HRM LEARN
21) The systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time is referred to as ________. A) strategic planning B) personnel forecasting C) human resource planning D) human capital supply analysis
C) human resource planning
9) Performance appraisals are used for all of the following purposes EXCEPT ________. A) identifying training needs B) defending personnel decisions C) implementing selection tests D) providing employee feedback
C) implementing selection tests
9) Jeremy, an HR manager, has received an employee requisition for a data analyst job at his firm. Which of the following would most likely help Jeremy determine the qualifications the recruited person needs for the data analyst job? A) job posting B) job identifier C) job description D) job-knowledge test
C) job description
recruitment tests
intelligence tests personality tests integrity testing physical ability tests drug tests medical opinions knowledge tests
employer branding
to differentiate a company from its competitors to attract and retain specific target groups
- what is PM?
you want to ensure that processes are in place to maximize productivity incentives and performance are close together dynamic, ongoing, continuous process if I don't have the desired performance, I can make changes (take corrective actions) // there can be changes in the environment which have an influence on performance (cost cuttings, etc.) // people deserve ongoing feedback
Situational questions
"Mental activity simulation" with hypothetical questions
Biographical Questions
"The best predictor of future behavior is past behavior." What? Question about the task and the situation in which the behavior occurred How? Question about the procedure/behaviour in the situation Result? Question about the effect of behaviour
8) A formal system of review and evaluation of an individual or team task performance is referred to as ________. A) performance appraisal B) strategic planning C) performance management D) succession planning
A) performance appraisal
56) Craig is applying for a sales position at a commercial real estate firm. The HR manager gave Craig the Myers-Briggs test during the selection process. Which of the following is most likely being measured by the firm? A) personality traits B) cognitive abilities C) vocational interest D) psychomotor skills
A) personality traits
133) Which term refers to the fundamental rethinking and radical redesign of business processes to become more competitive? A) reengineering B) total process quality C) total quality management D) management by objectives
A) reengineering
18) What is the final step in the appraisal process? A) reviewing the appraisal with the employee B) examining the work performance of the employee C) appraising the work performance of the employee D) communicating performance criteria to the employee
A) reviewing the appraisal with the employee
85) In recent years, HR professionals have increasingly been expected to ________. A) serve as strategic planners B) handle administrative tasks C) implement federal guidelines D) act as employee advocates
A) serve as strategic planners A) Today, HR professions are increasingly expected to take on the role of being a strategic partner with upper management. No longer is an administrative and compliance role acceptable as their primary jobs. HR executives have become a strategic partner in achieving organizational plans and results
17) Which of the following would LEAST likely appear as a preprinted statement on most job application forms? A) statement that the applicant's former employers will not be contacted B) statement that the applicant certifies everything on the form is true C) statement that the company is an employment at will organization D) statement that the applicant gives permission to have his or her references checked
A) statement that the applicant's former employers will not be contacted
Compensation, as described in your text, refers to the ________. A) total of all rewards provided to employees in return for their services B) wages individuals receive each pay period C) wage schedules and wage rates listed in the union contract D) internal alignment of intrinsic awards
A) total of all rewards provided to employees in return for their services
10) As an HR manager in charge of staffing for a restaurant chain, John is most likely NOT responsible for ________. A) training B) job analysis C) recruitment D) selection
A) training
17) What is the most common cause for the failure of performance appraisal systems? A) unclear goals and expectations B) irrelevant development plans C) time consuming for managers D) high implementation costs
A) unclear goals and expectations
Selection tests advantages and disadvantages
Advantages: • Costs are low compared to interviews • Identify attitudes and job-related skills that interviews cannot identify. Disadvantages/Potential problems: • Skill versus will (motivation) • test anxiety: people are sometimes afraid and could hold back the results • Legal obligations: are they really valid? or discriminative
Which of the following terms refers to a goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and the organization? A) team strategic management B) performance management C) organization development D) career development
B) performance management
63) Firms most likely use assessment centers during the selection process to ________. A) compare applicants with current employees B) predict the job performance of applicants C) assess an applicant's job motivation D) ensure applicants are healthy
B) predict the job performance of applicants
53) Hannah is applying for a job as a technician at a manufacturing facility. The job requires employees to use magnifying lenses when assembling products, so Hannah's psychomotor abilities were tested. Which type of test did Hannah most likely take? A) cognitive aptitude B) psychomotor abilities C) job knowledge D) work-sample
B) psychomotor abilities
38) A selection tool that provides consistent results is said to be ________. A) valid B) reliable C) objective D) standardized Answer: B
