Deck 4: Analyzing Work and Human Resource Planning

Question 1

An organization's mission is its basic purpose and scope of its operations.

Answer 1

True

Question 2

A business strategy is how an organization will compete in a particular market.

Answer 2

True

Question 3

A staffing ratio is a mathematical method of calculating the number of employees needed by "indexing" headcount with a relevant business metric.

Answer 3

True

Question 4

Trend analysis refers to using future employment patterns to predict a firm's future labor needs.

Question 5

An ability is a stable and enduring capability to perform a variety of tasks.

Question 6

The focus of Hackman and Oldham's job characteristics model involves creating a good match between a person and his or her job.

Question 7

Strategic planning is a process for making decisions about an organization's long-term goals and how those goals are to be achieved.

Question 8

An organization's core values are the enduring beliefs and principles that guide its
decisions and goals,including corporate social responsibility and environmental
sustainability.

Question 9

Judgmental forecasting relies on managers' expertise to predict a firm's future strategic needs.

Question 10

A company's vision identifies the company's long-term goals regarding what the
organization wants to become and accomplish and describes its image of an ideal future.

Question 11

HR leaders are not involved in the strategic planning process and are only involved in implementing the strategic plan after it has been developed by other organizational leaders.

Question 12

Extrinsic rewards are nonmonetary and derived from the work itself.

Question 13

A skill is the ability to use some sort of knowledge in performing a physical task and often refers to psychomotor activities.

Question 14

Intrinsic rewards are rewards with monetary value.

Question 15

Job tasks are written descriptions of the duties and responsibilities of the job itself.

Question 16

Cross-training is training employees in more than one job or in multiple skills so that they
can move to another company.

Question 17

Job enlargement refers to adding more jobs at the same level of responsibility and skill to a department.

Question 18

Job analysis is a systematic process used to identify and describe the important aspects of a job and the characteristics a worker needs to perform the job well.

Question 19

Human resource planning is aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals.

Question 20

Total rewards are the combined intrinsic and extrinsic rewards of a job.

Question 21

Workflow analysis investigates how work moves through an organization in order to identify changes that increase efficiency and better meet customers' needs.

Question 22

The __________ is a monthly composite economic index published by the Conference Board and is intended to signal peaks and troughs in the business cycle.

A) leading economic index
B) consumer confidence index
C) exchange rate trends
D) interest rate forecasts

Question 23

The Conference Board's __________,a monthly composite economic index published by the Conference Board,is designed to signal peaks and troughs in the business cycle and forecast future economic activity.

A) leading economic index
B) consumer confidence index
C) exchange rate trends
D) interest rate forecasts

Question 24

__________ reflect(s) the cost of borrowing money: Higher interest rates make money more expensive to borrow.

A) The leading economic indexes
B) The consumer confidence indexes
C) Exchange rate trends
D) Interest rate forecasts

Question 25

Organizational design is selecting and managing aspects of organizational structure to facilitate organizational goal accomplishment.

Question 26

Business process reengineering is a time-tested,old-fashion way to redesign business processes to achieve large improvements,service,cost,or quality.

Question 27

Organizational structure is the organization's formal system of task,power,and reporting relationships.

Question 28

The monthly Conference Board __________ telephone survey asks 1,000 randomly selected adults questions about perceptions of job security and their willingness to spend money.

A) leading economic index
B) consumer confidence index
C) exchange rate trends
D) interest rate forecasts

Question 29

Workflow is how work is organized to meet the organization's goals.

Question 30

Using past relationships to forecast how many employees will be needed for different levels of business activity is called __________.

A) trend analysis
B) ratio analysis
C) judgmental forecasting
D) interest rate forecasting

Question 31

When interest rates rise,the demand for houses tends to __________,decreasing the demand for skilled trade workers and mortgage specialists.

A) decrease
B) increase
C) stay the same
D) surge

Question 32

A company's __________ is defined as the long-term goals regarding what the organization wants to become and accomplish and describing its image of an ideal future.

A) strategy
B) value
C) vision
D) mission

Question 33

Relying on the expertise of people in the organization to predict a firm's future employment needs is called __________.

