Chapter 4 HR
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
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
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
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
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
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
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
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
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
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
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 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.
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
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
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
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
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
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
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.