B) reliable
99) All of the following are items typically included in the job specification EXCEPT ________. A) educational requirements B) required compensation C) physical capabilities D) personality traits
B) required compensation
23) What activity precedes the human resource planning process? A) HR forecasting B) strategic planning C) HR demand analysis D) labor supply analysis
B) strategic planning
87) The rapidly evolving world of HR will increasingly require HR professionals to ________. A) focus exclusively on learning new trends in the HR profession B) thoroughly understand all aspects of what the companies they work for do C) focus their attention on compliance with government regulation D) integrate their operations with the finance department operations
B) thoroughly understand all aspects of what the companies they work for do
15) Which of the following is NOT a characteristic of an objective? A) measurable B) universal in nature C) expressed in writing D) challenging but attainable
B) universal in nature
18) Which of the following involves learning that goes beyond today's job and has a more long-term focus? A) training B) career planning C) development D) organizational development
C) development
14) The primary purpose of the preliminary interview is ________. A) gathering a detailed work history from applicants B) measuring the likelihood of an applicant's success C) eliminating unqualified applicants D) determining applicant interest
C) eliminating unqualified applicants
82) What selection method continues to be the primary method companies use to evaluate applicants? A) background checks B) cognitive ability tests C) employment interviews D) assessment centers
C) employment interviews
89) In today's workplace, HR is ________. A) moving towards a narrower focus on personnel B) focusing more on administrative tasks C) focusing more on strategic planning D) moving towards a wider focus on training
C) focusing more on strategic planning
13) In strategic planning, the purpose of a SWOT analysis is to assess the organization's ________. A) information technology B) anticipated long-term goals C) perceived value and structure D) internal and external environment
D) internal and external environment
11) What is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization? A) strategic planning B) job enlargement C) recruitment D) job analysis
D) job analysis
Which of the following is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted position? A) skills inventory B) employee requisition C) job enlargement D) job bidding
D) job bidding
Employment Interview
Goal-oriented conversation where interviewer and applicant exchange information Continues to be primary method used to evaluate applicants At this point, candidates are assumed to be qualified Interview planning Content of the interview
employer's promise of benefits unique, relevant and persuasively
Human resource databases Job posting, mailing Job bidding Employee referral Promotion / Succession Planning Internal Mobility Platform (e.g. Credit Suisse)
different questions in the interview
Multimodal Interview 4. motives, interests, motives for application 5. biographical questions "How did you behave as...? » 6. realistic activity information 7. situational questions "What would you do if...? »
Methods of Interviewing
One-on-one interview Group interview Board interview Multiple interviews Video Interview Stress interview Realistic Job Preview (R J P): provides both positive and negative job information to applicant in unbiased manner
Why is human resource management relevant?
Optimal management of an important cost factor effectiveness= cost Contributing to the success of the company Ensuring competitiveness in a dynamic business environment Develop and maintain human capital = human capital
Types of Interviews
Unstructured Structured Behavioral Situational
Mission
What is the business in
Employer brand
employer brand, reputation as employer
Employer Value Proposition
employer's promise of benefits unique, relevant and persuasively
recruitment process
environment: exrternal and internal are quite important recruitment 2 ways: internal very important: mobility, high level of security is you don't find someone you go to your external market
Core Values
how do we collaborate
strategy
how do we get there?
Realistic activity information
increased job satisfaction • Reduced early fluctuation • more realistic expectations • improved communication through honesty and openness
personnel appraisal will have a big impact on
personnel appraisal will have a big impact on compensation, development and maybe also in termination.
Attitude diagnostics / how do we select
traits approach: Recording of stable characteristics using psychological tests simulation approach: Behavioural observation in simulated, realistic work situations
vision
what do a company wants to achive
«Forced Ranking»
widely done in corporations allows draw backs but enhances competition.
business partner: 4 aspects of a role
*process*: Strategic partner: Aligning HR with the company strategy; implementing the strategy Administrative Expert Development & optimization of an efficient HR infrastructure and its optimization (contracts, reference letters, legal topics etc) *people*: Change agent Enabling and shaping change in the organisation (future or strategy process of HR) Employee Champion Ensuring employee commitment; understanding and fulfilling employee concerns (relationship)
Job interview: structuring elements
- Create requirement profiles - Standardization through interview guidelines - Favorable question forms and techniques - Sufficient time for interview - Responding to questions from the applicant
different questions in an interview
. biographical questions "How did you behave as...? » realistic activity information situational questions "What would you do if...? » Open questions Chain questions Ranking questions: in scale 1/10 how do you asses, what does it need to come to a 10?
