WorksheetsJob Design and HRM Quiz
Total questions: 99
Worksheet time: 50mins
Job design primarily means
Organizing tasks, duties, responsibilities into one job
Scheduling shifts for existing jobs
Benchmarking pay across firms
Mapping the company structure
Which set lists the job design factors?
Organizational, Environmental, Behavioral
Financial, Legal, Cultural
Strategic, Tactical, Operational
Technical, Political, Ethical
In the diagram, what follows Job Design?
Productive and satisfying job
Strategic planning cycle
Recruitment and selection
Training and appraisal
The feedback arrow loops back to
The factors influencing job design
The payroll and benefits desk
Customer service workflow
The external labor market
Job Rotation is best described as
Periodic movement among tasks or positions
Adding similar-level tasks to a role
Giving more autonomy and accountability
Splitting one job into micro steps
Job Enlargement means
Adding more tasks at the same responsibility level
Moving staff between roles on a schedule
Delegating key decisions to the jobholder
Outsourcing noncore duties to vendors
Job Enrichment focuses on
Greater autonomy, feedback, learning, accountability
More tasks with unchanged responsibility
Faster rotation across departments
Tighter supervision and detailed rules
On the comparison chart, which shows highest impact and complexity?
Socio-technical systems
Job enrichment
Job engineering
Job rotation
On the chart, which has lowest impact and complexity?
Job rotation
Job enlargement
Job enrichment
Job engineering
Which is listed as a contemporary job design issue?
Telecommuting
Brand repositioning
Equity financing
Office relocation
Which approach stresses careful written contracts?
PM
HRM
HRM
PM
Which approach is described as fast?
HRM
PM
PM
HRM
How are people viewed in the respective approaches?
HRM
PM
PM
HRM
Which is a valid Action Plan after reconciling HR numbers?
Redundancy plan
Paint refresh
Coffee supplier swap
Logo update
Which item is unique to Manpower Planning vs Recruitment?
Demand/supply forecasting and reconciliation
AIDA copywriting
Interview scoring
Offer letter templates
One JCM psychological state is:
Knowledge of results
Pride in uniform
Brand loyalty
Vacation readiness
Which is a core JCM characteristic?
Task significance
Seniority
Brand affinity
Span of control
Which model balances stakeholder interests and employee well-being?
Harvard
Fombrun
Guest
Harvard
In the Harvard model, which group is under HRM Policy Choices?
Employee influence; HR flow; rewards; work systems
Commitment; competence; congruence; cost effectiveness
Hiring; training; appraisal; compensation
Selection; appraisal; rewards; HRD
In the Guest model, which are Behavioral Outcomes?
Motivation; cooperation; organizational citizenship
Commitment; quality; flexibility
Productivity; innovation; quality
Individual well-being; organizational effectiveness
What similarity is noted across all three models?
All link HR to better performance
Only Harvard connects HR to profit
Only Guest ties HR to quality
Fombrun denies the HR-performance link
In the Harvard model, which are Long-term Consequences?
Individual well-being; organizational effectiveness; societal well-being
Commitment; competence; congruence; cost effectiveness
Motivation; cooperation; organizational citizenship
Hiring; training; appraisal; compensation
Which model is described as performance-focused with limited welfare?
Fombrun
Harvard
Guest
Harvard
How is the Guest model characterized in the text?
Integrates both; aligns strategy and commitment
Purely people-oriented with stakeholder balance
Purely performance-focused with limited welfare
Avoids commitment and strategy emphasis
In the Harvard model, which set is under Stakeholders' Interest?
Shareholders; management; employee groups; government; community; unions
Workforce traits; business strategy; labor market
Hiring; training; appraisal; compensation
Commitment; competence; congruence; cost effectiveness
Which assumption is stated for Strategic HR?
Supports long-term goals via people development
Optimizes short-term performance and benefits
Balances organization and employee interests
Emphasizes immediate efficiency over well-being
Verifying education and employment is the role of:
Background analysis
Panel interview
Assessment center
Induction
Aptitude and personality measures are:
Selection tests
Exit interviews
Job offers
Wage surveys
In Recruitment, which step answers 'where/how/when to source'?
Screening
Strategy development
Job offer
Onboarding
Which feature best distinguishes Recruitment from Selection?
Recruitment ends at receiving applications
Recruitment runs medical exams
Recruitment issues contracts
Recruitment does reference checks
According to JCM, to raise MPS you should especially raise:
Autonomy and feedback
Seniority and hours
Office size and parking
Team size and span of control
Which external items typically appear on an HRM environment diagram?
