54. A job analysis consists of creating two documents called a job inventory and a
performance appraisal.
55. A job specification is a statement of the job itself, while a job description is a statement
about the person who does the job.
56. A job specification identifies the minimum qualifications a person must have to fill a
particular job.
57. A job description identifies and describes the type of person who should perform the job,
including important qualifications such as deduction, skills, and experience.
58. Human resource planning involves the assessment of both the future demand and the
future supply of the various types of labor needed by the organization.
59. The first four steps in human resource planning all lead to the final step, which is the
development of a strategic human resource plan.
60. The second step in human resource planning consists of conducting job analyses.
Through observation and research, the manager will collect information on the kinds of things
that each job title performs and how they are performed, as well as the skill and knowledge
requirements for doing the job.
61. Job analysis helps a manager answer the question: “How many workers in my
organization have this particular skill?”
62. Essentially, the steps of the human resource plan require the HR professional to (1) take
inventory of the type of workers (including the skills of the workers) that the business already
has, in order to determine if it has the most up–to-date workforce for its needs; he/she then
proceeds with (2) analyzing each job; (3) forecasting the firm’s requirements for various job
titles; and (4) making a determination of the future supply of skilled labor available to meet the
demands of the business. Lastly, the HR professional (5) develops a human resource strategic
plan.
63. Chris Schubert is a human resource manager with the Night Owl Publishing Company. He
just finished creating a document that describes what editors do at their jobs. The study Chris
has completed is known as a
human resource inventory
.
64. Lanie wants to know how many workers in her company have certain specialized skills
and have received training to update their qualifications within the past year. She could use a
human resource inventory to help her find this type of information.
65. As an HR manager, Erin is assigned to updating all job descriptions and job specifications
for her company. Erin will begin by collecting information about each job title, as well as learning
about the kinds of activities and responsibilities that go with each job. After she thoroughly
analyzes a job, she will write the job description and job specifications for that job.
66. Toni is interested in a position that has opened up at her firm, but she wants to find out
more about the type of work and responsibilities involved in the job. A document that would have
the information she wants is the job specification.
67. CareerBuilder.com has posted a variety of sales management positions. Some require the
manager to have five to ten years of experience and preferably a master’s degree in a field of
science. These requirements are part of the job specification.
68. The Administrative Assistant II position at Idle Time Gaming, Inc., performs word
processing and spreadsheet development for two vice presidents, and other secretarial duties as
needed. Other job responsibilities include maintaining the office operations budget, receiving
guests, and supervising two clerical positions. These tasks are part of the
job description
for this
position.
69. Helen is a human resource manager for a firm that is planning to switch to a more
sophisticated production method. As an HR manager, one of Helen’s duties will be to forecast the
demand for the type of labor needed to implement the new method.
70. Recruitment is a set of activities undertaken for attracting qualified people, at the right
time.
71. Because of the continuous flow of potential employees into the labor market, recruiting
usually is the easiest task for a human resource manager to accomplish.
72. Union rules and company policies can make the recruitment process more difficult.
73. When recruiting, human resource managers must attract people who not only have the
right skills, but also fit in with the corporate culture, and work well under the company’s
leadership style.
74. According to the
Spotlight on Small Business
box, small businesses usually find
recruitment easier than large firms.
75. An advantage of hiring from within is that it improves employee morale.
76. External recruitment sources are usually cheaper to use than internal sources.
77. Transfers and promotions are internal sources used by human resource managers to fill
recruiting needs.
78. According to the
Spotlight on Small Business
box, one way that a small business can
attract qualified employees is to hire its customers.
79. Public and private employment agencies and college placement offices are internal
sources used by human resource managers when they are recruiting employees.
80. When recruiting employees, human resource managers focus primarily on the skills and
training of the people they are recruiting, and work on determining “fit” after the hiring process
has occurred.
81. Advertisements in trade journals, private and public employment agencies, college
placement offices, and trade associations are internal sources for recruitment.
82. Temporary help services, job fairs and the Internet are external sources for recruitment.
83. According to the
Spotlight on Small Business
box, small businesses have an advantage
over large businesses when it comes to recruiting good talent for two reasons: they can afford to
pay better; and they already have great employees who recruit for them.
84. Rob is the human resource manager for a medium-sized corporation. He understands the
value of hiring from within to fill positions whenever possible. This means that Rob relies
extensively on promotions, transfers, and recommendations from current employees to find
qualified employees.
85. As the HR manager at a small business, John handles most of his firm’s recruiting efforts.
Because John recruits for a small business he has a distinct advantage over larger competitor
firms when it comes to finding the right people to fill his firm’s needs.
86. The What’s Hoppin’ Co. is about to diversify into an entirely new market. This move will
create the need for several new positions in the production and marketing departments.
However, the production technologies and the marketing environment in this new market are very
different than in What’s Hoppin’s traditional market. The company is likely to rely on external
sources to fill many of the positions created by its diversification.
87. Charlie plans to hire three outside sales professionals for his small nonprofit organization
that operates out of a suburb of Chicago. The new recruits know that after a three–month period,
only one will remain. He is using a method of recruitment called part–time, temporary
employment.
88. Selection is the process of gathering information and deciding who should be hired, under
legal guidelines, for the best interests of the individual and the organization.
89. The cost of recruiting, processing, and training a new entry-level employee is significant,
and sometimes exceeds the annual salary earned by the employee.
90. The amount most businesses spend on selecting and training workers is relatively low.
91. Because current legal guidelines limit the types of questions that can be asked, completed
job application forms contain very little useful information about job candidates.
92. Job applications can ask about educational background and past job experience.
93. Staff members from the human resource department seldom take part in initial screening
interviews, but often participate in the follow-up interviews of top job candidates.
94. Automated software already exists that will review information provided by an applicant
and e-mail a report to a manager with a recommendation as to whether the applicant should be
interviewed.
95. During an interview, a manager should be careful not to ask the applicant about his or her
family or other non-job-related questions.
96. Trial periods are an effective method of reducing the firm’s turnover costs.
97. Most firms today are checking the backgrounds of job applicants more carefully than they
did in the past.
98. Services now exist that allow firms to perform quick background checks of potential
employees.
99. Employment tests should focus on general job skills rather than skills that are related
directly to the job.
100. It is not uncommon for companies today to test their employees and job applicants for
drug use.
101. Part-time workers, seasonal workers and independent contractors are all examples of
contingent workers.
102. The most common reason for hiring contingent workers is that they improve worker
morale.
103. Though temporary workers are employed in most sectors of the economy, almost none
have been hired to fill manufacturing jobs.
104. It is not unusual to find persons with a variety of skills and skill levels serving as
contingent workers. Contingent workers in the U.S. are usually under 25 years of age and may
include independent contractors, middle management positions, and even college students who
only want to work during the summer months.
105. All states in the U.S. require pre-employment physical exams for select groups of
applicants.
106. The
Adapting to Change
box explains that your online profile on sites like Twitter,
Facebook, and LinkedIn will have little to do with whether or not you are selected for a job.