CHRA - Set A Drills #1

1) Which term refers to the holistic, integrated and results and goal-oriented process of planning,

recruiting, selecting, developing, managing, and compensating employees?

• A) job analysis

• B) HR alignment

• C) strategic planning

• D) talent management

Answer explanation

D) Talent management is the holistic, integrated and results and goal-oriented

process of planning, recruiting, selecting, developing, managing, and compensating employees

Talent management means getting the right people (in terms of competencies) in the right jobs, at

the right time, doing their jobs correctly.

2) Connor, a manager at a boat manufacturing firm, takes a talent management approach to his

duties. Which of the following would Connor most likely do?

• A) coordinate recruitment and compensation activities

• B) use different competencies for recruitment and development

• C) rely primarily on applicant testing results for hiring decisions

• D) manage employees based on their experience with the organization

Answer explanation

A) An effective talent management process should integrate the underlying talent

management activities such as recruiting, developing, and compensating employees. The same

competencies should be used for recruiting, training, and appraising. Firms should balance talent

management tasks with testing and proactively manage workers by segmenting them into groups.

3) In an effective talent management system, an employee's performance appraisal would initiate

training and development opportunities.

• True

• False

Answer explanation

An effective talent management process should integrate the underlying talent

management activities such as recruiting, developing, and compensating employees. For

example, performance appraisals should trigger the required employee training.

Effective talent management focuses on developing employee competencies that align with

strategic goals.

• True

• False

Answer explanation

Make sure talent management decisions such as staffing, training, and pay are

goal-directed. Managers should always be asking, "What recruiting, testing, or other actions

should I take to produce the employee competencies we need to achieve our strategic goals?"

5) Which of the following terms refers to the procedure used to determine the duties associated

with job positions and the characteristics of the people to hire for those positions?

• A) job description

• B) job specification

• C) job analysis

• D) job context

Answer explanation

C) Job analysis is the process of determining the duties of a specific job and the

characteristics of the people who would be most appropriate for the job. A job analysis produces

the necessary information to develop job descriptions and job specifications.

6) The information resulting from a job analysis is used for writing ________.

• A) job descriptions

• B) corporate objectives

• C) personnel questionnaires

• D) training requirements

Answer explanation

A) A job description is a list of what a job entails, and it is derived from a job

analysis. Job analysis is the procedure through which you determine the duties of job positions

and the characteristics of the people that should be hired for the positions.

7) All of the following types of information will most likely be collected by a human resources

specialist through a job analysis EXCEPT ________.

• A) work activities

• B) human behaviors

• C) performance standards

• D) employee benefits options

Answer explanation

D) Work activities, human behaviors, performance standards, job context, and

human requirements are the types of information typically collected through a job analysis.

Information gathered through a job analysis is used to develop job descriptions and job

specifications. Managers use job analysis for the purpose of recruitment, compensation, training,

and performance appraisal but not for assessing employee benefits options.

8) A manager uses the information in a job analysis for all of the following EXCEPT ________.

• A) assessing training requirements

• B) complying with FCC regulations

• C) determining appropriate compensation

• D) providing accurate performance appraisals

Answer explanation

B) Managers use information gathered from a job analysis for many activities

including providing performance appraisals, recruiting, determining compensation, and assessing

training requirements. Job analysis plays a major role in EEO (Equal Employment Opportunity

Commission) compliance but not with FCC (Federal Communications Commission) regulations.

9) Which of the following most likely depends on a job's required skills, education level, safety

hazards, and degree of responsibility?

• A) employee compensation

• B) organizational culture

• C) annual training requirements

• D) OSHA and EEO compliance

Answer explanation

A) Compensation in the form of salaries and bonuses greatly depends upon a job's

required skills, education level, safety hazards, and level of responsibility. Managers use the job

analysis to determine the relative worth of a specific job and the most appropriate compensation

for an employee.

10) Allison, a manager at a large clothing retail store, needs to determine essential duties that

have not been assigned to specific employees. Which of the following would most likely provide

Allison with this information?

• A) work activities

• B) job context

• C) job analysis

• D) performance standards

Answer explanation

C) Job analysis can help reveal duties that need to be assigned to a specific

employee. Work activities, performance standards, and job context are the types of information

that are provided through a job analysis.