This set of Production Planning and Control Multiple Choice Questions & Answers (MCQs) focuses on “Master Schedule Horizon”.
1. Which term refers to the holistic, integrated, result and goal-oriented process of planning, recruiting, selecting, developing and managing employees?
a) Job analysis
b) HR alignment
c) Strategic planning
d) Talent management
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Explanation: Talent management is the holistic, integrated, result and goal-oriented process of planning, recruiting, selecting, developing and managing employees. Talent management means getting the right people in the right jobs, at the right time, doing their jobs correctly.
2. In an effective talent management system, an employee’s performance appraisal would initiate training and development opportunities.
a) True
b) False
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Explanation: An effective talent management process should integrate the underlying talent management activities such as recruiting, developing and compensating employees.
3. Effective talent management focuses on developing employee competencies that align with strategic goals.
a) True
b) False
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Explanation: It should be made sure that talent management decisions such as staffing, training and pay are goal directed. Managers always keep on asking about recruiting, testing and other actions taken to produce the employees’ competence.
4. Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire foe those positions?
a) Job description
b) Job specification
c) Job analysis
d) Job context
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Explanation: Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate for the job. A job analysis produces the necessary information to develop job description and job specifications.
5. The information resulting from a job analysis is used for writing _____
a) Job descriptions
b) Corporate objectives
c) Personnel questionnaires
d) Training requirements
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Explanation: A job description is a list of what job entails, and it is derived from job analysis. Job analysis is the process through which we can determine the duties of job positions and the characteristics of the people that should be hired for the positions.
6. All of the following types of information will most likely to be collected by a human resources specialist through a job analysis except _____
a) Work activities
b) Human behavior
c) Performance standards
d) Employee benefits options
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Explanation: Work activities, human behaviors, performance standards, job context and human requirements are the types of information typically collected through a job analysis. Information gathered through job analysis is used to develop job description and job specifications.
7. Which of the following is not used as information in job analysis by a manager?
a) Assessing training requirements
b) Complying with FCC regulations
c) Determining appropriate compensation
d) Providing accurate performance appraisals
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Explanation: Managers use information gathered from a job analysis for many activities including providing performance appraisals, recruiting, determining compensation and accessing training requirements.
8. Which of the following most likely depends on a job’s required skills, education levels, safety hazards and degree of responsibility?
a) Employee compensation
b) Organizational culture
c) Annual training requirements
d) OSHA and EEO compliance
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Explanation: Compensation in the form of salaries and bonuses greatly depends upon a job’s required skills, education level, safety hazards and level of responsibility. Managers use job analysis to determine the relative worth of a specific job and most appropriate compensation for an employee.
9. The _____ lists a job’s specific duties as well as the skills and training needed to perform a particular job.
a) Organization chart
b) Job analysis
c) Work aid
d) Job description
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Explanation: Job descriptions list the specific duties, skills and training related to a particular job. Organization chart show the distribution of work within a company but not specific duties. A job description is created after a job analysis has been performed.
10. Which of the following data collection techniques would be most useful when writing a job description for a software engineer?
a) Distributing position analysis questionnaires
b) Interviewing employees
c) Analyzing organization charts
d) Developing a job process chart
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Explanation: Interviewing employees to determine what the job entails is an effective method of collecting data for writing a job description. Position analysis questionnaires are useful for compensation purposes rather than writing job descriptions.
11. Which of the following is a written statement that describes the activities, working conditions, responsibilities and supervisory responsibilities of a job?
a) Job specification
b) Job analysis
c) Job description
d) Job context
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Explanation: A job description is a written list of job’s duties, responsibilities, reporting relationships, working conditions and supervisory relationships and it is the result of a job analysis.
12. Which of the following refers to the human requirements needed for a particular job like education, skills and personality?
a) Job specifications
b) Job analysis
c) Job placement
d) Job descriptions
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Explanation: Job specifications are the human requirement s needed for a particular job like education, skills and personality.
13. Which of the following is not addressed in job specifications?
a) Desired personality traits
b) Required education levels
c) Necessary experience
d) Working conditions
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Explanation: Working conditions, responsibilities and job duties are addresses in job description rather than the job specifications. Job specifications focus on the human requirements for a job such as such as personality, educations, skills and experience.
14. A _____ shows the flow of inputs to and outputs from a job being analyzed.
a) Organization chart
b) Process chart
c) Job analysis
d) Job description
View Answer
Explanation: A process chart is a work flow chart that shows the flow of inputs to and outputs from a particular job. In a second step of performing a job analysis, background information such as process chart and job description are reviewed.
15. Which of the following indicates the division of work within a firm and the lines of authority and communication?
a) Process chart
b) Employee matrix
c) Organization chart
d) Corporate overview
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Explanation: Organization chart shows the division of work within a firm with titles of each position. The interconnecting lines shows who reports to and communicates to whom.
16. A Workflow analyst would most likely to focus on which of the following?
a) Methods used by the firm to accomplish tasks
b) Behavior needed to complete specific work
c) A single, identifiable work process
d) A quantifiable work skill
View Answer
Explanation: Workflow analysis is a detailed study of the flow of work from job to job in a work process. Usually the analyst does not focus on how the company gets all its work done but on one identifiable work process.
Sanfoundry Global Education & Learning Series – Production Planning and Control.
To practice all areas of Production Planning and Control, here is complete set of Multiple Choice Questions and Answers.
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