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Human Resources > Job Analysis and Talent Management Process > Flashcards

Job Analysis and Talent Management Process Flashcards

1
Q

In an effective talent management system, an employee’s performance
appraisal would initiate training and development opportunities.
True or False?

A

True

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2
Q

Effective talent management focuses on developing employee competencies
that align with strategic goals.
True or False?

A

True

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3
Q

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

A

Job context

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4
Q

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

A

Performance standards

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5
Q

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

A

Reviewing relevant background information

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6
Q

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

A

Desired personality traits

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7
Q

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

A

Organizational chart

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8
Q

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

A

Using computerized systems to combine separate tasks

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9
Q

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

A

Worker

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10
Q

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

A

Job rotation

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11
Q

Conducting the job analysis is the sole responsibility of the HR specialist.
True or False?

A

False

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12
Q

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

A

Holding a group interview with a supervisor

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13
Q

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

A

Reactivity

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14
Q

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?

A

False

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15
Q

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

A

Diaries

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16
Q

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

A

Job analysis

17
Q

The information resulting from a job analysis is used for writing____
a. Job description
b. Corporate objectives
c. Personnel questionnaires
d. Training requirement

A

Job description

18
Q

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

A

Employee benefits options

19
Q

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

A

Complying with labor regulations

20
Q

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

A

Job specifications

21
Q

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

A

Deciding how the gathered information will be used

22
Q

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

A

Job specifications

23
Q

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

A

Working conditions

24
Q

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

A

Organizational chart

24
Q

Which one of the following is an example of business process reengineering?
a. Using computerized systems to combine separate task
b. Creating a visual chart for work flow procedures
c. Assigning additional activities to new employees
d. Developing employee skills and behaviors

A

Using computerized systems to combine separate task

25
Q

While performing the fifth step of a job analysis, it is essential to confirm the validity of collected
data with the _____
a. DOLE representative
b. HR manager
c. Legal department
d. Workers

A

Workers

26
Q

The primary drawback of performing a job analysis regards the _____
a. Unverifiable data a job analysis typically provides
b. Certification required to conduct a job analysis
c. Amount of time a job analysis takes to compete
d. Redundant information gathered during a job analysis

A

Amount of time a job analysis takes to compete

27
Q

Job ____ means assigning workers addittional same-level activities.
a. Enrichment
b. Assignment
c. Enlargement
d. Rotation

A

Enlargement

28
Q

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

A

Job rotation

29
Q

Which one of the following terms refers to redesigning jobs in a way that increases the
opportunities for the worker to experience feelings of the responsibility, achievement, growth,
and recognition?
a. Job rotation
b. Job enrichment
c. Job reengineering
d. Job enlargement

A

Job enrichment

30
Q

Who argued that the best way to motivate workers is to build opportunities for challenge and
achievement into their jobs via job enrichment?
a. Adam Smith
b. Frederick Taylor
c. Frederick Herzberg
d. Abraham Maslow

A

Frederick Herzberg

31
Q

Which method for collecting job analysis information is considered best for quantifying the
relative worth of a job for compensation purposes?
a. Electronic log
b. Worker diary
c. Observation
d. Position analysis questionnaire

A

Position analysis questionnaire

32
Q

Jerome, a manager at an electronics company, needs to gather a 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 employee

A

Holding a group interview with a supervisor

33
Q

For which of the following jobs is directing observation NOT a recommended method for
collecting job analysis data?
a. Assembly-line worker
b. Accounting clerk
c. Attorney
d. Nurse

A

Attorney

Human Resources (8 decks)

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