HR quiz 2

davis-bacon act of 1931

is a United States federal law that establishes the requirement for paying the local prevailing wages on public works projects for laborers and mechanics.

narratives evaluations

is a form of performance measurement and feedback which can be used as an alternative or supplement to grading. Narrative evaluations generally consist of several paragraphs of written text about a student's individual performance and course work. T

inappropriate interview questions

Federal and state laws prohibit prospective employers from asking certain questions that are not related to the job they are hiring for. Employers should not ask about any of the following unless it specifically relates to the job requirements because to not hire a candidate because of any one of them is discriminatory: Race Color Sex Religion National origin Birthplace Age Disability Marital/family status Job requirements based on an employee's gender, national origin, religion, or age can be used in very limited circumstances. They are lawful only when an employer can demonstrate that they are bona fide occupational qualifications (BFOQs) that are reasonably necessary to the normal operation of business. For example, it's acceptable to require the candidate to be a Roman Catholic for a job as director of faith formation for a Catholic parish.

performance management

(PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many[quantify] other areas. PM is also known[by whom?] as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.

structured interviews

(also known as a standardized interview or a researcher-administered survey) is a quantitative research method commonly employed in survey research. The aim of this approach is to ensure that each interview is presented with exactly the same questions in the same order.

5 types of evaluations

-checklist -narratives -ranking comparisons -rating scales -objectives measures

3 types of compensation

-indirect -direct -nonfinancial

5 types of interviews

-nondirective -structured -situational -behavioral -sequential/panel

7 types of learning styles

-visual -logical -aural -verbal -physical -social -solitary

360-degree evaluations

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. ... 360 Feedback can also be a useful development tool for people who are not in a management role.

aural learning style

Auditory learning is a learning style in which a person learns through listening. An auditory learner depends on hearing and speaking as a main way of learning.

exempt v's nonexempt employees

Exempt positions are excluded from minimum wage, overtime regulations, and other rights and protections afforded nonexempt workers. Employers must pay a salary rather than an hourly wage for a position for it to be exempt.

objective measures evalutation

Existing objective speech-intelligibility measures are suitable for several types of degradation, however, it turns out that they are less appropriate in cases where noisy speech is processed by a time-frequency weighting. To this end, an extensive evaluation is presented of objective measure for intelligibility prediction of noisy speech processed with a technique called ideal time frequency (TF) segregation.

social learning style

If you have a strong social style, you communicate well with people, both verbally and non-verbally. People listen to you or come to you for advice, and you are sensitive to their motivations, feelings or moods. You listen well and understand other's views.

pay equity and motivation

John Stacey Adams' equity theory helps explain why pay and conditions alone do not determine motivation. ... The belief in equity theory is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization.

physical learning style

Kinesthetic learning (American English), kinaesthetic learning (British English), or tactile learning is a learning style in which learning takes place by the students carrying out physical activities, rather than listening to a lecture or watching demonstrations.

situational interviews

Like a behavioral interview, during a candidates are asked specific questions about what may happen on a job. The candidate is asked to assess a situation and to provide solutions on how he or she would handle it.

logical learning style

Mathematical-logical learning style refers to a person's ability to reason, solve problems, and learn using numbers, abstract visual information, and analysis of cause and effect relationships. Mathematical-logical learners are typically methodical and think in logical or linear

MBTI personality assessment

The Myers-Briggs Type Indicator is an introspective self-report questionnaire claiming to indicate psychological preferences in how people perceive the world around them and make decisions.

why performance evaluations can fail

Performance management, and particularly the performance review, is one of the most debated topics in organizations. Why are so many employees unhappy after their reviews? Why do managers often dread conducting them? You'd think this problem would have been solved by now, judging from the hundreds of papers and articles addressing the importance and efficacy of performance management. And yet: Only 14 percent of organizations are happy with their performance management system. Of the 104 organizations we've studied at Metrus, 76 percent of employees agreed that their performance goals are clear. But in many organizations, less than 50 percent of employees say they have goals linked to the department or company goals Metrus research shows that 64 percent of employees in 69 organizations say they received feedback that helped them improve performance, but in some organizations it's as low as 38 percent. Despite the enormous amount of time and effort invested, only 23 percent of HR executives think that their performance management process accurately reflects employee contributions. According to research in Performance Management Is Broken, only 8 percent of companies report that their performance management process drives high levels of value, while 58 percent said it is not an effective use of time. So, why are we in this quandary?

ranking comparisons evaluation

This method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization. The 'worth' of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions.

the purpose of performance evaluations

Why Employers Use Employee Evaluations. Regular employee evaluation helps remind workers what their managers expect in the workplace. They provide employers with information to use when making employment decisions, such as promotions, pay raises, and layoffs.

salary survey

are tools used to determine the median or average compensation paid to employees in one or more jobs. Compensation data, collected from several employers, is analyzed to develop an understanding of the amount of compensation paid.

sequential interview

consists of several interviews that take place in succession.

non-directive interview

interview is an interview in which questions are not prearranged. Unstructured or interviews generally have no set format. The lack of structure allows the interviewer to ask questions which comes to their mind next as a follow up and interrogate points of interest as they go on further.

verbal learning style

involves both the written and spoken word. If you use this style, you find it easy to express yourself, both in writing and verbally. You love reading and writing. You like playing on the meaning or sound of words, such as in tongue twisters, rhymes, limericks and the like.

assessment center

is a means of gathering relevant information, under standardized conditions, about an individual's capabilities to perform a managerial position. In essence, an assessment center puts candidates through a series of group and individual exercises designed to simulate the conditions of a given job and determines if they have the skills and abilities necessary to perform that job. It does this by bringing out the candidate's behavior relevant to the job, while being observed by a group of assessors. In addition, the assessors judging a candidate's behavior see all individuals from a common frame of reference in the various assessment activities. These procedures help to insure that the judgments made are relatively free of the many forms of rater bias, are reliable, and can serve as the basis for meaningful predictions of a candidate's potential.

rating scales evaluation

is a set of categories designed to elicit information about a quantitative or a qualitative attribute. In the social sciences, particularly psychology, common examples are the Likert response scale and 1-10 rating scales in which a person selects the number which is considered to reflect the perceived quality of a product.

visual learning style

is a style in which a learner utilizes graphs, charts, maps and diagrams. It is one of the three basic types of learning styles in the Fleming VAK/VARK model that also includes kinesthetic learning and auditory learning.

checklist evaluation

is a type of informational job aid used to reduce failure by compensating for potential limits of human memory and attention. It helps to ensure consistency and completeness in carrying out a task. A basic example is the "to do list."

behavioral interviews

is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.

panel interview

is one that is conducted by a group of two or more interviewers.

broad-banding

is the term applied to having extremely wide salary bands, much more encompassing than with traditional salary structures. Whereas a typical salary band has a 40 percent difference in pay between its minimum and maximum, broadbanding would typically have a 100 percent difference.

on-boarding

the action or process of integrating a new employee into an organization or familiarizing a new customer or client with one's products or services.

solitary learning style

you are more private, introspective and independent. You can concentrate well, focusing your thoughts and feelings on your current topic. You are aware of your own thinking, and you may analyze the different ways you think and feel.