chapter4/5
93) One of the most innovative ways to manage the coming labour shortage is through the use of flexible work arrangements.
T
A Markov analysis can be used to forecast internal labour supply.
T
A job description should not include phrases such as "other duties as assigned" because it can leave open the nature of the job and can be subject to abuse.
T
Designing an organizational structure depends on the strategic goals of the company.
T
External supply is one source of human resources supply.
T
Failure to update skills and management inventories can lead to present employees being overlooked for job openings.
T
Flextime is a plan whereby employees' flexible workdays are built around a core of midday hours.
T
HRP is a process of reviewing human resources requirements to ensure that an organization has the required number of employees, with the necessary skills, to meet its goals.
T
Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool.
T
In order to overcome the disadvantages of qualitative techniques of job analysis, it is important to use a quantitative method.
T
Job analysis is called the cornerstone of human resources management, because information gathered through job analysis forms the basis for a number of interrelated HRM activities.
T
Jobs have become more cognitively complex, more team based and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.
T
National Occupational Classification is a reference tool for writing job descriptions and job specifications. It classifies occupations based on two key dimensions-skill level and skill type.
T
Regression analysis determines the line of best fit.
T
Short-term and long-range HR demand forecasts only provide half of the staffing equation by answering the question "How many employees will we need?"
T
Specific strategies must be formulated to balance supply and demand considerations.
T
Starting in 2011, labour force growth in Canada will be entirely dependent on new immigrants.
T
To project the supply of outside candidates, employers assess general economic conditions.
T
Trend analysis is valuable as an initial estimate of HR demand only.
T
Work simplification can increase operating efficiency in a stable environment.
T
A illustrates the relationship between two factors: a measure of business activity and staffing levels. A) regression analysis B) trend analysis C) time-series analysis D) ratio analysis E) scatter plot
E
A list of the knowledge, skills and abilities needed to perform a particular job is known as: A) the job standards. B) a job description. C) the human requirements. D) a position analysis. E) a job specification.
E
A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix is known as: A) trend analysis. B) computerized forecasting. C) multiple regression analysis. D) ratio analysis. E) Markov analysis.
E
A physical demands analysis identifies: A) mental/emotional demands involved in the job. B) type and frequency of motions used. C) senses used and amount of mental effort involved in the job. D) the work environment. E) senses used, and the type, frequency and amount of physical effort involved in the job.
E
A statistical technique involving the use of a mathematical formula to project future demands, based on an established relationship between an organization's employment level and some measurable factor of output, is known as: A) ratio analysis. B) a computerized forecast. C) trend analysis. D) a scatter plot. E) regression analysis.
E
Canada faces a long-term labour shortage. Many employers are seeking strategies to increase the workforce participation of: A) people with disabilities. B) aboriginal peoples. C) visible minorities. D) women. E) older workers.
E
Collecting job analysis information generally involves: A) peer groups. B) a member from senior management. C) a union representative. D) an external consultant. E) the jobholder's immediate supervisor.
E
Computing the number of employees in the firm at the end of the last five years is associated with which of the following forecasting techniques? A) regression analysis B) ratio analysis C) time-series analysis D) a scatter plot E) trend analysis
E
Drawbacks of attrition include the following: A) It is hard to implement. B) It costs large sums of money. C) It takes a short period of time. D) Employees do not accept this strategy. E) The organization has no control over who goes and who stays.
E
During a job analysis process it is important to consider the following: A) reviewing information with job holders and immediate supervisors. B) reviewing the organization chart, process charts and existing job descriptions. C) selecting representative positions and jobs to be analyzed. D) collecting data on identified jobs using job analysis techniques. E) all of the above.
E
Each of the following statements about local labour markets is true EXCEPT: A) They are affected by community growth rates and attitudes. B) Chambers of commerce can be excellent sources of local labour market information. C) One reason growing cities are attractive to employers is the promise of large future labour markets. D) Provincial/local development and planning agencies can be excellent sources of local labour market information. E) In communities experiencing population increases, it is often impossible to attract new business.
E
Each of the following statements about occupational market conditions is true EXCEPT: A) In recent years, there has been an undersupply of nurses. B) HRDC forecasts are useful for determining whether any projected imbalances will be self-correcting. C) Organizations generally want to forecast the availability of potential candidates in specific occupations. D) HRDC is a good source of information on occupational demand and supply. E) In recent years, there has been an oversupply of IT specialists.
