Job Analysis and Talent Management Process Flashcards
In an effective talent management system, an employee’s performance
appraisal would initiate training and development opportunities.
True or False?
True
Effective talent management focuses on developing employee competencies
that align with strategic goals.
True or False?
True
All of the following types of information will most likely be collected by a human
resources specialist through a job analysis EXCEPT ________.
A. Job description
B. Job specification
C. Job analysis
D. Job context
Job context
All of the following types of information will most likely be collected by a
human resources specialist through a job analysis EXCEPT ________.
A. Work activities
B. Human behaviors
C. Performance standards
D. Employee benefits options
Performance standards
Jennifer, a manager at an engineering firm, has been assigned the task of
conducting a job analysis. What should be Jennifer’s first step in the process?
A. Deciding how the gathered information will be used
B. Collecting data on job activities and working conditions
C. Selecting representative job positions to assess
D. Reviewing relevant background information
Reviewing relevant background information
All of the following requirements are typically addressed in job specifications
EXCEPT ________.
A. Desired personality traits
B. Required education levels
C. Necessary experience
D. Working conditions
Desired personality traits
Which one of the following indicates the division of work within a firm and the
lines of authority and communication?
A. Process chart
B. Employee matrix
C. Organizational chart
D. Corporate overview
Organizational chart
Which one of the following is an example of business process reengineering?
A. Using computerized systems to combine separate tasks
B. Creating a visual chart for workflow procedures
C. Assigning additional activities to new employees
D. Developing employ
Using computerized systems to combine separate tasks
While performing the fifth step of a job analysis, it is essential to confirm the
validity of collected data with the ________.
A. EEOC representative
B. HR manager
C. Legal department
D. Worker
Worker
Which one of the following terms refers to systematically moving workers
from one job to another?
A. Job rotation
B. Job enrichment
C. Job enlargement
D. Job adjustment
Job rotation
Conducting the job analysis is the sole responsibility of the HR specialist.
True or False?
False
Jerome, a manager at an electronics company, needs to gather job analysis
information from a large number of employees who perform similar work. Which
one of the following would be most appropriate for Jerome?
A. Observing all employees
B. Interviewing the HR manager
C. Holding a group interview with a supervisor
D. Conducting telephone surveys of all employees
Holding a group interview with a supervisor
One of the problems with direct observation is ________, which is when workers
alter their normal activities because they are being watched.
A. Flexibility
B. Falsification
C. Reactivity
D. Diversion
Reactivity
Informal interviews provide quantitative job analysis information, which is why
they are frequently used by managers who need to determine the relative worth
of a job for pay purposes.
True or False?
False
Joaquin records every activity in which he participates at work along with the
time it takes him to complete each activity. Which of the following approaches to
job analysis data collection is most likely being used at Joaquin’s workplace?
A. Diaries
B. Interviews
C. Observations
D. Questionnaires
Diaries
Which of the following terms refers to the procedure used to determine the duties associated
with job position and the characteristics of the people to hire for those position?
a. Job description
b. Job specification
c. Job analysis
d. Job context
Job analysis
The information resulting from a job analysis is used for writing____
a. Job description
b. Corporate objectives
c. Personnel questionnaires
d. Training requirement
Job description
All of the following types of information will most likely be collected by a human resources
specialist through a job analysis EXCEPT_____
a. Work activities
b. Human behaviors
c. Performance standards
d. Employee benefits options
Employee benefits options
A manager users the information in a job analysis for all of the following EXCEPT_____
a. Assessing training requirements
b. Complying with labor regulations
c. Determining appropriate compensation
d. Providing accurate performance appraisals
Complying with labor regulations
Which one of the following most likely to depends on a job’s required skills, education level,
safety hazards, and degree of responsibility?
a. Employee compensation
b. Organizational
c. Annual training requirements
d. Job specifications
Job specifications
Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job
analysis. What should be Jennifer’s first step in the process?
a. Deciding how the gathered information will be used
b. Collecting data on job activities and working conditions
c. Selecting representative job positions to assess
d. Reviewing relevant background information
Deciding how the gathered information will be used
Which of the following refers to the human requirements needed for a job, such as education,
skills, and personality?
a. Job specifications
b. Job analysis
c. Job placements
d. Job descriptions
Job specifications
All of the following requirements are typically addressed in job specifications EXCEPT____
a. Desired personality traits
b. Required education levels
c. Necessary experience
d. Working conditions
Working conditions
Which one of the following indicates the division of work within a firm and the lines of authority
and communication?
a. Process chart
b. Employee matrix
c. Organizational chart
d. Corporate overview
Organizational chart
