Human Resource Management, 15e (Dessler) Chapter 4 Job .
Human Resource Management, 15e (Dessler)Chapter 4 Job Analysis and the Talent Management Process1) Which term refers to the holistic, integrated and results and goal-oriented process of planning,recruiting, selecting, developing, managing, and compensating employees?A) job analysisB) HR alignmentC) strategic planningD) talent managementAnswer: DExplanation: D) Talent management is the holistic, integrated and results and goal-orientedprocess of planning, recruiting, selecting, developing, managing, and compensating employeesTalent management means getting the right people (in terms of competencies) in the right jobs, atthe right time, doing their jobs correctly.Difficulty: EasyChapter: 4Objective: 1AACSB: Analytical ThinkingLearning Outcome: 4.1 Define talent management and explain why it is important.2) Connor, a manager at a boat manufacturing firm, takes a talent management approach to hisduties. Which of the following would Connor most likely do?A) coordinate recruitment and compensation activitiesB) use different competencies for recruitment and developmentC) rely primarily on applicant testing results for hiring decisionsD) manage employees based on their experience with the organizationAnswer: AExplanation: A) An effective talent management process should integrate the underlying talentmanagement activities such as recruiting, developing, and compensating employees. The samecompetencies should be used for recruiting, training, and appraising. Firms should balance talentmanagement tasks with testing and proactively manage workers by segmenting them into groups.Difficulty: ModerateChapter: 4Objective: 1AACSB: Application of KnowledgeLearning Outcome: 4.1 Define talent management and explain why it is important.1Copyright 2017 Pearson Education, Inc.
3) In an effective talent management system, an employee's performance appraisal would initiatetraining and development opportunities.Answer: TRUEExplanation: An effective talent management process should integrate the underlying talentmanagement activities such as recruiting, developing, and compensating employees. Forexample, performance appraisals should trigger the required employee training.Difficulty: ModerateChapter: 4Objective: 1AACSB: Analytical ThinkingLearning Outcome: 4.1 Define talent management and explain why it is important.4) Effective talent management focuses on developing employee competencies that align withstrategic goals.Answer: TRUEExplanation: Make sure talent management decisions such as staffing, training, and pay aregoal-directed. Managers should always be asking, "What recruiting, testing, or other actionsshould I take to produce the employee competencies we need to achieve our strategic goals?"Difficulty: ModerateChapter: 4Objective: 1AACSB: Analytical ThinkingLearning Outcome: 4.1 Define talent management and explain why it is important.5) Which of the following terms refers to the procedure used to determine the duties associatedwith job positions and the characteristics of the people to hire for those positions?A) job descriptionB) job specificationC) job analysisD) job contextAnswer: CExplanation: C) Job analysis is the process of determining the duties of a specific job and thecharacteristics of the people who would be most appropriate for the job. A job analysis producesthe necessary information to develop job descriptions and job specifications.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.2Copyright 2017 Pearson Education, Inc.
6) The information resulting from a job analysis is used for writing .A) job descriptionsB) corporate objectivesC) personnel questionnairesD) training requirementsAnswer: AExplanation: A) A job description is a list of what a job entails, and it is derived from a jobanalysis. Job analysis is the procedure through which you determine the duties of job positionsand the characteristics of the people that should be hired for the positions.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.7) All of the following types of information will most likely be collected by a human resourcesspecialist through a job analysis EXCEPT .A) work activitiesB) human behaviorsC) performance standardsD) employee benefits optionsAnswer: DExplanation: D) Work activities, human behaviors, performance standards, job context, andhuman requirements are the types of information typically collected through a job analysis.Information gathered through a job analysis is used to develop job descriptions and jobspecifications. Managers use job analysis for the purpose of recruitment, compensation, training,and performance appraisal but not for assessing employee benefits options.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.3Copyright 2017 Pearson Education, Inc.
