X S: BU'I'IDE {13 IESI ll (W93! 6 ilC'Id based "inrm by Hunter X C I duLsguugierL-m |. The process of reviewing human resources requirements to ensure that the ' .2: 1 organization has the required number of employees with the necessary skills to meet its goals is known as: strategic management. human resources planning. selection, recruitment. OOOOO training and development. Before embarking on an HR planning exercise, ' ,. -. 0 supply and demand must be balanced, O a lorecast of potential external candidates must be conducted. 0 results must be monitored and analyzed. 0 Jobs must be restrucrured O the current internal labourforce must be assessed. ShnrHerm and Iongrrange HR demand forecasts provide' I r. r. O the full staffing equation. . Classes BU1103-G5 - Test II (10%) X Field-based research by Human | > X C docs.google.com/forms/d/e/1FAlpQLSfVILDF-jhtgsClfyDC8dlZhbxtOg_OGup64FmvRQgxqAFnDw/viewform?hr_submission=Chkl2dCKyb40EhAl4f7kx61QEgcl-NT-5740EAE 0 7 Field-based research by Human Resources and Skills Development Canada * 1 point has resulted in which of the following resources that is often helpful for developing job descriptions? OHRDC Job Classification Dictionary National Occupational Classification O Canadian Classification and Dictionary of Occupations O Standard Occupational Classification Dictionary of Occupational Titles What is a written statement of what the jobholder actually does, how he or * 1 point she does it, and under what conditions the job is performed? A job standard O A job description O A position analysis A job analysis A job specification A list of the knowledge, skills, and abilities needed to perform a particular * 1 point job is known as:X S: BU'I'IDE {13 IESI ll (W93! 6 llC'Id based rcanam'i by Humar X C I duLsguugleL'um |. 0 performance metrics ' is/are a visual representation of who will replace whom when * an r a critical position in the company becomes vacant O Outsourcing Replacement summaries Management inventory Skills inventory 0000 Replacement charts The demographics ofthose in a population, such as education levels, age, * .-.-1 gender, etc., are referred to as: projected turnover. general economic conditions. occupational market conditions labour market conditions future needs. 00000 B What company specic HR planning information must management ' determine before hirinci and recruitinq candidates? ' Classes BU1103-G5 - Test II (10%) X GField-based research by Human | X X C docs.google.com/forms/d/e/1FAlpOLSfVILDF-jhtgsClfyDC8dlZhbxtOg_0GuP64FmvRQgxqAFnDw/viewform?hr_submission=Chk12dCKyb40EhAl4f7kx61QEgcl-NT-5740EAE 0 7 A job specification A list of the knowledge, skills, and abilities needed to perform a particular * 1 point job is known as: a job standard. O a job specification. O a position analysis. a job description. a job analysis. Which part of the job description presents a detailed list of each of the job's * 1 point major tasks and describes them in a few sentences? Duties and responsibilities O Job summary Required skills and experience O Job position within the organizational chart O Summary of performance evaluations The section of the job description in which the major functions or activities * 1 point are briefly identified is the:Classes BU1103-G5 - Test II (10%) X G Field-based research by Human | X X C docs.google.com/forms/d/e/1FAlpOLSfVILDF-jhtgsClfyDC8dlZhbxtOg_0GuP64FmvRQgxqAFnDw/viewform?hr_submission=Chkl2dCKyb40EhAl4f7kx61QEgcl-NT-5740EAE 0 7 O have a completely structured format. Which of the following jobs could be analyzed effectively using direct * 1 point observation? Lawyer Forklift Operator O Human Resources Consultant O Philosopher Design Engineer Which job analysis technique is inappropriate for jobs requiring a lot of * 1 point immeasurable mental effort? O An individual interview O Direct observation O A participant diary/log A survey questionnaire O A position analysis questionnaire The most widely used method for determining the duties and * 1 pointClasses BU1103-G5 - Test II (10%) X GField-based research by Human | X X C docs.google.com/forms/d/e/1FAlpQLSfVILDF-jhtgsClfyDC8dlZhbxtOg_0GuP64FmvRQgxqAFnDw/viewform?hr_submission=Chkl2dCKyb40EhAl4f7kx61QEgcl-NT-5740EAE 0 7 Short-term and long-range HR demand forecasts provide: * 1 point the full staffing equation. O external supply forecasts. O internal supply forecasts. O half of the staffing equation. Onone of the information for the staffing equation. An assessment of external factors affecting an organization's ability to find * 1 point and secure talent, including economic, competitive, legislative, social, technological, and demographic trends is an example of outsourcing O environment scanning O forecasting supply workforce projection performance metrics is/are a visual representation of who will replace whom when * 1 point a critical position in the company becomes vacant.Classes BU1103-G5 - Test II (10%) X GField-based research by Human | X X C docs.google.com/forms/d/e/1FAlpOLSfVILDF-jhtgsClfyDC8dlZhbxtOg_0GuP64FmvRQgxqAFnDw/viewform?hr_submission=Chkl2dCKyb40EhAl4f7kx61QEgcl-NT-5740EAE 0 7 The definition of is the formal relationships among jobs in an * 1 point organization. O organizational structure O organization chart O chain-of-command job hierarchy O organizational design Monique, an HR Consultant, is drafting a job description. She begins by * 1 point writing "In order to perform this job competently, the employee should be able to.." Her approach is indicative of: O a competency-based job analysis. O a personality assessment. a group interview. a list of job-specific duties. O a questionnaire. The process of reviewing human resources requirements to ensure that the * 1 point organization has the required number of employees with the necessaryClasses BU1103-G5 - Test II (10%) X GField-based research by Human | X X C docs.google.com/forms/d/e/1FAlpQLSfVILDF-jhtgsClfyDC8dlZhbxtOg_0GuP64FmvRQgxqAFnDw/viewform?hr_submission=Chkl2dCKyb40EhAl4f7kx61QEgl-NT-5740EAE 0 7 The section of the job description in which the major functions or activities * 1 point are briefly identified is the: job identification. job summary. job abstract. job analysis. job outline. The document that results from an examination of the duties and * 1 point responsibilities and answering the question, "What human traits and experience are required to do this job?" is the: job description. O position analysis questionnaire. O job specification. job evaluation. Oposition description. The definition of is the formal relationships among jobs in an * 1 point organization.Classes BU1103-G5 - Test II (10%) X Field-based research by Human | X X C docs.google.com/forms/d/e/1FAlpOLSfVILDF-jhtgsClfyDC8dlZhbxtOg_0GuP64FmvRQgxqAFnDw/viewform?hr_submission=Chkl2dCKyb40EhAl4f7kx61QEgcl-NT-5740EAE 0 7 The most widely used method for determining the duties and * 1 point responsibilities of a job is: a participant diary/log. O the interview. the functional job analysis questionnaire. the position analysis questionnaire. O direct observation. An HR department engaged in a job analysis exercise is conducting an * 1 point interview with multiple employees who hold the same job. Which type of interview is the HR department using? Individual interview Group interview O Analysis interview Multiple meeting interview Structured interview Field-based research by Human Resources and Skills Development Canada * 1 point has resulted in which of the following resources that is often helpful for developing job descriptions