Management, HR, and Job Analysis

• These notes cover various aspects of management, human resources, and job analysis, including key functions, processes, and tools.
• It includes both multiple-choice questions and true/false statements.

Management Functions and Processes

• The basic functions of the management process include planning, organizing, leading, and staffing; outsourcing is not a basic function.
• A manager is responsible for accomplishing an organization's goals through planning, organizing, staffing, leading, and controlling personnel.
• Staffing involves selecting employees, setting performance standards, and compensating employees.
• The five basic functions of management: planning, organizing, staffing, leading, and controlling.
• Establishing monthly sales quotas is an example of the planning function of management.
• Maintaining employee morale is an activity associated with the leading function.
• A primary hindrance to a firm's productivity is the inability to acquire and maintain human capital.
• Managers use metrics to assess performance and develop strategies for corrective action, performing the controlling function.

Human Resources

• Human resource managers are categorized as staff managers who assist and advise line managers in areas like recruiting, hiring, and compensation.
• A line manager is authorized to direct the work of subordinates.
• Performance appraisals are a responsibility shared by line managers and human resource managers.
• Globalization refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad.
• Human capital refers to the knowledge, education, training, skills, and expertise of a firm's workers.
• The most significant demographic trend facing the U.S. workforce is the increased number of aging workers.
• Nontraditional workers are those with multiple jobs.
• Ethical issues such as workplace safety, security of employee records, comparable work, and employee privacy rights are related to human resource management.

Job Analysis and Descriptions

• Most job descriptions contain sections that cover performance standards, responsibilities, and working conditions, but not required overtime.
• The primary source of information an employer uses to write a job specification is the job description.
• The job identification section of a job description contains the job title.
• Relevant certification is a likely inclusion in job specifications for a sales job being filled by an untrained individual.
• Job enlargement means assigning workers additional same-level activities.
• Job enrichment refers to redesigning jobs to increase opportunities for responsibility, achievement, growth, and recognition.
• Job rotation is when an employee works in different roles or tasks.
• A job description lists a job's specific duties as well as the skills and training needed.
• The information resulting from a job analysis is used for writing job descriptions.
• Job specifications refers to the human requirements needed for a job, such as education, skills, and personality.
• A job description is a written statement describing the activities, responsibilities, working conditions, and supervisory responsibilities of a job.
• Job specifications refers to the human requirements needed for a job, such as education, skills, and personality.
• An organization chart indicates the distribution of work within a firm and the lines of authority and communication.
• A process chart shows the flow of inputs to and outputs from a job being analyzed.
• A workflow analyst focuses on a single, identifiable work process.
• The fourth step in conducting a job analysis involves collecting data about required employee abilities, typical working conditions, and specific job activities (but not employee turnover rates).
• The final step in conducting a job analysis is writing a job description and job specifications.
• Interviews for job analysis data collection will likely address hazardous conditions, primary work duties, and required education, but not personal hobbies.
• A work cycle is the time it takes to complete a job.
• Using diaries is an approach to job analysis data collection where employees record their activities and the time it takes to complete them
• Most job descriptions contain sections that cover performance standards, responsibilities, and working conditions but not required overtime.
• the primary source of information an employer uses to write a job specification is the job description.
• Job enlargement means assigning workers additional same-level activities.

True or False Statements

• The planning function of management includes establishing goals and standards and developing forecasts and is true.
• Communicating is not one of the five basic functions of the management process.
• Hiring the wrong person, committing unfair labor practices, and failing to motivate employees can hinder firms and is true.
• Staff managers cannot issue orders to subordinates.
• In small organizations, line managers often handle personnel duties without HR assistance and is true.
• Human resource managers assist line managers with various personnel tasks is true.
• The task of interviewing job candidates is typically shared between HR and other departments and is true.
• Top HR executives usually have experience and professional certification and is true.
• Technology has significantly altered factory work. Modern HR managers perform transactional duties and help with long-term plans and is true.
• Organization charts show the division of work and is true.
• Observation is most appropriate for jobs involving physical activities and is true.
• Job enlargement does not redesign jobs in a way that increases responsibility.
• Reengineered processes make workers collectively responsible and is true.

Recruitment and Selection

• Determining what positions to fill is the first step in recruitment and selection.
• Selection tools refer to background investigations, tests, and physical exams used to identify viable candidates.
• Personnel planning involves deciding what positions the firm will have to fill and how to fill them.
• Personnel planning for Samsung involves HR deciding open positions in the next 6 months.
• Succession planning refers to the process of deciding how to fill executive positions.
• Employment planning requires forecasting the supply of inside candidates, the supply of outside candidates, and personnel needs.
• Trend analysis refers to studying past employment needs to predict future needs.
• Ratio analysis determines future staff needs by using ratios between a causal factor and the number of employees required.
• A scatter plot is a graphical method used to identify the relationship between two variables.
• Personnel replacement charts refers to company records showing present performance and promotability of inside candidates.
• Employee recruiting is finding or attracting applicants for open positions.
• Recruiting is necessary to develop an applicant pool.
• A primary disadvantage of using internal sources is the potential to lose employees who aren't promoted.
• Succession planning is the ongoing process of systematically identifying, assessing, and developing organizational leadership.
• Identifying and analyzing key needs is the first step in succession planning.
• Personnel replacement charts refers to company records showing present performance and promotability of inside candidates.
• Intranet job postings is not typically a recruitment tool for outside candidates.
• Employment planning should be an integral part of a firm's strategic and HR planning process.
• Personnel planning requires an estimation of personnel needs, the supply of inside candidates, and the likely supply of outside candidates.
• When making personnel plans, a manager primarily needs to focus on the firm's personnel needs, the supply of inside candidates, and the estimated supply of outside candidates.
• The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position.
• In most cases, job applicants view concise job advertisements as more attractive and credible than lengthy ads with too many details about a job.