HRM 4

Question 1

A process for making decisions about an organization’s long-term goals and how they are to be achieved.

Answer 1

Strategic Planning

Question 2

An organization’s basic purpose and the scope of its operations.

Answer 2

Mission

Question 3

An organization’s long-term goals regarding what it wants to become and accomplish; it describes its ideal future.

Answer 3

Vision

Question 4

The enduring beliefs and principles that guide an organization’s decisions and goals.

Answer 4

Core Values

Question 5

How an organization will compete in a particular market.

Answer 5

Business Strategy

Question 6

Aligning an organization’s Human Resources to effectively accomplish the organization’s strategic goals.

Answer 6

Human Resource Planning

Question 7

Uses past employment patterns to predict an organization’s future labor needs.

Answer 7

Trend Analysis

Question 8

Indexing headcount with a business metric.

Answer 8

Staffing Ratio

Question 9

Relies on manager’s expertise to predict an organization’s employment needs

Answer 9

Judgmental Forecasting

Question 10

Worksheets or databases summarizing each employee’s competencies, qualifications, and anything else that helps the organization understand how the employee can contribute.

Answer 10

Talent Inventories

Question 11

Graphically shows current job holders, possible successors, and each successor’s readiness to assume the job.

Answer 11

Replacement Chart

Question 12

Identifying, developing, and tracking employees to enable them to eventually assume higher-level positions.

Answer 12

Succession Planning

Question 13

Comparing labor supply and demand forecasts to identify future talent needs.

Answer 13

Gap Analysis

Question 14

A strategy for proactively addressing an expected talent shortage or surplus.

Answer 14

Talent Action Plan

Question 15

Breaks work down into its simplest elements and then systematically improves the worker’s performance on each element.

Answer 15

Scientific Management

Question 16

Proposes that job characteristics, including skill and variety, task identity, task significance, autonomy, and task feedback, lead to satisfaction for people with a high growth need.

Answer 16

Job Characteristics Model

Question 17

A job design approach that increases a job’s complexity to give workers greater responsibility and opportunities to feel a sense of achievement.

Answer 17

Job Enrichment

Question 18

A job design approach that adds more tasks at the same level of responsibility and skill related to an employee’s current position.

Answer 18

Job Enlargement

Question 19

Involves moving workers through a variety of jobs to increase their interests and motivation.

Answer 19

Job Rotation

Question 20

The process of training employees in more than one job or skill to enable them to do different jobs.

Answer 20

Cross-Training

Question 21

A systematic process used to identify and describe the important aspects of a job and the characteristics a worker needs to perform the job well.

Answer 21

Job Analysis

Question 22

A written description of the duties and responsibilities of the job itself.

Answer 22

Job Description

Question 23

An observable unit of work with a beginning and an end.

Answer 23

Job Task

Question 24

Identifies- in specific behavioral terms- the regular duties and responsibilities of a position.

Answer 24

Task Statement

Question 25

Summarizes the characteristics of someone able to perform a job.

Answer 25

Person Specification

Question 26

Job holder characteristics that are vital to job performance.

Answer 26

Essential Criteria

Question 27

Job holder characteristics that may enhance job success but are not essential to adequate job performance.

Answer 27

Desirable Criteria

Question 28

Organized factual or procedural information that can be applied to perform a task.

Answer 28

Knowledge

Question 29

The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities.

Answer 29

Skill

Question 30

A stable and enduring capability to perform a variety of tasks (verbal or mechanical ability).

Answer 30

Ability

Question 31

A job analysis technique in which job experts describe stories of good and poor performance to identify desirable competencies or behaviors.

Answer 31

Critical Incidents Job Analysis Technique

Question 32

A job analysis technique in which experts brainstorm characteristics of successful workers.

Answer 32

Job Elements Job Analysis Method

Question 33

A job analysis technique in which job experts provide information about the job during a structured interview.

Answer 33

Structured Interview Technique

Question 34

A job analysis technique in which job experts generate a list of tasks that are grouped into categories capturing major work functions.

Answer 34

Task Inventory Approach

Question 35

A list of pre-identified questions designed to analyze a job.

Answer 35

Structured job analysis questionnaire

Question 36

Identifies the worker competencies characteristics of high performance.

Answer 36

Competency Modeling

Question 37

Broad worker characteristics that underlie successful job performance.

Answer 37

Competencies

Question 38

A job analysis technique that identifies the intrinsic and extrinsic rewards of a job.

Answer 38

Job Rewards Analysis

Question 39

Rewards that are non-financial and derived from the work itself.

Answer 39

Intrinsic Rewards

Question 40

Rewards with financial value.

Answer 40

Extrinsic Rewards

Question 41

The combined intrinsic and extrinsic rewards of a job.

Answer 41

Total Rewards

Question 42

Selecting and managing aspects of organizational structure to facilitate organizational goal accomplishment.

Answer 42

Organizational Design

Question 43

The organization’s formal system of task, power, and reporting relationships.

Answer 43

Organizational Structure

Question 44

The diagram illustrating the chain of command and reporting relationships in a firm.

Answer 44

Organizational Chart

Question 45

A guiding principle developed by the employer to set direction.

Answer 45

Policy

Question 46

The explanation of how, or the sequence of steps, to apply company guidelines to accomplish a task.

Answer 46

Procedure

Question 47

A statement of what employees may or may not do.

Answer 47

Rule

Question 48

The degree to which organizational rules, procedures, and communications are documented.

Answer 48

Formalization

Question 49

The degree to which power and decision-making authority is concentrated at higher levels of the organization.

Answer 49

Centralization

Question 50

The degree to which employees’ job roles are specialized.

Answer 50

Division of Labor

Question 51

Refers to the number of people reporting directly to an individual.

Answer 51

Span of Control

Question 52

The degree to which some employees have formal authority over others.

Answer 52

Hierarchy

Question 53

The degree to which work is organized to meet the organization’s goals.

Answer 53

Workflow

Question 54

Investigates how work moves through an organization to identify changes that will increase efficiency and better meet customer’s needs.

Answer 54

Workflow Analysis

Question 55

A radical rethinking and redesign of workflow and business processes to achieve large improvements in speed, service, cost, or quality.

Answer 55

Business Process Re-Engineering