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Job Analysis, Strategic Planning, and Human Resource Planning 2
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Job Analysis, Strategic Planning, and Human Resource Planning 2
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25 Questions

1. Employee self-service (ESS) consists of processes that automate transactions that previously were labor intensive for both employees and HR professionals.
2. Worker self-service is the use of software and the corporate network to automate paper-based human resource-related processes that require a manager's approval, record-keeping or input, and processes that support the manager's job.
3. Job development involves increasing the number of tasks a worker performs, all of which are at the same level of responsibility.
4. Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
5. According to experts, the tenure for CEOs is lengthening.
6. The mission of a firm involves determining the principles on which management decisions will be based.
7. The observation method is primarily used to gather information when mental skills play a dominant role in a job.
8. Job rotation (cross-training) moves employees from one job to another to broaden their experience.
9. Frederick Herzberg outlined five principles related to job enlargement.
10. Strategic planning at all levels of the organization can be divided into four steps: (1) determination of the organizational mission, (2) assessment of the organization and its environment, (3) setting of specific objectives or direction, and (4) determination of strategies to accomplish those objectives.
11. When employee requirements and availability have been analyzed, the firm can determine whether it will have a surplus or shortage of employees.
12. A job consists of a group of tasks that must be performed for an organization to achieve its goals.
13. Using questionnaires is typically a quick, economical job-analysis method.
14. Human resource planning is a minor concern for most organizations especially during difficult economic periods.
15. The current trend with succession planning is to focus exclusively on top executive positions.
16. An availability forecast involves determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals.
17. Job specifications provide information regarding the essential tasks, duties, and responsibilities of the job.
18. Flexible work hours, telecommuting, child-care centers, and signing bonuses are compensation incentives used by firms during high-demand situations.
19. In a work group consisting of a supervisor, two senior clerks, and four data processing clerks, there are three jobs and four positions.
20. A position may require the services of ten to twelve people depending on the size of the organization.
21. The job summary approximates the nature of the work content and will distinguish that job from others.
22. Job descriptions are required by OSHA to specify elements of the job that endanger health or are considered unsatisfactory or distasteful by the majority of the population.
23. The main purpose of talent management systems is ensuring that the best people are in the most appropriate jobs at all times.
24. In the zero-based forecasting method, each successive level in the organization, starting with the lowest, forecasts its requirements, ultimately providing an aggregate forecast of employees needed.
25. A firm's disaster plans should focus on natural calamities, such as earthquakes and floods, but not on smaller incidents like building fires or computer crashes.

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