Ch 12. Human Resource Management & Employee Recruitment Review

Question 1

is a process used by organizations to determine its vision and goals and how it can accomplish them.

Answer 1

Strategic Planning

Question 2

is the process of forecasting, or anticipating, the human resource needs of an organization and deploying the resources in an optimal manner.

Answer 2

Human Resources Planning

Question 3

combines strategic planning with human resources planning to ensure that human resource management policies, procedures, practices and decision-making is supporting the organization’s overall strategic plan.

Answer 3

Strategic Human Resource Management

Question 4

In a business, who is is concerned with maintaining both internal and external alignment?

Answer 4

Strategic Human Resource Management

Question 5

In a business, _ is ensuring that HR policies, procedures and practices are aligned with the organization’s overall strategy.

Answer 5

External Alignment

Question 6

In a business, _ is making sure that HR policies, procedures and practices reinforce each other instead of being in conflict.

Answer 6

Internal alignment

Question 7

The acronym HRP refers to?

Answer 7

Human Resource Planning

Question 8

What is the team responsible for combining Human Resource Planning and Strategic Human Resource Planning? Why are these two areas combined?

Answer 8

Strategic Human Resource Management (SHRM)

SHRM : to ensure that human resource management policies, procedure

Question 9

Internal alignment ensures that the internal policies, procedures and practices of HR support alleviates within a company?

Answer 9

conflict

Question 10

Why is external alignment imperative in an organization?

Answer 10

to ensure the fit between organization goals and HR practices

Question 11

What is the importance of strategic planning?

Answer 11

the process determines a company’s vision and where it wants to go over the long-term

Question 12

____________ refers to the process used to determine the duties and qualification of a job position.

Answer 12

Job analysis

Question 13

The purpose of job analysis is to gather information about the job to create job descriptions and job specifications?

Answer 13

Job analysis

Question 14

Job Description

Answer 14

Job Description refers to a statement that includes the role and duties of a job position.

• It essentially provides a scope of the job by outlining the role and responsibilities which relate to the organization’s goals.

A Job Description is typically used to create job postings which are used to recruit candidates.

Job descriptions are meant to inform candidates about the job and provide information about the qualifications that are required. A

Question 15

What position is focused on the tasks of one person working in one specific position?

Answer 15

Position Description (not Job Description)

Question 16

Main difference between a Job Description and a Position Description?

Answer 16

The main difference between these two is that a Job Description includes the tasks of a job, but a Position Description summarizes the duties of one specific employe

Question 17

_________ typically includes several components, such as the duties of the position, the designation of the job, specifics on who the position reports to, and qualifications.

Answer 17

Job Description

Question 18

A ________ may make note of the *physical conditions *of the job, such as working outdoors, traveling, or sitting for long periods.

Answer 18

Job Description

Question 19

The main purpose of a _________ is to inform potential job candidates about the job position.

Answer 19

Job Description

Question 20

A ________ ________ describes the main roles and duties that are listed so that applicants can have a better understanding of what is required in the job before applying. this ______ ______ can be used for different aspects of the job, such as:

• Recruitment and onboarding tasks
• Evaluating and monitoring performance of employees in these positions
• Development and training programs
• Organizational planning

Answer 20

Job Description

Question 21

A ________ ________ is a statement that lists the qualifications and traits that are required of a position?

Answer 21

Job Specification

Question 22

_________ _________ is used to define the minimum qualifications of a position and lays out the basics that are required to perform the job?

Answer 22

Job Specification

Question 23

A _______ _______ includes several components, such as the job title, job summary, and minimum qualifications for the position.

Answer 23

Job Specification

Question 24

The _______ _______ includes details about education requirements and may include a section for preferred qualifications or special abilities, depending on the position.

Answer 24

Job Specification

Question 25

_______ _______ are typically used by hiring managers and recruiters to determine if the skills of prospective job candidates are a fit for the job.

Answer 25

Job Specification

Question 26

______ _______ are helpful when making hiring decisions as they provide criteria for choosing job candidates. They can be used for various hiring decisions and other related tasks, including:

• Pre-screening job candidates
• Making decisions to hire new candidates
• Performance evaluations and monitoring
• Creating training programs
• Internal promotions and transfers
• Matching potential job candidates to open positions

Answer 26

Job Specification

Question 27

Job descriptions and job specifications are both similar tools used in recruitment. Both provide information about a job position; however the details of each statement can differ. Some of the main differences include:

Answer 27

Focus: The job description is more focused on the potential job applicants and provides more insight about the job, whereas the job specification is focused on the specifics about the job position and its requirements rather than laying out the expectations of the job.

Purpose: While both may be geared towards use in the evaluation of candidates, the purpose of the job description is to inform candidates while the job specification’s purpose is meant to help the hiring managers make decisions.

Layout: The layout of a job description may be much longer than the layout of the job specification due to the additional amount of information regarding the job’s responsibilities.

