HR MIDTERM.2

Organization charts show the division of work throughout the organization, how a job relates to others, and where a job fits in the organization. T or F

True

Union

Employees who have joined together for the purpose of dealing with their employer.

Human Resource Classifications consist of

Executives, Gereralist, specialists

Compensation can be one or a combination of

direct financial compensation, indirect financial compensation, non-financial compensation

Human Resource Management

The utilization of individuales to achieve organizational objectives.

In an effective talent management system, an employee's performance appraisal would initiate training and development opportunities. True or False

True

Safety

involves protecting employees from injuries caused by work related accidents.

Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process? A) deciding how the gathered information will be used B) collecting data on job activities and working conditions C) selecting representative job positions to assess D) reviewing relevant background information

A) deciding how the gathered information will be used

Generalist

A person who may be an executive and performs tasks in a variety of H.R. related areas.

During the job analysis process, the primary purpose of having workers review and modify data collected about their current positions is to ________. A) confirm that the information is correct and complete B) provide a legal benchmark for employer lawsuits C) encourage employees to seek additional job training D) validate the job specification list provided by HR

A) confirm that the information is correct and complete

Connor, a manager at a boat manufacturing firm, takes a talent management approach to his duties. Which of the following would Connor most likely do? A) coordinate recruitment and compensation activities B) use different competencies for recruitment and development C) rely primarily on applicant testing results for hiring decisions D) manage employees based on their experience with the organization

A) coordinate recruitment and compensation activities

Joaquin records every activity in which he participates at work along with the time it takes him to complete each activity. Which of the following approaches to job analysis data collection is most likely being used at Joaquin's workplace? A) diaries B) interviews C) observations D) questionnaires

A) diaries

Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility? A) employee compensation B) organizational culture C) annual training requirements D) OSHA and EEO compliance

A) employee compensation

Which data collection method is most frequently used in conjunction with direct observation? A) interview B) questionnaire C) electronic log D) survey

A) interview

The information resulting from a job analysis is used for writing ________. A) job descriptions B) corporate objectives C) personnel questionnaires D) training requirements

A) job descriptions

Which of the following terms refers to systematically moving workers from one job to another? A) job rotation B) job enrichment C) job enlargement D) job adjustment

A) job rotation

Which of the following refers to the human requirements needed for a job, such as education, skills, and personality? A) job specifications B) job analysis C) job placement D) job descriptions

A) job specifications

Murray, Inc. emphasizes a desire for detail-oriented, motivated employees with strong social skills as indicated in the firm's job ________. A) specifications B) analysis C) reports D) descriptions

A) specifications

Job analysts collecting information through observations and interviews benefit from the use of a(n) ________ to guide the process and ensure consistency. A) structured list B) electronic diary C) job description D) organization chart

A) structured list

Which of the following is an example of business process reengineering? A) using computerized systems to combine separate tasks B) creating a visual chart for work flow procedures C) assigning additional activities to new employees D) developing employee skills and behaviors

A) using computerized systems to combine separate tasks

A ________ is the time it takes to complete a job. A) work cycle B) work week C) shift D) duty

A) work cycle

What is the final step in conducting a job analysis? A) writing a job description and job specifications B) validating all of the collected job data C) collecting data on specific job activities D) reviewing relevant background information

A) writing a job description and job specifications

Indirect Financial Compensation

All financial rewards that are not include in direct compensation such as as paid vacations, sick leave, holidays and medical insurance.

Specialist

An individual who may be a HR executive, HR manager, or a non manager who is typically concerned with only one of the five function areas of H.R. mangement.

Human Resource Information System

Any organized apporach for obtaining relevant and timely information on which to base H.R. Decisions.

Which of the following is the primary disadvantage of using interviews to collect job analysis data? A) Interviews are a complicated method for collecting information. B) Employees may exaggerate or minimize some information. C) Interviews provide only general information about a worker's duties. D) Interviews may require managers to reveal the job analysis function.

B) Employees may exaggerate or minimize some information.

