Study GuideMGT 420 (Fall 2019)

Chapter 1 (12 random questions from this chapter)

What are the old and new roles for HRM?

Why do personnel policies exist?

Why is HR important/valuable to organizations?

How does HR create a competitive advantage for companies?

What does it mean for HR to be a strategic partner in an organization?

What is the resource-based view of the firm?

Who is responsible for HRM?

A research study showed that a one standard deviation improvement in HR policies was

associated with ___% decrease in turnover.

To be an effective talent manager, HR needs to understand the structure of the organization.

What is human capital?

In the article, Why we love to hate HRand what HR can do about it, what does the author

argues are steps that HR can take to be effective (and stop the hate)?

Chapter 4 (15 random questions from this chapter)

Who can perform a job analysis?

What are the steps of a job analysis?

In job specification, what is a skill?

What is the Fleishman Job Analysis System?

Job design is the process of __________. (Spend a lot of time understanding job design; its

critical to many aspects of HRM)

What is industrial engineering and its purpose in HRM?

In the Job Characteristics Model, understand what is meant by the following: skill variety, task

identity, task significance, autonomy, and feedback?

What are the different parts of a job description, what information should it convey, and what is

its purpose?

What is a job specification?

Difference between job description and job specification?

What are KSAOs?

In which parts of HRM do KSAOs play an important role, and why? (Hint: You really need to

understand KSAOs, as they are important in many aspects of HRM.)

What is O*NET and how is it used for HRM?

What is a Position Analysis Questionnaire?

What is a Job Element Inventory?

Which aspects of KSAOs is training designed to improve? (In other words, does it impact Ks,

Ss, As, Os, or more than one of them?)

What are marginal job functions and how are they identified? (hint: its through job analysis)

What are ergonomics and why does HRM invest time and energy studying them?

What is the motivational approach? Its goal is to maximize ___________ of the job.

Chapter 5 (13 random questions from this chapter)

What is forecasting? Which part of the HR planning process is it?

What is the primary goal of forecasting?

There are several strategies for eliminating labor surpluses and shortages. They vary in terms

of things like how quickly they can be implemented and how much suffering they cause to

employees. You need to understand which strategies are quick, which are slow, which are

relatively painless for employees, and which are hard on employees. Pay particular attention to

downsizing, outsourcing, and hiring temporary/contract workers.

Is it easier or harder for organizations to forecast labor supply and demand when the

unemployment rate is low in the labor market?

Which tools can organizations use to forecast labor demands?

What are realistic job previews and what is their purpose?

A recruiters personal characteristics, like his/her personality can have a big impact on which

part of the recruitment process?

According to the article, hiring outside stars can be risky because __________.

What are the three goals of recruitment?