Chapter 5: Human Resource Planning and Job Analysis
1. The mission statement is the foundation on which every decision in the organization should be made.
Ans: True
Response: The mission statement is the first step of the strategic planning process in an organization.
2. A decrease in the supply of any unit’s human resources usually comes from new hires.
Ans: False
Response: New hires represent an increase in the supply of any unit’s human resources.
3. A job evaluation states the minimum acceptable qualifications for the incumbent.
Ans: False
Response: Job evaluations focus on the jobs.
4. The Position Analysis Questionnaire (PAQ) is a job analysis technique that rates jobs on elements in six activity categories.
Ans: True
5. A job description specifies the relative value of each job.
Ans: False
Response:A job description is a statement indicating what a job entails. See page 136.A job specification specifies the relative value of each job.
Multiple Choice
6. Top executives at company ABC have agreed on a new mission statement. More specifically, they have agreed on what business the company should be in and who their consumers are. What should the next step be for these top executives?
a) Begin the corporate assessment
b) Set strategic goals
c) Identify the core competency of the company
d) Evaluate the strengths and weaknesses of the company
e) Conduct a SWOT analysis
Ans: b
Response A: No.
Response B: Correct!
Response C: No.
Response D: No.
Response E: No.
7. The steps of the strategic planning process, in order, are:
a) Strategy, structure, goals, mission.
b) Strengths, weaknesses, opportunities, threats.
c) Mission, goals, people, strategy
d) Goals, strategy, structure, people.
e) Planning, organizing, leading, controlling
Ans: d
Response A: No. Right list, wrong order.
Response B: No. These are SWOT components.
Response C: No. Right list, wrong order.
Response D: Correct!
Response E: No. These are Fayol’s management functions.
8. During a meeting Julandre, a top executive at XYZ, Inc. made a presentation about the organizational strengths that represent the firm’s unique skills and resources. Julandre insisted that these organizational strengths should give XYZ, Inc, a competitive edge in the future. What was Julandre referring to in this meeting?
a) The mission statement of the company.
b) The strategic statement of the company.
c) The strategic planning process of the company.
d) The core strategy of the company.
e) The core competency of the company.
Ans: e
Response A: No.
Response B:This is not an actual term.
Response C: No.
Response D:This is not an actual term.
Response E: Correct!
9. Which of the following is not a step in a job analysis process?
a) Understand the purpose of the job analysis.
b) Understand the roles of jobs in the organization.
c) Benchmark positions.
d) Determine the pay level of jobs.
e) Determine how to collect job analysis information.
Ans: d
Response A: A step in a job analysis process.
Response B: A step in a job analysis process.
Response C:A step in a job analysis process.
Response D: Correct!
Response E: A step in a job analysis process.
10. Which of these decreases in the labor supply is the easiest to predict?
a) Retirements.
b) Deaths.
c) Transfers-in.
d) Voluntary quits.
e) Prolonged illnesses.
Ans: a
Response A: Correct!
Response B: No.
Response C: No. This is an increase in the labor supply.
Response D: No.
Response E: No.
11.Which of the following is a job analysis technique that involves extensive input from the employee’s supervisor?
a) Technical conference method
b) Group interview method
c) Diary method
d) Structured questionnaire method
e) Individual interview method
Ans: a
Response A: Correct!
Response B: No.
Response C: No.
Response D: No.
Response E: No.
12. Dion conducted a job analysis for a large manufacturing firm. His results had to be verified with another technique because typical behaviors were not recorded and his notes included comments about “Hawthorne.” What technique did Dion use?
a) Diary.
b) Replacement chart.
c) Forcedchoicecomparisons.
d) Structured questionnaire.
e) Observation.
Ans: e
Response A: No. Diaries are complete, usually.
Response B: Not for this question.
Response C: Not a job analysis technique. Used for job evaluations.
Response D: Good guess, but no. Typical behaviors would definitely be covered.
Response E: Correct!
13. Which of the following states the minimum acceptable qualifications that the incumbent must possess to perform the job successfully?
a) Job description
b) Job analysis
c)Job-morphing
d)Job specification
e)SWOT analysis
Ans: d
Response A: No.
Response B: No.
Response C: No.
Response D: Correct!
Response E: No.
14. Is the job description important for ADA compliance?
a) Yes. It provides salary ranges.
b) No. It was made illegal with Title IX.
c) Yes. It identifies essential job functions.
d) No. It is superseded by replacement charts.
e) Yes. It identifies the reporting to structure.
Ans: c
Response A: No. Salary isn’t included.
Response B: No. This answer doesn’t make sense.
Response C: Correct!
Response D: Incorrect.
Response E: Not the best answer. Reporting structures are included, but that isn’t necessarily relevant to ADA compliance.
15. What is the best job analysis method?
a) Diary method
b) Technical conference method
c) Individual interview method
d) Observation method
e) There is no one best job analysis method
Ans: e
Response A: No.
Response B: No.
Response C: No.
Response D: No.
Response E: Correct! It is usually recommended to use some combination of job analysis methods.