Chapter 4

Question 1

the process by which top management determines overall organizational purposes and objectives and how they are achieved.

Answer 1

Strategic Planning

Question 2

Strategic Planning Process

Answer 2

1. Determination of the organizational mission.
2. Assessment of the organization and its environment
3. Setting specific objectives or direction.
4. Determination of strategies to accomplish the objectives.
5. Strategy Implementation

Question 3

Decide what is to be accomplished (purpose). Determine principles that will guide the effort.

Answer 3

Mission Determination

Question 4

The first step in the strategic planning process is to

Answer 4

determine the corporate mission

Question 5

is a company’s continuing purpose or reason for being.

Answer 5

Mission

Question 6

is the sum total of the organization’s ongoing purpose.

Answer 6

corporate mission

Question 7

The organization should assess its strengths and weaknesses in internal environment and the threats and opportunities from external environment as referred (SWOT analysis).

Answer 7

Environmental Assessment

Question 8

SWOT

Answer 8

strengths, weaknesses, opportunities, and threats

Question 9

Specifying corporate-level objectives that are:

Answer 9

• Challenging but attainable
• Measurable
• Time-specific
• Documented (written)

Question 10

specifying and documenting corporate-level strategies and planning

Answer 10

Strategy Setting

Question 11

Two STRATEGY Options

Answer 11

1, Lowest-Cost Strategy
2. Differentiation Strategies

Question 12

focuses on gaining competitive advantage by being the lowest cost producer or service within the marketplace. It requires aggressive construction of efficient- scale facilities and vigorous pursuit of cost minimization in such areas as operations, marketing and HR.

Answer 12

Lowest-Cost Strategy

Question 13

focus on developing products or services that are unique from those of their competitors. It can take many forms, including design or brand image, technology, features, customer service and price.

Answer 13

Differentiation Strategies

Question 14

Strategy Implementation

Answer 14

• Organizational Structure
• Information and Control Systems
• Technology
• Human Resource

Question 15

Matching the internal and external supply of candidates with job openings anticipated in the organization over a specific period of time.

Answer 15

Human Resource Planning (Workplace Planning)

Question 16

TECHNIQUES FOR FORECASTING HUMAN RESOURCE REQUIREMENTS

Answer 16

1. ZERO BASE FORECAST
2. BOTTOM-UP FORECAST
3. RELATIONSHIP BETWEEN VOLUME OF SALES AND NUMBER OF WORKERS REQUIRED

Question 17

Uses current level of staffing as starting point for determining future staffing needs.

Answer 17

Zero Base Forecast

Question 18

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

Answer 18

Bottom-Up Forecast

Question 19

The most useful predictors of employment levels is sales volume. The relationship between demand and the number of employees needed is a positive one.

Answer 19

RELATIONSHIP BETWEEN VOLUME OF SALES AND NUMBER OF WORKERS REQUIRED

Question 20

➢ Whether firm will be able to secure employees with necessary skills.
➢ Sources from which to obtain employees.

Answer 20

Availability Forecast

Question 21

When a comparison of requirements and availability indicates a worker surplus will result, most companies look to alternative to layoffs, but downsizing may ultimately be required

Answer 21

Surplus of Employees

Question 22

Alternative to Layoffs

Answer 22

• Restricted Hiring Policy
• Early Retirement
• Encourage workers to use vacation time/leave
• Swapping employees
• Moving employees from full time to 30hrs without reducing health benefits

Question 23

The process of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant. The goal is to help ensure a smooth transition and operational efficiency.

Answer 23

Succession Planning

Question 24

Provides information regarding the essential tasks, duties, and responsibilities of the job.

Answer 24

Job Description

Question 25

Minimum acceptable qualifications a person needs to perform a particular job

Answer 25

Job Specificaation

Question 26

Job Analysis Methods

Answer 26

1. Questionnaire
2. Observation
3. Interviews
4. Employee Recording
5. Combination Methods

Question 27

Used primarily to gather information emphasizing manual skills

Answer 27

Observation

Question 28

Potential Problem
➢ Employees might lack verbal skills
➢ Employees might to exaggerate the significance of their task.

Answer 28

Questionnaire

Question 29

Potential Problem:
➢ Often insufficient when used alone
➢ Difficult when mental skills are dominant in a job.

Answer 29

Observation

Question 30

Potential Problem
➢Employees might exaggerate job importance

Answer 30

Employee Recording

Question 31

Questionnaire supported by interviews and limited observation

Answer 31

clerical and administrative job:

Question 32

Interviews supplemented by extensive work observation.

Answer 32

Production jobs

Question 33

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

Answer 33

Job

Question 34

Collection of tasks and responsibilities performed by one person

Answer 34

Position