HRIR 2440 TEST QUESTIONS WITH
COMPLETE ANSWERS
competency matrix - Answer-a list of the level of each competency required for each of
a number of jobs
job design - Answer-identification of job duties, characteristics, competencies and
sequences taking into consideration technology, workforce, organization character and
environment
considerations for job design - Answer-1. organizational considerations
2. ergonomic considerations
3. employee considerations
4. job specialization considerations
5. environmental considerations
work flow - Answer-the sequence of and balance between jobs in an organization
needed to produce the firm's goods or services
ergonomics - Answer-the physical relationship between the worker and the work
employee considerations - Answer-autonomy, variety, task identity, feedback, task
significance
job rotation - Answer-moving employees from one job to another to allow them more
variety and to learn new skills
job enlargement - Answer-adding more tasks to a job to increase the job cycle and draw
on a wider range of employee skills
job enrichment - Answer-adding more responsibilities and autonomy to a job, giving the
worker greater powers to plan,do, and evaluate job performance
job families - Answer-groups of different jobs that are closely related by similar duties
responsibilities, skills or job elements
environmental considerations - Answer-the influence of the external environment on job
design. includes employee ability, availability and social expectations
human resource planning - Answer-forecasts an organization's future demand for and
supply of employees and matches supply with demand
planning process - Answer-1. forecast demand for resources
2. assess internal and external supply of resources
, 3. develop hr objectives
4. design and implement hrm programs
5. establish program evaluation
Markov analysis - Answer-forecast of a firm's future human resource supplies, using
transitional probability matrices reflecting historical or expected movements of
employees across jobs
cultural forces - Answer-1. diversity
cultural mosaic - Answer-Canadian ideal of encourage each ethnic, racial, and social
group to maintain its own cultural heritage, forming a national mosaic of different cultural
organization character - Answer-the product of all of an organization's features - people,
objectives, technology, size, age, unions, policies, successes and failures
organizational culture - Answer-the core beliefs and assumptions that are widely shared
by all organizational members
5 major groups of activities - Answer-1. planning human resources
2. attracting human resources
3. placing, developing and evaluation human resources
4. motivating employees
5. maintaining high performance
human resource audit - Answer-an examination of the human resource policies,
practices, and systems of a firm to eliminate and improve ways to achieve goals
staff authority - Answer-authority to advise but not to direct others
line authority - Answer-authority to make decisions about production, performance and
people
functional authority - Answer-authority that allows staff experts to make decisions and
take actions normally reserved for line managers
job analysis - Answer-systematic study of a job to discover its specifications and skill
requirements
job - Answer-group of related activities and duties
position - Answer-collection of tasks and responsibilities performed by an individual
steps in the job analysis process - Answer-1. preparation for job analysis
2. collection of job analysis
3. use of job analysis information
COMPLETE ANSWERS
competency matrix - Answer-a list of the level of each competency required for each of
a number of jobs
job design - Answer-identification of job duties, characteristics, competencies and
sequences taking into consideration technology, workforce, organization character and
environment
considerations for job design - Answer-1. organizational considerations
2. ergonomic considerations
3. employee considerations
4. job specialization considerations
5. environmental considerations
work flow - Answer-the sequence of and balance between jobs in an organization
needed to produce the firm's goods or services
ergonomics - Answer-the physical relationship between the worker and the work
employee considerations - Answer-autonomy, variety, task identity, feedback, task
significance
job rotation - Answer-moving employees from one job to another to allow them more
variety and to learn new skills
job enlargement - Answer-adding more tasks to a job to increase the job cycle and draw
on a wider range of employee skills
job enrichment - Answer-adding more responsibilities and autonomy to a job, giving the
worker greater powers to plan,do, and evaluate job performance
job families - Answer-groups of different jobs that are closely related by similar duties
responsibilities, skills or job elements
environmental considerations - Answer-the influence of the external environment on job
design. includes employee ability, availability and social expectations
human resource planning - Answer-forecasts an organization's future demand for and
supply of employees and matches supply with demand
planning process - Answer-1. forecast demand for resources
2. assess internal and external supply of resources
, 3. develop hr objectives
4. design and implement hrm programs
5. establish program evaluation
Markov analysis - Answer-forecast of a firm's future human resource supplies, using
transitional probability matrices reflecting historical or expected movements of
employees across jobs
cultural forces - Answer-1. diversity
cultural mosaic - Answer-Canadian ideal of encourage each ethnic, racial, and social
group to maintain its own cultural heritage, forming a national mosaic of different cultural
organization character - Answer-the product of all of an organization's features - people,
objectives, technology, size, age, unions, policies, successes and failures
organizational culture - Answer-the core beliefs and assumptions that are widely shared
by all organizational members
5 major groups of activities - Answer-1. planning human resources
2. attracting human resources
3. placing, developing and evaluation human resources
4. motivating employees
5. maintaining high performance
human resource audit - Answer-an examination of the human resource policies,
practices, and systems of a firm to eliminate and improve ways to achieve goals
staff authority - Answer-authority to advise but not to direct others
line authority - Answer-authority to make decisions about production, performance and
people
functional authority - Answer-authority that allows staff experts to make decisions and
take actions normally reserved for line managers
job analysis - Answer-systematic study of a job to discover its specifications and skill
requirements
job - Answer-group of related activities and duties
position - Answer-collection of tasks and responsibilities performed by an individual
steps in the job analysis process - Answer-1. preparation for job analysis
2. collection of job analysis
3. use of job analysis information