Forms of personnel appraisal
1. employee appraisal 2. self-evaluation 3. appraisal by superiors 4. peer assessment 5. customer evaluation 6. 360° Feedback
16) Connor works as an accountant at Price Waterhouse and is scheduled to meet with his manager for a formal review and evaluation of his strengths and weaknesses. In which of the following activities is Connor most likely participating? A) performance appraisal B) career development C) succession planning D) job analysis
A) performance appraisal
12) The systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time is referred to as ________. A) HR planning B) recruitment C) job analysis D) performance appraisal
A) HR planning
Which of the following serves as the basis for the strategic planning process? A) SWOT B) O*NET C) AAP D) ATS
A) SWOT
86) A(n) ________ occurs when an interviewer assumes that an applicant has certain traits because he or she is a member of a certain class. A) contrast bias B) stereotyping bias C) premature judgment bias D) interview illusion bias
A) contrast bias
9) The marketing department at ABC Widget Company has been assigned the task of developing a strategic plan. The marketing team has completed the first three steps of strategic planning. Which of the following steps does the marketing department need to take in order to complete the strategic planning assignment? A) determine the strategies needed to accomplish specific objectives B) evaluate the organizational mission of the ABC Widget Company C) establish short-term and long-term directions for the group D) assess the primary competitors of the ABC Widget Company
A) determine the strategies needed to accomplish specific objectives
21) According to your text, what continues to be the way that top performers are primarily identified? A) employee referrals B) headhunters C) internships D) job fairs
A) employee referrals
17) Which of the following is NOT an internal recruitment method? A) employment agency B) employee referral C) job bidding D) job posting
A) employment agency
2) What does recruitment involve? A) encouraging qualified people to apply for employment with a firm B) selecting qualified people for employment at a firm C) attracting and selecting employees for the firm D) determining sources of employees
A) encouraging qualified people to apply for employment with a firm
100) The primary reason for reviewing job analysis results with employees is to ________. A) ensure that they are accurate, clear, and understandable B) comply with state laws C) negotiate their salary D) comply with union requirements
A) ensure that they are accurate, clear, and understandable
34) As an HR specialist at a large auto manufacturer, you have noticed that many of the technicians employed by your firm are bored with their jobs, not meeting performance goals, and frequently absent. Which of the following would most likely resolve some of these problems among technicians? A) implementing a job rotation program B) conducting a new job analysis C) initiating a hiring freeze D) downsizing the firm
A) implementing a job rotation program
7) The recruitment process most likely begins when a manager ________. A) initiates an employee requisition B) administers employment tests C) interviews candidates D) trains a recruiter
A) initiates an employee requisition
18) Tyra, an HR manager at an automotive parts facility, received 500 online applications for 30 job openings in the production department. To determine if an applicant is qualified, Tyra will most likely compare the information provided in each application to a ________. A) job description B) job-knowledge test C) merit pay program D) gainsharing assessment
A) job description
The process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization refers to ________. A) job design B) job analysis C) job enrichment D) job enlargement
A) job design
132) Audrey is a recent college graduate who was hired by a computer manufacturing firm. Each week, Audrey will be assigned to a different department in order to broaden her understanding of the firm and help her understand a variety of jobs. In which of the following is Audrey most likely participating? A) job rotation B) job evaluation C) job enrichment D) job enlargement
A) job rotation
98) In the job description, which element provides a concise overview of the job? A) job summary B) job identification C) purpose statement D) performance standards
A) job summary
12) The recruitment process entails several activities EXCEPT ________. A) making a job offer B) determining whether it will be necessary to search outside the company for potential talent C) selecting the appropriate recruitment methods D) tapping productive sources of applicants
A) making a job offer
11) Which of the following terms refers to a unit's continuing purpose, or reason for being? A) mission B) goal C) objective D) policy
A) mission
Staffing is the process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve the organization's objectives. True or False
Answer: TRUE
Performance appraisal is an ongoing process, while performance management occurs at a specific time. True or False
Answer: FALSE Although every HR function contributes to performance management, training and performance appraisal play a more significant role. Whereas performance appraisal occurs at a specific time, performance management is a dynamic, ongoing, continuous process.
In most cases, the first step of the performance appraisal process involves identifying specific performance goals. True or False
Answer: TRUE
Individuals directly involved in accomplishing the primary purpose of the organization are line managers.
Answer: TRUE
The job identification section of the job description includes the job title, the department, the reporting relationship, and a job number or code. True or False
Answer: TRUE
The selection process usually begins with the preliminary screening interview.
Answer: TRUE
With job enrichment, employees should be given more authority over their work and provided with timely feedback on their performance. True or False
Answer: TRUE
Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization. True or False
Answer: TRUE
Job rotation (cross-training) moves employees from one job to another to broaden their experience. True or False
Answer: TRUE
Performance management helps to achieve organizational strategy and requires improving the value of the workforce. True or False
Answer: TRUE
Preliminary screening attempts to eliminate unqualified candidates quickly.
Answer: TRUE
Recruitment is the process of attracting qualified individuals and encouraging them to apply for work with the organization.
Answer: TRUE
Training primarily focuses on the long-term career needs of employees.
Answer: FALSE : Training is designed to provide learners with the knowledge and skills needed for their present jobs. Development involves learning that goes beyond today's job and has a more long-term focus.
Recruitment usually begins when a manager initiates an employee requisition, a document that specifies job title, department, the date the employee is needed for work, and other details. True or False
Answer: TRUE
Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization.
Answer: TRUE
Business process outsourcing involves transferring one element of a business process, such as benefits administration, to a third party. True or False
Answer: FALSE
Hiring the wrong person is time consuming but has little monetary or emotional impact on the firm and its employees.