A) trend analysis
B) ratio analysis
C) judgmental forecasting
D) interest rate forecasting

Question 34

Aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals is called human resource __________.

A) management
B) planning
C) strategy
D) forecasting

Question 35

The human resource __________ process reconciles labor supply and demand gaps with action plans designed to help the organization manage anticipated talent surpluses or shortages.

A) management
B) planning
C) strategy
D) forecasting

Question 36

__________ planning should be done for the jobs that add the most value to the organization and those that are critical for business strategy execution.

A) Workforce
B) Human resource
C) Strategic
D) Tactical

Question 37

The organization's basic purpose and the scope of its operations is called its __________ .

A) strategy
B) value
C) vision
D) mission

Question 38

The HR manager of L&M Consulting knew that she hired 14 new employees last year,which leads her to predict that she would need about 14 new employees in the new year.This is an example of _________.

A) trend analysis
B) ratio analysis
C) judgmental forecasting
D) interest rate forecasting

Question 39

__________ reflect(s) the cost of one country's currency in terms of another currency.

A) The leading economic indexes
B) The consumer confidence indexes
C) Exchange rate trends
D) Interest rate forecasts

Question 40

If an organization uses the principle of taking care of employees to guide its decisions and goals,then this is an example of core __________.

A) strategies
B) values
C) visions
D) missions

Question 41

Companies develop __________ to proactively address either a talent shortage or surplus.

A) talent inventories
B) trend analysis
C) action plans
D) gap analysis

Question 42

Many firms conduct annual __________ of work attitudes,satisfaction,and engagement to identify any trends that suggest that turnover rates may rise.

A) talent inventories
B) trend analysis
C) succession planning
D) employee surveys

Question 43

Top-down __________ relies on the organization's leaders and their experience and knowledge of their industry and company to make predictions about the firm's future talent needs.

A) trend analysis
B) ratio analysis
C) judgmental forecasting
D) interest rate forecasting

Question 44

A __________ graphically shows current jobholders,possible successors,and each successor's readiness to assume the job.

A) talent inventory
B) replacement chart
C) succession planning
D) trend analysis

Question 45

Identifying,developing,and tracking employees in order to enable them to eventually assume a higher level position is called __________.

A) talent inventory
B) a replacement chart
C) succession planning
D) trend analysis

Question 46

Objective job characteristics,including skill variety,task identity,task significance, autonomy,and task feedback,which lead to job satisfaction for people with high growth need
Strength,are part of __________.

A) scientific management
B) the job characteristics model
C) the job enrichment model
D) motivation management

Question 47

The foundation of __________ is the belief that productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and-motion
Studies.

A) scientific management
B) HR management
C) efficiency
D) motivation

Question 48

Using __________ and other tools to monitor indicators of employee dissatisfaction,including employee absenteeism and complaints,can help forecast future
Turnover.

A) talent inventory
B) a replacement chart
C) succession planning
D) employee surveys

Question 49

The replacement chart is a great resource in __________.

A) talent inventory
B) replacement chart
C) succession planning
D) trend analysis

Question 50

Databases summarizing each employee's competencies,qualifications,languages spoken,and anything else that can help the company understand how the employee can contribute are called __________.

A) talent inventories
B) replacement charts
C) succession planning
D) trend analysis

Question 51

Bottom-up __________ starts with lower level managers' estimates of the firm's future talent needs.

A) trend analysis
B) ratio analysis
C) judgmental forecasting
D) interest rate forecasting

Question 52

At its extreme,__________ leaves no room for individual preferences or initiative and is not always accepted by workers.

A) scientific management
B) HR management
C) efficiency
D) motivation

Question 53

The degree to which the job requires the worker to complete a whole and identifiable piece of work is called __________.

A) skill variety
B) task identity
C) task significance
D) autonomy

Question 54

__________breaks work down into its simplest elements and then systematically improves the worker's performance of each element.

A) Scientific management
B) HR management
C) Efficiency
D) Motivation

Question 55

Using a __________involves indexing headcount with a business metric.

A) trend analysis
B) ratio analysis
C) staffing ratio
D) interest ratio

Question 56

__________ is the degree to which the job requires a variety of activities,enabling the worker to use different skills and talents.