E
External environmental factors that are most frequently monitored in HR and strategic planning include all of the following EXCEPT: A) economic conditions. B) new or revised laws. C) market and competitive trends. D) demographic trends. E) international trade patterns.
E
Factors that should be considered when forecasting the number and type of people needed to meet organizational objectives include all of the following EXCEPT: A) projected turnover. B) quality and nature of employees. C) decisions to upgrade the quality of products or services or enter into new markets. D) the financial resources available to each department. E) projected recruitment figures.
E
Factors that should be taken into account when determining an appropriate severance package include all of the following EXCEPT: A) years of service. B) age. C) salary. D) the individual's likelihood of obtaining alternative employment. E) ethnic origin.
E
Highly educated immigrants are the predominant drivers of: A) national labour market conditions. B) competitors' strategies. C) organizational training and development. D) local labour market conditions. E) growth.
E
In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are: A) six jobs and six positions. B) four jobs and four positions. C) four positions and six jobs. D) four positions and four jobs. E) four jobs and six positions.
E
A reality is that Canada's population is aging as the baby boom cohort approaches retirement. Currently, of all Canadian workers retire before the age of 65. A) 67% B) 80% C) 20% D) 33% E) 50%
A
A written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed, is known as: A) a job description. B) the job standards. C) a job analysis. D) a job specification. E) a job evaluation.
A
An organization chart is often used to depict the structure of an organization. The chart is also used to: A) clarify the chain of command and show who is accountable to whom. B) indicate the types of departments established in the firm. C) present a "snapshot" of the firm at a particular point in time. D) specify duties and responsibilities. E) There are no exceptions listed above.
A
By comparing the knowledge, skills and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists. This is particularly useful for: A) training and development. B) designing the job. C) union negotiations. D) establishing recruitment criteria. E) determining a job's pay range.
A
Demographic trends have a significant impact on: A) national labour market conditions. B) unemployment rates. C) occupational market conditions. D) general economic conditions. E) local labour market conditions.
A
Identifying human requirements for a job can be accomplished through: A) a judgmental approach. B) questionnaires. C) an interview approach. D) supervisor's interviews. E) none of the above.
A
In contrast to quantitative approaches, qualitative techniques rely solely on: A) expert judgments. B) regression analysis. C) trend analysis. D) multiple regression analysis. E) a scatter plot.
A
James Martini is the Director of HR for Study Inc. He is working on a project to restructure the organization. At the moment, the organization has a top-down management approach with many levels of management. Jobs are highly specified with a narrow focus. It wants to move into a more decentralized management approach with a high focus on teams and customer service. The organization is planning to move from a organization to a organization. A) bureaucratic, flat B) flat, bureaucratic C) bureaucratic, boundaryless D) boundaryless, flat E) none of the above
A
Job analysis information should be verified by: A) jobholder(s). B) a comparison with the procedures manual. C) a comparison with the previous job description. D) speaking to co-workers. E) HR department staff members.
A
Job enlargement involves: A) horizontal loading. B) vertical loading. C) systematically moving employees from one job to another. D) multi-skilling. E) increased challenge.
A
Quantitative techniques to forecasting include all of the following EXCEPT: A) the nominal group technique. B) trend analysis. C) regression analysis. D) ratio analysis. E) a scatter plot.
A
Seeking to integrate and accommodate the physical needs of workers into the design of jobs is known as: A) ergonomics. B) scientific management. C) industrial engineering. D) job enrichment. E) job enlargement.
A
Strategic plans are created and carried out by: A) people. B) Human Resources personnel. C) a Board of Directors. D) a CEO. E) a CFO.
A
The definition of is the formal relationships among jobs in an organization. A) organizational structure B) organizational design C) organization chart D) chain-of-command E) job hierarchy
A
The job analysis technique that involves 194 items, each of which represents a basic element that may or may not play an important role in the job, is known as: A) a position analysis questionnaire (PAQ). B) functional job analysis. C) a structured survey. D) the point factor method. E) a participant diary/log.
A
The job analyst and supervisor should work together to: A) identify the employees who know the most about the job and are likely to be objective. B) identify the top-performing employee, since he or she should be involved. C) prepare the job analysis questionnaire. D) answer the questionnaire. E) analyze the data collected from job analysis techniques.
A
The PAQ rates jobs on the following dimension: A) processing information and incumbent performance. B) mental processes and job context. C) job context. D) safety risks. E) incumbent performance.
