1 | Page
MIE 330 Exam 2 Questions and Correct
Answers/ Latest Update / Already
Graded
Talent Management
Ans: the holistic, integrated and results and goal-oriented process of
planning, recruiting, selecting, developing, managing, and compensating
employees; starts with understanding what jobs need to be filled, and the
human traits and competencies employees need to do those jobs
effectively
Organization chart
Ans: chart that shows the organization-wide distribution of work, with titles
of each position and interconnecting lines that show who reports to and
communicates with whom
job analysis
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Ans: the procedure for determining the duties and skill requirements of a
job and the kind of person who should be hired for it; produces
information for job descriptions
Job Descriptions
Ans: a list of a job's duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities; most important product from a
job analysis
job specifications
Ans: a list of a job's human requirements, that is, the requisite education,
skills, personality, and so on; another product of job analysis, and is made
after a descriptions
Information from the Job Analysis
, 3 | Page
Ans: Work activities (how, when, and why), human behaviors
(communicating, lifting), and machines, tools, equipment, and work aids
(as well as knowledge), performance standards, job context (conditions,
standards, schedule), and human requirements (information such as
knowledge or skills and attributes like personality)
steps in job analysis (6)
Ans: Identify the use of the information and how to collect it
review relevant background information about the job, select
representative positions to focus on, analyze the job, verify info with work
and supervisors, and develop a job description and job specification
Business Process Reengineering
MIE 330 Exam 2 Questions and Correct
Answers/ Latest Update / Already
Graded
Talent Management
Ans: the holistic, integrated and results and goal-oriented process of
planning, recruiting, selecting, developing, managing, and compensating
employees; starts with understanding what jobs need to be filled, and the
human traits and competencies employees need to do those jobs
effectively
Organization chart
Ans: chart that shows the organization-wide distribution of work, with titles
of each position and interconnecting lines that show who reports to and
communicates with whom
job analysis
,2 | Page
Ans: the procedure for determining the duties and skill requirements of a
job and the kind of person who should be hired for it; produces
information for job descriptions
Job Descriptions
Ans: a list of a job's duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities; most important product from a
job analysis
job specifications
Ans: a list of a job's human requirements, that is, the requisite education,
skills, personality, and so on; another product of job analysis, and is made
after a descriptions
Information from the Job Analysis
, 3 | Page
Ans: Work activities (how, when, and why), human behaviors
(communicating, lifting), and machines, tools, equipment, and work aids
(as well as knowledge), performance standards, job context (conditions,
standards, schedule), and human requirements (information such as
knowledge or skills and attributes like personality)
steps in job analysis (6)
Ans: Identify the use of the information and how to collect it
review relevant background information about the job, select
representative positions to focus on, analyze the job, verify info with work
and supervisors, and develop a job description and job specification
Business Process Reengineering
