Textbook Notes (368,611)
Canada (162,009)
MHR 523 (321)
Ted Mock (15)
Chapter 2

MHR 523 Chapter 2 Test Bank

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Department
Human Resources
Course
MHR 523
Professor
Ted Mock
Semester
Summer

Description
c2Student 1 When knowledge about jobs and their requirements are collected by a human resource department this is called A job previewingB job analysisC job detailD job researchE job standards setting 2 For any human resource department to be effective it must first have a clear understanding of A the jobs found throughout the organizationB the size of the organizationC the customer baseD the technology involvedE the legal environment the firm operates within 3 The definition of a job is A a position held by one personB whatever work is assigned on a particular dayC the physical work space occupiedD a group of related activities and dutiesE the same as instructions given by the immediate manager 4 The definition of a job is such that a job may be held by A no more than one personB one or more people so long as they are in different departmentsC one or more people so long as they are in the same departmentD any number of people regardless of locationE parttime employees only 5 The collection of tasks and responsibilities performed by one person is called a A jobB positionC dutyD choreE job summary 6 A business has one supervisor and six workers the workers have identical tasks and responsibilities Therefore there exists A seven jobsB six jobs and one positionC two jobs and seven positionsD seven jobs and two positionsE seven jobs and one position 7 Major human resource activities that rely on job analysis information include all the following except A determination of training needsB job designredesignC fair compensation policiesD setting of realistic performance standardsE maintenance of the organizations physical infrastructure 8 Job analysis allows human resource specialists to A determine proper colour schemes for various departmentsB justify their existenceC help protect the organization from charges of discriminationD avoid detailed job descriptionsE avoid legal requirements 9 There arephases in the job analysis process A 2B 3C 4D 5E 6 10 Phase 1 of the job analysis process includes all the following except A preparation for job analysisB collection of job analysis informationC uses of job analysis informationD familiarization with the organization and jobsE identification of jobs to be analyzed 11 In the first phase of job analysis one activity a human resource specialist must do is A become familiar with the organization and its jobsB determine sources of informationC design collection methodsD collect job analysis informationE design job descriptions 12 Job analysis information is used for all the following except A writing job descriptionsB determining profit marginsC designing performance standardsD job designE assessing job specifications 13 In identifying jobs to be analyzed likely targets often include the following except A jobs that are crucial to organizational successB jobs that may preclude members of equity target groupsC jobs that are difficult to learn or performD jobs where there is continuous hiringE jobs involving computers 14 The Vancouver Fire Department was found to be in violation of the Human Rights Act by having a minimum height requirement for applicants This could likely have been avoided by A simply rewriting the job descriptionB avoiding taking the matter to the Human Rights CommissionC a proper job analysis processD appealing to city officialsE keeping the requirements secret
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