Chapter 5—Information for Making Human Resource Decisions
MULTIPLE CHOICE
1. The percentage of ______ in the workforce is dropping.
a.
African Americans
b.
Hispanics
c.
Asians
d.
whites
e.
Native Americans
2. All of the following are reasons the average age of the U.S. workforce is gradually increasing EXCEPT
a.
Retirees are going back to work because of the new healthcare program.
b.
The baby boom generation continues to age.
c.
Declining birthrates for the post –baby boom generation are simultaneously accounting for a
smaller percentage of new entrants into the labor force.
d.
Improved health and medical care also contribute to an aging workforce. People are now
simply able to be productive at work for longer periods of their lives.
e.
Mandatory retirement ages have been increased or dropped altogether, allowing people to
remain in the labor force for longer periods.
3. When an organization attempts to forecast the supply of and demand for human resources, this is called
a.
empowerment.
b.
job enrichment.
c.
outsourcing.
d.
human resource planning.
e.
job analysis.
4. John, a job analyst, was asked to prepare an analysis of the KSAs necessary to be a waiter at a local
restaurant. Which of the following would NOT appear in his analysis?
a.
The waiter must be able to lift and carry trays.
b.
The waiter will have a comprehensive health coverage plan.
c.
The waiter must communicate effectively with customers.
d.
The waiter will have to stand for most of the workday.
e.
The waiter needs to have a good short-term memory.
5. A ____ can often facilitate the forecasting of the supply of human resources.
a.
human resource information system
b.
focus group
c.
quality circle
d.
think tank
e.
quality team
6. A national hotel chain established a plan that describes how top managers will be promoted throughout
the organization over time. This is called
a.
demand forecasting.
b.
the social context.
c.
empowerment.
d.
executive succession.
e.
human resource control.
7. When being interviewed during the gathering of job analysis data, which type of individual may provide
exaggerated information about a job’s complexity or importance?
a.
The job incumbent
b.
The immediate supervisor
c.
A higher-level supervisor
d.
An industrial engineer
e.
A human resource manager
8. A ______ strategy may be the easiest for the HR manager to implement because the organization
presumably must do what it has been doing all along.
a.
growth
b.
reduction
c.
stability
d.
multinational
e.
global
9. A small management-consulting firm experiences a tremendous boost in business in one year and must
hire many new professional employees to provide services to its new customers. This business is likely
following a ____ strategy.
a.
growth
b.
stability
c.
reduction
d.
multinational
e.
none of these
10. When an individual seeks additional training and education to improve her or his ability to find work,
this is called:
a.
human capital investment.
b.
market waging.
c.
functional job analysis.
d.
rate of unemployment.
e.
task analysis inventory.
11. An organization will naturally experience a certain amount of attrition in its employee ranks each year.
Some people will leave for each of the following reasons EXCEPT
a.
too much job security.
b.
better jobs.
c.
retirement.
d.
poor performance.
e.
a career relocation on the part of a spouse or significant.
12. What is involved in the Fleischman job analysis system of conducting work assessments?
a.
A taxonomy of fifty-two abilities that effectively captures variations in job performance,
which are rated by job incumbents
b.
SMEs generating a list of tasks, and job incumbents evaluating each task on several
dimensions
c.
Analyzing the job in terms of involvement with people, data, and things
d.
Completing a 194-item instrument reflecting work behavior, working conditions, and job
characteristics
e.
Generating examples of effective and ineffective performance
13. What is involved in the task analysis inventory method?
a.
A taxonomy of fifty-two abilities rated on a seven-point scale
b.
SMEs generating a list of tasks, and job incumbents evaluating each task on several
dimensions
c.
Analyzing the job in terms of involvement with people, data, and things
d.
Completing a 194-item instrument reflecting work behavior, working conditions, and job
characteristics
e.
Generating examples of effective and ineffective performance
14. Anuj looks at a job analysis that reports scores on various items, organized into areas called “Information
inputs,” “Mental processes,” “Relationships with other people,” and so on. The scales tell how frequently
those areas are used in the job, how important they are to the job, and other measures. Anuj is looking at
a job analysis that was based on
a.
a narrative.
b.
critical incidents.
c.
a position analysis questionnaire.
d.
the Fleishman job analysis system.
e.
the O*NET.
15. When Hank needed to write a job analysis for a court reporter, he used the O*NET online database. One
section of the information stated, “Court reporters ask speakers to clarify statements, file a legible
transcript of records, verify accurate transcripts, and record depositions.” This information is part of the
job’s
a.
KSAs.
b.
tasks.
c.
working conditions.
d.
critical incidents.
e.
SMEs.
16. Which of the following would be included in a job description for a computer programmer?
a.
Bachelor’s degree in computer science
b.
Knowledge of COBOL
c.
Writing programs to run network processes on the mainframe
d.
Proficiency in computer languages
e.
Keyboarding skills
17. Which of the following would be included in a job specification for an administrative assistant?
a.
Keeping minutes of meetings
b.
Answering phones
c.
Typing correspondence
d.
Maintaining the boss’s calendar
e.
Ability to use spreadsheets.
18. On the FBI’s employment Page, you read: “To qualify as an FBI Special Agent, you must be a U.S.
citizen, at least 23 and not more than 37 years old, have vision not worse than 20/40, pass a color vision
and hearing test, have a valid driver’s license, be in excellent physical condition, and possess a four-year
college degree.” What are you reading?
a.
A job description
b.
A job specification
c.
A job SME
d.
A job analysis
e.
A job family
19. Which of the following would be a competency, as described in the text?
a.
Adaptability
b.
Keyboarding speed
c.
IQ of 100
d.