Purrfect Pets is a local pet supply store with a following of loyal customers who appreciate the personal service the store's employees provide. After a very profitable year, Purrfect Pets is expanding by opening two more stores. Before hiring employees for the new stores, the manager is considering the idea of conducting a job analysis for each position. Which of the following, if true, would best support the argument that the manager should use a position analysis questionnaire to collect job analysis information? A) Compliance with EEO laws requires businesses to compile quantitative data. B) Management wants to develop a pay scale for all employees at Purrfect Pets. C) Purrfect Pets managers are unfamiliar with the typical routines of most employees. D) Managers believe that some Purrfect Pets employees are overlooking important daily tasks.

B) Management wants to develop a pay scale for all employees at Purrfect Pets.

A manager uses the information in a job analysis for all of the following EXCEPT ________. A) assessing training requirements B) complying with FCC regulations C) determining appropriate compensation D) providing accurate performance appraisals

B) complying with FCC regulations

Pocket dictating machines and pagers have replaced traditional diary/log methods in many firms. Which of the following problems have the modern methods most likely eliminated? A) work time required to fill out forms and surveys B) employee forgetfulness regarding daily activities C) costs associated with copying and filing paperwork D) employee frustration towards bureaucratic requirements

B) employee forgetfulness regarding daily activities

Which of the following data collection techniques would be most useful when writing a job description for a software engineer? A) distributing position analysis questionnaires B) interviewing employees C) analyzing organization charts D) developing a job process chart

B) interviewing employees

Which of the following terms refers to redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition? A) job rotation B) job enrichment C) job reengineering D) job enlargement

B) job enrichment

Jack is an employee at a Best Western Hotel. Some weeks he works with the catering group, and other weeks he assists the reservations clerk or the parking attendant. This is an example of ________. A) job enlargement B) job rotation C) job enrichment D) job specialization

B) job rotation

A(n) ________ shows the flow of inputs to and outputs from a job being analyzed. A) organization chart B) process chart C) job analysis D) job description

B) process chart

The rethinking and redesign of business processes to achieve dramatic improvements in performance is called ________. A) job redesign B) reengineering C) process engineering D) job enlargement

B) reengineering

Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment? A) Adam Smith B) Frederick Taylor C) Frederick Herzberg D) Abraham Maslow

C) Frederick Herzberg

A workflow analyst would most likely focus on which of the following? A) methods used by the firm to accomplish tasks B) behaviors needed to complete specific work C) a single, identifiable work process D) a quantifiable worker skill

C) a single, identifiable work process

The primary drawback of performing a job analysis regards the ________. A) unverifiable data a job analysis typically provides B) certification required to conduct a job analysis C) amount of time a job analysis takes to complete D) redundant information gathered during a job analysis

C) amount of time a job analysis takes to complete

For which of the following jobs is direct observation NOT a recommended method for collecting job analysis data? A) assembly-line worker B) accounting clerk C) attorney D) nurse

C) attorney

The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________. A) required employee abilities B) typical working conditions C) employee turnover rates D) specific job activities

C) employee turnover rates

Job ________ means assigning workers additional same-level activities. A) enrichment B) assignment C) enlargement D) rotation

C) enlargement

Jerome, a manager at an electronics company, needs to gather job analysis information from a large number of employees who perform similar work. Which of the following would be most appropriate for Jerome? A) observing all employees B) interviewing the HR manager C) holding a group interview with a supervisor D) conducting telephone surveys of all employees

C) holding a group interview with a supervisor

Allison, a manager at a large clothing retail store, needs to determine essential duties that have not been assigned to specific employees. Which of the following would most likely provide Allison with this information? A) work activities B) job context C) job analysis D) performance standards

C) job analysis

Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire for those positions? A) job description B) job specification C) job analysis D) job context

C) job analysis

Which of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job? A) job specification B) job analysis C) job description D) job context

C) job description

Which of the following indicates the division of work within a firm and the lines of authority and communication? A) process chart B) employee matrix C) organization chart D) corporate overview

C) organization chart

One of the problems with direct observation is ________, which is when workers alter their normal activities because they are being watched. A) flexibility B) falsification C) reactivity D) diversion

C) reactivity

During the job analysis process, it is important to ________ before collecting data about specific job duties and working conditions. A) test job questionnaires on a small group of workers B) confirm the job activity list with employees C) select a sample of similar jobs to analyze D) assemble the job specifications list

C) select a sample of similar jobs to analyze

Which of the following is the primary disadvantage of using questionnaires to gather job analysis information? A) Questionnaires are the most expensive method of collecting data. B) Supervisors are required to verify all collected questionnaire data. C) Questionnaires are too open-ended for statistical information. D) Developing and testing questionnaires is time-consuming.

