 1 Copyright © 2017 Pearson Education, Inc. Human Resource Management, 15e (Dessler) Chapter 4 Job Analysis and the Talent Management Process 1) Which term refers to the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees? A) job analysis B) HR alignment C) strategic planning D) talent management Answer: D Explanation: D) Talent management is the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees Talent management means getting the right people (in terms of competencies) in the right jobs, at the right time, doing their jobs correctly. Difficulty: Easy Chapter: 4 Objective: 1 AACSB: Analytical Thinking Learning Outcome: 4.1 Define talent management and explain why it is important. 2) Connor, a manager at a boat manufacturing firm, takes a talent management approach to his duties. Which of the following would Connor most likely do? A) coordinate recruitment and compensation activities B) use different competencies for recruitment and development C) rely primarily on applicant testing results for hiring decisions D) manage employees based on their experience with the organization Answer: A Explanation: A) An effective talent management process should integrate the underlying talent management activities such as recruiting, developing, and compensating employees. The same competencies should be used for recruiting, training, and appraising. Firms should balance talent management tasks with testing and proactively manage workers by segmenting them into groups. Difficulty: Moderate Chapter: 4 Objective: 1 AACSB: Application of Knowledge Learning Outcome: 4.1 Define talent management and explain why it is important. Chapter 4 Which of the following is not a use of job analysis? Benefits Why is job analysis called the cornerstone of human resource management? The information generated is used for many different purposes. There are six steps in the job analysis process. These steps are selecting the jobs to analyze, collecting the data, verifying the data, creating job descriptions and specifications, communicating, and reviewing the relevant organizational information. Knowing the actual requirements of an organization's various jobs is essential for planning future staffing needs. True Huda is meeting with a member of the human resource department to determine if the duties, tasks, and responsibilities that human resources have determined for her job match what she actually does. What step is this in the job analysis process? Review information with job data How does job analysis help with training and development? By comparing the knowledge, skills, and abilities (KSAs) that employees bring to the job with those that are identified by job analysis, managers can determine gaps. Your answer is correct. A position is a collection of tasks and responsibilities performed by one person. True Which of the following most clearly describes a process chart? A chart showing inputs and outputs of the job being analyzed What type of information would be depicted on an organizational chart? Chain of command and who is accountable to whom Jennifer is trying to decide how to organize a large new not-for-profit agency. What would be the major criterion that Jennifer should consider? The strategy of the organization The process of systematically organizing work into tasks is Job design Jennifer works for a production line. Her task is to sew a button to winter jackets so that the button lines up with the buttonholes. Last month she was also given the task of creating the buttonhole in addition to attaching the button to the jacket. This is known as Job enlargement Which of the following is a disadvantage of work simplification? Leads to lower satisfaction Which of the following is not a use of job analysis?Performance appraisal is not offered in a job analysis. Performance appraisal means systematic evaluation of the personality and performance of each employee by his supervisor or some other person trained in the technique of merit rating. Was this answer helpful?
What purpose does job analysis information serve for human resource departments?Job analysis is useful to identify the knowledge, skills, abilities, and other characteristics required for a role, which can then be matched with an internal hire. Job analysis can be used to improve efficiency at work by analyzing activities and optimizing the way they are conducted by people in the role.
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Which of the following is NOT one of the HR activities that uses job analysis as a standard
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