Q&A Hero

Human Resource

Q: ________ is the process of deciding what positions the firm will have to fill. A) Recruitment B) Selection C) Workforce planning D) None of the above.
Q: Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on? A) recruitment B) selection C) personnel planning D) interviewing
Q: Traditional job analysis focuses on ________. A) job duties and responsibilities B) how work is accomplished C) who accomplishes the work D) where the work is accomplished
Q: Competency analysis focuses on ________. A) what is accomplished B) what competencies or skills the worker must have to do the work C) when work is accomplished D) where the work is accomplished
Q: Describing the job in terms of the observable competencies or skills necessary for good job performance is called a ________. A) competency-based job analysis B) Department of Labor Procedure C) functional job analysis D) None of the above.
Q: When a manager takes a talent management approach, he or she: A) understands the talent management tasks. B) makes sure talent management decisions are goal-directed. C) actively segments and manages employees. D) All of the above.
Q: When filling jobs with untrained people, the job specifications may include ________. A) quality of training B) length of previous service C) physical traits D) All of the above.
Q: The job specification takes the job description and answers the question: A) What human traits and experience are required to do this job well? B) When will the supervisor be completely satisfied with a worker's work? C) What are the four main activities making up this job? D) What are the performance standards for the job?
Q: What type of information is contained in the job identification section of a job description? A) job title B) job summary C) major functions or activities D) All of the above.
Q: One uses information from the ________ to write a job specification. A) job summary B) job identification C) job description D) standards for performance
Q: Most job descriptions contain sections that cover ________. A) job summary B) standards of performance C) working conditions D) All of the above.
Q: What form of data collection involves recording work activities in a log? A) interviews B) diaries C) direct observation D) None of the above.
Q: Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on ________. A) diaries B) interviews C) direct observation D) questionnaires
Q: For which of the following jobs is direct observation not recommended to collect data used in a job analysis? A) assembly-line worker B) accounting clerk C) design engineer D) receptionist
Q: Which of the following is not an advantage of using interviews to collect job analysis data? A) It is simple to use. B) Some information may be exaggerated or minimized. C) It is quick to collect information. D) It can identify uncommon, but important activities.
Q: Who is interviewed by managers collecting job analysis data? A) individual employees B) groups of employees with the same job C) supervisors who know the job D) All of the above.
Q: Which of the following methods is used to gather job analysis data? A) interviews B) questionnaires C) observation D) All of the above.
Q: Which of the following may be included in a job specification? A) traits B) skills C) required background D) All of the above.
Q: The framework for talent management includes ________. A) deciding what positions to fill B) building a pool of job candidates C) using selection tools such as tests, interviews, and the like D) All of the above.
Q: A ________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done. A) job specification B) job analysis C) job report D) job description
Q: Which term refers to a written statement that describes the activities and responsibilities of the job? A) job specification B) job report C) job description D) job context
Q: Information regarding job demands such as finger dexterity or conscientiousness is included in the information about ________ an HR specialist may collect during a job analysis. A) work activities B) human behaviors C) machines, tools, equipment, and work aids D) performance standards
Q: Which of the following types of information can be collected via a job analysis? A) work activities B) human behaviors C) performance standards D) All of the above.
Q: The information resulting from job analysis is used for writing ________. A) job descriptions B) work activities C) work aids D) performance standards
Q: ________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions. A) Job description B) Job specification C) Job analysis D) Job context
Q: What are the advantages and disadvantages of using interviews to collect job analysis data?
Q: Explain how job analysis provides information useful in recruitment and selection, compensation, and performance appraisal.
Q: What four types of information can be learned about a job candidate from the application form?
Q: What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes?
Q: Give examples of items that can be found in the working conditions and physical environment section of a job description.
Q: Why do employers turn to private employment agencies for assistance in recruiting? Provide at least four reasons for the use of such employment agencies.
Q: Why are current employees often the best source of candidates for vacant positions?
Q: Explain why generating large applicant pools is not always desirable for a firm. What implications exist for recruitment methods?
Q: The O*NET system provides valuable job specification information for untrained personnel only.
Q: The EEOC is generally opposed to the use of mandatory alternative dispute resolution agreements, which are required by many employers.
Q: A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.
Q: Employers have to formulate plans for attracting minorities and women, including reevaluating personnel policies and developing flexible work options.
Q: Contingent workers are primarily clerical positions filled with temps.
Q: Every state has a public, state-run employment service agency.
Q: Local newspapers or the Web are the best source for blue-collar help and clerical employees.
