MGT 351 Test 2
This quantitative method helps forecast demand by finding the line of best fit between a business factor and the number of employees. If we can estimate the business factor, we can use an equation to determine the size of the workforce we will need.
regression
Suppose that 2 HR forecasting techniques give us about the same value. We don't know that the values are correct, but we know that they are consistent. This is known as:
reliability
This is a "depth" chart that we use in the organization that helps us determine the next people in line for a job and how ready they are to take on the responsibilities of the job.
replacement
We might offer people a deal to leave if they have worked a certain number of years for us. However, it must be offered to all who are eligible, not involve discrimination, and the employees need a reasonable time to think it over.
retirement
In class, we discussed that a key part of PJ fit is matching _______ with what motivates an individual.
rewards
John has to analyze data using Excel as part of his selection process. He does not actually perform the job; he just has this exercise to do that represents a portion of the work duties. This is a work _________ .
sample
Job seekers who aren't actively searching for a job, but will review job postings regularly in the event that something interesting is available are called ______ - passive job seekers.
semi
An option for lowering labor costs without terminating employees can be done with a job _____ arrangement, in which we split one job up among workers without terminating any workers.
sharing
An example of this type of interview question is: "Suppose that an irate customer approaches you and begins yelling. What would you do?"
situational
This is a type of inventory that helps us forecast the types of people we will have on hand. Employees are asked to regularly update their profile with classes they have taken, languages they have learned, etc.
skill
A test designed to determine if you have the ability to apply a particular knowledge set.
skills
Recruiting passive job candidates remains the top reason for using _____ media.
social
Managerial _____ is when we ask managers to support an individual before we will consider the person for promotion through the internal recruiting process.
sponsorship
In class, we discussed these tables to estimate supply. They are like a "photo" in that they show the number of employees over time, but they do not show how people moved from one job to another or out of the organization.
staffing
One reason that we require applicants to complete an application form is that it allows us to _________ the information we receive; this allows us to make comparisons across candidates.
standardize
In class, we conducted this type of interview in which Alex and Chris were asked the same question and then scored on a rating scale.
structured
Suppose that we identify high-potential employees we would like to develop in our organization. All of the developmental activities we provide them (along with using the replacement chart) makes up this type of planning.
succession
This type of planning helps organizations plan for smooth transitions from one key employee to another in order to minimize disruption of the organization's work.
succession
In HR forecasting, this refers to "availability" or the numbers and types of employees we expect to have on hand.
supply
The Transition Probability Matrix (Markov) helps us forecast this.
supply
An example of this type of recruitment message is when Walmart shows an ad with an elderly employee in an AARP publication.
targeted
An example of this type of recruitment message is when a company encourages stay-at-home parents to apply by emphasizing flexible work hours, job sharing, and excellent benefits.
targeted
If we need people for a year or less and we do not need them to have specialized skills, we might consider using this type of worker.
temporary
These agencies provide part- or full-time help for limited periods. They are useful for replacing employees who will be out for a short period of time or for supplementing the regular workforce during busy periods.
temporary
When employer have difficulty finding qualified candidates and unemployment is low, the labor is said to be this.
tight
An example of this type of interview question is: "Tell me about a time when you dealt with an irate customer. What did you do?"
behavioral
The Army uses this type of message in its recruitment ads when music, green tint, and "Army Strong" slogans are used.
branded
XYZ Company uses this type of message when it says it is "one of the best places to work" on Fortune's list.
branded
A ______-purpose integrity test asks questions about honesty that are straightforward, such as "if you could steal $1,000 from your employer and get away with it, would you do it?"
clear
A job opens in a company. The hiring manager chooses 3 people to apply for the job and does not post it. This is an example of a _______ recruiting process.
closed
As we discussed in class, this type of ability test often has adverse impact. As a result, we often combine it with a personality test to minimize adverse impact.
cognitive
This is a job offer that takes into account competitors' wage/benefit packages, but still allows some room for negotiation.
competetive
One of the Big 5 factors of personality that assesses how planned and ordered someone is. It predicts performance in many jobs.
conscientiousness
This is a private agency that offers employees to the employer and is paid when the job candidate is hired by the employer.
contigency
These agencies are privately owned and charge a fee for their services. They often do a lot of prescreening and may include executive recruitment.
private
A company that anticipates future needs and begins recruiting before the need becomes immediate has this type of strategy.
proactive
This is a rating that evaluates the individual for fitness for higher-level jobs in the organization.
promotability
These agencies are state employment services. They generally provide job candidates to employers at no cost or very low cost.
public
The goal of recruitment is to create a reasonable pool of ______ candidates for a job opening.
qualified
A type of forecasting in which we use nonquantitative methods; this is usually based on the knowledge of a pool of experts in a subject or industry.
qualitative
An example of this type of forecasting method is when we ask managers to estimate how many/what types of people will be leaving and how many/what types of people they will need in the future.
qualitative
These types of forecast help us determine numbers needed or on hand, but they don't tell us what TYPES of people we will need/have.
quantitative
This type of forecast utilizes mathematics to forecast future events based on historical data.
quantitative
This type of analysis is the process of reviewing historical data and calculating specific proportions between a business factor (such as production) and the number of employees needed.
ratio
Sysco uses this type of recruitment message when, in its videos, it shows warehouse employees dealing with heavy merchandise, stressful pace, and long working hours.
realistic
Instead of layoff, companies can immediately lower labor costs by implementing a pay _______.
reduction
We can address a shortage issue by forcing employees to work this.
overtime
A type of job seeker who is perfectly happy in their current role. They do not search for jobs or look at job boards. They represent about 60% of the job seeker market.
passive
As we discussed in class, using LinkedIn to contact an individual directly to see if they are interested in a job would be a good approach for attracting _______ job seekers.
passive
Matching KSAOs to tasks/duties of the job is this type of fit.
person-job
A test measuring the psychological traits or characteristics of applicants to determine suitability for performance in a specific type of job.
personality
This type of test is only allowed for security personnel, controlled substance manufacturers, and similar types of jobs.
polygraph
If you raise a cutoff score, you will have fewer false ___________ .
positives
A type of criterion-related validity in which we collect predictor scores and then collect criterion scores at a later time, sometimes a year later. We often use job candidates to "test the test."
predictive
We use this method of calculating employees when we want to be more precise in our estimates. It takes into account the number of hours each employee typically works.