A) Skill variety
B) Task identity
C) Task significance
D) Autonomy

Question 57

A(n) __________ should reinforce the firm's business strategy,talent philosophy, and HR strategy.

A) talent inventory
B) trend analysis
C) action plan
D) gap analysis

Question 58

A(n) __________ is a strategy for proactively addressing an expected talent shortage or surplus.

A) talent inventory
B) trend analysis
C) action plan
D) gap analysis

Question 59

Although __________ improved productivity,it also increased the monotony of work.

A) scientific management
B) HR management
C) efficiency
D) motivation

Question 60

Comparing labor supply and demand forecasts to identify future talent needs is called __________.

A) talent inventory
B) trend analysis
C) succession planning
D) gap analysis

Question 61

After performing a job __________ on its sales force,General Electric learned that its salespeople were spending 80 percent of their time on bureaucratic tasks unrelated to
Sales.

A) enrichment
B) rotation
C) enlargement
D) analysis

Question 62

When a secretary's job responsibilities include receiving visitors and answering phones and are then expanded to include typing letters and sorting mail,it is called __________ .

A) job enrichment
B) job rotation
C) job enlargement
D) cross training

Question 63

Research has shown that organizations that effectively utilize __________ financially outperform their competitors.

A) job enrichment
B) job rotation
C) job enlargement
D) job analysis

Question 64

A systematic process used to identify and describe the important aspects of a job and the worker characteristics needed to succeed is called __________.

A) job enrichment
B) job rotation
C) job enlargement
D) job analysis

Question 65

__________ identifies,in specific behavioral terms,the regular duties and responsibilities of a position.

A) A job description
B) A job task
C) Task analysis
D) A task statement

Question 66

Done properly,job __________ can strategically align job requirements with the company's business strategy and competitive advantage.

A) enrichment
B) rotation
C) enlargement
D) analysis

Question 67

Job __________ is the first step in designing effective staffing,training,and performance management.

A) enrichment
B) rotation
C) enlargement
D) analysis

Question 68

When a secretarial work group takes turns answering the phones,sorting mail,and typing and filing correspondence,it is an example of __________.

A) job enrichment
B) job rotation
C) job enlargement
D) cross training

Question 69

Adding more tasks at the same level of responsibility and skill related to an employee's current position is called __________.

A) job enrichment
B) job enlargement
C) job rotation
D) cross training

Question 70

Moving workers through a variety of jobs to increase their interest and motivation is called __________.

A) job enrichment
B) job enlargement
C) job rotation
D) cross training

Question 71

Preparing employees in more than one job or in multiple skills to enable them to do different jobs is called __________.

A) job enrichment
B) job enlargement
C) job rotation
D) cross training

Question 72

__________ is the foundation of HRM activities and helps improve a company's legal defensibility in certain types of lawsuits.

A) Job enrichment
B) Job analysis
C) Job rotation
D) Job enlargement

Question 73

The degree to which job performance is important and affects the lives or work of others is called __________.

A) skill variety
B) task identity
C) task significance
D) autonomy

Question 74

A job design approach that increases a job's complexity in order to give workers greater responsibility and more opportunities to feel a sense of achievement is called __________.

A) job enrichment
B) job enlargement
C) job rotation
D) cross training

Question 75

The degree to which carrying out the job's required activities results in the individual obtaining direct and clear information about the effectiveness of his or her performance is called __________.

A) skill variety
B) task identity
C) task significance
D) task feedback

Question 76

__________ identifies important tasks and working conditions as well as the tools and technologies used on the job.

A) Job enrichment
B) Job rotation
C) Job enlargement
D) Job analysis

Question 77

A __________ is a written description of the duties and responsibilities of the job itself.

A) job description
B) job task
C) task analysis
D) task statement

Question 78

__________ is a type of horizontal job expansion.

A) Job enrichment
B) Job enlargement
C) Job rotation
D) Cross training

Question 79

The degree to which the job gives the worker freedom,discretion,and independence in scheduling the work and determining how to do the work is called __________.

A) skill variety
B) task identity
C) task significance
D) autonomy

Question 80

An observable unit of work with a beginning and an end is called a __________.

A) job description
B) job task
C) task analysis
D) task statement