HRTM 344-Exam 2
Transfer of training refers to on the job use of knowledge and skills learned in (T or F)
True
Directive interview
Type of interview in which interviewer poses specific questions to a candidate and keeps control.
Drawback of using referrals as a recruitment source
people only apply because someone in the organization prompted them to do so
Reliable measurement
*Extent to which a measurement is free from random error *Generates consistent results
Valid measurement
*Is the measurement measuring something accurately? *The extent to which performance on the measure is related to what the measure is designed to assess *Demonstrate fair employment practices
Externship
Employee development through a full-time temporary position at another organization
Transitional matrix
A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period *Where did people go? Where did people now in come from?
Sabbatical
A leave of absence from an organization to renew or develop skills
Yield ratios
A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
Behavior Description Interview
A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past
Situational interview
A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do that situation
Role Playing Training
A training method where trainees are actively involved in trying out skills
Electronic recruiting
Advertising opening through online
Glass Ceiling
Circumstances resembling an invisible barrier that keep most women and minorities from attaining the top jobs in organizations
Traditional Career
Consists of a sequence of positions within an occupation or organization
What is the primary goal of forecasting?
Determine supply and demand for human resources to predict areas where there will be labor shortages or surpluses within the organization
A protean career that remains constant despite the changes in a person's interest (T or F)
False
A valid measurement generates consistent (T or F)
False
Training
Focus=current Goal=preparation for current job Participation=required
Development
Focus=future Goal=preparation for changes Participation=voluntary
Protean Career
Frequently changes based on changes in the person's interests, abilities, and values and in the work environment
How to prepare for evaluating training program
Future decisions about the organization's training programs Identify a need to modify the training
Diversity Training
Increases participants' awareness of cultural and ethnic differences and differences in personal characteristics and physical characteristics
Colleges and Universities recruiting
Placement services, On-campus interviewing, College internship program, University job/career fair
Transfer of Training
On-the-job use of knowledge, skills, and behaviors learned in training
Transfer
Organization assigns an employee to a position in a different area of the company
Three types of need assessment
Organization, person, and task
360-degree feedback
Performance measurement by the employee's supervisor, peers, employees, and customers
Multiple-Hurdle Model
Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process
Compensatory Model
Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another
Private employment agencies recruiting
Provide white-collar labor market and charge employers for providing referral
Task Analysis
the process of identifying and analyzing tasks to be trained for
Different types of transfer
Relocation Lateral moves (different job, same title) Downward move (demote)
Transfer of Training requirements
Social support Technical support Self-management Rewards
Advertisements in newspapers and magazines recruiting
Specifying whom to reach with the message helps the advertiser decide where to place the ad
Public employment agencies recruiting
State employment offices collect information from the unemployed people about their skills and experiences and help them find a job, offering access to job candidates at a low cost
Lead-the-market
The average pay level is higher than the average in the comparison group
Succession Planning
The process of identifying and tracking high-potential employees who will be able to fill key positions when they become vacant
Cost per hire
The total amount of money spent to fill a vacancy
Orientation
Training designed to prepare new employees to perform their jobs effectively, learn about their organization, and establish work relationships To familiarize new employees with the organization's rules, policies, and procedures
When to prepare for evaluating training program
Training outcomes Economic measures Pre-post test Survey
EEO affect the kinds of information organization gather on application forms and in interview (T or F)
True
Effective training objectives include performance standards that are measurable (T or F)
True
Succession planning focuses on high-potential employees (T or F)
True
Readiness for training
a combination of employee characteristics and positive work environment that permit training
Organization Analysis
a process for determining the appropriateness of training by evaluating the characteristics of the organization
Person Analysis
a process of determining individuals' needs and readiness for training
Instructional Design
a process of systematically developing training to meet specified needs
How EEO affects the selection process
an employer cannot discriminate on the basis of "race, color, religion, sex, or national origin" with respect to employment
Options for reducing a labor surplus
downsizing, reducing hours, work sharing, hiring freeze, natural attrition, and early retirement
Types of temporary assignments
externship and sabbatical
Options for avoiding labor shortage
overtime, temporary employees, outsourcing, turnover reductions, and technological innovation
Potential risks for employers serving as a reference of their former employees for a new job application
they are only going to list them as a reference if they are in good standing
Indirect interview
unstructured, interviewee determines plan
