HRMN 3420 TEST 2 QUESTIONS AND ANSWERS
o PJF→Person Job Fit
o Employees have higher job satisfaction, lower absentee rate
o Increased productivity, lower turnover - Answer -Why is matching an employee with a
job important?
You have to understand the person and the capabilities and skills they have. You have
to understand the job. Understand the organization. - Answer -How to match
employees with jobs
the first thing you want to understand is the outputs, then tasks, then inputs - Answer -
Workflow Analysis
Inputs - Answer -people, materials, equipment
tasks and jobs - Answer -Activities
goods and services - Answer -Outputs
process used to identify the work performed and the working conditions for each job in
an organization - Answer -Job Analysis
It relates to the American Disabilities Act, because you cannot discriminate against an
individual as long as they can do the essential job functions. If you can accommodate
without undue hardship, then you are expected to do so. - Answer -Why is it important
to know what goes on in each and every job?
Competency-based job analysis - Answer -Knowledge based (job that evolves and
changes regularly)
Identifies the estimated supply and human demand for different types, Want to get the
right people with right capabilities to the right place at the right time - Answer -HR
Planning
P-value - Answer -determine if a variable is significant
Regression - Answer -When data is available it is more powerful in allowing us to
forecast
Economic conditions, Labor markets, Technology, Labor unions - Answer -External
Forecasting Availabilities
Matrix A - Answer -tracking where employees are to where they are in the future across
each row should add up to 1.
, Use that matrix to calculate matrix b
Matrix B - Answer -Multiply A1 x current workforce to forecast how many sales reps will
be available internally
Succession Planning - Answer -having someone ready to fill in a particular job, applies
to upper level positions. In smaller organizations this is a bigger problem.
Recruiting - Answer -first step in actually matching employees with specific jobs.
generation - encouraged applicants to apply - Answer -Stage 1
maintenance- maintain positive attitudes that lead applicants to apply - Answer -Stage
2
Influncing job choices- positively influence their ultimate job choice - Answer -Stage 3
Internal Recruiting method - Answer -when we attempt to fill a position with current
employees
• Done by referrals or internal job posting, or profitability ratings
Recruiting fair, Employment agencies, Media - Answer -External Job Promoting
Yield Ratio - Answer -requires HR department carefully track how each applicant
moves through recruitment process
Compares what goes on at each step of the specific process
Process of choosing individuals with the qualifications needed to perform at a high level
(Criteria in place to check that you meet qualifications, Interviews, Testing/Simulation) -
Answer -Selection
Person Organization (P-O Fit) - Answer -Does the person's value and goals match up
with the organization's. Are their ethical beliefs the same? Do they fit into this culture?
Identify what constitutes good job performance on this job, Identify Selection criteria,
Identify predictors - Answer -When designing a selection system
is maintained by the EOOC and it says that we have to evaluate everything related to
an employment test as it relates to discrimination. Anything that is used to make an
employment decision is an employment test. - Answer -The Uniform Guidelines on
Employee Selection Procedures
Validity - Answer -the quality of a measure.
(Is that predictor, test, or question related to some measure of job performance?)
o PJF→Person Job Fit
o Employees have higher job satisfaction, lower absentee rate
o Increased productivity, lower turnover - Answer -Why is matching an employee with a
job important?
You have to understand the person and the capabilities and skills they have. You have
to understand the job. Understand the organization. - Answer -How to match
employees with jobs
the first thing you want to understand is the outputs, then tasks, then inputs - Answer -
Workflow Analysis
Inputs - Answer -people, materials, equipment
tasks and jobs - Answer -Activities
goods and services - Answer -Outputs
process used to identify the work performed and the working conditions for each job in
an organization - Answer -Job Analysis
It relates to the American Disabilities Act, because you cannot discriminate against an
individual as long as they can do the essential job functions. If you can accommodate
without undue hardship, then you are expected to do so. - Answer -Why is it important
to know what goes on in each and every job?
Competency-based job analysis - Answer -Knowledge based (job that evolves and
changes regularly)
Identifies the estimated supply and human demand for different types, Want to get the
right people with right capabilities to the right place at the right time - Answer -HR
Planning
P-value - Answer -determine if a variable is significant
Regression - Answer -When data is available it is more powerful in allowing us to
forecast
Economic conditions, Labor markets, Technology, Labor unions - Answer -External
Forecasting Availabilities
Matrix A - Answer -tracking where employees are to where they are in the future across
each row should add up to 1.
, Use that matrix to calculate matrix b
Matrix B - Answer -Multiply A1 x current workforce to forecast how many sales reps will
be available internally
Succession Planning - Answer -having someone ready to fill in a particular job, applies
to upper level positions. In smaller organizations this is a bigger problem.
Recruiting - Answer -first step in actually matching employees with specific jobs.
generation - encouraged applicants to apply - Answer -Stage 1
maintenance- maintain positive attitudes that lead applicants to apply - Answer -Stage
2
Influncing job choices- positively influence their ultimate job choice - Answer -Stage 3
Internal Recruiting method - Answer -when we attempt to fill a position with current
employees
• Done by referrals or internal job posting, or profitability ratings
Recruiting fair, Employment agencies, Media - Answer -External Job Promoting
Yield Ratio - Answer -requires HR department carefully track how each applicant
moves through recruitment process
Compares what goes on at each step of the specific process
Process of choosing individuals with the qualifications needed to perform at a high level
(Criteria in place to check that you meet qualifications, Interviews, Testing/Simulation) -
Answer -Selection
Person Organization (P-O Fit) - Answer -Does the person's value and goals match up
with the organization's. Are their ethical beliefs the same? Do they fit into this culture?
Identify what constitutes good job performance on this job, Identify Selection criteria,
Identify predictors - Answer -When designing a selection system
is maintained by the EOOC and it says that we have to evaluate everything related to
an employment test as it relates to discrimination. Anything that is used to make an
employment decision is an employment test. - Answer -The Uniform Guidelines on
Employee Selection Procedures
Validity - Answer -the quality of a measure.
(Is that predictor, test, or question related to some measure of job performance?)