B
The process of reviewing human resources requirements to ensure that the organization has the required number of employees, with the necessary skills to meet its goals, is known as: A) human resources planning. B) recruitment. C) strategic planning. D) training and development. E) selection.
A
The process of systematically organizing work into tasks is involved in: A) job design. B) writing job descriptions. C) job analysis. D) job evaluation. E) organizational design.
A
The section of the job description in which the major functions or activities are briefly identified is the: A) job summary. B) job duties. C) job identification. D) working conditions. E) relationships.
A
The subsection of the job description that describes contact with others, inside and outside the organization, is titled: A) relationships. B) authority. C) job identification. D) working conditions. E) job summary.
A
To deal with a labour shortage, firms often use all of the following strategies EXCEPT: A) offering generous early retirement and buyout packages. B) recruiting. C) scheduling overtime. D) subcontracting work. E) transferring and promoting employees.
A
Which of the following statements about merit-based promotions is true? A) A promotion is sometimes based on an assessment of future potential. B) When promotions are based on seniority, objectivity is a problem. C) Promotions involve the movement of an employee from one job to another that is the same level in responsibility. D) Using seniority, the employee who is promoted is always the most competent. E) Unions often prefer that merit be the deciding factor.
A
With which of the following strategies for handling a labour surplus is the potential for a human rights violation most closely associated? A) early retirement packages B) reduced work weeks C) termination of employment D) job sharing E) work sharing
A
You are the Director of Human Resources at a software development firm. With respect to the position of software developer the disadvantage of using the group interview job analysis method is: A) reliability/validity tends to be high. B) highly detailed information can be collected over the entire job cycle. C) it focuses more on reality than on perceptions. D) it is a good method when the survey sample is widely scattered. E) it is relatively inexpensive.
A
You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2 years. There is little in the budget for payment of up-front money. Which of the following would you NOT recommend? A) buyouts and early retirement packages B) work sharing C) layoffs based on reverse seniority D) job sharing E) reduced work weeks
A
You have just been hired as the Director of Human Resources at a mid sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and to first use a forecasting technique which would generate an exchange of ideas among Directors of each division. She is concerned that you use a technique which will lead to greater acceptance of results among Directors. Which technique do you use? A) the nominal group technique B) regression analysis C) an informal expert forecast D) nominal group technique E) a formal expert forecast
A
Other employers are switching to a plan that they call flexyear. Flexyear is when: A) employees can choose the number of hours that they want to work each month over the next year. B) employees work four ten-hour days instead of the more usual five eight-hour days. C) employees' flexible workdays are built around a core of midday hours. D) employees work from home. E) two or more employees can share a single full-time job.
A TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
The traditional meaning of a "job" as a set of well-defined responsibilities is changing. This is because: A) employees are expected to adapt to changes frequently. B) of reduced hierarchical structures. C) work is becoming more team based. D) employees are expected to adapt to changes infrequently. E) all of the above.
A TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
"No more than three posting errors per month occur on average." Which component of the job description would this statement belong to? A) job identification B) performance standards C) relationships D) job summary E) responsibilities and duties
B
A forecasting technique for determining future staff needs by using ratios between sales volume and the number of employees needed is: A) trend analysis. B) ratio analysis. C) a scatter plot. D) regression analysis. E) time-series analysis.
B
A hiring freeze is all of the following except: A) a strategy that most employers use initially to balance demand and supply. B) a solution when demand exceeds supply. C) no outsiders are hired. D) when openings are filled by reassigning current employees. E) a common response to an employee surplus.
B
A major Canadian automaker has laid off 20% of its workforce over the course of 2 years. You are the HR professional responsible for surveying the employees remaining with the company to determine their level of engagement and job satisfaction. The survey responses indicate that many employees are experiencing feelings of guilt and detachment. What these employees are likely experiencing is known as: A) a negative work ethic. B) survivor sickness. C) survivor-guilt syndrome. D) employee apathy. E) reality shock.
B
A potential solution when labour demand exceeds labour supply is: A) work sharing. B) hiring temporary workers. C) job sharing. D) finding employees alternative jobs within the organization. E) any of the above
B
A qualitative approach to job analysis is more suitable when: A) the aim is to reduce the amount of data collection. B) the aim is to assign a value to each job for comparisons for pay purposes. C) the organization is using external consultants for job analysis purposes. D) the organization exceeds 200 in staff strength. E) the organization has limited time and financial resources.
