31. The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as a. preparing a job description. b. job design. c. job evaluation. d. job analysis. e. writing a job specification. 32. Job analysis provides data on job requirements that can be used to develop a. a staffing table. b. a skills inventory. c. HR policies and procedures. d. an organization chart. e. a job description. 33. A list of the knowledge, skills, and abilities needed to perform a particular job is known as a. a position analysis. b. a job description. c. a job specification. d. the job standards. e. the human requirements. 34. The blueprint that shows the flow of inputs to outputs for the job under study is known as a. a process chart. b. an organization chart. c. a job description. d. a job specification. e. a pay grade. 35. An HR department engaged in a job analysis exercise is conducting interviews with employees who hold the same job. Which type of interview is the HR department using? a. group interview b. supervisory interview c. individual interview d. structured interview e. checklist interview 36. An individual preparing a job description for the first time would find it helpful to refer to the a. HRDC Job Classification Dictionary. b. National Occupational Classification. c. Canadian Classification and Dictionary of Occupations. d. Dictionary of Occupational Titles. e. Standard Occupational Classification. 37. The process of reviewing human resources requirements to ensure that the organization has the required number of employees with the necessary skills to meet its goals is known as a. selection. b. training and development. c. strategic planning. d. recruitment. e. human resources planning. 38. Which of the following is the first step in human resource planning? a. forecasting future HR needs b. forecasting the availability of internal candidates c. forecasting the availability of external candidates d. analyzing the HR implications of the organization's strategic plans e. balancing supply and demand 39. Which of the following is a quantitative approach to forecasting? a. the Delphi technique b. trend analysis and the nominal group technique c. the nominal group technique d. trend analysis e. managerial judgment 40. Quantitative techniques of forecasting include all of the following except a. regression analysis. b. the nominal group technique. c. a scatterplot. d. trend analysis. e. ratio analysis. 41. A ________ illustrates the relationship between two factors: a measure of business activity and staffing levels. a. trend analysis b. time-series analysis c. regression analysis d. scatterplot e. ratio analysis 42. You have just been hired as the director of human resources at a mid-sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and would like you to first use a qualitative technique which is useful for long-range forecasting. Which technique do you choose? a. a formal expert forecast b. the nominal group technique c. an informal expert forecast d. the Delphi technique e. managerial judgment 43. A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix is known as a. trend analysis. b. ratio analysis. c. multiple regression analysis. d. Markov analysis. e. computerized forecasting. 44. You have been hired as the director of HR at Targus Inc., a clothing retailer. Due to a reduction in consumer demand, you have been asked to advise management on how to reduce the amount of staff by 5% over the next 2 years. Although slow, a method for reducing numbers which generally presents the least amount of problems is a. introducing a reduced work week. b. laying off employees. c. offering attractive buyout packages. d. downsizing through attrition. e. offering attractive early-retirement packages. 45. The guarantee by the employer to pay specified compensation and benefits in the case of termination due to downsizing or restructuring is known as a. a severance package. b. supplemental unemployment benefits. c. a guaranteed annual wage. d. a golden parachute clause. e. wage protection insurance. 46. Which of the following is true of the interview question, "How would you handle an angry customer?" a. It tests intellectual capacity. b. It tests knowledge and experience. c. It is an example of behavioural interviewing. d. It is a situational question. e. It is a situational question which tests knowledge and experience. 47. The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of a. reliability. b. construct validity. c. criterion-related reliability. d. content validity. e. validity. 48. The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as a. reliability. b. predictive validity. c. criterion-related validity. d. differential validity. e. content validity. 49. The screening tool which is most often used by employers in the selection process is a. working sampling. b. an assessment centre. c. an interview. d. a personality test. e. an interview and personality test. 50 Once employees have been recruited and selected, the next step would be a. orientation and training. b. discipline and counselling. c. interviews by coworkers. d. rules and procedures. e. affirmative action and equal access to a job. 51. The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is a. reality shock. b. job instruction training. c. affirmative action. d. mentoring. e. socialization. 52. One approach to the evaluation of orientation programs is a. regression analysis. b. case studies. c. cost-benefit analysis. d. quality circles. e. Markov analysis. 53. When an employer fails to train adequately, this is referred to as a. job instruction training. b. affirmative action. c. negligent training. d. on-the-job training. e. simulated training. 54. A technique for determining the training needs of newly hired employees is a. task analysis. b. observations. c. personnel records. d. performance analysis. e. testing. 55. When an employee actually learns a job by performing it, it is called a. computerized training. b. job instruction training. c. vestibule training. d. on-the-job training. e. distance learning. 56. A training technique in which trainees learn on the actual or simulated equipment they will use on the job, but the trainees are actually trained off the job, is known as a. on the job training. b. actual training. c. off the job training. d. vestibule or simulated training. e. programmed learning. 57. The critical step in employees' understanding of how their work makes a contribution is a. the career planning session. b. the promotion decision. c. the appraisal session. d. defining performance expectations. e. the pay decision. 58. To clarify performance expectations, ________ should be developed. a. strategic objectives b. a list of traits c. an HR strategy d. a business plan e. measurable standards 59. The following are all reasons for the failure of a performance appraisal except a. arguing and poor communications which arise as problems during feedback sessions. b. not telling employees ahead of time exactly what is expected of them. c. having poor measures of performance. d. clearly defining performance standards. e. a lenient supervisor. 60. The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is a. reality shock. b. job instruction training. c. affirmative action. d. mentoring