D) Developing and testing questionnaires is time-consuming.

Which of the following guidelines is most likely recommended to managers conducting a job analysis? A) Use one tool for gathering information to maintain the validity of the final results. B) Rely on the human resource manager to complete questionnaires and verify data. C) Conduct group interviews without supervisors present to ensure accuracy. D) Ensure that the questions and the process are clarified to employees.

D) Ensure that the questions and the process are clarified to employees.

Purrfect Pets is a local pet supply store with a following of loyal customers who appreciate the personal service the store's employees provide. After a very profitable year, Purrfect Pets is expanding by opening two more stores. Before hiring employees for the new stores, the manager is considering the idea of conducting a job analysis for each position. Which of the following, if true, would best support the argument that the manager should conduct group interviews to gather job analysis information? A) Purrfect Pets is an excellent place to work because of the positive work environment. B) Most of the young employees of Purrfect Pets would feel awkward during a one-on-one interview. C) Employees at Purrfect Pets work well with their colleagues, and few staffing conflicts occur. D) Numerous employees at Purrfect Pets perform similar tasks during the work day.

D) Numerous employees at Purrfect Pets perform similar tasks during the work day.

All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A) work activities B) human behaviors C) performance standards D) employee benefits options

D) employee benefits options

In order for Hollis Construction to be in full compliance with the Americans with Disabilities Act, the manager needs a ________ for each position to validate all human resource activities. A) performance appraisal B) compensation schedule C) workflow system D) job analysis

D) job analysis

The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job. A) organization chart B) job analysis C) work aid D) job description

D) job description

Which of the following requires workers to make daily listings of the activities in which they engage as well as the amount of time each activity takes? A) flowchart B) agenda C) outline D) log

D) log

Interviews for the purpose of collecting job analysis data will most likely address all of the following topics EXCEPT ________. A) hazardous conditions B) primary work duties C) required education D) personal hobbies

D) personal hobbies

Which method for collecting job analysis information is considered best for quantifying the relative worth of a job for compensation purposes? A) electronic log B) worker diary C) observation D) position analysis questionnaire

D) position analysis questionnaire

Which term refers to the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees? A) job analysis B) HR alignment C) strategic planning D) talent management

D) talent management

While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________. A) EEOC representative B) HR manager C) legal department D) worker

D) worker

All of the following requirements are typically addressed in job specifications EXCEPT ________. A) desired personality traits B) required education levels C) necessary experience D) working conditions

D) working conditions

external environment

Factors outside an organizations boundaries that affect a firms human resources makeup.

A process chart provides relevant background information during the job analysis process by indicating job titles and lines of communication. True or False

False

Conducting the job analysis is the sole responsibility of the HR specialist. T or F

False

Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. T or F

False

The information gathered during a job analysis is primarily used to ensure that firms are in compliance with the EEO, OSHA, and all state governments. T or F

False

HRM tasks are performed by

HR managers, HR outsourcing, Shared service centers, professional employer organizations, line managers

Human Resource Development

Major H.R. function that consists of training and development, individual career planning, development activities, performance management and appraisals.

Compensation

Includes the total of all rewards provided employees in return for their services.

How does job analysis support human resource management activities? Briefly describe one of the methods commonly used for gathering job analysis data.

Job analysis provides information for recruitment and selection by laying out what the job entails and what human characteristics are required to perform these activities. This information helps management decide what sort of people to recruit and hire. Job analysis information is also crucial for estimating the value of each job and its appropriate compensation. A performance appraisal compares each employee's actual performance with his or her performance standards. Managers use job analysis to determine the job's specific activities and performance standards. Job analysis interviews are one of the most commonly used methods for gathering job analysis data. They range from completely unstructured interviews to highly structured ones containing hundreds of specific items to check off. Managers may conduct individual interviews with each employee, group interviews with groups of employees who have the same job, and/or supervisor interviews with one or more supervisors who know the job.

Staffing involves :

Job analysis, HR Planning, recruitment, Selection

What is the difference between job enlargement, job rotation, and job enrichment?

