Question 1

What is the advantage of using job performance as a job analysis method?

Accepted Answer

A)  This method can provide information about standard as well as nonstandard and mental work. 
B)  Direct exposure to jobs can provide a richer,deeper understanding of job requirements than workers' descriptions of what they do. 
C)  With this method there is exposure to actual job tasks as well as to the physical,environmental,and social demands of the job. 
D)  This method focuses directly on what people do in their jobs,and thus it provides insight into job dynamics. 
A)  This method can provide information about standard as well as nonstandard and mental work. 
B)  Direct exposure to jobs can provide a richer,deeper understanding of job requirements than workers' descriptions of what they do. 
C)  With this method there is exposure to actual job tasks as well as to the physical,environmental,and social demands of the job. 
D)  This method focuses directly on what people do in their jobs,and thus it provides insight into job dynamics.

Question 2

All of the following are examples that the ADA defines as "reasonable" accommodation efforts EXCEPT:

Accepted Answer

A)  reassigning a worker who becomes disabled to a vacant position. 
B)  acquiring or modifying equipment or devices. 
C)  restructuring a job so that someone else does the essential tasks a person with a disability cannot do. 
D)  modifying work hours so that a person with a disability can commute during off-peak periods. 
A)  reassigning a worker who becomes disabled to a vacant position. 
B)  acquiring or modifying equipment or devices. 
C)  restructuring a job so that someone else does the essential tasks a person with a disability cannot do. 
D)  modifying work hours so that a person with a disability can commute during off-peak periods.

Question 3

Job enlargement is:

Accepted Answer

A)  the process of obtaining information about jobs. 
B)  increasing each worker's level of accountability and responsibility. 
C)  moving employees from one relatively simple job to another after short time periods ranging from an hour to a day. 
D)  increasing the number of tasks each employee performs. 
A)  the process of obtaining information about jobs. 
B)  increasing each worker's level of accountability and responsibility. 
C)  moving employees from one relatively simple job to another after short time periods ranging from an hour to a day. 
D)  increasing the number of tasks each employee performs.

Question 4

Which of the following is NOT a high performance work practice?

Accepted Answer

A)  Flat organizational structures. 
B)  Use of contingent workers. 
C)  Rigorous staffing and performance management practices. 
D)  All of the above are high performance work practices. 
A)  Flat organizational structures. 
B)  Use of contingent workers. 
C)  Rigorous staffing and performance management practices. 
D)  All of the above are high performance work practices.

Question 5

A single type of job analysis can support any HR activity.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is NOT a feature of high-performance work practices?

Accepted Answer

A)  Ensuring that managers maintain responsibility for organizational goals. 
B)  Worker empowerment,participation and autonomy. 
C)  The use of self-managed and cross-functional teams. 
D)  Commitment to superior product delivery and service quality. 
A)  Ensuring that managers maintain responsibility for organizational goals. 
B)  Worker empowerment,participation and autonomy. 
C)  The use of self-managed and cross-functional teams. 
D)  Commitment to superior product delivery and service quality.

Question 7

When referring to outcomes of job design,the near-term outcomes are referred to as distal,and the longer term outcomes are referred to as proximal.

Accepted Answer

A) True 
 B)False

Question 8

Accuracy in forecasting the demand for labor varies considerably by firm and by industry type,roughly from a _____ percent error factor.

Accepted Answer

A)  1 to 3 
B)  2 to 10 
C)  5 to 35 
D)  10 to 40 
A)  1 to 3 
B)  2 to 10 
C)  5 to 35 
D)  10 to 40

Question 9

A workforce forecast predicts future people requirements based on an analysis of the future availability of labor and future labor requirements.Each of these are tempered by an analysis of external conditions.

Accepted Answer

A) True 
 B)False

Question 10

Strategic workforce plans must flow from,and be consistent with,the overall business and management strategies.

Accepted Answer

A) True 
 B)False

Question 11

"To be the world's best quick-service restaurant" is an example of a(n):

Accepted Answer

A)  organizational charter. 
B)  mission statement. 
C)  code of ethics. 
D)  vision statement. 
A)  organizational charter. 
B)  mission statement. 
C)  code of ethics. 
D)  vision statement.

Question 12

Both internal and external _____ forecasts depend primarily on the behavior of some business factor to which human resource needs can be related.

Accepted Answer

A)  demand 
B)  supply 
C)  resource 
D)  market 
A)  demand 
B)  supply 
C)  resource 
D)  market

Question 13

Succession plans are developed only for management employees.

Accepted Answer

A) True 
 B)False

Question 14

Job enrichment is:

Accepted Answer

A)  moving employees from one relatively simple job to another after short time periods ranging from an hour to a day. 
B)  increasing the number of tasks each employee performs. 
C)  increasing each worker's level of accountability and responsibility. 
D)  the process of obtaining information about jobs. 
A)  moving employees from one relatively simple job to another after short time periods ranging from an hour to a day. 
B)  increasing the number of tasks each employee performs. 
C)  increasing each worker's level of accountability and responsibility. 
D)  the process of obtaining information about jobs.

Question 15

What are the important outcomes that organizations seek to achieve in the design of jobs and work?

Accepted Answer

The outcomes may be near-term (proximal)

Question 16

List at least five common uses of a talent inventory.

