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Human Capital Management > Week 4 > Flashcards

Week 4 Flashcards

1
Q

The key elements of a work flow analysis are

Question options:

a) customers, raw inputs, equipment, human resources and activity
b) raw inputs, equipment, human resources, activity and suppliers
c) raw inputs, equipment, human resources, activity and revenue
d) raw inputs, equipment, human resources, activity and outputs

A

D

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2
Q

The process of getting detailed information about jobs is

Question options:

a) job design
b) work flow analysis
c) job analysis
d) job specification

A

C

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3
Q

The purpose of collecting background information in a job analysis exercise is

Question options:

a) to give you a strong market knowledge of the abilities of different people holing the same job
b) to give you an idea of who the poor performers are so that you can more accurately assess the actual competency
c) to give you the background and help you gain an initial understanding of the job
d) to give you an overview of the internal equity issues within the same job group

A

C

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4
Q

The observation method in job analysis refers to

Question options:

a) getting employees, their superiors and managers to fill questionnaires
b) data is collected through observing an employee while at work
c) interviews the job holder through a structured interview form to elicit information about the job
d) maintaining a diary recording in detail the job-related activities each day

A

B

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5
Q

The use of a structured job analysis questionnaire that contains 194 items that represents work behaviours, work conditions and job characteristics that can be generalized across a wide variety of jobs is the

Question options:

a) Competency models
b) Checklist method
c) Position Analysis Questionnaire
d) Competency models

A

C

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6
Q

Explain the Position Analysis Questionnaire Method.

A

A structured job analysis questionnaire that measures job characteristics and relates them to human characteristics.
Contains 194 items that represent work behaviours, work conditions, and job characteristics that can be generalized across a wide variety of jobs.

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7
Q

Explain the Fleishman Job Analysis.

A
  • A long established job analysis instrument for the description of jobs and tasks in respect to required abilities and skills.
  • Provides a common taxonomy of definitions of those abilities and skills which can be used by experts to assess tasks in regard to the requirements on those skills and abilities using Behaviour Anchored Rating Scales (BARS).
  • Consists of 52 categories of abilities.
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8
Q

Explain the Competency Models

A
  • Talks about the competencies of employees in terms of knowledge, skills, abilities, behaviours, expertise and performance.
  • Helps in understanding what a prospective candidate requires at the time of entry in an organization at a particular designation in a given work environment and schedule.
  • Also includes some basic elements such as qualifications, experience, education, training, certifications, licenses, legal requirements and willingness of a candidate.
  • A tool used to ensure that all aspects of talent management are aligned with the organization’s strategy.
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9
Q

When subject-matter experts are asked to evaluate a job using a survey based on 52 categories of abilities, this method is known as

Question options:

a) Critical Incident Technique
b) Competency Modelling
c) Position Analysis Questionnaire (PAQ)
d) Fleishman Job Analysis

A

D

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10
Q

A job description is described as

Question options:

a) a list of the qualities or requirements the job incumbent must possess
b) a list of task, duties and responsibilities that a job entails
c) a list of the outcomes of the job
d) a list of certification requirements that the job incumbent must possess

A

B

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11
Q

A job specification is described as

Question options:

a) a list of the qualities or requirements the job incumbent must possess
b) list of task, duties and responsibilities that a job entails
c) a list of the outcomes of the job
d) a list of task, duties and responsibilities that a job entails

A

A

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12
Q

One of the purposes of a job description is

Question options:

a) it helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening
b) it helps to determine what needs to be delivered in a particular job and clarifies what employees are supposed to do if selected for that particular job opening
c) it helps in selecting the perfect candidate for a particular job
d) it gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more

A

D

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13
Q

Job analysis will continue to be relevant if

Question options:

a) organisations require maximum flexibility in making changes to the jobs
b) organisations can use modified approaches to job analysis to capture new forms of work
c) organizations are reorganising and restructuring the way the operate
d) organisations need maximum clarity of the job roles and responsibilities