Job enlargement means assigning workers additional same-level activities. Thus, the worker who previously only bolted the seat to the legs might attach the back as well. Job rotation means systematically moving workers from one job to another. Psychologist Frederick Herzberg argued that the best way to motivate workers is through job enrichment. Job enrichment means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. It does this by empowering the worker— for instance, by giving the worker the skills and authority to inspect the work, instead of having supervisors do that. Herzberg said empowered employees would do their jobs well because they wanted to, and quality and productivity would rise.

Eleven external Factors that affect a firms resources

Legal considerations, labor market, society, political parties, unions, shareholders, competition, customers, technology, economy, unanticipated events

Unanticipated Events

Occurances in the external environment that cannot be forseen.

Shareholders

Owners of a corporation.

Direct Financial Compensation

Pay that a person receives in the form of wages, salary, commissions and bonus.

Human Resource Outsourcing - (HRO)

Process of hiring external H.R. professionals to do the HR work that was previously done internally.

Health

Refers to the employees freedom from physical or emotional illness.

The five functional areas associated with HRM are:

Staffing, Human Resource Development, Compensation, Safety and Health, Employee/Labor Relations

Employer Branding

The firm's corporate image or culture created to attract and retain desirable employees.

Recruitment

The process of attracting individuals on a timely basis, in sufficent numbers and with appropriate qualifications to apply for jobs.

Selection

The process of choosing from a group of applicants, the individual best suited for a particular posistion.

Human Resource Planning

The systematic process of matching the internal and external supply of people with job openings anticipated in the orgainzation over a specific period.

What are the steps involved in the job analysis process? Briefly discuss the methods available for collecting job analysis information.

There are six steps in doing a job analysis. Step 1: Decide How You Will Use the Information. Step 2: Review Relevant Background Information about the Job, Such as Organization Charts and Process Charts. Step 3: Select Representative Positions. Step 4: Actually Analyze the Job. Step 5: Verify the Job Analysis Information with the Worker Performing the Job and with His or Her Immediate Supervisor. Step 6: Develop a Job Description and Job Specification. There are various ways (interviews or questionnaires, for instance) to collect information on a job's duties, responsibilities, and activities. In practice, you could use any one of them, or combine several. The basic rule is to use those that best fit your purpose. Thus, an interview might be best for creating a list of job duties and job descriptions. The more quantitative position analysis questionnaire may be best for quantifying each job's relative worth for pay purposes. Interviews, questionnaires, observations, and diary/logs are the most popular methods for gathering job analysis data. They all provide realistic information about what job incumbents actually do.

Human Resource Development consist of

Training and Development, career planning and development activities, organization development, performance mangagment, appraisals

After identifying a business process to redesign, the next step in business process reengineering is measuring the performance of the existing process. T or F

True

If a manager wants to know "should a job even exist," a workflow analysis should be performed. True or False

True

Shared Service Center

center that takes routine, transaction-based activities dispersed throughout the organization and consolidate them into one place

Professional Employer Organization

company that leases employees to other businesses

Executive

a Top-level manager who reports directly to a CEO or head of a major division.

HR outsourcing is done in three ways

discrete services - one element of a business process or a single set of high-volume repetitive functions are outsourced. Multiprocess Services- the complete outsourcing of one or more HR process such as training. Business process outsourcing (BPO) - The transfer of the majority of HR services to a third party.

All HRM functions are

highly interrelated. Decisions made in one area will affect other areas.

Human Resource Manager

individual who normally acts in an advisory or staff capacity, working with other managers to help them deal with human resource matters.

Line Manager

individuals directly involved in accomplishing the primary purpose of the organization.

Internal factors that affect a firms resources

operations, marketing, finance, other functional areas

Labor market

potential employees located within the geographic area from which employees are recruited.

Staffing

process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time.

Non-Financial Compensation

satisfaction that a person receives from the job itself or from the psychological and.or physical environment in which the person works.

Country's culture

set of values, symbols, beliefs, language, and norms that guide human resource behavior within the country

Job Analysis

the systematic process of determining the skills, duties, and knowledge required for performing jobs.

Effective talent management focuses on developing employee competencies that align with strategic goals. True or False

true

In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks. true or false

true