Deck 2: Human Resource Planning and Job Analysis

Question 1

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

Answer 1

False

Question 2

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

Answer 2

True

Question 3

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

Answer 3

False

Question 4

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
Process of determining an organization's human resource needs.

Question 5

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

Question 6

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.

Question 7

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

Question 8

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

Question 9

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

Question 10

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

Question 11

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

Question 12

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

Question 13

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

Question 14

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

Question 15

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

Question 16

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

Question 17

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

Question 18

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.

Question 19

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

Question 20

A job evaluation states minimum acceptable qualifications for the incumbent.

Question 21

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.

Question 22

The __________ expresses the reason an organization is in business.

Question 23

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

Question 24

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
A statement indicating what a job holder does.

Question 25

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 _________________.

Question 26

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.

Question 27

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

Question 28

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

Question 29

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.

Question 30

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
Specifies the relative value of each job.

Question 31

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.

Question 32

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

Question 33

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
An alternative to traditional "9 to 5" work schedules allows employees to vary arrival and departure times.

Question 34

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

Question 35

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

Question 36

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
Online database with detailed information on hundreds of careers.

Question 37

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

Question 38

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

Question 39

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

Question 40

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

Question 41

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

Question 42

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.

Question 43

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.

Question 44

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

Question 45

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

Question 46

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

Question 47

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.

Question 48

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.

Question 49

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.

Question 50

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.

Question 51

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

Question 52

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.

Question 53

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.

Question 54

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

Question 55

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

Question 56

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.

Question 57

All of the following are types of flexible scheduling EXCEPT:

A)Flex time.
B)Job sharing.
C)Telecommuting.
D)Compressed schedules
E)Autonomy scheduling.

Question 58

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

Question 59

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

Question 60

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

Question 61

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

Question 62

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.

Question 63

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.

Question 64

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

Question 65

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

Question 66

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.

Question 67

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.

Question 68

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.