Human Resource Management, 15e (Dessler) Chapter 4 Job Analysis And The Talent Management Process

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Human Resource Management, 15e (Dessler) Chapter 4 Job Analysis And The Talent Management Process - Quiz

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Questions and Answers
  • 1. 
    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

  • 2. 
    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

  • 3. 
    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

  • 4. 
    The information resulting from a job analysis is used for writing ________.
    • A. 

      Job descriptions

    • B. 

      Corporate objectives

    • C. 

      Personnel questionnaires

    • D. 

      Training requirements

  • 5. 
    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

  • 6. 
    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

  • 7. 
    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

  • 8. 
    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

  • 9. 
    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

  • 10. 
    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

  • 11. 
    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

  • 12. 
    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

  • 13. 
    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

  • 14. 
    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

  • 15. 
    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

  • 16. 
    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

  • 17. 
    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

  • 18. 
    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

  • 19. 
    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

  • 20. 
    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

  • 21. 
    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

  • 22. 
    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

  • 23. 
    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

  • 24. 
    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

  • 25. 
    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

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