Answer: FALSE
Human resource planning is the process by which top management determines overall organizational purposes and objectives and how they are to be achieved. It is an ongoing process that is dynamic and ever changing. True or False
Answer: FALSE
Job development involves increasing the number of tasks a worker performs, all of which are at the same level of responsibility. True or False
Answer: FALSE
Performance appraisal is an informal system of review and evaluation of individual or team task performance. True or False
Answer: FALSE
Shared service centers typically handle tasks associated with benefits and pension administration, payroll, and relocation assistance, but succession planning and global training activities remain the responsibility of the firm's HR department. True or False
Answer: FALSE
The problems of hiring unqualified or less qualified candidates and rejecting qualified candidates have been eliminated since firms began using selection tests.
Answer: FALSE
Global competition is rarely relevant to the work of HR professionals. True or False
Answer: FALSE Global competition has forced both large and small organizations to be more conscious of costs and productivity. Because of the critical nature of human resource issues, these matters must receive major attention from upper management.
Companies rely on capital to create value. These include human capital, financial capital, and environmental capital. True OR false
Answer: FALSE Capital refers to the factors that enable companies to generate income, higher company stock prices, economic value, strong positive brand identity, and reputation. There is a variety of capital that companies use to create value, including financial capital (cash) and capital equipment (state-of-the-art robotics used in manufacturing) and human capital. Employees represent a specific type of capital called human capital. Human capital, as defined by economists, refers to sets of collective skills, knowledge, and ability that employees can apply to create value for their employers. Companies purchase the use of human capital by paying employees an hourly wage, salary, or bonuses and providing benefits such as paid vacation and health insurance. Also, companies help develop human capital to their advantage by offering training programs aimed at further boosting employee productivity.
Recruiting programs have little impact on a firm's financial status.
Answer: FALSE Explanation: It is estimated that just the cost of replacing an employee alone when a bad decision is made is two to three times the employee's annual salary. Thus, a properly functioning recruiting program can have a major impact on the bottom line of a company.
Performance management is a formal system of review and evaluation of individual or team task performance.
Answer: FALSE Explanation: Performance appraisal is a formal system of review and evaluation of individual or team task performance. Performance management is a goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.
Human resource planning is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.
Answer: FALSE Human resource development is a major HRM function consisting not only of training and development, but also of career planning and development activities, organization development, and performance management and appraisal. HR planning involves matching internal and external supplies of people with job openings over a certain period of time
Studies indicate that selection tests accurately predict the extent to which an individual will be motivated to perform a specific job.
Answer: FALSE Job performance depends on an individual's ability and motivation to do the work. Selection tests may accurately predict an applicant's ability to perform the job, the "can do," but they are less successful in indicating the extent to which the individual will be motivated to perform it, the "will do."
Job posting is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted job.
Answer: FALSE Job posting is a procedure for informing employees that job openings exist. Job bidding is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted job.
Performance appraisal may be the single largest contributor to organizational effectiveness. True or False
Answer: FALSE PM may be the single largest contributor to organizational effectiveness in recent years. An effective PM system should be the responsibility of everyone in the organization starting with the CEO and moving throughout the entire organization because companies that disregard PM do not prosper. Performance appraisal is a formal system of review and evaluation of individual or team task performance. A critical point in the definition is the word formal because, in actuality, managers should be reviewing an individual's performance on a continuing basis. Performance appraisal is an important activity, but it is focused on specific employee performance events. Whereas performance appraisal occurs at a specific time, PM is a dynamic, continuous process. Every individual in the organization is a part of the PM system. Every component of the system is integrated to ensure continuous organizational effectiveness. With PM, every worker's efforts should focus on achieving strategic goals.
101) Job specifications provide information regarding the essential tasks, duties, and responsibilities of the job. True or False
Answer: FALSE The minimum acceptable qualifications a person should possess in order to perform a particular job are contained in the job specification. The job description is a document that provides information regarding the essential tasks, duties, and responsibilities of the job. Difficulty: Easy
102) Situational interviews focus on how an individual handled job-related circumstances in the past.
Answer: FALSE The situational interview creates hypothetical situations candidates would be likely to encounter on the job and asks how they would handle them.
) A human resource manager is an individual who normally acts in an advisory or staff capacity by assisting other managers with HR issues. True or False
Answer: TRUE
) HR managers use performance appraisal data for recruitment, selection, compensation, and training purposes.
Answer: TRUE
) Management should be able to use employee databases to identify current employees who are capable of filling available positions. True or False
Answer: TRUE
51) Tracking and recruiting former employees is more common now than it was in the past. True or False
Answer: TRUE
93) Working as a strategic business partner requires a much deeper and broader understanding of business issues. True or False
Answer: TRUE
A growing number of firms use social networking sites, such as Facebook and LinkedIn, to investigate the backgrounds of potential employees.
Answer: TRUE
A shared service center (SSC), also known as a center of expertise, takes routine, transaction-based activities dispersed throughout the organization and consolidates them in one place. True or False
Answer: TRUE
Every company relies on different combinations of capital.
Answer: TRUE
Human resource development involves training, career planning, organization development, and performance management.
