Chapter 4

Question 1

Process by which top management determines overall organizational
purposes and objectives and how they are to be achieved

Answer 1

Strategic Planning

Question 2

Unit’s continuing purpose or reason for being.

Answer 2

Mission

Question 3

Systematic process of matching the internal and external
supply of people with job openings anticipated in the organization over a specified period
of time.

Answer 3

Human resource planning

Question 4

Determining the number, skill, and location of employees the
organization will need at future dates in order to meet its goals.

Answer 4

Requirements forecast

Question 5

Determination of whether the firm will be able to secure

employees with the necessary skills, and from what sources.

Answer 5

Availability forecast

Question 6

Forecasting method that uses the organization’s current level of
employment as the starting point for determining future staffing needs.

Answer 6

Zero-base forecast

Question 7

Forecasting method in which each successive level in the
organization, starting with the lowest, forecasts its requirements, ultimately providing an
aggregate forecast of employees needed.

Answer 7

Bottom-up forecast

Question 8

Process of ensuring that qualified persons are available to assume
key managerial positions once the positions are vacant.

Answer 8

Succession planning

Question 9

Systematic process of determining the skills, duties, and knowledge
required for performing specific jobs in an organization.

Answer 9

Job analysis

Question 10

Group of tasks that must be performed if an organization is to achieve its goals.

Answer 10

Job

Question 11

Collection of tasks and responsibilities performed by one person.

Answer 11

Position

Question 12

Document that provides information regarding the essential tasks,
duties, and responsibilities of a job.

Answer 12

Job description

Question 13

A document that outlines the minimum acceptable qualifications a
person should possess to perform a particular job.

Answer 13

Job specification

Question 14

An individual’s capability to orchestrate and apply combinations of
knowledge, skills, and abilities consistently over time to perform work successfully in the
required work situations.

Answer 14

Competencies

Question 15

Specifies and defines all the competencies necessary for success
in a group of jobs that are set within an industry context.

Answer 15

Competency modeling

Question 16

Process of determining the specific tasks to be performed, the methods used
in performing these tasks, and how the job relates to other work in an organization.

Answer 16

Job design

Question 17

Changes in the content and level of responsibility of a job to provide
greater challenges to the worker.

Answer 17

Job enrichment

Question 18

Increasing the number of tasks a worker performs, with all of the tasks
at the same level of responsibility.

Answer 18

Job enlargement

Question 19

Moves workers from one job to another to broaden their experience.

Answer 19

Job rotation

Question 20

Fundamental rethinking and radical redesign of business processes to
achieve dramatic improvements in critical, contemporary measures of performance such
as cost, quality, service, and speed.

Answer 20

Reengineering

Question 21

The first step in strategic planning is determining the

Answer 21

corporate mission

Question 22

Objectives should:

Answer 22

1) be expressed in writing
2) be measurable
3) be specific as to time
4) should be challenging but attainable

Question 23

Strategy implementation requires:
changes in the organization’s behavior, which can be brought about by changing
one or more organizational dimensions, including:

Answer 23

Leadership
Organizational structure
Information and control systems
Technology
Human Resources

Question 24

Employees are categorized as

exempt or nonexempt, and job analysis is basic to this determination.

Answer 24

FAIR LABOR STANDARDS ACT

Question 25

If jobs are not substantially different, similar pay
must be provided. When pay differences exist, job descriptions can be
used to show whether jobs are substantially equal in terms of skill, effort,
responsibility, or working conditions.

Answer 25

EQUAL PAY ACT

Question 26

Job descriptions may provide the basis for
adequate defenses against unfair discrimination charges in initial selection,
promotion, and all other areas of human resource administration.

Answer 26

CIVIL RIGHTS ACT

Question 27

Job descriptions
are required to specify elements of the job that endanger health or are
considered unsatisfactory or distasteful by the majority of the population.

Answer 27

OCCUPATIONAL SAFETY AND HEALTH ACT

Question 28

Employers are required to make reasonable
accommodations for workers with disabilities who are able to perform the
essential functions of a job and job analysis is needed to obtain this
information.

Answer 28

AMERICANS WITH DISABILITIES ACT (ADA)/ADA

AMENDMENTS ACT

Question 29

Job analysis methods:

Answer 29

Questionnaires
Observations
Interviews
Employee Recording

Question 30

Includes the job title, department, reporting

relationship, and a job number or code.

Answer 30

JOB IDENTIFICATION

Question 31

Provides a concise overview of the job.

Answer 31

JOB SUMMARY

Question 32

Used by federal statistical agencies to
classify workers into occupational categories for the purpose of collecting, calculating, or
disseminating data.

Answer 32

STANDARD OCCUPATIONAL CLASSIFICATION (SOC)

Question 33

A comprehensive

database of worker attributes and job characteristics.

Answer 33

THE OCCUPATIONAL INFORMATION NETWORK (O*NET)

Question 34

What are the steps involved in the strategic planning process?

Answer 34

(1) determination of the organizational mission;
(2) assessment of the organization and its
environment;
(3) setting of specific objectives or direction;
(4) determination of
strategies to accomplish those objectives.

Question 35

When is job analysis performed?

Answer 35

First, when the organization is
founded and a job analysis program is initiated for the first time.

Second, when new jobs are created.

Third, when jobs are changed significantly as a
result of new technologies, methods, procedures, or systems.