HRMT 200 REVIEW FROM CHAPTER 9 QUESTIONS AND
ANSWERS
CHAPTER 9: Define talent management, and explain what talent management-oriented managers do. -
CORRECT ANSWER✅✅✅Employers today treat staff training and rewards as part of a single,
integrated talent management process. Talent management is a comprehensive, integrated process
focused on achieving results and goals. It includes planning, recruiting, selecting, developing, managing,
and compensating employees. A talent management perspective means recognizing that these tasks are
interrelated and part of a larger process. It involves ensuring that staffing and pay decisions are goal-
oriented, and that recruitment plans are formulated using the same profile used for selection, training,
appraisal, and payment decisions. In this way, all talent management functions are integrated.
CHAPTER 9: Define job analysis and explain multiple uses of job analysis in HR decisions. - CORRECT
ANSWER✅✅✅Job analysis can be done in different ways. One way is competency-based job
analysis. This method looks at the behaviors necessary for the job, instead of just the job tasks. This
approach is becoming more popular for three reasons. Firstly, traditional job descriptions may not work
for jobs that are flexible. Secondly, describing the skills, knowledge, and competencies needed for the
job is a better strategy. Lastly, competency-based job analysis helps employers manage employee
performance.
CHAPTER 9: Identify the steps in job analysis, and describe the evolution of job analysis. - CORRECT
ANSWER✅✅✅(1) collect background information,
(2) select the representative positions and jobs to be analyzed,
(3) collect data,
(4) review the information collected with the incumbents and their supervisors,
(5) develop job descriptions and job specifications, and
(6) communicate and review on an ongoing basis.
, CHAPTER 9: Describe and evaluate multiple methods of collecting job analysis information. - CORRECT
ANSWER✅✅✅Techniques used to gather job analysis data include interviews, questionnaires
(including the PAQ and FJA), direct observation, participant diaries/logs, and the National Occupational
Classification (NOC), among other methods.
CHAPTER 9: Explain how to write a job description and job specifications. - CORRECT
ANSWER✅✅✅A job description is a written explanation of what the job involves, how it is done, and
under what conditions. There is no standard format, but most descriptions include sections that identify
the job, summarize it, list responsibilities and duties, and explain the job's performance standards and
authority. They may also contain information about the job's working conditions and specifications. Job
specifications examine the duties and responsibilities and answer the question: "What traits and
experience are required to do this job?" Some employers use statistical analysis to identify traits that
are related to success on the job.
CHAPTER 9: Describe the evolution of job design and how organizational structure influences job design.
- CORRECT ANSWER✅✅✅Organizations have come a long way since their early days of basic work
simplification and industrial engineering. Nowadays, jobs are much more dynamic and can include a
wider range of tasks, such as enlarged, enriched, and rotational duties. The formal relationships among
jobs, also known as organizational structure, indicate the chain of command and reporting structures.
There are three common types of organizational structures: bureaucratic, flat, and matrix. The structure
often indicates how specific or broad each job is and how it adds value to the organization
CHAPTER 9: Explain the three reasons why competency-based job analysis has become more common. -
CORRECT ANSWER✅✅✅Competency-based job analysis—focusing on how the job is done (the
behaviours required) more than on task requirements—has become more common for three reasons.
First, traditional job descriptions may not be appropriate in organizations with flexible jobs. Second,
describing the job in terms of the skills, knowledge, and competencies the worker needs is more
strategic. Third, competency-based job analysis supports the employer's performance management
process.
CHAPTER 10: Explain the strategic value and importance of performance management. - CORRECT
ANSWER✅✅✅Performance management improves employee performance through activities such
as goal setting, career management, pay for performance, training and development, and disciplinary
actions. Performance appraisals evaluate an employee's job performance against their performance
standards. Guidelines include linking job standards to job descriptions, providing defined job standards,
and using both objective and subjective ratings. Formal appeal mechanisms should be provided, and the
outcome should focus on corrective guidance.
