8/4/25, 12:17 AM
HRMN 3420 Test 2 COMPLETE QUESTIONS AND ACCURATE
DETAILED ANSWERS \VERIFIED ANSWERS \ ASSURE PASS
ALREADY GRADED A+||LATEST UPDATE 2025 -2026
o PJF→Person Job Fit
Importance of matching
o Employees have higher job satisfaction, lower absentee rate
employees with jobs
o Increased productivity, lower turnover
You have to understand the person and the capabilities
how to matching employees
with jobs and skills they have. You have to understand the job.
Understand the organization.
When conducting, the first thing you want to understand is
Workflow Analysis
the outputs, then tasks, then inputs
Inputs people, materials, equipment
Activities tasks and jobs
Outputs goods and services
is the basis for just about Job analysis
everything that HR does.
• The data from is used for
job description and job
specification. This
information also helps to
identify the criteria needed
to do a certain job,
compensation, and
training.
•A process used to identify the work performed and the
working conditions for each of the jobs within the
Job analysis
organization.
• Results include duties, responsibilities, skills,
knowledge, required, outcomes, conditions under
which a worker must operate, and possibly other
factors
/ 1/7
, 8/4/25, 10:34 AM HRMN 3420 Test 2
• It relates to the American Disabilities Act, because you
Why is it important to know
cannot discriminate against an individual as long as
what goes on in each and
they can do the essential job functions. If you can
every job?
accommodate without undue hardship, then you are
expected to do so.
Competency-based job • Knowledge based ( job that evolves and changes regularly)
analysis
• Identifies the estimated supply and human demand for different
HR Planning types
• Want to get the right people with right capabilities to
the right place at the right time
P-value determine if a variable is significant , if p < .05 is significant
Regression if data is available regression is more powerful in allowing us to
forecast
• Economic conditions
• Labor markets
External Forecasting
• Technology
availabilities
• Labor unions
tracking where employees are to where they are in the
Matrix A future across each row should add up to 1.
Use that matrix to calculate matrix b
Multiply A1 x current workforce to forecast how many
Matrix B
sales reps will be available internally
having someone ready to fill in a particular job, applies
Succession Planning
to upper level positions. In smaller organizations this
is a bigger problem.
first step in actually recruiting
matching employees with
specific jobs.
Stage 1 generation - encouraged applicants to apply
Stage 2 maintenance- maintain positive attitudes that lead applicants to
apply
Stage 3 Influncing job choices- positively influence their ultimate job
choice
when we attempt to fill a position with current employees
Internal Recruiting method
• Done by referrals or internal job posting, or profitability ratings
• Recruiting fair
External Recruiting method • Employment agencies
• Media
2/7
HRMN 3420 Test 2 COMPLETE QUESTIONS AND ACCURATE
DETAILED ANSWERS \VERIFIED ANSWERS \ ASSURE PASS
ALREADY GRADED A+||LATEST UPDATE 2025 -2026
o PJF→Person Job Fit
Importance of matching
o Employees have higher job satisfaction, lower absentee rate
employees with jobs
o Increased productivity, lower turnover
You have to understand the person and the capabilities
how to matching employees
with jobs and skills they have. You have to understand the job.
Understand the organization.
When conducting, the first thing you want to understand is
Workflow Analysis
the outputs, then tasks, then inputs
Inputs people, materials, equipment
Activities tasks and jobs
Outputs goods and services
is the basis for just about Job analysis
everything that HR does.
• The data from is used for
job description and job
specification. This
information also helps to
identify the criteria needed
to do a certain job,
compensation, and
training.
•A process used to identify the work performed and the
working conditions for each of the jobs within the
Job analysis
organization.
• Results include duties, responsibilities, skills,
knowledge, required, outcomes, conditions under
which a worker must operate, and possibly other
factors
/ 1/7
, 8/4/25, 10:34 AM HRMN 3420 Test 2
• It relates to the American Disabilities Act, because you
Why is it important to know
cannot discriminate against an individual as long as
what goes on in each and
they can do the essential job functions. If you can
every job?
accommodate without undue hardship, then you are
expected to do so.
Competency-based job • Knowledge based ( job that evolves and changes regularly)
analysis
• Identifies the estimated supply and human demand for different
HR Planning types
• Want to get the right people with right capabilities to
the right place at the right time
P-value determine if a variable is significant , if p < .05 is significant
Regression if data is available regression is more powerful in allowing us to
forecast
• Economic conditions
• Labor markets
External Forecasting
• Technology
availabilities
• Labor unions
tracking where employees are to where they are in the
Matrix A future across each row should add up to 1.
Use that matrix to calculate matrix b
Multiply A1 x current workforce to forecast how many
Matrix B
sales reps will be available internally
having someone ready to fill in a particular job, applies
Succession Planning
to upper level positions. In smaller organizations this
is a bigger problem.
first step in actually recruiting
matching employees with
specific jobs.
Stage 1 generation - encouraged applicants to apply
Stage 2 maintenance- maintain positive attitudes that lead applicants to
apply
Stage 3 Influncing job choices- positively influence their ultimate job
choice
when we attempt to fill a position with current employees
Internal Recruiting method
• Done by referrals or internal job posting, or profitability ratings
• Recruiting fair
External Recruiting method • Employment agencies
• Media
2/7
