HR CHAPTER 4 TEST

detailed study of the flow of work from a job to job in a work process

workflow analysis

1. job identification 2. job summary 3. responsibilities/duties 4. authority of incumbent 5. standards of performance 6. working conditions 7. job specification

writing job descriptions (7 steps)

daily listings made by workers of every activity in which they engage along with the time each activity takes

diary/log

a list of a job's "human requirements" this is, the requisite education, skills, personality, and so on-- another product of a job analysis.

job specifications

identifies the job as exempt or nonexempt ; exempts certain positions from the act's overtime and minimum wage provisions.

Fair Labor Standards Act (FLSA)

Which of the following would LEAST likely involve the use of job analysis information?

diversification oversight

During a job analysis, a human resources specialist will most likely collect information about all of the following EXCEPT ________.

employee benefits option

What is the first step in conducting a job analysis?

deciding how to use the information

What is the first step of the talent management process?

deciding what positions to fill

which of the following questions is most likely answered by job specification?

what types of skills and experiences are required for this job?

knowing employment law: 3 key factors

1. ADA considerations 2. reasonable accommodations 3. standards of performance and working conditions (should be same for each employee; help make employees better)

3 elements on how to write competencies statements

1. name and brief description 2. observable behaviors 3. proficiency levels

1. identify use to which info will be put 2. review relevant background info about job 3. select representative positions to focus on 4. analyze job 5. after compiling info on job, verify info 6. develop job description/job specification

6 steps in job analysis

A manager with a talent manager perspective will most likely agree with which of the following statements?

Strategic goals should be considered when staffing, training, and compensating employees.

What is talent management? What actions will most likely be taken by a manager with a talent management perspective?

Talent Management is the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees. There are 8 steps managers traditionally take with this perspective. These include: 1. decide what position to fill, through job analysis, personnel planning, and forecasting. 2. build a pool of job applicants, by recruiting internal or external candidates. 3. obtain application forms and perhaps have initial screening interviews. 4. use selection tools like tests, interviews, background checks, and physical exams to identify viable candidates. 5. decide to whom to make an offer. 6. orient, train, and develop employees so they have the competencies to do their jobs. 7. appraise employees to assess how they are doing. 8. compensate employees to maintain their motivation.

talent management software that includes recruiting, employee performance management, a learning management system, and compensation management support. it ensures all levels of organization are aligned-- all working toward same goals.

Talent management suite

Which of the following involves combining steps in a business process and implementing the use of information technology to do the jobs previously done by multiple departments?

business process reengineering

1. identify business process to be redesigned 2. measure performance of existing processes 3. identify opportunities to improve these processes 4. redesign and implement a new way of doing the work 5. assign ownership of sets of formerly separate tasks on an individual or team who uses computers to support new arrangement

business processing reengineering 5 steps

What should be the primary purpose of the talent management process?

achieving the firm's strategic goals

which of the following is recommended for conducting an effective job analysis interview?

after the interview, review collected info with the worker's immediate supervisor

redesigning business processes, usually by combining steps so that small multifunction terms using info technology do the jobs formerly done by a sequence of departments

business process engineering

Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility?

employee compensation

Talent management is the process of measuring the performance of an organization and integrating key recruiting and retention functions.

false

which of the following best supports the argument that jobs should be described in terms of competencies rather than duties?

in high-performance work systems, employees serve as team members rotating among various jobs

anita, an HR manager, is in the process of conducting a job analysis. she has just finished selecting a sample of representative positions. what should anita do next?

interview employees to gather info about the job's duties and responsibilities

Maria, an HR manager at ATX Manufacturing, needs to know what sorts of people to recruit for a process engineering job at the firm. Which of the following would be most useful for Maria's task?

job analysis

Which term refers to a procedure for determining the duties and skill requirements for a specific job and the kind of person most suitable for a position?

job analysis

the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it

job analysis

The information resulting from a job analysis is primarily used for writing ________.

job descriptions

a list of job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities-- one product of job analysis

job descriptions

Which of the following involves assigning workers additional same-level activities?

job enlargement

assigning workers additional same-level activities

job enlargement

redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition

job enrichment

systematically moving workers from one job to another

job rotation

1. interview 2. questionnaires 3. observation 4. participant diary/logs 5. Quantitative job analysis techniques: PAQ 6. electronic job analysis methods

methods for collecting job analysis info

Anna, a new employee at Concord Electronics, wants to make sure she understands who to report to at the firm and the title of various positions. Which of the following would most likely help Anna?

organization chart

chart that shows the organization wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates with whom

organizational chart

Perfect Pets question: why should manager use observation to gather job analysis observations?

physical activity

Which of the following is a workflow chart that shows the flow of inputs to and outputs from a particular job?

process chart

workflow chart that shows the flow of inputs to and outputs from a particular job

process chart

What is the final step in the talent management process?

rewarding and motivating employees

Keith, an HR manager at a manufacturing facility, needs to hire 3 workers to work on the assembly line. keith will be basing job descriptions on statistical analysis. Keith has already analyzed the job and decided how to measure job performance. what is the next step that keith must take in the process?

selecting personal traits that will predict job performance. ex. finger dexterity

Oscar, an HR manager at Garvin Pharmaceuticals, needs to determine whether certain jobs at the firm should even exist. Which of the following would best help Oscar with this task?

workflow analysis

work activities human behaviors machines, tools, equipment, and work aids performance standards job context human requirements

supervisor collects one or more of the following types of info via job analysis:

Job analysis is most important because managers use it to ________.

support all HRM activities

Which of the following terms refers to the goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees throughout an organization?

talent management

the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.

talent management

written item that shows what the worker does on one particular job task; how the worker does it; the knowledge, skills, and aptitudes required to do it; and purpose of the task

task statement

T OR F: every manager should be responsible for employee engagement

true

recruitment and selection, EEO compliance, training, performance appraisal, and compensation

uses of job analysis information

which of the following questions will most-likely be addressed by a manager who is writing a job description based on competency-based job analysis?

what should employees be able to do in order to perform this job successfully?