Managing Human Capital Chapter 4

Human Resource Planning

Aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals.

________ identifies important tasks and working conditions as well as the tools and technologies used on the job. A. Job enlargement B. Job analysis C. Job enrichment D. Job rotation

B. job analysis Job analysis is a systematic process used to identify and describe the important aspects of a job and the worker characteristics needed to succeed

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 enlargement B. job enrichment C. job rotation D. cross-training

B. job enrichment Enriched jobs are usually expanded vertically and may include responsibilities previously performed by the manage

The following is an example of a ________: Employees accrue 2.15 hours of emergency personal time per pay period. On an annual basis, this equates to the equivalent of 56 hours. Employees may use emergency personal time up to 56 hours. A. protocol B. policy C. procedure D. process

B. policy A policy is a basic principle or guideline to direct and limit actions in pursuing long term goal

organizational chart

Diagram illustrating the chain of command and reporting relationships in a company.

Core Values

The enduring beliefs and principles that guide an organization's decisions and goals.

Cross-training

Training employees in more than one job or in multiple skills to enable them to do different jobs.

The following is an example of a ________: Employees who are using emergency personal time must call and talk to their supervisor as soon as possible, but no later than sixty minutes after the start of their shift. If the supervisor is unavailable, employees may leave a message for the supervisor with a phone number where they can be reached. A. process B. procedure C. protocol D. policy

B. procedure A procedure is a directive instructing employees in the specific actions and steps they should take to complete an objective

________ is a type of horizontal job expansion. A. Cross-training B. Job enrichment C. Job enlargement D. Job rotation

C. job enlargement Job enlargement includes adding more responsibilities at the same level

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. cross-training B. job enrichment C. job enlargement D. job rotation

C. job enlargement Job enlargement is a horizontal expansion, which includes adding more responsibilities at the same level

Adding more tasks at the same level of responsibility and skill related to an employee's current position is called ________. A. cross-training B. job rotation C. job enlargement D. job enrichment

C. job enlargement Job enlargement is not the same as job enrichment, but it can help to prevent employees from getting bored or burned out

The organization's basic purpose and the scope of its operations is called its ________. A. vision B. value C. mission D. strategy

C. mission The mission should clarify the what and the who of the company

Identifying, developing, and tracking employees to enable them to eventually assume a higher-level position is called ________. A. talent inventory B. trend analysis C. succession planning D. a replacement chart

C. succession planning Succession planning is a role of HRM to effectively help employees reach their highest potential within the company

A company's ________ is/are 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. mission C. vision D. values

C. vision The vision identifies the company's long-term goals

gap analysis

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

Centralization

Concentrate power and decision-making authority at higher levels of the organization.

At an Amazon warehouse, workers on the package line have the option to gain skills required to do four separate jobs, all on the line.

Cross-training

Done properly, job ________ can strategically align job requirements with the company's business strategy and competitive advantage. A. rotation B. enrichment C. enlargement D. analysis

D. analysis Job analysis is important to understanding how to financially outperform competitors

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 enlargement C. job rotation D. job analysis

D. job analysis Job analysis also identifies important tasks and working conditions

A ________ is a basic principle or guideline formulated and enforced by an organization to direct and limit its actions in pursuit of long-term goals. A. procedure B. process C. protocol D. policy

D. policy A policy should be communicated and understood by all employees

A directive instructing employees on specific actions to take in order to achieve an objective is a ________. A. policy B. protocol C. process D. procedure

D. procedure A procedure should be documented so employees can all follow it explicitly

The number of people who report directly to an individual is called ________. A. formalization B. hierarchy C. centralization D. span of control

D. span of control Narrow spans of control are more costly, but provide better supervision and coaching opportunities

The organization's formal system of task, power, and reporting relationships is called an organizational ________. A. chart B. design C. style D. structure

D. structure Organizational structure coordinates, controls, and motivates employees to cooperate in attaining the organizational goals

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. visions C. missions D. values

D. values The company's core values are the enduring beliefs and principles that guide its decisions and goals.

Horizontal job expansion

Job Enlargement

An administrative assistant gets the new responsibility of providing onboarding training to new hires in his department

Job Enrichment

Mission

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

Moving employees through a variety of jobs

Job Rotation

essential criteria

Job holder characteristics that are vital to job performance.

Policy

A guiding principle developed by the employer to set direction.

ability

A stable and enduring capability to perform a variety of tasks (e.g., verbal or mechanical ability).

Rule

A statement of what employees may or may not do.

Formalization

The degree to which organizational rules, procedures, and communications are documented.

hierarchy

The degree to which some employees have formal authority over others.

These explain "how" we do it

Procedure

Other characteristics

A miscellaneous category for worker characteristics that are not knowledges, skills, or abilities, including personality traits, values, and work styles.

Succession Planning

Identifying, developing, and tracking employees to enable them to eventually assume higher-level positions.

Workflow analysis

Investigates how work moves through an organization to identify changes to increase efficiency and better meet customers' needs.

desirable criteria

Job holder characteristics that may enhance job success but are not essential to adequate job performance.

These might be considered pre-made decisions on a variety of workplace topics

Policy

"To submit an acceptable timesheet, record the hours worked each day (starting and stopping times), sign as employee, and submit to your manager by 5pm each Friday."

Procedure

These state processes of the task and how to complete them step by step

Procedure

intrinsic rewards

Rewards that are nonmonetary and derived from the work itself.

extrinsic rewards

Rewards with monetary value.

organizational design

Selecting and managing aspects of organizational structure to facilitate organizational goal accomplishment.