8) A manager uses the information in a job analysis for all of the following EXCEPT .A) assessing training requirementsB) complying with FCC regulationsC) determining appropriate compensationD) providing accurate performance appraisalsAnswer: BExplanation: B) Managers use information gathered from a job analysis for many activitiesincluding providing performance appraisals, recruiting, determining compensation, and assessingtraining requirements. Job analysis plays a major role in EEO (Equal Employment OpportunityCommission) compliance but not with FCC (Federal Communications Commission) regulations.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.9) Which of the following most likely depends on a job's required skills, education level, safetyhazards, and degree of responsibility?A) employee compensationB) organizational cultureC) annual training requirementsD) OSHA and EEO complianceAnswer: AExplanation: A) Compensation in the form of salaries and bonuses greatly depends upon a job'srequired skills, education level, safety hazards, and level of responsibility. Managers use the jobanalysis to determine the relative worth of a specific job and the most appropriate compensationfor an employee.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.4Copyright 2017 Pearson Education, Inc.
10) In order for Hollis Construction to be in full compliance with the Americans with DisabilitiesAct, the manager needs a for each position to validate all human resource activities.A) performance appraisalB) compensation scheduleC) workflow systemD) job analysisAnswer: DExplanation: D) A job analysis is needed for each job at a firm to ensure compliance with theEEOC. According to the U.S. Federal Agencies' Uniform Guidelines on Employee Selection, ajob analysis is needed to validate all major human resource activities. A firm that is incompliance with the Americans with Disabilities Act, for example, should know the essential jobfunctions of each job which requires a job analysis.Difficulty: ModerateChapter: 4Objective: 2AACSB: Application of KnowledgeLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.11) Allison, a manager at a large clothing retail store, needs to determine essential duties thathave not been assigned to specific employees. Which of the following would most likely provideAllison with this information?A) work activitiesB) job contextC) job analysisD) performance standardsAnswer: CExplanation: C) Job analysis can help reveal duties that need to be assigned to a specificemployee. Work activities, performance standards, and job context are the types of informationthat are provided through a job analysis.Difficulty: ModerateChapter: 4Objective: 2AACSB: Application of KnowledgeLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.5Copyright 2017 Pearson Education, Inc.
12) The lists a job's specific duties as well as the skills and training needed to performa particular job.A) organization chartB) job analysisC) work aidD) job descriptionAnswer: DExplanation: D) Job descriptions list the specific duties, skills, and training related to aparticular job. Organization charts show the distribution of work within a company but notspecific duties. A job description is created after a job analysis has been performed.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.13) Jennifer, a manager at an engineering firm, has been assigned the task of conducting a jobanalysis. What should be Jennifer's first step in the process?A) deciding how the gathered information will be usedB) collecting data on job activities and working conditionsC) selecting representative job positions to assessD) reviewing relevant background informationAnswer: AExplanation: A) The first step in performing a job analysis is deciding how the job analysis willbe used because this determines the data that will be collected and how it will be collected.Collecting data, selecting which job positions to analyze, reviewing background information likeorganization charts and process charts, and writing job descriptions are additional steps in the jobanalysis process.Difficulty: ModerateChapter: 4Objective: 2AACSB: Application of KnowledgeLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.6Copyright 2017 Pearson Education, Inc.
14) Which of the following data collection techniques would be most useful when writing a jobdescription for a software engineer?A) distributing position analysis questionnairesB) interviewing employeesC) analyzing organization chartsD) developing a job process chartAnswer: BExplanation: B) Interviewing employees to determine what the job entails is an effective methodof collecting data for writing a job description. Position analysis questionnaires are useful forcompensation purposes rather than for writing job descriptions.Difficulty: ModerateChapter: 4Objective: 2AACSB: Application of KnowledgeLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.15) Which of the following is a written statement that describes the activities, responsibilities,working conditions, and supervisory responsibilities of a job?A) job specificationB) job analysisC) job descriptionD) job contextAnswer: CExplanation: C) A job description is a written list of a job's duties, responsibilities, reportingrelationships, working conditions, and supervisory responsibilities, and it is the result of a jobanalysis.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.16) Which of the following refers to the human requirements needed for a job, such as education,skills, and personality?A) job specificationsB) job analysisC) job placementD) job descriptionsAnswer: AExplanation: A) Job specifications are the human requirements needed for a particular job likeeducation, skills, and personality.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.7Copyright 2017 Pearson Education, Inc.