Answer: TRUE
Human resource management (HRM) is the utilization of individuals to achieve organizational objectives. True or False
Answer: TRUE
12) What are the two possible outcomes of a good selection decision? A) cognitive invalid or valid B) a qualified candidate is offered employment or an unqualified candidate is not offered employment C) qualified candidate not offered employment or unqualified candidate offered employment D) low reliability or high validity
B) a qualified candidate is offered employment or an unqualified candidate is not offered employment
62) What selection technique requires individuals to perform activities similar to those they might encounter in an actual job? A) psychomotor abilities test B) assessment center C) vocational interest test D) job-related center
B) assessment center
33) Experts suggest that a slight amount of test anxiety is ________. A) abnormal B) beneficial C) detrimental D) unprofessional
B) beneficial
88) A useful way to better understand how HR serves as a strategic business partner is to think about the use of the following for value creation: ________. A) balance sheet B) capital C) outsourcing D) professional employee organization
B) capital A useful way to better understand how HR serves as a strategic business partner is to think about the use of capital for value creation. Capital refers to the factors that enable companies to generate income, higher company stock prices, economic value, strong positive brand identity, and reputation. There is a variety of capital that companies use to create value, including financial capital (for example, cash), capital equipment (for instance, state-of-the-art robotics used in manufacturing), and human capital (employees).
7) Which of the following is NOT a step in the strategic planning process? A) assessing the organization B) determining financial outlays C) determining the organizational mission D) setting specific objectives and direction
B) determining financial outlays
33) Which of the following is NOT an external recruitment source? A) universities B) employee databases C) military personnel D) self-employed workers
B) employee databases
1) The utilization of individuals to achieve organizational objectives is known as ________. A) human resource leadership B) human resource management C) human resource staffing D) human resource planning
B) human resource management
) What document should provide concise statements of what employees are expected to do on the job and indicate what employees do, how they do it, and the conditions under which the duties are performed? A) job specification B) job description C) job identification D) job evaluation
B) job description
57) Jennifer works in an advisory or staff capacity, working with other managers to help them deal with human resource matters. Jennifer is most likely employed as a(n) ________. A) account executive B) line manager C) HR manager D) project manager
C) HR manager
2) HR professionals only work with ________. A) other HR professionals B) only HR specialists C) all managers throughout the company D) every person who has applied for employment
C) all managers throughout the company
73) Why are line managers most likely performing more HR tasks today? A) competition from PEOs B) implementation of EEO laws C) automation of HR processes D) expansion of HR departments
C) automation of HR processes ) Managers are being assisted by manager self-service, the use of software, and the corporate network to automate paper-based human resource processes that require a manager's approval, record-keeping or input, and processes that support the manager's job. Everything from recruitment, selection, performance appraisal, to employee development has been automated to assist line managers in performing traditional HR tasks.
9) Carlos, an HR manager, has reviewed the applications and résumés of five candidates for a data analyst position at his firm. Which of the following is the most likely next step that Carlos will take in the selection process? A) interviewing applicants for prescreening B) having applicants take physical exams C) checking applicants' references D) giving applicants selection tests
C) checking applicants' references The selection process varies by organization, but it typically begins with preliminary screening. Next, applicants complete the firm's application for employment or provide a résumé. Then they progress through a series of selection tests, one or more employment interviews, and pre-employment screening, including background and reference checks.
129) Which term refers to basic changes in the content and level of responsibility of a job so as to provide greater challenges to the worker? A) job rotation B) job analysis C) job enrichment D) job enlargement
C) job enrichment Job enrichment consists of basic changes in the content and level of responsibility of a job so as to provide greater challenges to the worker. Job enrichment provides a vertical expansion of responsibilities. Job rotation and job enlargement are other methods of job design.
The procedure for communicating to employees the fact that job openings exist is known as ________. A) job bidding B) skills inventory C) job posting D) job analysis
C) job posting
31) Which of the following factors would most likely be rated in a selection test? A) habits B) family life C) motivation D) financial
C) motivation
32) Selection tests may accurately predict an applicant's ability to perform the job, but they are less successful in indicating the extent to which the individual has the necessary ________. A) experience B) education C) motivation D) qualifications
C) motivation
What HR tool gives employees the opportunity to capitalize on their strengths and overcome identified deficiencies? A) manager self-service B) employee orientation C) performance appraisal D) selection tests
C) performance appraisal
12) Sam is employed as an account associate at a publishing firm. Which of the following would most likely help Sam with career planning and development? A) applicant tracking systems B) compensation programs C) performance appraisals D) work sample tests
C) performance appraisals
84) Which of the following issues is LEAST relevant during an employment interview? A) occupational experience B) interpersonal skills C) personal likes and dislikes D) academic achievement
C) personal likes and dislikes
The staffing process involves all of the following functions EXCEPT ________. A) job analysis B) recruitment C) product placement D) selection
C) product placement
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization is known as ________. A) development B) selection C) recruitment D) planning
C) recruitment
7) Avid Technology, Inc. was recently included on Fortune's list of 100 best companies. Which HR function will most significantly be affected by this achievement? A) performance appraisal B) safety and health C) recruitment D) research
C) recruitment C) Achieving acknowledgment by an external source is a good way for a brand to be recognized. Being listed on Fortune's list of 100 best companies will most likely assist in the company's recruitment and retention programs
24) What are the two components of human resource planning? A) demand and objectives B) strategy and requirements C) requirements and availability D) availability and objectives
C) requirements and availability Human resource planning has two components: requirements and availability. A requirements forecast involves determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals. The determination of whether the firm will be able to secure employees with the necessary skills, and from what sources, is called an availability forecast.
