HR Job Analysis & HR Strategic Planning (Chapter 2)

Which of the following statements is NOT the main purposes of conducting a job analysis.

• To create a right fit between job and employ

• To analyze training and development needs of an employee performing a specific job

• To access the performance of an employees

• To maintain skillful employees in organization

Which of the following is the second step of human resource planning process.

• Forecasting human resource requirement

• Forecasting human resource availability

• Comparing requirement and availability

• Develop and implement human resource strategies

In some instances, job analysis information is gathered by having employees describe their daily work activities in a diary or log. This statment refers to which method to collect data in condusting Job Analysis

• Interviews

• Surveys / Questionnaires

• Observation

• Journal & Records

A process used to determine knowledge, skills and abilities, as well as the duties necessary to successfully perform a job. This statment refers to

• Human resource planning

• Job analysis

• Job description

• Job specification

(a)   method is used primarily to gather information on jobs emphasizing manual skills, such as those of a machine operator.

It is system which seeks to merge the activities assocciated with HRM and IT into common database.

• Human resource strategic planning

• Job Analysis

• Human Resource Information Systems

• Job Specification

______________________ is document that provides information regarding the essential tasks, duties, and responsibilities of a job.

• Job Analysis

• Job Description

• Job Specification

• Job Duties

Which of the following is the third step of human resource planning process.

• Forecasting human resource requirement

• Forecasting human resource availability

• Comparing requirement and availability

• Develop and implement human resource strategies

_________________ is the process of forecasting the future human resource requirement of the organization & determining how the existing human resource capacity of the organization can be utilized to fulfill these requirement.

• Human resource strategic planning

• Job Analysis

• Job Description

• Job Specification

Which of the following is NOT under job specification

• Personality

• Training

• Job duties

• Qualification