Human Resource Planning Chapter 4

False (B)

External and Internal

<p>objectives</p> Signup and view all the answers

<p>Mission = Defining the organization's purpose and principles Environmental Assessment = Analyzing internal strengths/weaknesses and external opportunities/threats Objectives = Specific, measurable goals derived from the mission Strategies = Plans to achieve the objectives</p> Signup and view all the answers

<p>External assessment (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>What is to be accomplished; principles that will guide the effort</p> Signup and view all the answers

<p>Observation (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Employee’s immediate supervisor</p> Signup and view all the answers

<p>Responsibilities</p> Signup and view all the answers

<p>Present tense (D)</p> Signup and view all the answers

<p>Employees may exaggerate job importance. (B)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Budgeting (C)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Interviews supplemented by extensive work observation</p> Signup and view all the answers

<p>job number or code</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Machines, tools, and equipment</p> Signup and view all the answers

<p>minorities</p> Signup and view all the answers

<p>Observation = Analyst watches worker perform job tasks Interviews = Involves both employee and supervisor Employee Recording = Employees describe daily work activities Combination of Methods = Analysts use more than one method</p> Signup and view all the answers

<p>Job Identification = Includes job title, department, reporting relationship, and job code. Job Summary = Concise overview of the job. Duties Performed = Major responsibilities and tasks of the job. Job Specification = Minimum qualifications a worker should possess.</p> Signup and view all the answers

<p>descriptions</p> Signup and view all the answers

<p>Questionnaires = Structured forms given to employees to gather job-related information Observation = Watching employees perform their tasks and recording details Interviews = Meeting with employees and supervisors to discuss job duties Employee Recording = Employees documenting their daily activities and tasks</p> Signup and view all the answers

<p>To identify job changes that make the description obsolete (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Employees might lack verbal skills. (D)</p> Signup and view all the answers

<p>Financial and nonfinancial compensation. (D)</p> Signup and view all the answers

<p>Standard Occupational Classification</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Wage and Salary Administrator (A)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>increased focus on 'any other duty that may be assigned'</p> Signup and view all the answers

<p>nonexempt</p> Signup and view all the answers

<p>Equal Pay Act (B)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Occupational Safety and Health Act (OSHA) (A)</p> Signup and view all the answers

<p>Fair Labor Standards Act = Employee categorization (exempt vs. nonexempt) Equal Pay Act = Pay equity between genders for similar jobs Civil Rights Act = Defense against unfair discrimination Occupational Safety and Health Act (OSHA) = Identification of job elements that endanger health Americans with Disabilities Act (ADA) = Reasonable accomodations for disabled workers</p> Signup and view all the answers

<p>The process of determining specific tasks to be performed, the way of performing the tasks, and how a job relates to other work in an organization. (C)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>to achieve dramatic improvements in critical measures of performance such as cost, quality, service, and speed</p> Signup and view all the answers

<p>job rotation</p> Signup and view all the answers

<p>Job Enlargement = Increasing the variety of tasks at the same level of responsibility. Job Enrichment = Increasing the level of responsibility and challenge. Job Rotation = Moving employees between different jobs. Reengineering = Radically redesigning business processes for dramatic improvements.</p> Signup and view all the answers

<p>Optimizing the use of human capital to drive organizational results. (B)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Cost, Quality, Service, and Speed</p> Signup and view all the answers

Determining specific tasks, methods, and job relationships within an organization.

Enhancing a job's content and responsibility to provide greater challenges for workers.

Expanding the scope of a job to include a variety of tasks at the same responsibility level.

Moving employees between different jobs to broaden their experience and skills.

Radical redesign of business processes to achieve major improvements in performance metrics.

Strategic approach to optimize human capital for achieving organizational goals.

Adding higher-level responsibilities to a job, typically associated with job enrichment.

Training employees to perform multiple tasks across different roles within an organization.

Language should be clear, unbiased, and present tense.

Details like job title, department, and reporting relationships.

Helps track changes that can make descriptions outdated.

A brief overview that highlights the job's purpose.

List of major responsibilities of the job.

Lists minimum qualifications required for a position.

Overstated qualifications can exclude certain groups and complicate hiring.

System for organizing job descriptions across U.S. occupations.

A method to gather information about job responsibilities, necessary skills, and working conditions.

A government-developed database providing detailed occupational information on worker attributes and job characteristics.

A law that categorizes employees as exempt or nonexempt regarding overtime pay and minimum wage.

Requires equal pay for women if their job roles, as per descriptions, are not substantially different from men's roles.

A formal document outlining the duties and responsibilities of a specific job role.

An individual's ability to apply knowledge, skills, and abilities to perform work successfully.

Specifying and defining the necessary competencies for success in various jobs within an industry.

Requires employers to make reasonable accommodations for employees with disabilities.

The procedure to establish an organization’s mission, assess its environment, set objectives, and create strategies.

The fundamental purpose of an organization, defining what it aims to achieve.

The analysis of external and internal factors affecting an organization.

The process of defining clear and measurable goals for an organization.

Creating plans to achieve the established objectives of an organization.

The process of forecasting an organization’s future human resource needs.

The process of recruiting and hiring employees for specific roles.

Activities aimed at improving employee skills and knowledge.

Regular evaluation of employee performance against benchmarks.

Tasks that focus on the worker's needs and abilities.

Various techniques to gather job-related information.

Structured surveys used to collect data from employees about their jobs.

A method where analysts watch workers perform tasks and record observations to gather information about manual skills.

Engaging both employee and supervisor in discussion to gain insights about job duties and performance.

Employees maintain a diary or log of daily work activities, useful for specialized jobs.

Utilizing multiple job analysis methods for more reliable information.

Involves employees and their immediate supervisors for accurate job insights.

Includes duties performed, time allocation, performance standards, working conditions, and reporting structure.

Job descriptions need to be relevant and accurate to ensure effective job performance and expectations.