Strategy, task, leadership
Judiciary, suppliers, globalization
Unions, culture, professional bodies
Job analysis and job design
In the S1-S5 diagnosis, 'training only' solution corresponds to:
S2
S1
S4
S5
The typical first step in the training process is:
Implementation
Needs assessment
Evaluation
Budgeting
The formula for MPS (Motivating Potential Score) is:
(SV + TI + TS)/3 × Autonomy × Feedback
SV × TI × TS × Autonomy
SV + TI + TS + Autonomy + Feedback
(Autonomy + Feedback)/2 × SV
'Unions' are categorized as:
Internal forces
External forces
Cultural forces
Technological forces
S3 indicates the solution requires:
Training + non-training actions
Training only
Layoffs only
Appraisals only
S2 indicates the gap can be closed by:
Non-training only
Training only
Neither
Overtime
Measuring results of training is:
Evaluation
Recruitment
HRIS
Payroll audit
Delivering the program is called:
Implementation
Objective setting
Screening
Background check
In the Harvard model, what comes after HRM Policy Choices?
HR Outcomes
Long-term Consequences
Stakeholders Interest
Situational Factors
In the Guest model, which stage is just before Performance Outcomes?
Behavioral Outcomes
HR Outcomes
HRM Practices
Final Outcomes
Which set is shown as negative Performance Outcomes in the Guest model?
Low productivity, absenteeism, turnover
Productivity, innovation, quality
Profits, ROI
Commitment, quality, flexibility
Which model explicitly lists Employee influence under policy choices?
Harvard
Guest
Fombrun
Strategic HR
Which model links Selection, Appraisal, Rewards to OE?
Fombrun
Guest
Harvard
Strategic HR
Which model emphasizes balancing stakeholder interests and well-being?
Harvard
Fombrun
Guest
Strategic HR
Which model is characterized as mechanistic in the text?
Fombrun
Harvard
Guest
Strategic HR
Which model is described as more humanistic in the text?
Harvard
Guest
Fombrun
Strategic HR
Which model is said to strike a balance between strategy and engagement?
Guest
Harvard
Fombrun
Strategic HR
Which item is listed under Situational Factors in the Harvard model?
Workforce characteristics
Employee influence
Profits
Motivation
In the Guest model, which belong to HRM Practices?
Hiring, training, appraisal, compensation
Commitment, quality, flexibility
Motivation, cooperation, citizenship
Profits, ROI
Which option is not part of HR Outcomes in the Harvard model?
Flexibility
Commitment
Competence
Congruence
Which model lists Societal well-being as a result?
Harvard
Fombrun
Guest
Strategic HR
Which item belongs in Job Description?
Machines, tools, equipment
Emotional traits
Physical skills
Sensory demands
Which item belongs in Job Specification?
Education, experience, training
Job title, location
Materials and forms
Working hazards
Which appears under Job Description?
Supervision given or received
Judgement and initiative
Communication skills
Physical efforts
Which appears under Job Specification?
Emotional characteristics
Job summary and duties
Machines and tools
Working conditions
In the process diagram, what follows Gather Information?
Process Information
Strategic Choices
Job Specification
HR Planning
What is the final output in the process flow?
Job Specification
Job Description
Gather Information
Strategic Choices
Which is a listed method for collecting job data?
Observation
Focus group
Role play
Web poll
Which pair are listed methods?
Interviews and Diary
Brainstorm and Audit
Benchmark and Survey
Simulation and Trial
Which HR activity is guided by JA in hiring?
Recruitment & Selection
Asset tracking
Event planning
Brand design
Which HR activity uses JA to set pay?
Remuneration
Safety & Health
Personnel files
Corporate PR
Which phase recognizes both outside labor market and internal policies?
External & Internal Environment
Employment Interview
Selection Decision
Evaluation
What follows the Preliminary Interview in the flow?
Selection Tests
Reference Analysis
Job Offer
Physical Exam
Which step verifies past employment, education, and records?
Reference & Background Analysis
Employment Interview
Preliminary Interview
Evaluation
Which stage directly precedes the Employment Contract?
Job Offer
Selection Decision
Physical Examination
Evaluation
At which point are many applicants first screened out?
Preliminary Interview
Employment Contract
Evaluation
Job Offer
What is the intended outcome of 'new methods of selection'?
Address bias and boost transparency
Replace interviews entirely
Lower training budgets only
Guarantee perfect validity
Which sequence places appraisal correctly in the chain?
Job Analysis → Performance Standards → Performance Appraisal
Performance Standards → Job Analysis → Appraisal
Appraisal → Job Analysis → Standards
Job Analysis → Appraisal → Standards
Which is a listed objective of performance appraisal?
Decide upon a pay raise
Allocate office space
Set product pricing
Approve vendor contracts
What does Job Evaluation primarily assess?
