MGT 3320 Chapter 5 Exam Questions
and Answers
HRM determines what knowledge, skills, and abilities are needed by the
organization's human resources through a _____________. - ANSWER-job analysis
determining organization's business - ANSWER-Mission
setting goals and objectives - ANSWER-Objectives & Goals
determining how to attain goals and objectives - ANSWER-Strategy
determining what jobs need to be done and by whom - ANSWER-Structure
matching skills, knowledge, and abilities to required jobs - ANSWER-People
- process employee information
- quickly generate analyses and reports
- provide compensation/benefits support - ANSWER-HR Information Systems (HRIS)
summarizes information on current workers and their skills - ANSWER-HR inventory
report
_________ must ensure staff levels meet strategic planning goals. - ANSWER-HR
includes the development of replacement charts that:
- portray middle-to upper-level management positions that may become vacant in the
near future
- list information about individuals who might qualify to fill the positions - ANSWER-
Succession Planning
- important for small businesses
- Making sure when they lose someone valuable, they will have a backup plan -
ANSWER-Succession Planning
________ must forecast staff requirements. Creates an inventory of future staffing
needs for job level and type, broken down by year. - ANSWER-HR
must allow for the recognition of specific jobs as well as the total number of
vacancies; must detail the specific knowledge, skills, and abilities needed -
ANSWER-Forecasts
each time you're filling a vacant position, you're using the current staffing level as a
starting point for filling a position - ANSWER-Zero based forecast
, every manager knows exactly what he/she needs and knows the requirements
starting with the lowest level of management; lower management runs forecasts,
gives it to upper management, and goes to next level, and so on... - ANSWER-
Bottum up forecast
getting seasonal employment; positive correlation between sales and staffing needs;
use as a predictor; quickest way to do your forecast; predicts what you want -
ANSWER-Historical Sales Volume forecast
_______ predicts the future labor supply. - ANSWER-HR
A unit's supply of human resources comes from: - ANSWER-- new hires
- contingent workers
- transfers in
- individuals returning from leave
_________ are more difficult to predict since they depend on actions in other units. -
ANSWER-Transfers
___________ comes from both internal and external sources. - ANSWER-Labor
Supply
Decreases in internal supply come about through: - ANSWER-retirements,
dismissals, transfers, layoffs, sabbaticals, voluntary quits, prolonged illnesses,
deaths (easiest to hardest)
demand > supply - ANSWER-recruiting
demand < supply - ANSWER-downsizing
To match labor demand and supply, HR: - ANSWER-- compares forecasts for
demand and supply of workers
- monitors current and future shortages, and overstaffing
- uses downsizing to reduce supply and balance demand; downsizing will cost the
remaining workers low morale
example of decruitment - ANSWER-downsizing
a systematic exploration of the activities within a job; defines and documents the
duties, responsibilities, and accountabilities of a job and the conditions under which a
job is performed - ANSWER-Job Analysis
To determine what skills are needed, HRM conducts a __________. - ANSWER-Job
Analysis
Job analysis should be done ___________ because the previous analysis may
become obsolete because of the changing environment. - ANSWER-frequently
(every year)
What are the Job Analysis methods? - ANSWER-- observation
and Answers
HRM determines what knowledge, skills, and abilities are needed by the
organization's human resources through a _____________. - ANSWER-job analysis
determining organization's business - ANSWER-Mission
setting goals and objectives - ANSWER-Objectives & Goals
determining how to attain goals and objectives - ANSWER-Strategy
determining what jobs need to be done and by whom - ANSWER-Structure
matching skills, knowledge, and abilities to required jobs - ANSWER-People
- process employee information
- quickly generate analyses and reports
- provide compensation/benefits support - ANSWER-HR Information Systems (HRIS)
summarizes information on current workers and their skills - ANSWER-HR inventory
report
_________ must ensure staff levels meet strategic planning goals. - ANSWER-HR
includes the development of replacement charts that:
- portray middle-to upper-level management positions that may become vacant in the
near future
- list information about individuals who might qualify to fill the positions - ANSWER-
Succession Planning
- important for small businesses
- Making sure when they lose someone valuable, they will have a backup plan -
ANSWER-Succession Planning
________ must forecast staff requirements. Creates an inventory of future staffing
needs for job level and type, broken down by year. - ANSWER-HR
must allow for the recognition of specific jobs as well as the total number of
vacancies; must detail the specific knowledge, skills, and abilities needed -
ANSWER-Forecasts
each time you're filling a vacant position, you're using the current staffing level as a
starting point for filling a position - ANSWER-Zero based forecast
, every manager knows exactly what he/she needs and knows the requirements
starting with the lowest level of management; lower management runs forecasts,
gives it to upper management, and goes to next level, and so on... - ANSWER-
Bottum up forecast
getting seasonal employment; positive correlation between sales and staffing needs;
use as a predictor; quickest way to do your forecast; predicts what you want -
ANSWER-Historical Sales Volume forecast
_______ predicts the future labor supply. - ANSWER-HR
A unit's supply of human resources comes from: - ANSWER-- new hires
- contingent workers
- transfers in
- individuals returning from leave
_________ are more difficult to predict since they depend on actions in other units. -
ANSWER-Transfers
___________ comes from both internal and external sources. - ANSWER-Labor
Supply
Decreases in internal supply come about through: - ANSWER-retirements,
dismissals, transfers, layoffs, sabbaticals, voluntary quits, prolonged illnesses,
deaths (easiest to hardest)
demand > supply - ANSWER-recruiting
demand < supply - ANSWER-downsizing
To match labor demand and supply, HR: - ANSWER-- compares forecasts for
demand and supply of workers
- monitors current and future shortages, and overstaffing
- uses downsizing to reduce supply and balance demand; downsizing will cost the
remaining workers low morale
example of decruitment - ANSWER-downsizing
a systematic exploration of the activities within a job; defines and documents the
duties, responsibilities, and accountabilities of a job and the conditions under which a
job is performed - ANSWER-Job Analysis
To determine what skills are needed, HRM conducts a __________. - ANSWER-Job
Analysis
Job analysis should be done ___________ because the previous analysis may
become obsolete because of the changing environment. - ANSWER-frequently
(every year)
What are the Job Analysis methods? - ANSWER-- observation