Question 28

A job specification example for a marketing manager position would first read as ‘‘Marketing Manager’’ for the job title. It would then include several sections pertaining to the job, including:

Answer 28

Examples of the Job Description and Job Specification

Question 29

Summary for “The Importance of Job Specifications, Job Descriptions, and Position Descriptions” –

Answer 29

Lesson Summary

Job analysis refers to the process that is used in determining the duties and qualification of a job position. Job analysis is used in recruitment and helps to create job descriptions and job specifications.

A job description is a statement that includes the role and duties of a job position and essentially provides the scope of the job. It is typically used to inform candidates about the job and provide information about its qualifications.

A job description may be referred to as a** position description, *however a position description summarizes the duties of the position of one specific employee

A job specification is a statement which includes the qualifications and traits that are required of a position. A Job Specification is typically used by recruiters to lay out the basic requirements to perform the job.

Both job descriptions and job specifications provide information about a position within a company; however, they differ slightly in their focus, purpose, and typical components which create their layout.

Question 30

What do these three methods have in common: Job Evaluation: Ranking, Classification, Point & Factor Comparison?

Answer 30

Four Methods of Job Evaluation

Question 31

_____ _____ is the process of determining the value of a position in relation to other jobs within a company and is used to determine the pay rates of employees?

Answer 31

Job evaluation

Question 32

The _____ _____ method groups or divides jobs into classes based on their skills, experience, authority level, and department. This method can be used within large organizations or corporations that include many types of jobs at different levels. Using this method, jobs are classified or categorized and are listed with a number referred to as a ‘‘job code.’’

Answer 32

Job Classification Method

Question 33

Examples of* Job Classification Method*

Answer 33

For example, a business with positions in sales, marketing, human resources, accounting, and customer service would group jobs within these areas depending on their duties and the scope of the job.

A customer service representative might be classified with a technical support representative, just as a marketing associate might be classified with a social media specialist.

However, a marketing manager would be categorized in a different classification from the marketing associate and social media specialist due to the authority level and supervisory duties involved.

Question 34

Examples of Point-Factor Method

Answer 34

The point-factor method evaluates a job by assigning values to the tasks and other aspects of the job that are considered compensable factors.

Question 35

_____ _____ may include responsibilities of the job, skills required, and working conditions.

Answer 35

Compensable Factors

Question 36

Using _______ ______, the manager or human resource specialist determines the degrees for each factor, depending on the level required of the job. Each of the factors is assigned a certain number of points.

Answer 36

Compensable Factor

Question 37

Examples of Point-Factor Method

Answer 37

For example, if a job requires the worker to supervise other workers throughout their shift, this factor would hold a higher degree since it is a consistent task versus if the supervising only took place during events or projects. The value of the job is then added together when all factors are considered.

Question 38

The _____ _____ method, or paired comparison method, refers to the process of comparing a job to other jobs within the company, based on the same factors.
he business determines the factors that are used to make the comparison between the jobs, such as skills, responsibilities, knowledge, and working conditions. The job is then scored based on these factors.

Answer 38

Factor Comparison Method

Question 39

Example of how Factor Comparsion Method is used?

Answer 39

The value of the position then varies depending on the factors that are compared.

For example, a stocker position might rank higher due to the heavy lifting required, which would be determined in the working conditions factors.

Question 40

Example of how Factor Comparsion Method is used?

Answer 40

The value of the position then varies depending on the factors that are compared.

For example, a stocker position might rank higher due to the heavy lifting required, which would be determined in the working conditions factors.

Question 41

The competitive market method, or market-based method, uses data and information about the market. It is used to determine the value of a job based on other jobs within the market. This method consists of research and analysis to determine employee pay. Data may include both competitor data and industry information.

Answer 41

Competitive Market Analysis Method

Question 42

This method may make use of compensation surveys to analyze competitors’ salary data. This method may be useful for businesses that have created new positions.

Answer 42

Competitive Market Analysis Method

Question 43

Summary of Four Methods of Job Evaluation: Ranking, Classification, Point & Factor Comparison

Answer 43

Lesson Summary

Job evaluation is the process of determining the value of a position in relation to other jobs within a company and is used to determine the pay rates of employees.
The Job Evaluation depends on the scope of the work involved and the perspective of the organization. Job evaluations are conducted to determine employee pay, the fairness of the pay, or their overall value in the company.

There are various methods used to evaluate a job, including:
* job ranking method,
* job classification method,
* point-factor method,
* factor comparison method, and
* the competitive market analysis method.

The** job ranking method** ranks jobs based on their titles and importance.

The job classification method **divides jobs into classes based on things such as skills, experience, authority level, and department.

The** point-factor method **evaluates a job by assigning values based on compensable factors, which include responsibilities of the job, skills required, and working conditions.

The factor comparison method compares a job in relation to other jobs within the company based on the same factors.

The competitive market method, or market-based method, uses data about the market and determines the value and pay of a job based on competitors and market research.

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