A

C

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14
Q

The two conditions for effective job design and redesign are

Question options:

a) thoroughly understand the job itself and a clear understanding and competitors job description in similar job
b) thoroughly understand the job itself and a clear understanding of the qualifications of those who are doing the job
c) thoroughly understand the job itself and a clear understanding of the market salary structure
d) thoroughly understand the job itself and a clear understanding of its place in the larger work unit’s workflow process

A

D

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15
Q

The study of jobs to find simplest way to structure work to maximize efficiency is known as

Question options:

a) industrial engineering
b) industrial flexibility
c) industrial design
d) industrial efficiency

A

A

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16
Q

The Job Characteristics Model aims at helping to make jobs more designing jobs more motivating, this approach describes jobs in terms of the following 5 characteristics

Question options:

a) skill variety, task identity, task significance, autonomy, feedback
b) skill variety, company culture, task significance, autonomy, feedback
c) skill variety, task identity, leadership qualities, autonomy, feedback
d) skill variety, task identity, task significance, autonomy, competitive salary

A

A

17
Q

Job enlargement is about

Question options:

a) combining several relatively simple jobs to form a job with a wider range of tasks
b) empowering workers by adding more decision-making authority in their jobs
c) moving employees among several jobs
d) broadening the types of task performed

A

D

18
Q

Job enrichment is a concept that focuses on

Question options:

a) empowering workers by adding more decision-making authority in their jobs
b) giving supervisors absolute control over all aspects of HRM in managing their subordinates
c) breaking down a job into bite-size portions to speed up the learning curve for performing the task efficiently
d) streamlining the task to ensure the most ergonomic way of doing it

A

A

19
Q

The job design (redesign) approach of designing jobs to ensure interface between individual’s physiology and the characteristics of the physical work environment is known as

Question options:

a) ergonomics
b) industrial flexibility
c) industrial engineering
d) job efficiency

A

A

20
Q

The three stages of the human resource planning are

Question options:

a) forecast of labour surplus or shortage; program implementation; and evaluation
b) forecast of labour surplus or shortage; goals setting; and strategic planning and program implementation and evaluation
c) forecast of labour surplus; identification of shortage; and goals setting
d) forecast of labour surplus or shortage; goals setting; and strategic planning

A

C

21
Q

Which of the following HR forecasting method is considered to have a low sophistication level?

Question options:

a) Markov analysis
b) econometric modelling
c) Delphi technique
d) sales and production projections

A

D

22
Q

Which of the following is a strategy for addressing labour surplus?

Question options:

a) temporary employees
b) outsourcing
c) overtime
d) early retirement

A

D

23
Q

What are the HR strategies for addressing labour surplus?

A 
Downsizing
Pay reduction
Demotion
Transfer
Work sharing
Headcount freeze
Natural attrition
Early retirement
Retraining
24
Q

Which of the following is a build strategy in HR planning?

Question options:

a) activate gig economy
b) shift unneeded skill sets
c) reshape jobs and projects
d) end contracts

A

C

25
Q

The process of comparing the present state of the organisation with its goals for the future, then identifies what changes it must make in its human resource to meet those goals is called

Question options:

a) goal setting
b) forecasting
c) human resource planning
d) strategic planning

A

C

26
Q

While downsizing can bring about immediate cost savings, it often hurt the organisation’s long-term effectiveness because

Question options:

a) it leads to a loss of talent and often disrupts the social networks and cause morale issues that affect the employees’ motivation
b) it will look bad in the industry and can put its competitors in a more positive light
c) it will affect its reputation with banks and they may withdraw the loan facilities causing severe cashflow problems
d) it leads to the withdrawal of tax incentives as organisations which are granted this incentive are not allowed to downsize

A

A

27
Q

Which of the following strategy for addressing labour surplus will be fastest in producing immediate results?

Question options:

a) hiring freeze
b) early retirement
c) natural attrition
d) downsizing

A

D

28
Q

Which of the following strategy for addressing labour shortage will be the slowest in producing immediate results?

Question options:

a) outsourcing
b) overtime
c) temporary employees
d) technological innovation

A

D

29
Q

If an organisation has resources to invest, which of the following would help it gain quick access to skills, products, market share and intellectual property?

Question options:

a) acquisition
b) off shoring
c) outsourcing
d) organic growth

A

A

Human Capital Management (11 decks)

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