Clean driving record
e.
Degree in computer science
20. A ____ provides an overview of the duties and tasks required to effectively perform a particular job or
line of work.
a.
job specification
b.
job description
c.
benchmark
d.
personnel file
e.
work permit
21. Which of the following is an accurate statement?
a.
Job descriptions focus on succession planning
b.
Job specifications indicate the knowledge and skills needed to perform work
c.
Job descriptions focus on the individual
d.
Job specifications focus on the work
e.
None of these.
22. Organizations try to develop job ____ when planning for human resources, which are groups of jobs that
are similar.
a.
components
b.
indicators
c.
vectors
d.
industries
e.
families
23. The third step in job analysis involves
a.
determining who is responsible for collecting data.
b.
getting feedback from customers.
c.
tracking productivity.
d.
identifying the work to be assessed.
e.
defining the work itself.
24. The ____ approach to job analysis requires the specification of effective and ineffective performance.
a.
skill variety
b.
Fleischman
c.
PAQ
d.
MPDQ
e.
critical incidents
25. Which of the following is NOT a common legal issue in job analysis and design?
a.
The failure to perform a job analysis
b.
Using job analysis to discriminate by gender
c.
Discrimination against disabled applicants because of an inaccurate job analysis
d.
The use of the job characteristics model of job design
e.
Job analysis that includes factors that are not job related
26. The percentage of individuals looking for and available for work who are not currently employed is
called the:
a.
job description
b.
rate of unemployment
c.
advanced rate of employment
d.
job specification
e.
prevailing rate of employment.
27. The prevailing wage rate for a given job in a given labor market is called the:
a.
component wage rate.
b.
indicator wage rate.
c.
vector wage rate.
d.
industry wage rate.
e.
market wage rate.
28. The first step in job analysis involves
a.
determining who is responsible for collecting data.
b.
determining information needs.
c.
determining data collection methods.
d.
identifying the work to be assessed.
e.
defining the work itself.
29. ______ are believed to be justified by the fact that the best employees are assumed to be more productive
and that the added benefit will bind the employee more tightly to the firm, thus reducing turnover.
a.
Cafeteria benefits
b.
Efficiency wages
c.
Extra vacation days
d.
Fitness centers
e.
Day care centers
30. After the Obama administration reduced NASA’s budget, many highly trained scientists were
unemployed in Florida. A business that relocated to Florida did so because of the availability of
a.
cheap wages.
b.
good retirement.
c.
tax benefits.
d.
good weather.
e.
human capital.
Scenario 5.1
CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual
Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web
while cruising in space. The product depends on vastly new technology requiring a technical knowledge
of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the
jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the
workers will do, rather than what is involved in the job. The company would like to identify only the
essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research
and development and the head of production, are the only two individuals within the company who
really understand the new product and what new knowledge, skills, and abilities of employees will be
necessary to produce it.
31. Refer to Scenario 5.1. The definition of the essential functions of the new jobs will be particularly
helpful with which other aspect of human resource management?
a.
The turnover reduction program
b.
Compliance with the ADA
c.
Early retirement incentives
d.
Increased productivity
e.
Motivation of existing employees
32. Refer to Scenario 5.1. In this situation, who will be the BEST source of information for job analysis?
a.
Current job incumbents
b.
Line managers
c.
The top management team
d.
The SMEs
e.
Online sources such as O*NET
33. Refer to Scenario 5.1. Which job analysis method BEST suits CyberRocket’s needs?
a.
Fleishman job analysis system
b.
Critical incidents approach
c.
Task analysis inventory
d.
Position Analysis Questionnaire
e.
Narrative job analysis
34. Refer to Scenario 5.1. The job analysis information about what the new workers must be able to do,
rather than about what the job entails, is likely to provide more information for job
a.
descriptions.
b.
specifications.
c.
evaluations.
d.
analyses.
e.
duties.
35. Refer to Scenario 5.1. The two top executives feel that newly hired astrophysicists will work
independently, with little oversight or control by top management. The information would likely appear
in the
a.
job description.
b.
job specification.
c.
job request.
d.
personnel file.
e.
none of these.
TRUE/FALSE
36. Forecasting the future supply of human resources does not require an analysis of internal company
records.
37. Executive succession involves systematically planning for future promotions into top management
positions. This process is simplified by the fact that there are so few managers eligible for the positions.
38. A popular alternative to terminations and layoffs, especially for managers, is firing.
39. The reduction strategy essentially maintains the status quo with regard to the number of individuals
employed by a company.
40. When employment rates are quite high, there can be a general shortage of workers available for hire.
This situation tends to be short-lived.
41. The differences in salaries and wage rates around the country is partly the result of differences in the cost
of living, but they also are caused by different levels of competitiveness for talent in the market.
42. Job specification is the process of gathering and organizing detailed information about various jobs
within the organization so that managers can better understand the processes through which the jobs are
performed most effectively.
43. For planning purposes, organizations often try to form job centers -groups of jobs that have task and
KSA requirements that are quite similar.
44. The critical incidents method relies on important behaviors that distinguish effective from ineffective
performers.
45. The creation of autonomous work teams has paralleled labor unions, so they are treated the same for
legal purposes.
SHORT ANSWER
46. Describe how economic conditions affect human resources.
47. Discuss the specific job analysis techniques in terms of the types of information generated, the degree of
specificity to the job being analyzed, and relationship to the characteristics of the job or of the worker.
48. Describe knowledge, skills, and abilities and provide some examples for a job in which you have
worked.
49. Describe some of the actions that a firm might take to implement a human resource plan when it has a
strategy of growth, stability, and reduction.
50. Describe internal human resource planning.