B
A typical job analysis questionnaire has several: A) questions about the incumbent's educational background. B) open-ended questions. C) non-job-related questions. D) questions regarding biographical data. E) closed-ended questions.
B
Advantages associated with a transfer include: A) more employee autonomy. B) the fact that skills and perspectives may be broadened. C) an increase in task significance. D) the fact that new challenges are the inevitable result. E) a pay increase for the employee involved.
B
Alice is the HR consultant advising Nexus Inc., a small but successful software development firm on how to conduct human resource planning. She is currently explaining the "forecasting supply" step in the planning process to the CEO and confirms that projected openings are to be filled by using two sources. They are: A) overtime and temporary workers. B) internal and external supply. C) transferring and promotion. D) recruitment and promotion. E) contracting-out and outsourcing.
B
Although flexible work arrangements have traditionally been associated with improving work/life balance, they are increasingly seen as part of a . A) compressed workweek B) business strategy C) flextime plan D) department's overhead E) telecommuting plan
B
Amal works for a production line. His task is to sew a button to the button hole of winter jackets. Since last month he was also given the task of creating the button hole in addition to attaching the button to the hole of the jacket. This is known as: A) skill variety. B) job enlargement. C) vertical loading. D) job enrichment. E) job rotation.
B
An HR department engaged in a job analysis exercise is conducting interviews with employees who hold the same job. Which type of interview is the HR department using? A) checklist interview B) group interview C) supervisory interview D) structured interview E) individual interview
B
Collecting job analysis data in a larger organization usually involves: A) the work of the supervisor alone. B) a joint effort by a HR specialist, the incumbent, and the supervisor. C) a labour union. D) HR generalists who are not consultants. E) the work of the HR specialist alone.
B
In general terms, the lower the rate of unemployment: A) the larger the labour supply. B) the more difficult it is to recruit employees. C) the easier it is to fill positions. D) the harder it is to fill skills-shortage positions. E) the less competition there is for employees.
B
Inadequate human resources planning within an organization can result in direct costs when labour demand decreases significantly for an extended period of time. Which of the following provides an accurate reason for this: A) it would cause hiring more HR staff. B) severance pay is required for a large number of staff. C) there are project management costs. D) there is a link to privacy laws. E) it would cause costs associated with hiring part-time workers.
B
Jim was recently hired as an HR assistant. As his first project his immediate supervisor requested that he put forward a proposal to develop job descriptions for some of the key positions within the organization. What do you think Jim would have identified in the proposal as most common areas to be included in a job description? A) company name B) duties and responsibilities C) summary of performance evaluations D) work culture E) job holder's name
B
Potential solutions when labour supply exceeds labour demand include all of the following EXCEPT: A) employee layoffs. B) subcontracting. C) instituting a hiring freeze. D) downsizing through attrition. E) termination of employment.
B
Regardless of the forecasting method utilized, modifications are made based on: A) management control systems. B) managerial judgment. C) changing market conditions. D) HRIS data. E) changing economic conditions.
B
The HR department of a company is engaged in conducting a job analysis. A number of the HR representatives are collecting data on job activities, required employee behaviours, work conditions and human traits and abilities needed to perform the jobs. Which step of the job analysis process is the company in? A) step 3 B) step 4 C) step 1 D) step 2 E) step 5
B
The final step in job analysis involves the following: A) reviewing the information collected with job incumbents. B) developing a job description and a job specification. C) developing a compensation policy. D) performance management. E) collecting data on job activities.
B
The first step in the HRP process, after the HR implications of the firm's strategic plans have been analyzed, is: A) forecasting availability of internal and external candidates. B) forecasting future human resources needs. C) monitoring and evaluating the results. D) planning and implementing HR programs to balance supply and demand. E) job analysis and design.
B
The following data collection method of job analysis can be used structured, unstructured or in combination. When structured, questions are read to job holders and supervisors and/or fixed response choices are provided. When unstructured, questions are posed to job holders and supervisors and/or general response choices are provided. This is called the: A) group interview method. B) individual interview method. C) diary/log method. D) observation method. E) questionnaire method.
B
The guarantee by the employer to pay specified compensation and benefits in the case of termination due to downsizing or restructuring is known as: A) supplemental unemployment benefits. B) a golden parachute clause. C) a severance package. D) a guaranteed annual wage. E) wage protection insurance.
