QUIZ 2

HRM533: HUMAN RESOURCE MANAGEMENT

MATRIC NUMBER: 2021110417

GROUP: RBA2422A

ANSWER ALL QUESTIONS

PART A: CHOOSE THE CORRECT ANSWER TO THE FOLLOWING QUESTIONS (TRUE/FALSE) 1 MARK
EACH

1. A statement of the different duties, tasks, and responsibilities of a job is known as a job specification.
(T/F)

2. If the criteria used to hire and evaluate employees are vague and not job-related, employers
are less likely to find themselves being accused of discriminating against the members
of protected classes. (T/F)

3. Employee interviewing is the most accurate method of job analysis because the employee is least
likely to exaggerate essential job functions. (T/F)

4. Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis
to identify components of a job. (T/F)

5. The critical job tasks identified by the critical incident approach to job analysis include those
important behaviors and job responsibilities performed by the jobholder that leads to job success.
(T/F)

6. The job title is of psychological importance as well as descriptive. (T/F)

7. Under the Americans with Disabilities Act, the purpose of "essential functions" in a job description is
to help match job requirements to organizational goals. (T/F)

8. Job design is the process of studying and designing equipment and systems that are easy and efficient
for employees to use so that their physical well-being is not compromised. (T/F)

9. The job specifications section should also include interpersonal skills if a competency-based job
analysis approach is used. (T/F)

10. Telecommuting is effective in retaining valued employees. (T/F)

13. Applicants who find employment through an employee referral tend to be a problem because they
tend to quit more often. (T/F)

14. Advertisements can allow selectivity in attracting applicants. (T/F)

15. There is a correlation between the accuracy and completeness of an advertisement, and recruitment
success. (T/F)

16. Recruiters sent to college campuses must be properly trained to and prepared to talk to candidates
about their company and job requirements of specific openings. (T/F)

17. Professional employer organizations lease employees to firms and perform all the HR duties including
hiring, payroll, performance appraisal, and benefits administration. (T/F)

18. A recruiter's job is to 'sell' applicants on the organization, but they have no influence on their decision.
(T/F)

19. External labor markets are those where workers are hired into entry-level jobs and higher levels are
filled from within. (T/F)

20. China and India are heating up the competition for talent as firms there attempt to staff the burgeoning
high-tech industries in these nations. (T/F)

PART B: CHOOSE THE CORRECT ANSWER TO THE FOLLOWING QUESTIONS (1 MARK

EACH)

MULTIPLE CHOICE

1. A job-analysis approach that utilizes an inventory of the various types of work activities that can
constitute any job is known as:
a. functional job analysis
b. the critical incident method
c. task inventory analysis
d. competency-based analysis

2. A job analysis method by which important job tasks are identified for job success is known as:
a. functional job analysis
b. the critical incident method
c. task inventory analysis
 d. competency-based analysis

3. A job description is:

a. a group of related activities and duties.
b. the different duties and responsibilities performed by one employee.
c. a statement of the knowledge, skills, and abilities required to perform work.
d. a statement of the tasks, duties and responsibilities of a job

4. Discrepancies between the knowledge, skills, and abilities of the jobholder and the KSA required for
the job can be remedied by:
a. training.
b. discipline.
c. cooperation.
d. corporate leadership.

5. The worth and compensation of a job should depend on all of the following except:
a. the conditions and hazards under which the work is performed.
b. the skill and effort the job requires.
c. the amount of responsibility involved.
d. the sex of the employee.

6. Once essential functions for a job are defined, the organization is legally required to make a ____ to
the disability of the individual.
a. general accommodation
b. reasonable accommodation
c. general note
d. reasonable acclimatization

7. Which of the following is not a problem frequently associated with job descriptions?
a. They tend to broaden the scope of activities of the jobholder
b. They may be vague or poorly written
c. They include illegal specifications
d. They require frequent updating

8 Job enrichment is touted as helping employees with:

a. self-esteem and job satisfaction
b. dissatisfaction with pay
c. employment security
d. dissatisfaction with benefits

9. ____ occurs when the interaction and outcome of team members is greater than the sum of their
individual efforts
a. Autonomy
b. Teamwork
c. Ergonomics
d. Synergy
10 Which of the following is NOT an advantage of telecommuting?
a. Reduced absenteeism
b. Greater overhead costs
c. Increased productivity
d. A reduced “carbon footprint”

11. This recruitment source could lead to charges of inbreeding and the possible violation of EEO
regulations:
a. educational institutions.
b. newspaper ads.
c. employee referrals.
d. job posting.

12. Executive search firms:

a. help employers find the right people for jobs
b. charge a fee to job candidates only after they accept a job
c. lease executive level employees to organizations on both a long and a short-term basis
d. advertise only in trade magazines

13. The success of college campus recruiting can be weakened by all of the following except:
a. recruiters not trained to talk to interested candidates
b. failure to follow up on individual prospects
c. limiting visits to highly selected campuses
d. visiting too many campuses

14. Public employment agencies may help employers by providing all of the following services except:
a. employment testing.
b. human resource planning.
c. job analysis.
d. community wage surveys.

15. Just-in-time staffing refers to:

a. maintaining a core staff of employees that is augmented by a highly skilled supplementary
workforce.
b. replacing employees with capital equipment.
c. having employees work rotating shifts.
d. having employees report to work at the same time raw materials arrive.

16. The approach to recruitment that informs applicants about all aspects of the job including both
desirable and undesirable facets is called:
a. honesty recruiting.
b. the realistic job preview.
 c. balance recruiting.
d. negative/positive job assessment.

17. ____ are people who are not looking for jobs but could be persuaded to take new ones given
the right opportunity.
a. Passive job seekers
b. Transient employees
c. Global people
d. Expendable labor

18. The practice of hiring relatives is known as:

a. Family based hiring
b. Inverted familial diversification
c. Re-recruiting
d. Nepotism

19. The three principal criteria for determining promotions are:

a. seniority, salary, and skills.
b. knowledge, skills, and salary.
c. seniority, knowledge, and luck.
d. merit, seniority, and potential.

20. The placement of an employee in another job for which the duties, responsibilities, status, and
remuneration are approximately equal to those of the previous job is known as a:
a. promotion.
b. transfer.
c. lateral move.
d. job rotation.