1 (1 point) Saved Job identification involves determining the specific roles and responsibilities associated with a particular position within an organization. Question 1 options: True False Question 2 (1 point) Saved Why is technology a challenge for human resource development? Question 2 options: It is different in every department It is difficult to operate It is always changing HR employees do not have technology skills Question 3 (1 point) Saved Purchasing assistant, Cashier, Receipts clerks, etc. are class II skilled workers according to CLASSIFICATION METHOD OF JOB EVALUATION Question 3 options: True False Question 4 (1 point) Saved Which of the following statements best describes job specifications in Human Resource Management (HRM)? Question 4 options: Job specifications outline the responsibilities and tasks associated with a specific job role. Job specifications are documents that provide a summary of an individual's qualifications, skills, and competencies required for a particular job. Job specifications refer to the process of evaluating and selecting the right candidates for a job position. Job specifications involve assessing and identifying the training and development needs of employees in a specific job role. Question 5 (1 point) Saved In the context of establishing job grading or classification systems, what role does job evaluation play? Question 5 options: Job evaluation categorizes jobs based on their complexity, responsibility, and required skills. Job evaluation determines salary ranges for different job roles. Job evaluation has no impact on job grading or classification systems. Job evaluation focuses solely on creating career development frameworks. Question 6 (1 point) Saved The Director of Wola Ltd. believes that by evaluating jobs against market benchmarks, the company can align its compensation practices with industry standards, attracting and retaining qualified talent. Question 6 options: True False Question 7 (1 point) Company XYZ introduced a performance management system to improve how employees work and take responsibility. After one year, they saw a big improvement in how well everyone performed. What do you think was the main reason for this positive change? Question 7 options: Increased employee engagement and motivation due to clear performance expectations and feedback. Hiring of new employees with specialized skills and expertise. Introduction of a rigid work schedule that allowed employees to achieve a better work-life balance. Implementation of a new software system that streamlined performance tracking and reporting. Question 8 (1 point) In the context of performance management and career development, which statement accurately reflects their relationship? Question 8 options: Performance management focuses solely on evaluating current job performance. Career development has no impact on performance management. Performance management and career development are unrelated processes. Performance management helps identify job requirements and competencies necessary for career advancement. Question 9 (1 point) Which of the following is not a disadvantage of Point Factor method of job evaluation Question 9 options: Greater opportunity to disagree Difficult to understand Precise measurements Time consuming Question 10 (1 point) Which of the following is a potential problem with the job enrichment approach? Question 10 options: Additional responsibilities will reduce employee motivation and burden. The employee can become overwhelmed with responsibilities The employee's job may become challenging Employee recognition may result in reduced performance Question 11 (1 point) Which one is NOT a challenge of human resource development? Question 11 options: Culture Training Technology Values Question 12 (1 point) John is concerned that the workers in his manufacturing plant will become bored with their jobs, due to performing the same task over and over. Which job design approach might John take to provide variety to workers? Question 12 options: Job Analysis Job Enrichment Job Rotation Job Characteristic Theory Question 13 (1 point) All of the following are characteristics of job design EXCEPT _____. Question 13 options: Outlines job responsibilities Consists of a written document Provides salary and benefit information Lists qualifications for the job Question 14 (1 point) In the context of job analysis, what activities are typically involved in conducting research? Question 14 options: Examining the job duties of current employees. Studying job descriptions of similar positions in competing organizations. Analyzing any new tasks that need to be performed by the individual in the role. All of the above. Question 15 (1 point) To increase productivity, Mary has decided to design a job to match the traits of her most talented employees. This job design approach is known as _____. Question 15 options: Job Characteristic Theory Job Enrichment Job Development Job Simplification Question 16 (1 point) Why does the human resources function need to justify their costs through different metrics? Question 16 options: Because the are required by law Because they produce more revenue than most other departments Because they don't produce any revenue Because they produce the same revenue as most other departments Question 17 (1 point) What is the process of understanding the needs and future goals of the company and making personnel changes to meet them? Question 17 options: Human resources accountability Human resources planning Human resources managing Human resources marketing Question 18 (1 point) Despite being responsible for overseeing recruitment, employee relations, and performance management, Risha, an HR Manager, fails to have a productive workforce due to some issues. Which aspect of her role is affected? Question 18 options: Recruitment Employee relations Performance management All of the above Question 19 (1 point) Between job description and job specification which aspect focuses on outlining the tasks and responsibilities of a particular role? Question 19 options: Job specification Neither job description nor job specification Both job description and job specification Job description Question 20 (1 point) What are the four approaches to job design? Question 20 options: Scientific Management, Job Enlargement/Job Rotation, Job Enrichment and the Job Relevancy Theory Scientific Management, Job Enlargement/Job Rotation, Job Details and the Job Relevancy Theory Job Identification, Job Enlargement/Job Rotation, Job Enrichment and the Job Relevancy Theory Scientific Management, Job Enlargement/Job Rotation, Job Enrichment and the Job Characteristic Theory