B
The job identification section of a job description includes which of the following? A) job summary B) job title C) performance standards D) relationships E) working conditions
B
The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of: A) a position analysis questionnaire. B) a participant diary/log. C) functional job analysis. D) an individual interview. E) a survey questionnaire.
B
To successfully fill positions internally, organizations must manage performance and careers. Performance is managed through: A) training and development. B) implementing a suitable reward structure. C) effective recruitment policies and systems. D) career tracking. E) effective selection and placement strategies.
B
When the internal supply of employees exceeds the organization's demand, strategies used by employers include all of the following EXCEPT: A) downsizing through attrition. B) making early retirement mandatory. C) initiating job-share positions. D) offering attractive buyout packages. E) laying off employees.
B
Which of the following statements related to legal compliance is true? A) When assessing suitability for employment, employers can assess factors other than those related to the knowledge, skills and abilities required for the essential job duties. B) Indicating the percentage of time spent on each duty can help to differentiate between essential and nonessential tasks and responsibilities. C) Canadian employers are legally obligated to have job descriptions. D) If a candidate is unable to perform one or more of the essential job duties due to a physical disability, it is legally permissible for an employer to refuse to hire that individual. E) If a candidate is unable to work on Friday evenings due to religious beliefs, and rotating shifts are a job requirement specified in the working conditions subsection of the job description, the reasonable accommodation provisions of human rights legislation do not apply.
B
You are the Director of Human Resources at a software development firm. With respect to the position of software developer the disadvantage of using the questionnaire method of job analysis is: A) the fact that it is more costly than interviewing hundreds of workers. B) the time and expense involved in development and testing. C) the fact that it is labour-intensive. D) the length of time involved. E) the amount of double-checking required.
B
You have been hired as the Director of HR at Targus Inc., a clothing retailer. Due to a reduction in consumer demand you have been asked to advise management on how to reduce the amount of staff by 5% over the next 2 years. Although a slow method for reducing numbers the option which generally presents the least amount of problems is: A) introducing a reduced work week. B) downsizing through attrition. C) offering attractive early-retirement packages. D) offering attractive buyout packages. E) laying off employees.
B
You have just been hired as the Director of Human Resources at a mid sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and to first use a qualitative technique which is useful for long-range forecasting. Which technique do you choose? A) managerial judgment B) the Delphi technique C) an informal expert forecast D) a formal expert forecast E) the nominal group technique
B
A list of a job's duties, responsibilities, reporting relationships, and working conditions is known as: A) a position analysis. B) a job specification. C) a job description. D) the job standards. E) a job analysis questionnaire.
C
Alice is the HR consultant advising Nexus Inc., a small but successful software development firm on how to conduct human resource planning. In forecasting future demand for human resources what step should she advise management to take first? A) create a replacement chart B) develop a staffing table C) project the sales for each of the firm's products and calculate the volume of production needed to meet sales requirements D) project the sales for each of the firm's products and estimate quality and nature of employees needed E) project turnover
C
An individual preparing a job description for the first time would find it helpful to refer to the: A) HRDC Job Classification Dictionary. B) Canadian Classification and Dictionary of Occupations. C) National Occupational Classification. D) Standard Occupational Classification. E) Dictionary of Occupational Titles.
C
Community growth rates and attitudes affect: A) competitors' strategies. B) unemployment rates. C) local labour markets. D) occupational market conditions. E) general economic conditions.
C
Direct observation is often combined with which other job analysis method? A) participant diary/log B) position analysis questionnaire C) interviewing D) questionnaires E) functional job analysis
C
Each of the following statements about HRP is true EXCEPT: A) it is also known as employment planning. B) a critical HRP issue is what to do when the labour supply exceeds the anticipated demand. C) it is a reactive process. D) it can lead to significant costs if done poorly. E) a fundamental HRP decision when demand exceeds supply is whether projected positions will be filled externally or internally.
C
Job analysis provides data on job requirements that can be used to develop: A) HR policies and procedures. B) a skills inventory. C) a job description. D) an organization chart. E) a staffing table.
C
Short-term and long-range HR demand forecasts provide: A) external supply forecasts. B) present employees who can be transferred or promoted to meet anticipated needs. C) half of the staffing equation. D) internal supply forecasts. E) the full staffing equation.
