A Framework for Human Resource Management, 7e (Dessler)
Chapter 3 Personnel Planning and Recruiting
1) ________ is the procedure through which one determines the duties associated
with positions and the characteristics of people to hire for those positions.
A) Job description
B) Job specification
C) Job analysis
D) Job context
Objective: Chapter objective 2
2) The information resulting from job analysis is used for writing ________.
A) job descriptions
B) work activities
C) work aids
D) performance standards
Objective: Chapter objective 2
3) Which of the following types of information can be collected via a job
analysis?
A) work activities
B) human behaviors
C) performance standards
D) All of the above.
Objective: Chapter objective 2
4) Information regarding job demands such as finger dexterity or
conscientiousness is included in the information about ________ an HR specialist
may collect during a job analysis.
A) work activities
B) human behaviors
C) machines, tools, equipment, and work aids
D) performance standards
Objective: Chapter objective 2
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5) Which term refers to a written statement that describes the activities and
responsibilities of the job?
A) job specification
B) job report
C) job description
D) job context
Objective: Chapter objective 2
6) A ________ summarizes the personal qualities, traits, skills, and work
behaviors required for getting the job done.
A) job specification
B) job analysis
C) job report
D) job description
Objective: Chapter objective 2
7) The framework for talent management includes ________.
A) deciding what positions to fill
B) building a pool of job candidates
C) using selection tools such as tests, interviews, and the like
D) All of the above.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
8) Which of the following may be included in a job specification?
A) traits
B) skills
C) required background
D) All of the above.
Objective: Chapter objective 2
9) Which of the following methods is used to gather job analysis data?
A) interviews
B) questionnaires
C) observation
D) All of the above.
Objective: Chapter objective 2
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10) Who is interviewed by managers collecting job analysis data?
A) individual employees
B) groups of employees with the same job
C) supervisors who know the job
D) All of the above.
Objective: Chapter objective 2
11) Which of the following is not an advantage of using interviews to collect job
analysis data?
A) It is simple to use.
B) Some information may be exaggerated or minimized.
C) It is quick to collect information.
D) It can identify uncommon, but important activities.
Objective: Chapter objective 2
12) For which of the following jobs is direct observation not recommended to
collect data used in a job analysis?
A) assembly-line worker
B) accounting clerk
C) design engineer
D) receptionist
Objective: Chapter objective 2
13) Jane records every activity she participates in at work along with time in a
log. This approach to data collection for job analysis is based on ________.
A) diaries
B) interviews
C) direct observation
D) questionnaires
Objective: Chapter objective 2
14) What form of data collection involves recording work activities in a log?
A) interviews
B) diaries
C) direct observation
D) None of the above.
Objective: Chapter objective 2
3
15) Most job descriptions contain sections that cover ________.
A) job summary
B) standards of performance
C) working conditions
D) All of the above.
Objective: Chapter objective 2
16) One uses information from the ________ to write a job specification.
A) job summary
B) job identification
C) job description
D) standards for performance
Objective: Chapter objective 2
17) What type of information is contained in the job identification section of a job
description?
A) job title
B) job summary
C) major functions or activities
D) All of the above.
Objective: Chapter objective 2
18) The job specification takes the job description and answers the question:
A) What human traits and experience are required to do this job well?
B) When will the supervisor be completely satisfied with a worker’s work?
C) What are the four main activities making up this job?
D) What are the performance standards for the job?
Objective: Chapter objective 2
19) When filling jobs with untrained people, the job specifications may include
________.
A) quality of training
B) length of previous service
C) physical traits
D) All of the above.
Objective: Chapter objective 2
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20) When a manager takes a talent management approach, he or she:
A) understands the talent management tasks.
B) makes sure talent management decisions are goal-directed.
C) actively segments and manages employees.
D) All of the above.
Objective: Chapter objective 1
21) Describing the job in terms of the observable competencies or skills necessary
for good job performance is called a ________.
A) competency-based job analysis
B) Department of Labor Procedure
C) functional job analysis
D) None of the above.
Objective: Chapter objective 2
22) Competency analysis focuses on ________.
A) what is accomplished
B) what competencies or skills the worker must have to do the work
C) when work is accomplished
D) where the work is accomplished
Objective: Chapter objective 2
23) Traditional job analysis focuses on ________.