Person specification

Summarizes the characteristics of someone able to perform the job.

KSAOs

knowledge, skills, abilities, and other characteristics

The degree to which power and decision-making authority are concentrated at higher levels of the organization is called ________. A. division of labor B. centralization C. formalization D. span of control

B. centralization Centralization is most effective in noncomplex, stable environments

The extent to which organizational rules, procedures, and communications are written down is called ________. A. division of labor B. formalization C. span of control D. centralization

B. formalization In highly formalized companies, little decision-making flexibility exists and procedures follow specific rules

Job ________ is the first step in designing effective staffing, training, and performance management. A. enrichment B. enlargement C. analysis D. rotation

C. analysis Job analysis is a systematic process used to identify and describe the important aspects of a job and the worker characteristics needed to succeed.

Preparing employees in more than one job or in multiple skills to enable them to do different jobs is called ________. A. job enlargement B. job enrichment C. cross-training D. job rotation

C. cross training Cross-training gives employees the training they need to do multiple jobs, helps with turnover, or helps employees support one another if one employee needs to take time off

Research has shown that organizations that effectively utilize ________ financially outperform their competitors. A. job rotation B. job enrichment C. job analysis D. job enlargement

C. job analysis Job analysis is used for determining hiring requirements and creating employee training programs

When a secretarial workgroup takes turns answering the phones, sorting mail, and typing and filing correspondence, it is an example of ________. A. cross-training B. job enrichment C. job rotation D. job enlargement

C. job rotation Job rotation involves moving employees through a variety of jobs to increase motivation and engagement

Moving workers through a variety of jobs to increase their interest and motivation is called ________. A. cross-training B. job enlargement C. job rotation D. job enrichment

C. job rotation Job rotation is another way of keeping employees from getting bored or burned out and can also increase a sense of teamwork

Allows employees to learn new skills to do multiple jobs

Cross-training

replacement charts

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

Business Strategy

How an organization will compete in a particular market.

Workflow

How work is organized to meet the organization's goals.

An assistant in a vet clinic usually has to check in patients and complete the routine vitals screening; however, as of next Monday, the assistants will also need to check out patients leaving the clinic

Job Enrichment

Vertical job expansion

Job Enrichment

A group of elementary-school cafeteria workers take turns cooking the food, preparing trays in the serving line, running the register, and washing dishes

Job Rotation

Job Characteristics Model

Objective job characteristics, including skill variety, task identity, task significance, autonomy, and task feedback, lead to job satisfaction for people with a high growth need strength.

"All overtime must be authorized and directed by a supervisor. Non-exempt employees are paid time and a half for authorized hours in excess of 12 hours in one day and 40 hours in one week."

Policy

"Payroll weeks begin on Sunday and end on Saturday. Employees are paid weekly on following Friday. If you turn time cards in late, you will be delayed in receiving your paycheck."

Policy

These state "what" we do, or "what" our response is

Policy

Procedure

The explanation of how, or the sequence of steps, to apply company guidelines to accomplish a task.

Organizational structure

The organization's formal system of task, power, and reporting relationships.

Trend analysis

Using past employment patterns to predict a firm's future labor needs.

Job rotation

Workers are moved through a variety of jobs to increase their interest and motivation.

talent inventories

Worksheets or databases summarizing each employee's competencies, qualifications, and anything else that can help the company understand how the employee can contribute.

job enlargement (horizontal loading)

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

job enrichment (vertical loading)

A job design approach that increases a job's complexity to give workers greater responsibility and opportunities to feel a sense of achievement.

action plans

A strategy for proactively addressing an expected talent shortage or surplus.

Job Analysis

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.

Which of the following purposes could a job analysis be used for? A. to create employee training plans B. to investigate how work moves through an organization C. to facilitate organizational goal accomplishment D. to develop core values

A. Develop employee training plans

A diagram illustrating the chain of command and reporting relationships within a company is called an organizational ________. A. chart B. structure C. design D. style

A. chart In the organizational chart, the higher levels supervise or are responsible for the levels below them

Whether employees specialize or generalize is called ________. A. division of labor B. span of control C. formalization D. centralization

A. division of labor Division of labor is the degree to which the employees specialize

The system of formal authority in which some employees have a greater amount of formal authority over others is referred to as ________. A. hierarchy B. formalization C. centralization D. span of control

A. hierarchy A hierarchy defines authority and supervisory relationships and establishes the flatness or tallness of a company

What process relies on action plans to address expected surpluses or shortages of talent in order to accomplish the organization's strategic goals? A. human resource planning B. business strategy development C. labor supply forecasting D. human resource management

A. human resource planning The human resource planning process aligns the organization's talent to effectively accomplish strategic goals; this process includes developing and implementing action plans to handle fluctuations in labor supply and demand

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. planning B. forecasting C. strategy D. management

A. planning The human resource planning process aligns the organization's talent to effectively accomplish the strategic goals

Knowledge

Organized factual or procedural information that can be applied to perform a task.

These state workplace conduct and general safety, including job performance standards decisions on a variety of workplace topics.Policy

Policy

Human resource planning process four main steps

Strategic planning Human resource planning Forecasting labor demand and labor supply Forecasting both expected labor demand Developing and implementing action plans as needed

skill

The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities.

total rewards

The combined intrinsic and extrinsic rewards of a job.