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Chapter 2 HR

Chapter 2 discusses job analysis and design, highlighting its primary purpose of understanding job impacts and assisting in resource management. It covers various aspects such as job specifications, descriptions, and the benefits of job design techniques like job enrichment and rotation. Additionally, it emphasizes the importance of continuous monitoring of HR plans to align with organizational goals.

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12 views7 pages

Chapter 2 HR

Chapter 2 discusses job analysis and design, highlighting its primary purpose of understanding job impacts and assisting in resource management. It covers various aspects such as job specifications, descriptions, and the benefits of job design techniques like job enrichment and rotation. Additionally, it emphasizes the importance of continuous monitoring of HR plans to align with organizational goals.

Uploaded by

obadfaisal24
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Chapter 2

Job Analysis and Designs


First MCQ:
1- What is the primary purpose of job analysis?
A) To increase employee salaries
B) To provide solutions to employee-oriented problems
C) To hire more employees
D) To check competitors' jobs

Answer B

2- Job analysis helps in understanding the impact of which of the following?


A) Environmental changes on individual jobs
B) Employee motivations
C) Sales performance
D) Customer satisfaction

Answer A

3- How does job analysis assist in resource management?


A) By hiring extra employees
B) By reducing the number of employees
C) By increasing salaries
D) By formulating strategies to achieve business goals

Answer D

4- What is the primary focus of job analysis?


A) Identifying the salary of employees
B) Gathering information about various aspects of a job
C) Creating job advertisements
D) Conducting employee performance reviews

Answer B

5- What does "Job" refer to in the context of job analysis?


A) A specific task performed in a role
B) A role performed by a person in an organization
C) The title of an employee
D) An obligation of a worker

Answer B

6- Which of the following best defines "Duty"?


A) The combination of tasks performed by an employee
B) The role an employee plays in a specific activity

C) The obligations for a worker to perform specific tasks


D) The career progression of an individual

Answer C

7- What does "Position" indicate in job analysis?

A) The combination of tasks and duties performed in a job


B) The title of an employee
C) The company structure

D) The moral reasons for doing a job


Answer A

8- What is the primary purpose of a job specification?


A) To describe the tasks involved in a job
B) To specify the minimum acceptable qualities required for a candidate
C) To outline the company's mission and vision
D) To list salaries and benefits associated with the job
Answer B

9- What type of skills might a job specification detail?


A) Only technical skills
B) Only communication skills
C) A variety of skills such as computer, communication, and statistical skills
D) No skills are mentioned in a job specification
Answer C

10- In a job specification, "physical strength and stamina" pertain to which aspect?
A) Mental capabilities
B) Educational background
C) Stress management
D) Physical requirements of the job

Answer D
11- Which of the following is NOT typically included in a job description?
A) Job title
B) Employee personal hobbies
C) Job responsibilities
D) Working conditions
Answer B

12- What section of a job description provides a brief overview of the job's major
functions?
A) Job Identification
B) Job Relationships
C) Job Summary
D) Job Duties and Responsibilities
Answer C

13- Action verbs such as "performs" and "sets up" are used in which section of the job
description?
A) Job Duties and Responsibilities
B) Job Summary
C) Job Identification
D) Job Relationships
Answer A

14- Job classification means grouping types of work on the basis of their similarity.

A) Job classification
B) Job description
C) Job analysis
D) Job identification

Answer A

15- What is the first step in the job analysis process

A) Gathering background information about the job


B) Reviewing gathered information
C) Determining the purpose of the job
D) None of the above

Answer C

True or False Questions


16- Activities performed on a regular basis every day are considered as periodic activities

False

17- A job description contains information about physical hazards and required
equipment for the job.
True

18- The job title in a job description is not an important aspect as it does not affect the
organizational structure.
False

19- Job relationships indicate the level of education required for a position.
False

20- A job specification is always part of the job description.


False

21- The work experience requirements are optional in a job specification.


False

22- A job specification can include social and behavioral characteristics needed by the
job holder.
True

23- The job analysis process can help identify problems but does not aid in developing
solutions.

False.

24- Job analysis simplifies the eligibility requirements for a job by removing unnecessary
skills and other requirements.

True.

25- A "Job" is only defined by its title.

False

26- "Career" refers to the chronological sequence of positions occupied by an individual


in their profession.

True.

Part 2
1. Which of the following is not a benefit of HR planning?
a) Simplified performance evaluation
b) Improved industrial relations
c) Career growth determination
d) Poor information-sharing practices

Answer D

2. Why is it important for the HR plan to be monitored constantly?


a) To ensure it can be filed away
b) To adapt to changes while being inflexible
c) To eliminate communication with management
d) To ensure it aligns with budget and strategic outcomes

Answer D

3. Which of the following is NOT a component of job design?


a) Job enrichment
b) Job rotation
c) Job satisfaction management
d) Self-managing teams
Answer C

4. What does job enrichment primarily aim to enhance for employees?


a) Autonomy and operational efficiency
b) Job security
c) Fixed job responsibilities
d) Peer-to-peer competition
Answer A

5. What is one of the benefits of self-managing teams?


a) Increased micromanagement from supervisors
b) Reduced freedom in decision-making
c) Enhanced intrinsic motivation for employees
d) Standardized work processes
Answer C

6. Job rotation is beneficial for:


a) Promoting job stagnation
b) Reducing employee exposure to different job challenges
c) Increasing variety in work experiences and reducing boredom
d) Isolating employees in their current roles
Answer C

7. Which of the following best describes 'Job Enlargement'?


a) Redefining job titles and positions
b) Simplifying tasks to reduce skills required
c) Delegating all tasks to external contractors
d) Transforming jobs to include more and/or different tasks

Answer D

8. What is the primary aim of horizontal enlargement?


a) Adding new, complex tasks
b) Increasing job specialization
c) Developing new skills by adding similar tasks
d) Increasing authority and accountability

Answer C

9. In participative management, the employees are involved in:


a) Only operational decisions
b) The strategic planning process and decision-making
c) Implementation without input on strategy
d) No decision-making processes

Answer B

1. Job design only focuses on the tasks and responsibilities of the job without considering
employee satisfaction.
False

2. The concept of job enrichment includes providing employees with autonomy and
opportunities for achieving a sense of accomplishment.
True

3. Self-managing teams have no responsibility for the outcomes of their work.


False

4. Job enlargement focuses only on reducing the number of tasks an employee has.
False
5. Vertical enlargement allows employees to have more control over how tasks are
performed.
True

6. Participative management is viewed as ineffective for organizational improvement.


False

7. Job reengineering emphasizes the need for continuous learning and employee
development.
True

8. HR planning can only benefit large organizations.


False

9. Effective HR planning helps in employee retention and performance evaluation.


True

10. HR planning is a one-time activity and does not require regular updates.
False

11. The lack of constant monitoring can render an HR plan ineffective.


True

12. HR planning solely focuses on recruitment and ignores employee training and
development.
False

13. Job design can lead to enhanced employee satisfaction and organizational
competitiveness.
True

14. The successful implementation of job design may require significant changes in
management attitudes.
True

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