisor warns her against using the PAQ for which of these reasons?

a) It is not quantitative.

b) It is not structured.

c) It appears to be more applicable to higher-level professional jobs.

d) It is too time-consuming.

e) It duplicates the results of the technical conference, which has already been performed for this set of jobs.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Which of the following is NOT a category of the O*NET database?

a) Worker Characteristics

b) Workforce Autonomy

c) Workforce Characteristics

d) Experience Requirements

e) Occupational Requirements

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The job analysis process should generate:

a) only job descriptions

b) job descriptions and job specifications

c) job evaluations and job specifications

d) job descriptions, job specifications, and job evaluations

e) job descriptions and job evaluations

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Which of the following is NOT true with respect to job specifications?

a) Specify the relative value of each job in the company.

b) State the minimum acceptable qualifications that the incumbent must have to perform the job successfully.

c) Identify the knowledge, skills, and abilities required to perform the job successfully.

d) Represent one of the tangible outcomes of the job analysis process.

e) Help determine whether job applicants are essentially qualified to perform the firm’s jobs.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Which best describes the importance of Job Analysis?

a) Job analysis is the starting point of sound human resource management.

b) Job analysis has replaced other aspects of strategic human resource management.

c) Job analysis is the starting point of the organizational visioning process.

d) Job analysis, once so important to large organizations, has become obsolete.

e) Job analysis is crucial to the hiring process, but that’s where it ends.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Which of the following is NOT an activity that organizations frequently cite as being affected by the job analysis process?

a) Recruiting

b) Selection

c) Compensation

d) Succession planning

e) Performance appraisal

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

The job analysis process has a multifaceted nature. Which of the following is NOT directly affected by the job analysis process?

a) Recruiting

b) External Environment

c) Labor relations

d) Safety and health

e) Selection

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Which of the following is NOT a job analysis method?

a) Situational method

b) Observation method

c) Diary method

d) Technical conference method

e) Structured questionnaire method

Difficulty: Easy

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Alex is comparing various job analysis methods. He is looking for the best job analysis method. As a consultant, you advise Alex that he should choose

a) the observation method.

b) the structured questionnaire method.

c) some combination of job analysis methods.

d) the individual interview method.

e) the group interview method.

Difficulty: Medium

Learning Objective 2: Explain what job analysis is, the steps in the process and how important information is collected.

Job design does all of these EXCEPT:

a) Set the salary of a job.

b) Describe what tasks are included in a job.

c) Explain how and when tasks must be completed.

d) Provide a clear purpose.

e) Relate to organizational mission.

Difficulty: Medium

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

Which statement best compares job specifications and job descriptions?

a) Job description focuses on managerial positions. Job specification is used for hourly workers.

b) Job specification focuses on qualifications for incumbents. Job description focuses on what the incumbent does.

c) Job description focuses on qualifications for incumbent. Job specification focuses on what the incumbent does.

d) Job description is the computerized version of job specification.

e) Job specification occurs after job analysis. Job description occurs before job analysis.

Difficulty: Hard

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

What use has the job description served under the ADA?

a) The ADA is not concerned with job descriptions.

b) It provides reasonable accommodation.

c) It assures comparable worth.

d) It identifies essential job functions.

e) It protects against adverse impact.

Difficulty: Medium

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

Stan, vice-president of human resources, is explaining why job descriptions are an important organizational resource to the rest of the executive board. He could use all of the following to support his discussion EXCEPT:

a) The job description can be used as a reference by recruiters during job interviews with prospective job candidates.

b) The job description can be used to create advertisements for job classifieds.

c) The job description can be used to identify essential job functions for ADA compliance requirements.

d) The job description can be used to identify target areas for retirement planning.

e) The job description can be used to appraise whether an incumbent’s actual duties line up with her stated duties.

Difficulty: Medium

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

Which is NOT a reason to have an accurate list of essential job functions when writing a job description?

a) Employees clearly understand the expectations of the position.

b) Make sure applicants can perform the duties of the position.

c) Avoid poor hiring decisions.

d) To ensure ADA compliance

e) Accurate developmental monitoring.

Difficulty: Medium

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

An accurate portrayal of job content, environment, and conditions of employment should be developed using:

a) Job specifications.

b) Essential functions.

c) Job descriptions.

d) Job design.

e) Job evaluation

Difficulty: Medium

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

How should the overall importance of a job in an organization be determined?

a) Through job redesign

b) Through observation techniques

c) By identifying essential functions

d) Through a job evaluation

e) By utilizing a technical conference

Difficulty: Medium

Learning Objective 3: Explain the purpose, importance and elements of job descriptions.

When a worker can perform a job and see a visible outcome that creates a sense of accomplishment, the worker may become motivated by:

a) task identity.

b) skill variety.

c) task significance.

d) autonomy.

e) feedback from the job itself.

Difficulty: Medium

Learning Objective 4: Explain how job design can contribute to employee job satisfaction, morale and productivity.

The way in which a position and the tasks within that position are organized is called:

a) job evaluation.

b) job design.

c) essential functions.

d) job enlargement.

e) job enrichment.

Difficulty: Medium

Learning Objective 4: Explain how job design can contribute to employee job satisfaction, morale and productivity.

Which of the following is NOT considered a flexible work schedule?

a) Flex time

b) Job sharing

c) Telecommuting

d) Job enrichment

e) Compressed work week schedule

Difficulty: Easy

Learning Objective 5: Explain flexible scheduling alternatives and their benefits.

All of the following are types of flexible scheduling EXCEPT:

a) Flex time.

b) Job sharing.

c) Telecommuting.

d) Compressed schedules

e) Autonomy scheduling.

Difficulty: Medium

Learning Objective 5: Explain flexible scheduling alternatives and their benefits.

In order to support flexible scheduling and teams, employers should work to find employees with what traits?

a) Individually responsible and technically adept.

b) Flexible schedules and attention to detail.

c) Nonverbal communication skills and the ability to telecommute.

d) “Big picture” planning.

e) Technical and interpersonal skills

Difficulty: Medium

Learning Objective 5: Explain flexible scheduling alternatives and their benefits.

Which of the following is an advantage of setting up a flexible work schedule for employees?

a) Less need for supervision of employees.

b) Decreased cost of technology.

c) Increased retention of current employees.

d) More productive team atmosphere.

e) The elimination of employees who are not productive.

Difficulty: Medium

Learning Objective 5: Explain flexible scheduling alternatives and their benefits.