Chapter 4

Question 1

job analysis

Answer 1

systematic process of determining the skills, duties and knowledge required for performing jobs in an organisation

Question 2

Job

Answer 2

group of tasks that must be performed for an organisaion to achieve its goals

Question 3

position

Answer 3

collection of tasks and responsibilities performed by one person

Question 4

when is job analysis performed?

Answer 4

1. foundation f organisation, job analysis program initiated for the first time, 2. when new jobs are created, 3. when jobs are changes as result of new technologies, methods, systems or procedures

Question 5

job description:

Answer 5

document that provides information regarding the essential tasks, duties and responsibiities of a job

Question 6

job specification

Answer 6

a document that outlines the minimum acceptable qualifications a person should possess to perform a particular job

Question 7

resons for conducting job analysis

Answer 7

Staffing, training and development, performance appraisal, compensation, safety and health, employee and labor relations, legal considerations

Question 8

job analysis methods:

Answer 8

questionnaires, observation, interviews, employee recording, combination of mehtods

Question 9

functional job analysis

Answer 9

comprehensive job analysis approach that concentrates on the interactions among the work, the worker and the organisation. assesses specific job outputs and identifies job tasks in terms of task statements

Question 10

position analysis questionnaire

Answer 10

uses checklist to identify job elements, focses on general worker behaviors instead of tasks

Question 11

job description includes:

Answer 11

major duties performed, percentage of time devoted to each duty, performance standards to be achieved, working conditions and possible hazards, number of employee sperforming the job, machines and euipment used

Question 12

strategic tasks for HR include

Answer 12

making workforce strategies fundamental to comapnies goals and strategies, strategic planning, mergers, acquisitionsm developing awareness and understanding of the business d helping line managers ahieving their goals

Question 13

strategic planning

Answer 13

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

Question 14

strategic planning steps

Answer 14

1. determination of organisational mission, 2. assessment of the organisation and its environment, 3. setting specific objectives or direction, 4. determination of strategies to accomplish those objectives

Question 15

mission

Answer 15

unit’s continuing purpose or reason for being

Question 16

environmental assessment

Answer 16

after mission, assess organisations strengths and weaknesses in the internal environment adn threats adn opportunities from the external

Question 17

strategy implementation

Answer 17

by changing organisational dimensions as: leadership, organisational structure, informtion and control systems, technology, human resources

Question 18

Human resource planning

Answer 18

systematic process of matching the internal and external supply of people with job openings anticipated in the organisation over a speciic period of time
has two components: requirements and availability

Question 19

requirements forecast

Answer 19

determining the number, skill and location of employees the organisation will need at future dates in order to meet irs goals

Question 20

availability forecast

Answer 20

determination of wether the firm will be able to secure employees with the neccessary skills and from what resources

Question 21

Zero base forecast:

Answer 21

uses the organisations current level of employment as the starting point for determining future staffing needs

Question 22

bottom up forecast

Answer 22

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

Question 23

Human resource database

Answer 23

contains employee info tat permits management to make HR decisions

Question 24

shortage of workers, hwo to recruit?

Answer 24

innovative recruiting,, compensation incentives, training programs, different selection standards

Question 25

succession planning

Answer 25

process of ensuring that qualified persons are available to assume key managerial positions ince positions are vacant

Question 26

layoff alternatives:

Answer 26

hard freeze: no new workers are hired to fill a new or vacant position soft freeze: only hiring for critical positions smart freeze: evaluate every position to see where hiring needs to be done early retirements, cutting down on work hours

Question 27

Manager self-service

Answer 27

the use of software and the corporate network to automate paper-based human resource processes that require a managers approval, record keeping or input, and processes that support th managers job

Question 28

employee self service

Answer 28

processes that automate transactions that previously were labor intensive for both employees and HR professional

Question 29

job design

Answer 29

process of determining tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in an organisation

Question 30

job enrichment

Answer 30

changes in the content and level of responsibility of a job so as to provide greater challenges to the worker (improve job performance and worker satisfaction, feeling of achievement and recognition, personal growth

Question 31

job enlargement

Answer 31

increasing number of tasks a woker performs with all of the tasks at the same level of responsibility (greater variety for the worker) improves employees engagement and prevents stagnation

Question 32

job rotation

Answer 32

moves workers from one job to another to broaden their experience(help employees understand interrelationships between jobs, impoving productivity, relieve boredom, better performanc, reduce absenteeism

Question 33

talent management:

Answer 33

strategic endeavor to optimise the use of human capital, which enables an organisation to drive shot and long term results by building culture, engagement, capability and capacity through integrated talent acquisition, development and development processes that are aligned to business goals

Question 34

reengineering:

Answer 34

fundamental rethinking and radical reddesgin of business processes to achieve dramatic improvements ni critical, contemporary measures of performance such as cost, quality, service and speed. work should be organised around outcomes

Question 35

disaster plans:

Answer 35

should focus from natural calamities to smaller events such as building fire etc business has been interrupted, loss of contact with consumers, firms financial situation has been harmed

Question 36

job analysis required info:

Answer 36

work activities, worker oreinted activitites, types of machines, tools, equipment aand work aids used, job related tangibles and intangibles

Question 37

who particpates in job analysis?

Answer 37

employee and employees immediate supervisor at the least also outside consultants

Question 38

components of job analysis:

Answer 38

job title, department, reporting relationship, job number, job analysis date, job summary, job description with major duties

Question 39

legislation requiring thourough job analysis

Answer 39

Fair Labor standards act, equal pay act, civil rights act, occupational safety and health act, the americans ith disabilities amendments act