FTE
This is the abbreviation for a preview that is used to help recruits better understand the good and the bad aspects of the job.
RJP
A type of job seeker who has a current resume and is seeking opportunities, applying for jobs, etc. Represents about 20% of the job seeker market.
active
Besides communication skills, this type of listening is extremely important for a recruiter to have in order to be successful.
active
This is a recruiting metric that simply tracks what is done, such as the number of people hired last quarter.
activity
This personality factor helps predict adjustment and length of stay for employees who are sent to another country with a different culture.
agreeableness
Recruiters are using Chatbots and other forms of _______ intelligence to take care of many routine tasks in dealing with recruits.
artificial
When people naturally leave the organization; we may choose not to fill the jobs so that we can address overstaffing issues, although this is a long-term solution.
attrition
One way that a realistic job preview works is that it helps recruits develop ______ strategies that they will be able to use when the negative aspects of the job arise.
coping
100 people apply for a job. 50 are qualified. 10 are hired. This is the yield ratio that is .10 or 10%.
cumulative
In HR forecasting, this refers to "requirements" or the numbers and types of employees we expect to need to fulfill our business objectives.
demand
Items included on an application, such as employment-at-will, reference checks, and false information.
disclosures
This level of HR recruiting metric focuses on the quality of the hire, such as which sources (e.g., social media) produces the better performing hires.
effectiveness
This is a level of recruiting metric that considers the amount of resources put into recruiting activities, such as the time to fill a position.
efficiency
This is the stage for a new recruit where expectations don't match the realities of the organization. The recruit either changes to the organization or leaves.
encounter
A Full-Time __________ (FTE) is calculated based on the number of hours worked. For example, a person working 20 hours per week = .5 FTE.
equivalent
The _______ labor market or labor pool focuses on people who do not work for the organization already.
external
HR _______ identifies the estimated supply and demand for the different types of human resources in the organization over some future period, based on analysis of past and present demand.
forecasting
A hiring ______ is when we do not bring in any new hires in either new or existing positions. This is a longer term solution to overstaffing.
freeze
As we discussed in class, this analysis helps us examine the differences between estimates of supply and estimates of demand.
gap
An example of this way of counting employees is when we add up the number of people working for us, regardless of how many hours they work.
headcount
A multiple ____ model of decision-making is when candidates are rejected when they fail to meet the minimum cutoff on a predictor. They do not go to the next step.
hurdle
This level of HR recruiting metric focuses on how recruiting impacts the "bottom line" for the company. For example, a company might find that college recruits are better at satisfying customers and this leads to customers purchasing more products.
impact
According to Hofstede, in this countries people look after their own and family interests.
individualistic
This is a type of test that helps the employer predict which employees with engage in Counterproductive Work Behaviors (CWBs), such as stealing, lying, and allowing others to damage the employer.
integrity
One of the advantages of this type of recruitment is that candidates know the culture and have institutional knowledge.
internal
One of the disadvantages of this type of recruitment is that it might create an entitlement culture.
internal
People we consider for jobs who already work for our organization make up the ______ labor pool.
internal
The ______ market is the external pool of candidates from which we draw our recruits.
labor
Layoffs involve terminating a _______ number of people.
large
A process of terminating a group of employees, usually due to some business downturn or perhaps a technological change, with intent to impose organizational efficiency and effectiveness.
layoff
When the labor market is _________ it means that unemployment is high and it will be easier to recruit candidates for jobs.
loose
Layoffs result in _______ employee morale and job satisfaction.
lower
Doug attacks a coworker. He has a history of violence against coworkers but the company did not look at his background before hiring him. He is a _______ hire.
negligent
This internal recruitment process involves posting a job opening so that everyone who is interested can see It and apply.
open
An example of this is when we have an outside company perform our computer programming functions instead of doing this within our company. This helps address labor shortage.
outsourcing
If our supply is expected to exceed our demand, we will be this.
overstaffed
This probability matrix (also known as a Markov Analysis) uses how people moved among jobs in the past to predict future movement among jobs.
transition
An example of this type of forecasting method is: "We have grown by 3% each year in the last 5 years. We expect that we will need to increase our FTEs by 3% again next year."
trend
For candidates who are given RJPs, those who join the organization are significantly less likely to do this.
turnover
If our demand exceeds our supply, we will be this.
understaffed
These guidelines from the EEOC prohibit adverse impact, define adverse impact, and identify ways to demonstrate validity.
uniform
This refers to how accurate our HR forecasts are. We must have reliability to have this.
validity
Whether or not we measured what we thought we measured.
validity
Evidence shows that companies typically do ______ financially after a large-scale layoff than they did before.
worse
We calculate this ratio to evaluate what percentage of applicants make it from one step to the next in the recruitment and selection process.
yield