17) All of the following requirements are typically addressed in job specifications EXCEPT.A) desired personality traitsB) required education levelsC) necessary experienceD) working conditionsAnswer: DExplanation: D) Working conditions, responsibilities, and job duties are addressed in a jobdescription rather than the job specifications. Job specifications focus on the human requirementsfor a job, such as personality, education, skills, and experience.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.18) Which of the following indicates the division of work within a firm and the lines of authorityand communication?A) process chartB) employee matrixC) organization chartD) corporate overviewAnswer: CExplanation: C) Organization charts show the organization-wide division of work with titles ofeach position and interconnecting lines that show who reports to and communicates with whom.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.19) A(n) shows the flow of inputs to and outputs from a job being analyzed.A) organization chartB) process chartC) job analysisD) job descriptionAnswer: BExplanation: B) A process chart is a work-flow chart that shows the flow of inputs to andoutputs from a particular job. In the second step of performing a job analysis, backgroundinformation such as process charts, organization charts, and job descriptions are reviewed.Difficulty: EasyChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.8Copyright 2017 Pearson Education, Inc.
20) A workflow analyst would most likely focus on which of the following?A) methods used by the firm to accomplish tasksB) behaviors needed to complete specific workC) a single, identifiable work processD) a quantifiable worker skillAnswer: CExplanation: C) Workflow analysis is a detailed study of the flow of work from job to job in awork process. Usually, the analyst focuses on one identifiable work process, rather than on howthe company gets all its work done.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.21) Which of the following is an example of business process reengineering?A) using computerized systems to combine separate tasksB) creating a visual chart for work flow proceduresC) assigning additional activities to new employeesD) developing employee skills and behaviorsAnswer: AExplanation: A) Business process reengineering means redesigning business processes, usuallyby combining steps so that small multi-function process teams using information technology todo the jobs formerly done by a sequence of departments.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.22) During the job analysis process, it is important to before collecting data aboutspecific job duties and working conditions.A) test job questionnaires on a small group of workersB) confirm the job activity list with employeesC) select a sample of similar jobs to analyzeD) assemble the job specifications listAnswer: CExplanation: C) The third step of the job analysis process involves selecting representativepositions to analyze. If there are too many similar jobs in a firm, it is best to select arepresentative sample. After representative positions have been chosen, analysis of the job canoccur, which may include interviewing employees or using questionnaires. Job specifications arenot developed until the final step of the job analysis process.Difficulty: HardChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.9Copyright 2017 Pearson Education, Inc.
23) The fourth step in conducting a job analysis most likely involves collecting data about all ofthe following EXCEPT .A) required employee abilitiesB) typical working conditionsC) employee turnover ratesD) specific job activitiesAnswer: CExplanation: C) The fourth step in analyzing a job requires collecting data about job activities,required employee behaviors, working conditions, and human traits and abilities needed toperform the job. Interviews, questionnaires, and observations are the most popular methods forgathering data. It is unlikely that data regarding employee turnover rates would be gatheredduring a job analysis.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.24) While performing the fifth step of a job analysis, it is essential to confirm the validity ofcollected data with the .A) EEOC representativeB) HR managerC) legal departmentD) workerAnswer: DExplanation: D) According to the fifth step of a job analysis, collected data should be confirmedwith the worker performing the job and his/her immediate supervisor. Although HR managersplay a role in the job analysis process by observing workers, it is the worker and his/herimmediate supervisor that provide direct knowledge of the duties involved in a specific job.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.10Copyright 2017 Pearson Education, Inc.