C
The drawbacks of which forecasting technique include the fact that judgments may not efficiently use objective data? A) the nominal group technique B) an informal expert forecast C) the Delphi technique D) managerial judgment E) a formal expert forecast
C
The most widely used method for determining the duties and responsibilities of a job is: A) direct observation. B) a position analysis questionnaire. C) an interview. D) a participant diary/log. E) a survey questionnaire.
C
The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as: A) job evaluation. B) job design. C) job analysis. D) preparing a job description. E) writing a job specification.
C
To project the supply of outside candidates, employers generally assess all of the following EXCEPT: A) national labour market conditions. B) local labour market conditions. C) competitors' strategies. D) occupational market conditions. E) general economic conditions.
C
Today, the most significant environmental factor relates to the dramatic demographic changes in: A) the service sector. B) the small business sector. C) labour force composition. D) the technological sector. E) the public sector.
C
Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are: A) ratio analysis and nominal group technique. B) regression analysis and nominal group technique. C) nominal group and Delphi technique. D) scatter plot and Delphi technique. E) trend analysis and scatter plot.
C
When writing job specifications it is important to list all bona fide occupational requirements based on job duties and responsibilities, because: A) job specifications are limited to specific jobs. B) organizations are required to provide reasonable accommodation. C) organizations are required to comply with human rights legislation. D) organizations are required to comply with federal employment legislation. E) none of the above.
C
Which of the following is a quantitative approach to forecasting? A) managerial judgment B) trend analysis and the nominal group technique C) trend analysis D) the Delphi technique E) the nominal group technique
C
Which of the following statements about organizational structures is true? A) Boundaryless organizations are good for top-down management style. B) Bureaucratic designs are becoming more common. C) Flat structures are increasingly the norm. D) Emphasis on teams whose members cross organizational boundaries is a characteristic of flat structures. E) There are four types of organizational structure.
C
Which of the following would not be included in the subsection of the job description titled "working conditions"? A) hazardous conditions B) frequency of interruptions C) equipment failure D) noise level E) amount of travel
C
You have just been hired as the Director of Human Resources at Greenlight Inc., a mid sized Canadian furniture manufacturer. You are considering implementing compressed workweeks. The following would be a potential advantage of implementing this at Greenlight: A) improved efficiency and reduction in absenteeism. B) reduction in absenteeism. C) improved efficiency, reduction in absenteeism, and reduction in paid overtime. D) reduction in paid overtime. E) decreased willingness of workers to work some evenings/weekends.
C
A decision-making technique that involves a group of experts meeting face to face, which can be used for HR forecasting, is known as: A) a formal expert forecast. B) the Delphi technique. C) managerial judgment. D) the nominal group technique. E) an informal expert forecast.
D
A pictorial representation of all jobs within the organization, along with the number of current incumbents and future employment requirements, is known as: A) an organization chart. B) a scatter plot. C) a replacement chart. D) a staffing table. E) a skills inventory.
D
A survey instrument designed to assist managers in identifying potential personality-related traits that may be important in a job is called a: A) SPSS. B) FAQ. C) PAQ. D) PPRF. E) all of the above
D
Each of the following statements about the relationship between HRP and strategic planning is true EXCEPT: A) HRP and strategic planning become effective when there is a reciprocal and interdependent relationship between them. B) environmental scanning is a critical component of both HRP and strategic planning. C) failure to integrate HRP and strategic planning can have very serious consequences. D) HRP has long been part of the strategic planning process. E) determining whether or not people will be available is a critical element of strategic planning.
D
Effective HRP helps an organization to do all of the following EXCEPT: A) anticipate and avoid shortages and surpluses of human resources. B) make major labour market demands more successfully. C) plan and coordinate recruitment, selection, training, and career planning more effectively. D) comply with privacy laws. E) achieve its goals and objectives.
D
Ergonomics aims to adapt the entire job system to match human characteristics. Doing so results in eliminating/minimizing: A) worker injuries. B) negative psychological effects. C) product defects. D) product defects, worker injuries, and negative psychological effects. E) product defects, worker injuries, and task variability.
D
In general terms, the lower the rate of unemployment: A) the easier it will be to recruit. B) the larger the labour supply. C) the smaller the labour demand. D) the smaller the labour supply. E) the larger the labour demand.
D
Like , ratio analysis assumes that productivity remains much the same and is therefore not appropriate in changing environments. A) time-series analysis B) a scatter plot C) regression analysis D) trend analysis E) the nominal group technique
D
Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with: A) job enlargement. B) job rotation. C) co-determination. D) job enrichment. E) industrial democracy.