86) The duties of today's HR professionals are moving from a transactional to a strategic model. As such, they work toward ________. A) keeping track of government regulations B) supporting day-to-day operational processes C) solving strategic problems in the organization D) solving transactional problems in the organization
C) solving strategic problems in the organization
34) The uniformity of the procedures and conditions related to administering tests is referred to as ________. A) objectivity B) norms C) standardization D) reliability
C) standardization
6) What is the process called by which top management determines overall organizational purposes and objectives and how they are to be achieved? A) objective planning B) organizational planning C) strategic planning D) tactical planning
C) strategic planning
Test Validation Approaches / exam question
Criterion-related validity: Comparing scores on selection tests to some aspect of job performance • Concurrent validity • Predictive validity Content validity: Includes certain tasks actually required by job Construct validity: Measures certain traits or qualities important in performing job
8) What is the first step in the strategic planning process? A) setting specific objectives B) implementing long-term goals C) assessing the business environment D) determining the organizational mission
D) determining the organizational mission Answer: D
15) Which HRM function consists of training and development, individual career planning and development activities, organization development, and performance management and appraisal? A) management by objectives B) employee and labor relations C) organizational development D) human resource development
D) human resource development Answer: D
131) Which of the following terms refers to increasing the number of tasks a worker performs, with all of the tasks at the same level of responsibility? A) job design B) job rotation C) job enrichment D) job enlargement
D) job enlargement Job enlargement adds variety by having workers perform more tasks at the same level of responsibility. Job rotation, job enrichment, and job enlargement are methods of job design.
16) Job postings and job bidding procedures enable current employees of an organization to ________. A) request promotions and salary raises B) locate skilled subordinate workers C) receive training for new positions D) learn about current job openings
D) learn about current job openings
Reengineering stresses that work should be organized around ________. A) functional units as opposed to corporate titles B) inputs as opposed to results C) tasks or functions as opposed to outcomes D) outcomes as opposed to tasks or functions
D) outcomes as opposed to tasks or functions
85) A ________ refers to a tendency of an interviewer to form a generalized positive impression of an applicant, and rate that person highly on all rating criteria even if the applicant really doesn't deserve a high rating for every one of them. A) contrast bias B) stereotyping bias C) premature judgment bias D) positive halo error bias
D) positive halo error bias
8) The selection process typically begins with the ________. A) application review B) employment interview C) background check D) preliminary interview
D) preliminary interview
87) The concept of ________ suggests that interviewers often make a judgment about a candidate during the first few minutes of the interview. A) stereotyping bias B) contrast bias C) interview illusion bias D) premature judgment bias
D) premature judgment bias
20) The complaint that employees never hear of a position until it is filled can best be handled through a system of ________. A) networking and onboarding B) job analysis and staffing C) job posting and bidding D) recruiting and testing
D) recruiting and testing
14) To which of the following HR practices is performance appraisal least related? A) internal employee relations B) training and development C) compensation D) recruitment
D) recruitment
13) The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization is referred to as ________. A) HR planning B) selection C) appraisal D) recruitment
D) recruitment Answer: D
14) Lyle, an HR specialist at a publishing company, is in the process of choosing from a group of applicants the individual best suited for an assistant editor position. Lyle is most likely involved in the function of ________. A) recruitment B) HR planning C) job analysis D) selection
D) selection D) Selection is the process of choosing from a group of applicants the individual best suited for a particular position and the organization. Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization.
32) A poorly conceived recruitment process could undermine the ________. A) ability to motivate employees to perform their jobs well B) reputation of the firm C) training and development needs assessment activities D) selection process
D) selection process
94) Which of the following is LEAST likely to be included in a job description? A) major duties performed B) percentage of time devoted to each duty C) performance standards to be achieved D) specific details about benefits and compensation
D) specific details about benefits and compensation ) A job description should provide concise statements of what employees are expected to do on the job, how they do it, and the conditions under which the duties are performed. Job descriptions are not likely to include information about benefits and salary.