ANSWERS
CHAPTER 9: Define talent management, and explain what talent management-oriented managers do. -
CORRECT ANSWER✅✅✅Employers today treat staff training and rewards as part of a single,
integrated talent management process. Talent management is a comprehensive, integrated process
focused on achieving results and goals. It includes planning, recruiting, selecting, developing, managing,
and compensating employees. A talent management perspective means recognizing that these tasks are
interrelated and part of a larger process. It involves ensuring that staffing and pay decisions are goal-
oriented, and that recruitment plans are formulated using the same profile used for selection, training,
appraisal, and payment decisions. In this way, all talent management functions are integrated.
CHAPTER 9: Define job analysis and explain multiple uses of job analysis in HR decisions. - CORRECT
ANSWER✅✅✅Job analysis can be done in different ways. One way is competency-based job
analysis. This method looks at the behaviors necessary for the job, instead of just the job tasks. This
approach is becoming more popular for three reasons. Firstly, traditional job descriptions may not work
for jobs that are flexible. Secondly, describing the skills, knowledge, and competencies needed for the
job is a better strategy. Lastly, competency-based job analysis helps employers manage employee
performance.
CHAPTER 9: Identify the steps in job analysis, and describe the evolution of job analysis. - CORRECT
ANSWER✅✅✅(1) collect background information,
(2) select the representative positions and jobs to be analyzed,
(3) collect data,
(4) review the information collected with the incumbents and their supervisors,
(5) develop job descriptions and job specifications, and
(6) communicate and review on an ongoing basis.
, CHAPTER 9: Describe and evaluate multiple methods of collecting job analysis information. - CORRECT
ANSWER✅✅✅Techniques used to gather job analysis data include interviews, questionnaires
(including the PAQ and FJA), direct observation, participant diaries/logs, and the National Occupational
Classification (NOC), among other methods.
CHAPTER 9: Explain how to write a job description and job specifications. - CORRECT
ANSWER✅✅✅A job description is a written explanation of what the job involves, how it is done, and
under what conditions. There is no standard format, but most descriptions include sections that identify
the job, summarize it, list responsibilities and duties, and explain the job's performance standards and
authority. They may also contain information about the job's working conditions and specifications. Job
specifications examine the duties and responsibilities and answer the question: "What traits and
experience are required to do this job?" Some employers use statistical analysis to identify traits that
are related to success on the job.
CHAPTER 9: Describe the evolution of job design and how organizational structure influences job design.
- CORRECT ANSWER✅✅✅Organizations have come a long way since their early days of basic work
simplification and industrial engineering. Nowadays, jobs are much more dynamic and can include a
wider range of tasks, such as enlarged, enriched, and rotational duties. The formal relationships among
jobs, also known as organizational structure, indicate the chain of command and reporting structures.
There are three common types of organizational structures: bureaucratic, flat, and matrix. The structure
often indicates how specific or broad each job is and how it adds value to the organization
CHAPTER 9: Explain the three reasons why competency-based job analysis has become more common. -
CORRECT ANSWER✅✅✅Competency-based job analysis—focusing on how the job is done (the
behaviours required) more than on task requirements—has become more common for three reasons.
First, traditional job descriptions may not be appropriate in organizations with flexible jobs. Second,
describing the job in terms of the skills, knowledge, and competencies the worker needs is more
strategic. Third, competency-based job analysis supports the employer's performance management
process.
CHAPTER 10: Explain the strategic value and importance of performance management. - CORRECT
ANSWER✅✅✅Performance management improves employee performance through activities such
as goal setting, career management, pay for performance, training and development, and disciplinary
actions. Performance appraisals evaluate an employee's job performance against their performance
standards. Guidelines include linking job standards to job descriptions, providing defined job standards,
and using both objective and subjective ratings. Formal appeal mechanisms should be provided, and the
outcome should focus on corrective guidance.