Q: Effective recruiting results in a large number of applicants.
Q: The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year.
Q: Trend analysis assumes the productivity increases over time.
Q: Interviews are not a method of collecting job analysis information,
Q: One step in gathering job analysis could be to briefly explain the job analysis process and reason, and the participants' roles in the process.
Q: Observing work is a valid means of analyzing a job that has a lot of mental activity.
Q: "What are the major duties of your position?" is not a question used in a job analysis interview.
Q: A job analysis is a result of job specifications.
Q: When it refers to filling jobs like that of a maintenance clerk, personnel planning is called succession planning.
Q: A job description shows the reporting relationship of a job.
Q: Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs.
Q: Some job descriptions have a "standards of performance" section.
Q: Recruitment efforts should be an integral part of a firm's strategic planning process.
Q: Competency-based job analysis means describing the job in terms of the observable competencies (knowledge, skills, and/or behaviors) that an employee must have to do the job.
Q: Competency-based job analysis is more job-focused than traditional job analysis.
Q: A manager uses job description information to write a job specification that lists the knowledge, abilities, and skills needed to perform the job.
Q: Employers may provide employees pocket dictating machines and iPads to record activities at random times of the workday.
Q: Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.
Q: Interviewing is simple and lets workers report activities that might not otherwise surface.
Q: Conducting the job analysis is the sole responsibility of the HR specialist.
Q: The information gathered during a job analysis is used primarily for listing what the job entails and what kind of people to hire for the job.
Q: Job analysis produces information used for writing job descriptions and job specifications.
Q: A big question in an organization is whether to fill an opening from the inside or with an outside candidate.
Q: ________ planning is the process of deciding what positions the firm will have to fill, and how to fill them.. A) Workforce B) Selection C) Recruitment D) Replacement
Q: The recruitment and selection process has ________ steps. A) 6 B) 5 C) 4 D) 7
Q: A relationships statement in a job description may contain all of the following except: A) mentors. B) reports to. C) works with. D) supervises.
Q: A job description has all of the following elements except: A) what the job holder does. B) how the job holder does it. C) under what conditions a job is done. D) All of the above are included in a job description.
Q: There are ________ steps in expediting a job analysis process. A) 4 B) 5 C) 6 D) 7
Q: Mandatory alternative dispute resolution agreements require ________. A) disgruntled employees to contact the local EEOC office prior to filing formal complaints B) applicants to agree to arbitrate certain legal disputes related to employment or dismissal C) applicants to take unpaid leaves of absence during employment disputes D) applicants agree not to dispute decisions of the company regarding their employment
Q: Which of the following could be perceived as discriminatory when asked on an employment application form? A) race B) religion C) age D) All of the above.
Q: Which of the following is not a type of information that could be illegal on application forms? A) education B) experience C) work stability D) applicant's age
Q: Once a firm has a pool of applicants, the first step in pre-screening is the ________. A) in-person interview B) on-site visit C) application form D) recommendation from recruiters
Q: One of the biggest challenges facing single parents in the job market is ________. A) getting access to the Internet to search job sites B) balancing work and family life C) getting a sufficient salary D) minimizing the commute to work
Q: When it comes to on-campus recruiting, which of the items listed below should be assessed by the campus recruiter? A) motivation B) commitment C) appearance D) All of the above.
Q: Besides determining whether a candidate is worth further consideration, college recruiters also seek to ________. A) fill the position B) develop a pool of applicants for future screening C) attract good candidates D) All of the above.
Q: College recruiters typically seek to ________. A) determine whether a candidate is worthy of further consideration B) fill the position C) cut costs for the firm by reducing the need to for on-site interviews D) develop a pool of applicants for future screening
Q: Which of the following is an advantage of college recruiting? A) access to a source of management trainees B) schedules for recruitment visits set far ahead of time C) access to candidates who are not looking for jobs D) All of the above.
Q: Pamlico River Productions is seeking a top-level executive to serve in its finance division. Qualified candidates can be difficult to find because there is more demand than supply. Pamlico River Productions should consider using a(n) ________ for recruitment. A) state-run employment agency B) executive recruiter C) temporary agency D) Any of the above.
Q: Which of the following is a disadvantage of using an executive recruiter? A) many contacts in field B) adept at contacting candidates who are not on the job market C) unfamiliar what the company truly wants in the ideal candidate D) ability to keep identity of firm confidential
Q: Executive recruiters are also called ________. A) headhunters B) staffers C) alternative staffing companies D) All of the above.
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