58) The human resource manager normally operates in what capacity? A) line B) production C) matrix D) staff
D) staff
55) Kim is applying for a job as an accounts specialist, which will require extensive use of Excel. During the selection process, the employer provides Kim with data and asks her to compile an Excel spreadsheet with the information. Which type of test did Kim most likely take? A) cognitive aptitude B) psychomotor abilities C) job knowledge D) work-sample
D) work-sample
Strategic Planning, Four steps
Determination of the organizational mission, vision, core values Assessment of the organization and its environment Setting of specific objectives or direction Determination of strategies to accomplish those objective
Trait Systems
Evaluate employees based on traits (for example): • Quality of work • Client Orientation • Dependability
what are the benefits of external and internal candidates
External: brings "fresh wind" (new ideas or new ways of acting) lower training costs wide range of potential applicants Internal: benefits from past investments in employees rewards past performance and promotes loyalty Motivational effect through opportunities for advancement lower costs, faster recruitment process
Review of applications
Important information in a standardized format, online / mobile / connected with personalized social media e.g. LinkedIn • Information needs and equal opportunities requirements in employment (example GE) • Data-based pre-screening (AI), specialized offshore teams (Amazon, CS, UBS etc.) • Google: 3 million candidates; 7000 vacancies per year (2018; average of 428 candidates per job) • Time per candidate in pre-screening 7-9 minutes or 30 seconds? • Degree of automation; error-prone; faked information?
Strategy and strategic HR
Matching the internal and external supply of candidates with job openings anticipated in the organization over a specific period of time
The Environment of Selection
Other HR functions; Legal considerations: equal opportunity, fairness Decision-making speed, candidate information: the other person will decide to have another job Type of organization (large, small, sector, region etc.) Organizational hierarchy, re-organizations and politics: might involve different people. Applicant pool Organizational fit Selection methodology and technology more and more important Probationary period: should be taken very seriously
What are some alternatives to recruitment? What are the possible benefits of using such alternatives?
Outsourcing, offshoring, contingent workers, and overtime are alternatives to recruitment. Even when HR planning indicates a need for additional employees, a firm may decide against increasing the size of its workforce. Recruitment and selection costs are significant when you consider all the related expenses. Contingent workers provide firms with a high degree of flexibility, which is beneficial during financial ups and downs. Overtime minimizes the need to select and train new employees. Therefore, a firm should consider these alternatives before engaging in recruitment.
The AMO formula of work performance
P=AxMxO performance = Ability x Motivation x opportunity
Recruiting process
Planning, Candidate, addressing, Selection, Hiring, Retention
Preliminary screening and review of applications and résumé's/CV's
Preliminary examination: removes obviously unqualified persons.
Selection
Process of choosing the individual best suited for a particular position and organization from a group of applicants Goal is to properly match people with jobs and organization Selecting wrong person for any job can be very costly
Perspectives on the topic of Human Resource Management; the human being as:
Production factor: economic point of view Performer: promote performance Human capital: Human capital refers to sets of collective skills, talent, knowledge, and ability that employees can apply to create value for their employers.
behavioral systems
Rates extent to which employees display successful job performance behaviors Three types: • Critical Incident Technique (C I T): critical work and you look at the critical issues • Behaviorally Anchored Rating Scales (B A R S) highly popular in organizazion • Behavioral Observation Scale (B O S)
First, select 3 important functions of HRM and describe them briefly (1-2 sentences)
STAFFING, COMPENSATION
STRUCTURE TYPE OF INTERVIEW
STRUCTURE TYPE OF INTERVIEW Multimodal: ICE BREAKER 1. start of conversation 2. Self introduction of the candidate 3. free conversation part 4. motives, interests, motives for application 5. biographical questions "How did you behave as...? » 6. realistic activity information 7. situational questions "What would you do if...? » 8. call termination
Why is employee selection important? How can applicant tracking systems improve the selection process?
Selection is the process of choosing from a group of applicants the individual best suited for a particular position and the organization. Properly matching people with jobs and the organization is the goal of the selection process. If individuals are overqualified, underqualified, or for any reason do not fit either the job or the organization's culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There are many ways to improve productivity, but none is more powerful than making the right hiring decision. A firm that selects high-quality employees reaps substantial benefits, which recur every year the employee is on the payroll. On the other hand, poor selection decisions can cause irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a position where teamwork is critical. An applicant tracking system (ATS) is a software application designed to help an enterprise select employees more efficiently. They often involve screening résumés and spotting qualified candidates, conducting personality and skills tests, and handling background checks. In most cases, the goal is not merely to reduce costs but also to speed up the hiring process and find people who fit an organization's success profile.
Assessment center
Several applicants are observed and evaluated by several observers in different exercises (e.g. role play, group discussion, presentation) with regard to specific requirement dimensions. Wide range of different procedures and assessment criteria strengths • Multifunctional use • Ability to work in a team can be observed weaknesses Very high expenditure of time and money • (External) specialists required for preparation and implementation • Can be perceived as extremely negative by unprofessional application
Characteristics of Properly Designed Selection Tests
Standardization: • Uniformity Objectivity: • Everyone scoring a test obtains same results Norms: • Frame of reference for comparing applicant's performance with that of others Reliability: • Provides consistent results Validity: • Measures what it is supposed to measure Requirement for job relatedness: Must not have adverse impact on minorities, women, and individuals with backgrounds or characteristics protected under law
Requirement levels for profiles selection
Task and results: what task are needed and results we want to achieve Behavior: what do we expect Traits: personal level, should that person be an extrovert conscious
Candidate Screening / preliminary screening
Technology/ internal workflows Algorithm human filter: please make sure you know how you do the prescreening? how do i get through and company perspective: do we get the right people?
