WorksheetsHR 2 exam
Total questions: 24
Worksheet time: 12mins
Through the process of work flow design, managers analyze the tasks needed to produce a product or service.
True
False
Work processes are the activities that a work unit's members engage in to produce a given output.
True
False
Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.
True
False
Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.
True
False
The second step in human resource planning is performance evaluation.
True
False
The goals an organization sets in its human resource planning process should come directly from the analysis of its labor supply and demand.
True
False
Downsizing can be used to reduce surplus labor because it yields fast results.
True
False
Work sharing is usually implemented in an effort to avoid labor shortages.
True
False
Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.
True
False
The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her résumé from an online job site.
True
False
An application form can request information regarding an applicant's marital status and race.
True
False
An HR department at a manufacturing firm wants to ensure that applicants for production jobs provide complete information about themselves in a standard format. The most effective method would be to ask candidates to submit a résumé.
True
False
In the context of work flow design, which of the following best describes a position?
the set of duties performed by a person
the set of skills and abilities that is required of a person in a job
a set of related duties fulfilled by many employees
the set of skills and abilities that is required of a person in a job
A collection of tasks that constitute the complete organizational pro
Which of the following processes involves analyzing the tasks necessary for the production of a product or service?
ergonomics
work flow design
utilization analysis
Industrial engineering
break-even analysis
Dave wants to set up a manufacturing unit, so he meets with Rodney, a human resource manager at his company. Rodney explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. He suggests they start by defining the outputs of the process. To do this, which of the following should Dave define?
the processes that will be involved in manufacturing
the number of people required for production
the type of products that will need to be manufactured
the special equipment, facilities, and systems needed for production
the data and information needed by the work unit
Which of the following statements is true of work flow analysis?
Inputs and outputs are only the two stages required to represent a complete work flow cycle.
Information cannot be considered to be an input because it is not tangible.
All outputs must be strictly measured in terms of quantity.
Outputs may be tangible or intangible products of the work processes
Organizations carry out human resource planning to:
reduce hiring of workers from colleges and universities.
increase hiring costs to match industry standards.
avoid taking risks.
gain an advantage over competitors.
replace technology with highly skilled workers.
Which of the following is the first step in the human resource planning process?
forecasting
goal setting
program implementation
program evaluation
performance evaluation
In the context of human resource planning, the primary goal of forecasting is to
predict labor shortages or surpluses in specific areas of an organization.
determine labor supply.
set goals for hiring employees.
focus attention on a problem and provide a basis for measuring an organization's success.
eliminate large numbers of personnel with the goal of enhancing an organization's competitiveness.
Identify a benefit of applying statistical forecasting methods.
They are particularly useful in dynamic environments.
Under the right conditions, they provide predictions that are much more precise than a human forecaster's subjective judgment.
They are particularly useful in predicting important events that have no historical precedent.
They are invariably better than the "best guesses" of experts.
They can be used by organizations as a substitute for relying on the subjective judgments of experts.
Russell, an entrepreneur, wants to hire a human resource professional who can help him make decisions about who will or will not be allowed to join his organization. In advertising for this professional, what term should he use to describe the process he wants help with?
predictive validation
job analysis
concurrent validation
trend analysis
personnel selection
In most organizations, the first step in the personnel selection process is
verifying the applicants' qualifications through reference and background checks.
negotiating with the employee regarding salary and benefits.
screening the applications to see which ones meet the basic requirements for the job
administering tests and reviewing work samples to rate the candidates' abilities.
inviting candidates with the best abilities to the organization for one or more interviews.
Along with 50 other candidates, Rita applied for the position of analyst at Mechalium Inc. Because Rita's profile stood out from other candidates' profiles, she was called for an interview in which she performed well. In the context of the steps involved in the selection process for recruitment, which of the following would most likely be the next step taken by the recruiter?
reviewing Rita's work samples
negotiating salary and benefits with Rita
verifying Rita's qualifications through background checks
getting Rita to sign the job offer
Gary, the new human resource manager at Alchemy Corp., proposes using automated systems for screening résumés of applicants. Gary claims that automated systems are better than humans at picking the right profiles. Which of the following statements weakens Gary's claim?
Automated systems might reject qualified people who didn't use the same keywords as the job description.
Automated systems reduce the pace of the selection process by a large margin
Automated systems prevent candidates from knowing the status of their applications.
Automated systems do not help in matching résumés to the keywords in job requirements.
Automated systems refrain from replying to the candidates when their profiles are rejected
