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Question
Organizations try to develop job ____ when planning for human resources, which are groups of jobs that are similar.a. components
b. indicators
c. vectors
d. industries
e. families
Answer
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Related questions
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Scenario 6.1In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations.Refer to Scenario 6.1. Which of Bambino's actions is likely to have a positive impact on profitability in the long term?a. Early retirementsb. Layoffsc. Store closingsd. Natural attritione. All of these
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a. employee surveys.
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a. coworkers.
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Describe knowledge, skills, and abilities and provide some examples for a job in which you have worked.
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The first step in job analysis involves
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a. Adaptability
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a. A taxonomy of fifty-two abilities rated on a seven-point scale
b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions
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d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics
e. Generating examples of effective and ineffective performance
Q:
When an individual seeks additional training and education to improve her or his ability to find work, this is called:
a. human capital investment.
b. market waging.
c. functional job analysis.
d. rate of unemployment.
e. task analysis inventory.
Q:
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a. growth
b. reduction
c. stability
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a. demand forecasting.
b. the social context.
c. empowerment.
d. executive succession.
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Describe the basics of the most popular rating methods that may be used in the performance appraisal process.
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Scenario 10.1Ellen Jones is the human resource manager for Tent-Sations, a midsize company that manufactures recreational camping tents. Tent-Sations employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance management system. She has been instructed by top management to develop a performance management system that encourages employees to go beyond their formal job duties. Therefore, top management would also like the performance management system to assess particular employee behaviors that specifically support organizational goals in addition to employees' everyday job tasks. Supervisors in this fast-paced organization have limited opportunity to view their subordinates' performance on a daily basis. Employees work in self-managed cross-functional work teams, with each team being responsible for the entire tent-making process. With input from supervisors, each team sets its own output goals for each month of the year and employee compensation is based on the team's goal achievement as well as on individual performance factors.Refer to Scenario 10.1. By considering employees behaviors that go beyond their formal job duties, what aspect of performance is being included in the new performance management system?a. Contextual performanceb. Strategic performancec. Behavioral performanced. Critical performancee. Incident performance
Q:
Scenario 10.1Ellen Jones is the human resource manager for Tent-Sations, a midsize company that manufactures recreational camping tents. Tent-Sations employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance management system. She has been instructed by top management to develop a performance management system that encourages employees to go beyond their formal job duties. Therefore, top management would also like the performance management system to assess particular employee behaviors that specifically support organizational goals in addition to employees' everyday job tasks. Supervisors in this fast-paced organization have limited opportunity to view their subordinates' performance on a daily basis. Employees work in self-managed cross-functional work teams, with each team being responsible for the entire tent-making process. With input from supervisors, each team sets its own output goals for each month of the year and employee compensation is based on the team's goal achievement as well as on individual performance factors.Refer to Scenario 10.1. Given Tent-Stations' work structure, what additional source of performance information may be critical in assessing employee performance?a. Supervisorsb. Peersc. Customersd. Selfe. Top management
Q:
Scenario 10.1Ellen Jones is the human resource manager for Tent-Sations, a midsize company that manufactures recreational camping tents. Tent-Sations employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance management system. She has been instructed by top management to develop a performance management system that encourages employees to go beyond their formal job duties. Therefore, top management would also like the performance management system to assess particular employee behaviors that specifically support organizational goals in addition to employees' everyday job tasks. Supervisors in this fast-paced organization have limited opportunity to view their subordinates' performance on a daily basis. Employees work in self-managed cross-functional work teams, with each team being responsible for the entire tent-making process. With input from supervisors, each team sets its own output goals for each month of the year and employee compensation is based on the team's goal achievement as well as on individual performance factors.Refer to Scenario 10.1. Ellen, representing Tent-Stations' human resource department, will be in charge of all of the following facets of the new performance management system EXCEPTa. determining the timing of the performance appraisals.b. ensuring that performance standards are clearly communicated to employees.c. linking performance appraisal information to training and development efforts.d. linking performance appraisal information to the company's compensation system.e. collecting employees' performance information on a day-to-day basis.
Q:
Career management is ultimately the responsibility of the
a. human resource manager.
b. line supervisor.
c. organization.
d. individual.
e. recruiter.
Q:
All of the following would place limitations on the effectiveness of career planning EXCEPT
a. individuals may find new opportunities outside the employing organization at unexpected times.
b. the organization has little flexibility in altering the career paths it predicts for its employees over time.
c. the organization's human resource needs can change over time.
d. unanticipated mergers and acquisitions can change career opportunities.
e. people can experience changes in interests or priorities.
Q:
At Lorenzo's workplace, the performance appraisal process includes measurements of organizational citizenship behaviors, such as volunteering for unpleasant tasks and helping new employees socialize into the work team. Lorenzo's employer is
a. enforcing job requirements.
b. using inappropriate information.
c. committing a halo error.
d. relying on a ranking method.
e. rating contextual performance.
Q:
The following item appears on a student evaluation form, to assess a student's preparation outside of class. What type of performance appraisal is represented by this example?
1 = Often unprepared when called on. Frequent late assignments.
2 = Sometimes unprepared when called on. Hands in 2-3 assignments late.
3 = Unprepared on occasion, but not often. Hands in 2 or fewer late assignments.
4 = Usually well-prepared when called on, but may be unprepared on 1-2 occasions. All assignments handed in on time.
5 = Always prepared when called on. Hands in every assignment early or on time.
a. Management by Objective (MBO)
b. Critical incident
c. Simple ranking
d. Behaviorally Anchored Rating Scales (BARS)
e. 360-degree feedback
Q:
A career includes all of the following EXCEPT
a. the various specific jobs that a person performs.
b. the kinds of responsibilities and activities that make up those jobs.
c. movements and transitions between jobs.
d. wages.
e. an individual's overall assessment of and feelings of satisfaction with these various components of her or his career.
Q:
Which of the following is NOT a potential problem associated with the use of graphic rating scales in the performance appraisal process?
a. Attribution of too much objectivity to results
b. Leniency or severity error
c. The number of included performance dimensions must be restricted to a few
d. Halo error
e. Range restriction
Q:
Supervisor Katy is establishing a list of the best to worst performers in the department. Which performance appraisal method is Katy utilizing?
a. Paired comparison
b. Behaviorally Anchored Rating Scales (BARS)
c. Behavioral Observation Scale (BOS)
d. Forced distribution
e. Simple ranking