D
Management inventories: A) are visual representations of who will replace whom in the event of a job opening. B) are a method of forecasting labour supply that involves tracking the pattern of employee movements. C) are used to keep track of employees' qualifications. D) record information about managerial responsibilities and management training used to identify internal candidates eligible for promotion. E) are a method used to arrive at a group decision involving outside experts.
D
Maria is the Vice President of Operations for a company in the retail industry. She has 10 store managers and 200 associates. The associates report to the store managers and they in turn report to Maria. Management has a decentralized approach towards individual stores. This company has the structure of a: A) decentralized organization. B) bureaucratic organization. C) hierarchical organization. D) flat organization. E) boundaryless organization.
D
Permitting a group to critically evaluate a wide range of views is an advantage of which forecasting technique? A) a formal expert forecast B) the nominal group technique C) an informal expert forecast D) the Delphi technique E) managerial judgment
D
SUBS: A) are usually provided to non-union employees. B) are benefits that are paid indefinitely. C) increase income levels when on the job. D) top up employment insurance. E) decrease income levels when on the job.
D
Survivor sickness is: A) a sickness found among production workers. B) an illness causing errors in work and reduced performance. C) a sickness found among white—collar workers. D) a range of emotions that can include feelings of betrayal or violation, guilt, and detachment. E) a physical illness caused by a toxic building.
D
The blueprint that shows how the flow of inputs to outputs for the job under study is known as: A) a job description. B) a pay grade. C) a job specification. D) a process chart. E) an organization chart.
D
The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?" is the: A) position description. B) job description. C) position analysis questionnaire. D) job specification. E) job evaluation.
D
The drawbacks of which forecasting technique include subjectivity and the potential for group pressure to lead to less accurate assessments than could be obtained through other means? A) a formal expert forecast. B) an informal expert forecast. C) the Delphi technique. D) the nominal group technique. E) managerial judgment.
D
The first step in the job analysis process is: A) designing a job analysis questionnaire. B) reviewing relevant background information about positions and jobs. C) developing a job description and job specification. D) identifying the use to which the information will be put. E) selecting the representative jobs and positions to be analyzed.
D
The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as: A) a structured survey. B) a participant diary/log. C) direct observation. D) functional job analysis. E) PAQ.
D
The layoff-avoidance strategy introduced by the federal government is known as: A) supplemental unemployment benefits. B) job sharing. C) the reduced work week. D) work sharing. E) the early leave package.
D
The part of the job description in which budgetary limitations are identified is titled: A) working conditions. B) relationships. C) duties and responsibilities. D) authority. E) performance standards.
D
Which job analysis technique is meaningless for jobs requiring mental effort? A) a survey questionnaire B) a position analysis questionnaire C) an individual interview D) direct observation E) a participant diary/log
D
Which of the following is the first step in human resource planning? A) balancing supply and demand B) forecasting the availability of external candidates C) analyzing the HR implications of the organization's strategic plans D) forecasting the availability of internal candidates E) forecasting future HR needs
D
Which of the following jobs could be analyzed effectively using direct observation? A) human resources manager B) design engineer C) lawyer D) accounting clerk E) Any of the above jobs could be analyzed using direct observation.
D
Which of the following should be addressed in a job analysis questionnaire? A) individual competencies B) skill variety C) job rotation D) the general purpose of the job E) job enrichment
D
Which of the following statements is true? A) Managers tend to be very supportive of job enrichment because it makes their jobs easier. B) Unions are generally very supportive of job enrichment. C) Job redesign efforts can correct almost all job dissatisfaction problems. D) Job enrichment programs are more successful in some jobs and settings than others. E) Most employees today want additional responsibilities.
D
Which of the following statements is true? A) The number of young people in the Canadian labour force is now increasing. B) Effective HRP involves focusing on monitoring trends only. C) By 2010, one in two Canadians will be age 50 or older. D) Probably the most significant environmental factor in HRP in Canada today relates to dramatic changes in labour-force composition. E) Currently, the fastest growing groups in the Canadian labour force are visible minorities and persons with disabilities.
D
Work simplification is an approach to job design. Which of the following statement is true of work simplification? A) It can be used to motivate highly educated employees. B) It may be very appropriate in settings employing highly educated persons. C) It can sometimes lead to a reduced demand for premium pay. D) It is based on the premise that work can be broken down into clearly defined tasks. E) It is effective in a changing environment.
