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Chapter 2

MHR 523 Chapter 2 Test Bank


Department
Human Resources
Course Code
MHR 523
Professor
Ted Mock
Chapter
2

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c2
Student: ___________________________________________________________________________
1. When knowledge about jobs and their requirements are collected by a human resource department, this is
called
A. job previewing
B. job analysis
C. job detail
D. job research
E. 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 organization
B. the size of the organization
C. the customer base
D. the technology involved
E. the legal environment the firm operates within
3. The definition of a job is
A. a position held by one person
B. whatever work is assigned on a particular day
C. the physical work space occupied
D. a group of related activities and duties
E. 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 person
B. one or more people so long as they are in different departments
C. one or more people so long as they are in the same department
D. any number of people regardless of location
E. part-time employees only

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5. The collection of tasks and responsibilities performed by one person is called a
A. job
B. position
C. duty
D. chore
E. job summary
6. A business has one supervisor and six workers; the workers have identical tasks and responsibilities.
Therefore there exists
A. seven jobs
B. six jobs and one position
C. two jobs and seven positions
D. seven jobs and two positions
E. 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 needs
B. job design/redesign
C. fair compensation policies
D. setting of realistic performance standards
E. maintenance of the organization's physical infrastructure
8. Job analysis allows human resource specialists to
A. determine proper colour schemes for various departments
B. justify their existence
C. help protect the organization from charges of discrimination
D. avoid detailed job descriptions
E. avoid legal requirements
9. There are __________ phases in the job analysis process
A. 2
B. 3
C. 4
D. 5
E. 6

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10. Phase 1 of the job analysis process includes all the following except
A. preparation for job analysis
B. collection of job analysis information
C. uses of job analysis information
D. familiarization with the organization and jobs
E. 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 jobs
B. determine sources of information
C. design collection methods
D. collect job analysis information
E. design job descriptions
12. Job analysis information is used for all the following except
A. writing job descriptions
B. determining profit margins
C. designing performance standards
D. job design
E. assessing job specifications
13. In identifying jobs to be analyzed, likely targets often include the following, except
A. jobs that are crucial to organizational success
B. jobs that may preclude members of equity target groups
C. jobs that are difficult to learn or perform
D. jobs where there is continuous hiring
E. 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 re-writing the job description
B. avoiding taking the matter to the Human Rights Commission
C. a proper job analysis process
D. appealing to city officials
E. keeping the requirements secret
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