The job's value from factors like responsibility, skill, conditions
The employee's performance against set standards
The team's outcomes for the quarter
The firm's market position in the industry
Job Evaluation is usually carried out
Before an employee is appointed to the job
After the annual performance cycle
During the probationary period only
After a promotion has been granted
A key purpose of Job Evaluation is to
Establish fair pay differentials
Approve annual leave requests
Allocate project teams
Plan corporate advertising
Regarding requirement, Job Evaluation is
Not mandatory; sometimes used for lower-level jobs
Mandatory for every job in all firms
Optional but only for senior management
Enforced by law in all industries
Who typically conducts Job Evaluation?
A job evaluation committee of internal and external members
An employee self-review without oversight
A peer-only panel from the same unit
A single line manager acting alone
What does Performance Appraisal primarily assess?
The employee's on-the-job performance
The comparative worth of the job
The external wage levels in the market
The physical hazards of the workplace
Performance Appraisal is conducted
After hiring and placement into a job
Before recruitment begins
Prior to any job analysis work
Before the wage survey step
A main purpose of Performance Appraisal is to
Decide promotions, rewards, penalties, training, transfers
Set pay differentials only
Verify degrees and certificates only
Classify jobs into grades only
Regarding frequency, Performance Appraisal is
Regular and compulsory for all jobs
Occasional and optional for most jobs
Done only for new employees
Limited to temporary workers
Who may carry out Performance Appraisal?
Self, peers, supervisors, groups, or a combination
External consultants only
HR payroll staff only
Union representatives only
Choose the correct Job Evaluation sequence.
Objectives → Job Analysis → JD & JS → Evaluation Programme → Wage Survey → Employee Classification
Job Analysis → Objectives → Evaluation Programme → JD & JS → Classification → Wage Survey
Objectives → JD & JS → Wage Survey → Job Analysis → Programme → Classification
JD & JS → Objectives → Programme → Job Analysis → Wage Survey → Classification
Choose the correct Performance Appraisal sequence.
Objectives → Establish Expectations → Design Programme → Appraise → Performance Interview → Archive Data → Use Data
Establish Expectations → Objectives → Appraise → Design Programme → Use Data → Archive Data → Interview
Objectives → Appraise → Design Programme → Establish Expectations → Interview → Use Data → Archive Data
Design Programme → Objectives → Establish Expectations → Archive Data → Appraise → Interview → Use Data
Which level asks if trainees liked the programme and facilities?
Reaction
Learning
Behaviour
Result
Which measures fit the Learning level?
Written tests, performance tests, graded simulations
Appraisal by superior, peer, client, subordinate
Accidents, quality, productivity, profits
Questionnaires
Which level checks if trainees use new skills on the job?
Behaviour
Reaction
Result
Learning
Which group are Result-level measures?
Accidents, quality, productivity, turnover, morale, costs, profits
Written tests, simulations, task scores
Appraisals by different raters
Course reaction questionnaires
Choose the correct order of levels (low to high).
Reaction → Learning → Behaviour → Result
Learning → Reaction → Result → Behaviour
Behaviour → Result → Reaction → Learning
Result → Behaviour → Learning → Reaction
What does skill variety mainly capture?
Use of diverse activities and abilities
Control over schedules and methods
Clarity of performance results
Completion of an entire work cycle
Task identity refers to
Finishing a whole piece of work with a clear start-end
The job's effect on other people
Freedom to choose procedures
Receiving timely performance cues
Task significance is about
The job's impact on others inside or outside the organisation
The number of tools used on the job
The sequence of activities within a shift
The amount of pay tied to the job
Autonomy in the model means
Independence and discretion in organising and executing work
Feedback from supervisors and clients
Finishing a job from start to finish
Variety in tasks within a role
Feedback is best defined as
Direct, clear, timely information on one's own performance
Periodic rotation across departments
Authority to set personal objectives
Formal approval to finish a project
Which set feeds experienced meaningfulness of work?
Skill variety, task identity, task significance
Autonomy, feedback, task identity
Skill variety, autonomy, feedback
Task significance, autonomy, feedback
Which core characteristic leads to experienced responsibility for outcomes?
Autonomy
Feedback
Task identity
Skill variety
Which core characteristic produces knowledge of results?
Feedback
Autonomy
Task significance
Skill variety
When the psychological states are strong, the model predicts
High motivation, performance, and satisfaction
Low autonomy and low turnover
High pay and low absenteeism
Stable hours and wider task lists
Choose the correct MPS expression.
(SV + TI + TS)/3 × Autonomy × Feedback
(SV × TI × TS)/3 + Autonomy + Feedback
(Autonomy + Feedback)/2 × (SV + TI + TS)
(SV + TI + TS + Autonomy + Feedback)/5
For a job to have high motivating potential, which condition must hold?
At least one of SV, TI, TS is high and both autonomy and feedback are high
All five characteristics must be at maximum
Autonomy alone must be high
Feedback alone must be high