Personnel appraisal methods
Trait systems Comparison-related systems (comparison system) Behavioral systems Result-based systems
Identify and explain the three primary standards that may be used in designing performance appraisal standards.
Traits, behaviors, and competencies are often used as PA standards. Traits represent an individual's predisposition to think, feel, and behave, and many traits are usually thought of as being biologically created. A personality trait is more ingrained with an individual as with a person being introverted or extroverted, or less conscientious or more conscientious. Behaviors are typically viewed as resulting from a variety of sources including traits and situational context. For example, a highly conscientious person is more likely to engage in behaviors that lead to timely task completion than someone who is less conscientious because conscientiousness is associated with dutifulness. Employees who tend to be less conscientious may step up their game in situations where they have the opportunity to earn substantial performance-based bonuses than in situations where pay is the same regardless of performance differences. A behavior may have been learned from parents, from significant friends, or from a certain work environment. A behavior can be changed, but traits are usually more established. Desired behaviors may be appropriate as evaluation criteria because if they are recognized and rewarded, employees tend to repeat them. If certain behaviors result in desired outcomes, there is merit in using them in the evaluation process. Competencies refer to an individual's capability to orchestrate and apply combinations of knowledge, skills, and abilities consistently over time to perform work successfully in the required work situations. Competencies may be technical in nature, relate to interpersonal skills, or are business oriented. For example, analytical thinking and achievement orientation might be essential in professional jobs. The competencies selected for evaluation purposes should be those that are closely associated with job success. Difficulty: Challenging
key questions to make decision
Will the candidate help me to improve the current situation and solve problems? Or will the candidate not really contribute to improve the current situation and perhaps even create additional problems for me? if not 100% i had to: The hiring manager wants to increase confidence in his/her decision and reduce the risk of making a wrong decision. always use a rational and intuitive component and a degree of compromise
Forced Ranking: Advantages/Disadvantages
advantages Avoided (depending on scale inclination to centre) Suitable for companies with a distinct performance culture: creates and maintains a high performance culture Makes it clear to employees where they stand in comparison to the others Creates better comparability between areas (same scales) drawbacks Emphasises individual performance at the expense of group performance Normal distribution does not have to correspond to the effective power curve Leads to unhealthy internal competition Errors of assessment can also be corrected and avoided elsewhere. Bad ratings are forced, halo effects amplified May lead to legal action (discrimination) Harmful for cohesion and morale among employees and managers (social comparison processes with changed dismissal and envy behaviour)
Personnel selection methods
application interview analysis of application documents attitudinal/ psychological tests reference information assessment center
Recruitment tests
intelligence tests personality tests integrity testing physical ability tests drug tests medical opinions knowledge tests vary depending on the requirements for example math: knowledge test integrity: government, police, teacher, bank, lawyer
Methods and Sources of Recruitment for an Information Technology Manager
online recruiting advertising employment agencies executive search firms professional associations
Personnel appraisal has three different criteria
results: What? Performance, Results, Achievement of Goals, Output • Goal: Performance improvement/safeguarding of target achievement • Question: What is performance? What influences performance? Behavior:• What? Behaviour relevant to work • Goal: Improvement of work behaviour • Question: What are critical behavior patterns? (specific to culture, industry, company and job) Traits: What? Attributes of personal characteristics • Goal: Check the fit Person/requirements Question: Does the personality correspond, for example, to the model of leadership and cooperation?
how do you define the criteria for the performance appraisal
results: measurable results ( sales target achieve) achieve better results behavior: influence by your performance. we can measure behavior traits attributes (characteristics): fundamental level extraversion, client orientation. comes from a personality test. does a personality corresponds to the job.
Performance Management
selection performance (important to link the right criteria) Appraisal did we define the right criteria to measure the performance of the candidate Compensation development termination
Six functional areas are associated with effective HRM:
staffing, HR development, performance management, compensation, safety and health, and employee and labor relations.
Reference information
strengths • Protection against deception • inexpensive weaknesses • Applicant's permission required • depending on the quality of the questions • depending on the respondent's answers (subjective, incomparable) come people can fake references since in ch many people know each other. question: would you like this person again?
Analysis of the application documents
strengths • for the pre-selection of applicants • Quality and form of the documents as a work sample: better entry ticket weaknesses • Depending on the recruiter's experience • Possible overestimation of formal criteria • Distortions due to sympathy/antipathy • no uniform standards
Performance Management (PM)
• Goal-oriented procedures that ensure that processes are in place to maximize productivity at the employee, team, and organizational levels. • Close relationship between incentives and performance. • Dynamic, consistent, continuous process - not just the formal HR system/template oriented process. • Each part of the system is integrated and linked to ensure continuous organisational effectiveness. • Formal system for reviewing and evaluating the performance of individual or team tasks
Tasks of Human Resource Management
• Process functions and context of HRM • Cross-sectional functions of the HRM • Role/job profiles HRM
