Chapter 4 HR

Brooklyn manages a team of 40 administrative associates and needs to quickly gather information on what their job entails. Which method would be best for Brooklyn to get the information she​ needs? A. A questionnaire B. Observation C. A group interview D. Individual interviews E. A participant diary

A group interview

Managers who take a talent management approach do which of the​ following? A. Separate recruiting and training goals from corporate goals. B. Keep recruiting and training efforts separate. C. Develop separate profiles of required​ skills, knowledge, and behaviors for​ selection, training,​ appraisal, and compensation decisions. D. Actively coordinate or integrate the talent management functions. E. Recruit employees and then develop training goals.

Actively coordinate or integrate the talent management functions.

Which of the following describes a cluster of highly interrelated​ attributes? A. Job specification B. Competency C. Position analysis questionnaire D. Responsibilities and duties E. Talent management

Competency

Which is the first step in the talent management​ process? A. Train employees. B. Compensate employees. C. Build a pool of job applicants. D. Appraise employees to assess how they are doing. E. Decide what positions to fill.

Decide what positions to fill.

Which of the following is an element of a competency​ statement? A. Working conditions B. Job specifications C. Responsibilities and duties D. Standards of performance E. Description of observable behaviors

Description of observable behaviors

According to a study by Development Dimensions​ International, which of the following is a trait that seems to predict the likelihood that a candidate will become an engaged​ employee? A. Previous training B. Sensory skills C. Years of service D. Emotional maturity E. Previous job performance

Emotional maturity

Being psychologically involved​ in, connected​ to, and committed to getting​ one's jobs done is known as which of the​ following? A. Employee engagement B. Job enlargement C. Responsibilities and duties D. Job enrichment E. Working conditions

Employee engagement

Which of the following would NOT be found in the​ proficiency-level section of a competency​ statement? A. Description of implications of related internal and external business conditions B. Description of systems used to monitor risks and report changes C. Identification of project risks and dependencies D. Identification of knowledge and experience needed E. Documentation of changing conditions and impact to risks and preventative action

Identification of knowledge and experience needed

Which of the following is a disadvantage of using interviews to collect job​ information? A. An employee might vent frustration. B. It could distort information. C. It is simple. D. It can occur quickly. E. It can reveal activities that occur only occasionally.

It could distort information.

A job analysis produces the information necessary for writing which of the​ following? A. Employee appraisals B. A job requirements matrix C. Job descriptions D. Training plans E. Recruitment procedures

Job descriptions

Molly recently joined the customer service department and began by managing two small accounts. During her performance​ appraisal, Molly was told she is doing well and will now have three additional accounts to manage. Which of the following has Molly​ experienced? A. Job specification B. Job rotation C. Job enlargement D. Business process reengineering E. Job enrichment

Job enlargement

Which of the following occurs when employees are assigned additional activities at the same level of​ responsibility? A. Job enlargement B. Business process reengineering C. Job rotation D. Job elimination E. Job enrichment

Job enlargement

Brittany is working as the assistant in the human resource department while attending school. Until now her duties have been mostly clerical.​ Brittany's manager would like her to take on some of the recruiting responsibilities such as screening candidates through phone calls and resume reviews. Brittany has experienced which of the​ following? A. Business process reengineering B. Job enlargement C. Job rotation D. Job specification E. Job enrichment

Job enrichment

Where the job is located is noted in which section of the job​ description? A. Job summary B. Standards of performance C. Working conditions D. Responsibilities and duties E. Job identification

Job identification

On Mondays and Tuesdays Tyler works on production line​ A, on Tuesdays and Wednesdays he works on production line​ B, and on Fridays he works on production line C. Which of the following is Tyler​ experiencing? A. Job specification B. Business process reengineering C. Job rotation D. Job enlargement E. Job enrichment

Job rotation

Which of the following is a list of the necessary​ education, skills, and personality for a​ job? A. Job specification B. Job description C. Job analysis D. Job training E. Job selection

Job specification

Which of the following shows managers what type of person they should recruit and what qualities the candidates should be tested​ for? A. Job specification B. Process chart C. Organization chart D. Job description E. Job summary

Job specification

A brief description of the job would most likely be found in which section of the job​ description? A. Standards of performance B. Working conditions C. Job summary D. Responsibilities and duties E. Job identification

Job summary

​"The administrative assistant answers​ phones, maintains appointment​ calendars, prepares and revises​ documents, and makes travel​ arrangements" would be found in which section of the job​ description? A. Job identification B. Working conditions C. Job summary D. Responsibilities and duties E. Standards of performance

