Human Resource Management, 15e (Dessler) Chapter 4 Job Analysis And The Talent Management Process
.
- 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
Related Topics
Recent Quizzes
Featured Quizzes
Popular Topics
Back to top