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Question

1. ________ is the procedure for determining the duties and skill

requirements for a specific job and the kind of person most suitable for a position. *


D) Job context


A) Job description


C) Job analysis


B) Job specification
2. The information resulting from a job analysis is primarily used for writing ________. *


B) corporate objectives


A) job descriptions


D) performance standards


C) training requirements
3. During a job analysis, a human resources specialist will most likely collect information about all of the following EXCEPT ________. *


A) human behaviors


B) physical working conditions


C) responsibilities of the position


D) employee benefits options
4. Which term refers to a written statement that describes the activities, responsibilities, and working conditions of a job?


A) job specification


B) job evaluation


C) job description


D) job context


5. Which of the following summarizes the personal qualities, traits, skills, and education needed for a particular job?


A) job specification


B) job analysis


C) job report


D) job description


6. ________ is the process of deciding what positions the firm will have to fill and how to fill them.


A) Employee selection


B) Talent management


C) Personnel planning


D) Trend analysis


7. Steve, an HR manager for IBM, must decide what positions the firm should fill in the next 6 months, which means Steve is currently working on ________.


A) candidate screening


B) workforce planning


C) employee contracting


D) department training


8. The process of determining how to fill top executive positions at a firm is known as ________.


A) internal recruiting


B) succession planning


C) team building


D) job forecasting


9. Working condition and hazard involved in a job is included in ______


A) job analysis


B) Job description


C) Job design


D) None of the above


10. Techniques of collecting Job Analysis Data does not include


A) Personal observe


B) Training


C) Maintenance of log records


D) Sending out of questionnaires


11. All of the following are sources of internal recruiting except:


A) job posting.


B) employee recommendations.


C) advertisements


D) transfers.


12. Which of the following would NOT be a possible way of overcoming a problem of not finding the correct numbers of people we need for our business?


A) Reducing overtime payments


B) Adopting more mechanisation


C) Retraining current employees


D) Outsourcing some of our output to sub-contractors


13. The method that uses the organizations current level of employment as the starting point for determining future staffing needs is


A. Zero Based Forecasting


B. Bottom-Up Approach.


C. . Forecasting Human Resource Availability.


D. None of the given options


14. The process of ensuring that there are the right number of qualified people in the rightjobs for best results is termed


A. Human Resource Planning


B. Recruitment


C. Retrenchment


D. Downsizing


15. An interview where the interviewer does not chart out the formal structure of the interview but lets it take a natural course is called a


A. Formal interview


B. Unstructured interview


C. Group interview


D. Stress interview


16. In which method of recruitment, the organisation publicises job openings on bulletin boards, electronic media and similar outlets?


(a) Employee referrals


(b) Job Posting


(c) Employment detail


(d) Job Opening


17. Job analysis produces information used for writing job descriptions and job specifications.


True


False


18. A job description is a written statement of the knowledge, abilities, and skills needed to perform a job satisfactorily.


True


False


19. Succession planning involves analyzing the demand for managers by company level and providing performance-related training opportunities to prepare individuals for future roles.


True


False


20. Publicizing an open job to employees through a firm's intranet or bulletin board is known as job posting.


True


False

Step-by-step answer

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