A) job duties and responsibilities
B) how work is accomplished
C) who accomplishes the work
D) where the work is accomplished
Objective: Chapter objective 2
24) Jane must decide what positions the firm should fill in the next six months.
What activity is Jane working on?
A) recruitment
B) selection
C) personnel planning
D) interviewing
Objective: Chapter objective 3
5
25) ________ is the process of deciding what positions the firm will have to fill.
A) Recruitment
B) Selection
C) Workforce planning
D) None of the above.
Objective: Chapter objective 3
26) When a company decides on how to fill top executive positions, the process is
called ________.
A) employment planning
B) succession planning
C) selection
D) testing
Objective: Chapter objective 3
27) When planning for employment requirements, what must be forecasted?
A) personnel needs
B) supply of inside candidates
C) Both A and B.
D) Neither A nor B.
Objective: Chapter objective 4
28) Which term below means studying variations in a firm’s employment levels
over time?
A) ratio analysis
B) trend analysis
C) graphical analysis
D) All of the above.
Objective: Chapter objective 4
29) The process of making forecasts based on the ratio between some causal
factor like sales volume and the number of employees required is called
________.
A) ratio analysis
B) trend analysis
C) graphical analysis
D) computer analysis
Objective: Chapter objective 4
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30) Suppose a salesperson traditionally generates $500,000 in sales and the
company wishes to increase sales by $4 million dollars per year. Using ratio
analysis, how many new salespeople are required?
A) 4
B) 6
C) 7
D) 8
Objective: Chapter objective 4
31) A ________ shows graphically how two variables are related.
A) trend analysis
B) ratio analysis
C) scatter plot
D) correlation analysis
Objective: Chapter objective 4
32) ________ contain data on employees’ performance records, educational
background, and promotion recommendations.
A) Computerized information systems
B) Replacement charts
C) Qualifications inventories
D) Trend records
Objective: Chapter objective 4
33) When managers need to determine which employees are available for
promotion or transfer, they will use ________.
A) replacement charts
B) qualifications inventories
C) trend records
D) personnel files
Objective: Chapter objective 4
34) Recruiting is necessary to ________.
A) forecast the supply of outside candidates
B) develop an applicant pool
C) determine whether to use inside or outside candidates
D) develop qualifications inventories
Objective: Chapter objective 5
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35) Job posting refers to all of the following except:
A) publicizing the open job to employees.
B) listing the job’s attributes.
C) listing the job’s required qualifications.
D) listing the number of desired applicants.
Objective: Chapter objective 5
36) Which of the following methods is not used to recruit outside candidates?
A) advertising
B) job postings
C) employment agencies
D) All of the above are used to recruit outside candidates.
Objective: Chapter objective 5
37) Public state employment agencies are aided and coordinated by
________________.
A) private companies
B) region of the country
C) employers
D) the U.S. Department of Labor
Objective: Chapter objective 5
38) Counselors in state-run employment agencies conduct all of the following
activities except:
A) reviewing the employer’s job requirements.
B) visiting employer work sites.
C) writing job descriptions.
D) Counselors perform all of the above activities.
Objective: Chapter objective 5
39) State-run employment agencies provide ________ to employers.
A) recruitment services
B) training programs
C) reviews of employer job requirements
D) All of the above.
Objective: Chapter objective 5
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40) Who is typically responsible for paying the fees charged by private
employment agencies when they place qualified individuals in jobs?
A) the employer
B) the employee
C) the state employment commission
D) there are no fees
Objective: Chapter objective 5
41) Which of the following is not an advantage of using a private employment
agency?
A) It may be faster than in-house recruiting.
B) It does not require internal recruitment specialists.
C) Screening may not be as thorough.
D) It may be better for attracting minority candidates.
Objective: Chapter objective 5
42) Which of the following is not another term for contingent workers?
A) part-time
B) just-in-time
C) collateral
D) temporary
Objective: Chapter objective 5
43) Contingent workers are used in ________ occupations.
A) clerical
B) engineering
C) maintenance
D) All of the above.
Objective: Chapter objective 5
44) Jackie works as a nurse on temporary assignments for hospitals throughout
the region on an as-needed basis. Jackie is ________.
A) a contingent worker
B) on job rotation
C) using job enlargement
D) None of the above.
Objective: Chapter objective 5
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