Job Design and Staffing

Question 1

Exit Interview

Answer 1

A meeting with the employee being terminated to discuss the cause for the employee’s termination. A couple of benefits are: reduction in negative emotions; and identification of training needs.

Question 2

Quality Work Circles

Answer 2

The purpose of these teams are to brainstorm, communicate and try to solve corporate problems, as well as to create empowerment with job design.

Question 3

Choosing a candidate

Answer 3

In this process, qualifications are compared to a pre-determined list or criteria necessary to perform the job. This can be done by one person or a committee.

Question 4

Job Characteristics Model

Answer 4

In this theory, jobs are examined for employee-fit through a worker’s personality, behaviors and skills.

Question 5

Direct communication when terminating

Answer 5

The practice of managers explaining the specific reason for the termination for clarity and lack of confusion.

Question 6

Point-Factor Rating

Answer 6

This job evaluation method uses specific factors to determine the relative value of a job compared to the others in the organization.

Question 7

One on One Interview

Answer 7

Interview conducted by one interviewer.

Question 8

Employee Termination

Answer 8

An employee’s employment is involuntarily separated.

Question 9

Structured Interview

Answer 9

A type of interview that involves asking all applicants the same series of questions in the same order.

Question 10

Benefit of Job Rotation

Answer 10

One of the benefits of job rotation is that it eliminates job boredom.

Question 11

Scientific Management - job design

Answer 11

An approach to job design emphasizing specific job tasks. It allows workers to create efficient production due to repetitive, precise work, but doesn’t allow for creative thought.

Question 12

Interview

Answer 12

This is a meeting between the job seeker and the employer to evaluate whether the candidate has the right qualifications for the job.

Question 13

Terminating am employee

Answer 13

The steps necessary in this action are: documentation of performance; a reason for the action; alternatives to the action; an exit interview; and a written terms of the separation.

Question 14

Job Posting

Answer 14

This is the formal procedure a company uses to notify employees inside the company of a vacant position.

Question 15

Panel Interview

Answer 15

This is an interview where more than one interviewer interviews an applicant at the same time.

Question 16

Involuntary separation from a company

Answer 16

This is when the employee is terminated on an involuntary basis.

Question 17

The Hiring Process

Answer 17

The steps in this HRM process include reviewing applications, interviewing and choosing candidates, and performing reference and health checks.

Question 18

Job Evaluation

Answer 18

The value of a position within a company is evaluated, not the employees performing these positions.

Question 19

Promotion

Answer 19

Moving an existing employee to a new position, generally with more responsibility and higher pay.

Question 20

Written Statement of Termination

Answer 20

This document may include: reason for termination; date of termination; benefits available after termination; and severance pay schedule, if offered.

Question 21

Reference check

Answer 21

This involves contacting professional acquaintances that the candidate has worked for in the past.

Question 22

Job Specification

Answer 22

This is a written statement of the minimum qualifications and traits that a person needs in order to perform the duties and undertake the responsibilities of a particular position.

Question 23

Job Ranking Method

Answer 23

Jobs are ranked in the order of importance based upon their contributions towards the achievement of an organization’s goals.

Question 24

Set of Alternatives

Answer 24

A set of measures which maybe taken prior to terminating an employee. These measures could be: additional training, offering a different position, counseling, or suspension.

Question 25

Job Analysis

Answer 25

This is a process used to determine knowledge, skills and abilities necessary to a job. The duties necessary to successfully perform a job are also mentioned.

Question 26

Reengineering

Answer 26

A radical redesign of work processes to ensure dramatic improvements. The results are streamlined processes and create enormous cost savings.

Question 27

Compensable factors

Answer 27

Factors that have value to the company and are taken into consideration when evaluating the job.

Question 28

Performance standardization

Answer 28

This allows the company to appraise individual employee performance not only against the position’s standards but also against other employees in similar positions.

Question 29

Job Description

Answer 29

A written statement that describes such things as purpose, duties, responsibilities, scope of work and working conditions for a particular job.

Question 30

Recruitment

Answer 30

The process of attracting the right people to apply for jobs in an organization.

Question 31

Background check

Answer 31

A candidate’s credit score, criminal record, education record and military record are examined.

Question 32

Teams

Answer 32

A group of workers that handle tasks together and help empower employees on their jobs.

Question 33

Turnover

Answer 33

The number or percentage of an employer’s workforce that must be replaced due to the voluntary and involuntary separation of employees from their organization.

Question 34

Job Bidding

Answer 34

An internal recruitment method that allows people already employed by the company to apply for a vacant position so long as they are qualified.

Question 35

Downsizing

Answer 35

This is the planned elimination of jobs in an organization.

Question 36

Job Design

Answer 36

A written document outlining the job responsibilities, qualifications, and required duties of a job.

Question 37

Job Enrichment

Answer 37

This approach is when an employee is given more vertical responsibility and recognition.

Question 38

Absenteeism

Answer 38

An employee’s pattern or habit of missing work for no good reason.

Question 39

Factor comparison

Answer 39

This job evaluation method assumes that all jobs have the following factors: mental and physical requirements, skills and training, responsibilities, and particular working conditions.

Question 40

Group Interview

Answer 40

This is an interview conducted by one or more interviewers with more than one applicant being interviewed at the same time.

Question 41

Job

Answer 41

This is a group of activities and tasks that an organization must perform in order for it to accomplish its goals.

Question 42

Behavioral Interview

Answer 42

This is a special type of structured interview where the focus is on asking job applicants to relate their past experience to the job being sought.

Question 43

Classification

Answer 43

A job evaluation method where a series of classes and grades are defined.

Question 44

Position Description

Answer 44

This is a summary of what a particular employee does in the organization.