Accepted Answer

Some common uses of a talent inventory i

Question 17

______ is(are)the process and outcomes of how work is structured,organized,experienced,and enacted.

Accepted Answer

A)  Operational planning 
B)  Forecasting requirements 
C)  Job design 
D)  Action plans 
A)  Operational planning 
B)  Forecasting requirements 
C)  Job design 
D)  Action plans

Question 18

Since all employees do not experience work in the same way,achieving both proximal and distal outcomes are affected by how each individual experiences:

Accepted Answer

A)  meaningfulness and responsibility. 
B)  confidence in their ability to do the job well. 
C)  their ability to grow in their job and craft their own style. 
D)  all of the above. 
A)  meaningfulness and responsibility. 
B)  confidence in their ability to do the job well. 
C)  their ability to grow in their job and craft their own style. 
D)  all of the above.

Question 19

In this method of job analysis,an analyst actually performs the job under study to get firsthand exposure to what it demands.

Accepted Answer

A)  Job performance 
B)  Observation 
C)  Interview 
D)  Critical incidents 
A)  Job performance 
B)  Observation 
C)  Interview 
D)  Critical incidents

Question 20

What are the four interrelated activities that together comprise a workforce planning system?

Accepted Answer

A talent inventory,a

What is the advantage of using job performance as a job analysis method?

All of the following are examples that the ADA defines as "reasonable" accommodation efforts EXCEPT:

Job enlargement is:

Which of the following is NOT a high performance work practice?

A single type of job analysis can support any HR activity.

Which of the following is NOT a feature of high-performance work practices?

When referring to outcomes of job design,the near-term outcomes are referred to as distal,and the longer term outcomes are referred to as proximal.

Accuracy in forecasting the demand for labor varies considerably by firm and by industry type,roughly from a _____ percent error factor.

A workforce forecast predicts future people requirements based on an analysis of the future availability of labor and future labor requirements.Each of these are tempered by an analysis of external conditions.

Strategic workforce plans must flow from,and be consistent with,the overall business and management strategies.

"To be the world's best quick-service restaurant" is an example of a(n):

Both internal and external _____ forecasts depend primarily on the behavior of some business factor to which human resource needs can be related.

Succession plans are developed only for management employees.

Job enrichment is:

What are the important outcomes that organizations seek to achieve in the design of jobs and work?

List at least five common uses of a talent inventory.

______ is(are)the process and outcomes of how work is structured,organized,experienced,and enacted.

Since all employees do not experience work in the same way,achieving both proximal and distal outcomes are affected by how each individual experiences:

In this method of job analysis,an analyst actually performs the job under study to get firsthand exposure to what it demands.

What are the four interrelated activities that together comprise a workforce planning system?

Human Resources in a Globally Competitive Business Environment

Workforce Analytics: The Financial Impact of HRM Activities

The Legal Context of Employment Decisions

Diversity at Work

Recruiting

Staffing

Training and On-Boarding

Performance Management

Managing Careers

Pay and Incentive Systems

Indirect Compensation: Employee Benefit Plans

Union Representation and Collective Bargaining

Procedural Justice and Ethics in Employee Relations

Safety, Health, and Employee Assistance Programs

International Dimensions of Human Resource Management

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Exam 5: Planning for People

What is the advantage of using job performance as a job analysis method?

All of the following are examples that the ADA defines as "reasonable" accommodation efforts EXCEPT:

Job enlargement is:

Which of the following is NOT a high performance work practice?

A single type of job analysis can support any HR activity.

Which of the following is NOT a feature of high-performance work practices?

When referring to outcomes of job design,the near-term outcomes are referred to as distal,and the longer term outcomes are referred to as proximal.

Accuracy in forecasting the demand for labor varies considerably by firm and by industry type,roughly from a _____ percent error factor.

A workforce forecast predicts future people requirements based on an analysis of the future availability of labor and future labor requirements.Each of these are tempered by an analysis of external conditions.

Strategic workforce plans must flow from,and be consistent with,the overall business and management strategies.

"To be the world's best quick-service restaurant" is an example of a(n):

Both internal and external _____ forecasts depend primarily on the behavior of some business factor to which human resource needs can be related.

Succession plans are developed only for management employees.

Job enrichment is:

What are the important outcomes that organizations seek to achieve in the design of jobs and work?

List at least five common uses of a talent inventory.

______ is(are)the process and outcomes of how work is structured,organized,experienced,and enacted.

Since all employees do not experience work in the same way,achieving both proximal and distal outcomes are affected by how each individual experiences:

In this method of job analysis,an analyst actually performs the job under study to get firsthand exposure to what it demands.

What are the four interrelated activities that together comprise a workforce planning system?

Human Resources in a Globally Competitive Business Environment

Workforce Analytics: The Financial Impact of HRM Activities

The Legal Context of Employment Decisions

Diversity at Work

Recruiting

Staffing

Training and On-Boarding

Performance Management

Managing Careers

Pay and Incentive Systems

Indirect Compensation: Employee Benefit Plans

Union Representation and Collective Bargaining

Procedural Justice and Ethics in Employee Relations

Safety, Health, and Employee Assistance Programs

International Dimensions of Human Resource Management

Filters