Job summary

Which of the following best describes a​ job's main​ duties, each​ duty's purpose, and the knowledge and skills someone must have to perform each​ duty? A. Job analysis B. Job description C. Task statement D. ​Job-requirements matrix E. Job specifications

Job-requirements matrix

A job specification for a trained and experienced employee is likely to include which of the​ following? A. Personality B. Interests C. Physical traits D. Length of previous service E. Sensory skills

Length of previous service

Which job analysis technique would work best when the job consists mainly of physical​ activities? A. Interviews B. Participant diaries C. Observation D. Participant logs E. Questionnaires

Observation

Reactivity is a drawback of which method of collecting job analysis​ data? A. Position analysis questionnaires B. Interviews C. Participant diaries D. Questionnaires E. Observations

Observations

Which of the following is NOT a step in creating a job specification based on statistical​ analysis? A. Determine measures of job performance. B. Analyze the relationship between traits and performance. C. Observe employees on the job. D. Test candidates. E. Select traits that predict performance

Observe employees on the job.

Which of the following shows the title of each​ supervisor's position​ and, by means of connecting​ lines, who is accountable to​ whom, who has authority for each​ area, and who is expected to communicate with​ whom? A. Job analysis B. Job specification C. Job requirements matrix D. Organization chart E. Process chart

Organization chart

When quantifying the worth of each job in a department for pay​ purposes, which is the best method of collecting​ information? A. Interviews B. Observations C. Position analysis questionnaires D. Standard Occupational Classification E. Participant diaries

Position analysis questionnaires

The expectation​ "must complete 30 cycles per​ shift" would be found in which section of the job​ description? A. Responsibilities and duties B. Job identification C. Job summary D. Working conditions E. Standards of performance

Standards of performance

Which section of the job description lists the level of achievement for each main duty of the job that the company expects of its​ employees? A. Responsibilities and duties B. Standards of performance C. Job identification D. Working conditions E. Job summary

Standards of performance

The​ holistic, integrated, and results and​ goal-oriented process of​ planning, recruiting,​ selecting, developing,​ managing, and compensating employees defines which of the​ following? A. Job enlargement B. Process chart C. Job selection D. Position analysis E. Talent management

Talent management

Amazing Industries has implemented a system that tracks​ applicants, performance, and compensation. Which of the following best describes Amazing​ Industries' system? A. Talent management software B. Business process reengineering C. Learning management system D. Performance appraisal E. Job analysis

Talent management software

Employers often use which of the following to coordinate their processes for​ planning, recruiting,​ selecting, developing,​ managing, and compensating​ employees? A. Performance appraisal B. Talent management software C. Recruiting D. Job analysis E. Staffing

Talent management software

Which of the following is the main step in creating a​ job-requirements matrix? A. Task statement B. Job identification C. Responsibilities and duties D. Job summary E. Working conditions

Task statement

Which of the following best describes the difference between the traditional approach to staffing and the talent management approach to​ staffing? A. Traditional approaches result in employees with better technical​ skills; the talent management approach results in employees with better leadership skills. B. Traditional approaches view the steps in the staffing process as discrete and​ linear; the talent management approach views the steps in the process as interrelated and integrated. C. Traditional approaches yield a larger pool of​ applicants; the talent management approach yields a higher quality pool of applicants. D. Traditional approaches result in employees with better leadership​ skills; the talent management approach results in employees with better technical skills. E. Traditional approaches view the steps in the staffing process as interrelated and​ integrated; the talent management approach views the steps as discrete and linear.

Traditional approaches view the steps in the staffing process as discrete and​ linear; the talent management approach views the steps in the process as interrelated and integrated.

The​ open-ended question​ "How would you describe your​ job?" would most likely be used in which type of job analysis​ method? A. Participant diary B. Structured interview C. Unstructured interview D. Questionnaire E. Observation

Unstructured interview

In which section of the job description would an employee find information on noise levels and hot or cold temperatures in the​ workplace? A. Job summary B. Working conditions C. Standards of performance D. Job identification E. Responsibilities and duties

Working conditions

The observable and measureable human behaviors that make performance possible are known as​ _______. A. observable behaviors B. competencies C. proficiency levels D. task statements E. skill sets

competencies

Managers use​ a(n) _______ to determine whether the way a job relates to other jobs makes​ sense, or whether the job should even exist. A. process chart B. performance appraisal C. organization chart D. process reengineering E. workflow analysis

workflow analysis