25) During the job analysis process, the primary purpose of having workers review and modifydata collected about their current positions is to .A) confirm that the information is correct and completeB) provide a legal benchmark for employer lawsuitsC) encourage employees to seek additional job trainingD) validate the job specification list provided by HRAnswer: AExplanation: A) Allowing employees to review and modify the information collected about theircurrent positions provides the opportunity to confirm that the data is correct and complete, whichmay help gain employee acceptance of the job analysis data and conclusions. Job specificationsand job descriptions are created after employees review the collected data.Difficulty: HardChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.26) What is the final step in conducting a job analysis?A) writing a job description and job specificationsB) validating all of the collected job dataC) collecting data on specific job activitiesD) reviewing relevant background informationAnswer: AExplanation: A) The final step in the job analysis process involves developing a job descriptionand job specifications, which are the two tangible products of a job analysis. This step occursafter job data has been collected and validated, and background information has been reviewed.Difficulty: ModerateChapter: 4Objective: 2AACSB: Analytical ThinkingLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.11Copyright 2017 Pearson Education, Inc.
27) Murray, Inc. emphasizes a desire for detail-oriented, motivated employees with strong socialskills as indicated in the firm's job .A) specificationsB) analysisC) reportsD) descriptionsAnswer: AExplanation: A) Job specifications summarize the personal qualities, traits, skills, andbackground required for getting a job done. Murray, Inc. wants detail-oriented, motivatedemployees, which would be described in the firm's job specifications. Job descriptions addressthe activities and responsibilities of a job. Both job descriptions and job specifications areproducts of a job analysis.Difficulty: ModerateChapter: 4Objective: 2AACSB: Application of KnowledgeLearning Outcome: 4.2 Discuss the process of job analysis, including why it is important.28) The primary drawback of performing a job analysis regards the .A) unverifiable data a job analysis typically providesB) certification required to conduct a job analysisC) amount of time a job analysis takes to completeD) redundant information gathered during a job analysisAnswer: CExplanation: C) Conducting a job analysis can be time-consuming because
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
Human Resource Management, 15e (Dessler) Chapter 16 Safety, Health, and Risk Management 1) While accident rates are falling, in one recent year _ U.S. workers died in workplace incidents. A) 2369 B) 4405 C) 6278 D) 8100 Answer: B Explanation: B) In one recent year, 4,405 U.S. workers died in workplace events, and workplace
Human Resource Management, 15e (Dessler) Chapter 6 Employee Testing and Selection . techniques, not the results of the new tests. After they have been on the job for some time, measure their performance and compar
Human Resource Management, 15e (Dessler) Chapter 10 Employee Retention, Engagement, and Careers . Explanation: A) Career planning is the deliberate process through which someone becomes aware of his or her personal skills, interests, knowledge, motivations, and other characteristics.
Human Resource Management, 15e (Dessler) Chapter 7 Interviewing Candidates 1) Which of the following is the most commonly used selection tool? A) telephone reference B) reference letter C) interview D) personality test Answer: C Explanation: C) Interviews are the most widely used selection procedure. Not all managers useFile Size: 261KBPage Count: 45
Gary Dessler Chapter 7 Part 2 Recruitment and Placement Interviewing Candidates. After studying this chapter, you should be able to: 1. List the main types of selection interviews. 2. . Human Resource Management 10e.- Gary Dessler Author: Charlie Cook, The University of West Alabama
B) international human resource management C) power distance D) codetermination Answer: B Explanation: B) International human resource management is the human resource management concepts and techniques employers use to manage the human resource challenges of their international
Gary Dessler Chapter 5 Part 2 Recruitment and Placement . Human Resource Information System (HRIS) -Computerized inventory of information that can be accessed to determine employees' background, . -Applying best-practices management techniques to recruiting.
Asset management in Europe is mainly concentrated in six countries where almost 85% of the asset management activity takes place. The United Kingdom is the largest European asset management market, followed by France, Germany, Switzerland and Italy. Thepresence of large financial centres can explain the market concentration in these countries. The