D
You have been hired as the Director of HR at Targus Inc., a clothing retailer. To project the supply of outside candidates in the HRP process for the firm you will need to assess: A) skills inventories. B) staffing tables. C) succession plans. D) national labour market conditions. E) management inventories.
D
Lee has been with a financial institution for over a year now as a call centre specialist. During his time he has had the opportunity to work in two other departments. The organization adopts a similar technique with other employees in the call centre. This is known as: A) job enrichment. B) skill variety. C) job enlargement. D) vertical loading. E) job rotation.
E
Manual or computerized records summarizing employees' education, experience, interests, skills, etc., which are used to identify internal candidates eligible for transfer and/or promotion, are known as: A) replacement charts. B) Markov analyses. C) job descriptions. D) staffing tables. E) skills inventories.
E
Many employers are seeking strategies to set aside stereotypes and prejudice that older workers: A) do not want to try new things. B) are difficult to work with. C) are less productive. D) are resistant to change. E) all of the above.
E
Outplacement is: A) a service within a company facilitated by HR professionals. B) a service within a company that provides resume-writing and interview-skill workshops. C) a service offered by an outside agency that is provided to executives only. D) a service offered by an outside agency that provides job opportunities. E) a service offered by an outside agency that can assist terminated employees in finding employment elsewhere.
E
Projected openings are filled by using the following sources of supply: A) promoted employees. B) employees who are transferred. C) individuals employed at other firms. D) unemployed individuals. E) external and internal sources.
E
Something that should be avoided in writing a job description is: A) an indication of which tasks are most important. B) a separate listing of each major duty. C) a definition of the limits of the jobholder's authority. D) a description of the working conditions. E) a general statement such as "performs other duties as assigned."
E
Specific strategies must be formulated to balance supply and demand. Possible scenarios are: A) there is a shortage of labour. B) expected demand matches supply. C) labour supply exceeds demand. D) supply matches expected demand. E) all of the above.
E
The collection of tasks and responsibilities performed by one person is known as: A) a job. B) a job analysis. C) a job description. D) a job specification. E) a position.
E
The field of study concerned with analyzing work methods and establishing time standards is known as: A) job analysis. B) job design. C) job evaluation. D) ergonomics. E) industrial engineering.
E
The initial response to a labour shortage is often: A) retraining. B) transfer. C) promotion. D) layoffs. E) scheduling overtime.
E
When labour demand equals labour supply: A) occupational health and safety is critical in achieving balance. B) compensation and benefits are most important. C) project management skills are critical for achieving balance. D) HR personnel must hire more recruiters. E) performance management is critical in achieving balance.
E
Which of the following is true of industrial engineering? A) It is about control and autonomy. B) It is a field of study focused on worker autonomy. C) It is a field of study concerned with analyzing work methods. D) It is a field of study focused on satisfying psychological needs. E) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making them more efficient.
E
Which of the following is true of work simplification? A) It increases autonomy. B) Among educated workers it often leads to lower job satisfaction. C) It often leads to lower job satisfaction. D) It enhances skill variety. E) Among educated workers it often leads to lower job satisfaction and a demand for premium pay.
E
A labour surplus exists when the internal supply of employees exceeds the organization's demand. Most employers respond initially by terminating employment.
F
A strategy used to deal with an employee surplus is the promotion of employees.
F
Exchanging ideas without face-to-face interaction is a characteristic of the nominal group forecasting technique.
F
Forecasts for various occupations are available from a number of sources, but these sources are not very helpful for determining whether any projected imbalances will be self-correcting or whether they will require specific intervention on the part of governments and/or private-sector organizations.
F
Human Resources Planning is a reactive process which both anticipates and influences an organization's future.
F
If an employee is unable to perform one or more of the essential duties of the job due to a physical or mental disability, accommodation is not required.
F
Job analysis is defined as the process of listing duties, responsibilities, reporting relationships and working conditions of a job.
F
Managerial judgment is central to qualitative forecasting, but plays only a small role in quantitative forecasting techniques.
F
Ratio analysis involves making forecasts based on the ratio between two causal factors.
F
Taking only industrial engineering concerns into consideration in job design is sufficient, because research does not support the view that human considerations are also critical.
F
The first step to project the supply of outside candidates is to forecast local market conditions.
F