MGT411 Exam 3 Study Guide

Hired but bad performer

False positive

Person-Vocation Fit

Fit between an individual's interests, values, abilities, and personality and his or her occupation.

Pattern tracking

Identify trends associated with unit, division, and organization-wide turnover

Person-Organization Fit

Person-Organization FitFit between an individual's values, beliefs and personality and the values, norms, and culture of the organization.

Person-Job Fit

Potential of a candidate to fit the requirements of a job and the potential of the job to fit the characteristics of the candidate.

Investiture versus divestiture programs

Programs that take advantage of a new hire's unique skills versus trying to deny or strip away personal characteristics through socialization

Serial versus disjunctive programs

Programs using experienced organizational members as role models or mentors who groom newcomers to follow in their footsteps versus providing no role models or mentors

Experts assign a different subjective weight to each assessment score

Rational Weighing

Hired and good performer

True positive

Giving multiple assessments equal weight in computing an overall score

Unit weighting

People in the organization must be willing and able to use the method consistently and correctly

Usability

Whether the assessment method predicts relevant components of job performance

Validity

Complementary Fit

When a person adds something that is missing in the organization or work group by being different from the others

Supplementary Fit

When a person has characteristics that are similar to those that already exist in the organization

Does AI assist in the hiring process?

Yes, artificial intelligence and machine learning algorithms can help us overcome implicit and explicit boas and improve new hire diversity

External customers are often best for evaluating an employee's ________. A) interpersonal behaviors B) job performance C) completion of job requirements D) teamwork skills

A) interpersonal behaviors

Measurable factors critical to the firm's success and long- and short-term goals are ________. A) key performance indicators B) digital dashboards C) staffing moderators D) HR scorecards

A) key performance indicators

An assessment method is more effective if it predicts job performance and other important hiring outcomes without discriminating against members of a protected class

Adverse Impact

Including the perceived job relatedness and fairness of the assessment method; perceiving sufficient opportunity to perform, or believing that one had an adequate opportunity to demonstrate one's ability to do the job, influences perceptions of the fairness of the selection process, particularly if the person is rejected for the job

Application reactions

•Which assessment method(s) will be used to assess each of the characteristics on which applicants will be evaluated •In what sequence the assessments will take place •What weight each assessment will receive in determining an overall score for that characteristic based on the importance of each characteristic to job performance.

Assesment Plan

10) If an applicant is not hired because the applicant has previously claimed overtime which they were owed, theyare likely to be covered under the ________. A) Family and Medical Leave Act B) Fair Labor Standards Act C) National Labor Relations Act D) Equal Pay Act

B) Fair Labor Standards Act

Which of the following, if true, would make a firm keep cut scores low? A) The company is following an innovation strategy. B) The company is following a cost-leadership strategy. C) The company wants to maintain its competitive advantages. D) The company wants to hire top talent in the field.

B) The company is following a cost-leadership strategy.

When a finalist does not get a job offer, they are likely to perceive ________. A) low procedural fairness B) low distributive fairness C) low interactional fairness D) high interactional fairness

B) low distributive fairness

Which of the following refers to the process of analyzing a hiring system to determine its performance andeffectiveness? A) digital staffing B) staffing evaluation C) HR planning D) recruitment life cycle management

B) staffing evaluation

An insurance company assesses all employees' current job skills and creates road maps for them outlining the competencies they need to advance within the company. The company then makes sure they get the training they need, including coaching and mentoring, classroom training. This is an example of ________. A) making a career development plan B) succession management C) restructuring D) ethical assessment

B) succession management

Putting scores of 100-93 in the same "group"

Banding

Using information about what the applicant has done in the past to predict future behaviors

Behavioral interviews

Which of the following is true of person-organization fit? A) It is not related to the intent to stay with the company. B) It is the same as person-job fit. C) It is positively related to job satisfaction. D) It is unrelated to organizational commitment

C) It is positively related to job satisfaction.

What is optimal turnover? A) It is the lowest turnover that a firm can achieve. B) It produces lowest level of long-term productivity. C) It produces the highest level of long-term business improvement. D) It sees any employee turnover as a loss for the company

C) It produces the highest level of long-term business improvement.

The Uniform Guidelines on Employee Selection Procedures were created to ________. A) validate employee selection methods B) outline the enforcement of the Americans with Disabilities Act C) assist organizations in complying with federal law prohibiting discrimination in hiring D) assist organizations with fewer than 10 employees comply with Title VII

C) assist organizations in complying with federal law prohibiting discrimination in hiring

Which of the following improves the ease of use of skills inventories? A) O*Net B) career management C) databases D) nine box matrix

C) databases

If a company identifies and tracks underrepresented candidates and employees and leverages the sources fromwhich they were recruited, which of the following is most likely to be the company's key performance indicator? A) expanding its business B) providing equal pay C) diversifying the workforce D) diversifying business lines

C) diversifying the workforce

The Badgers are a leading university soccer team. All new recruits to the team must go through certain "rites ofpassage" which include shaving their heads, swimming in cold water, getting a tattoo of the team's emblem, andother tests of servitude and obedience. This is an example of ________. A) investiture socialization B) disjunctive socialization C) divestiture socialization D) tournament socialization

C) divestiture socialization

When a company hired Marcus who turned out to be a poor performer, which assessment outcome occurred? A) true positive B) true negative C) false positive D) false negative

C) false positive

Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of ________. A) contingent weighting B) unequal weighting C) unit weighting D) normative weighting

C) unit weighting

Behavioral interviews are more reliable and substantially better than ________ at predicting job performance. A) structured interviews B) situational interviews C) unstructured interviews D) situational judgment tests

C) unstructured interviews

A continuous process of self-assessment and goal setting

Career Management

High scores on some assessments can compensate for low scores on other assessments.

Compensatory approach

The Fair Labor Standards Act

Covers working hours and the payment of overtime or compensatory time off to nonexempt employees.

ValuTech is a large-scale software company. Which of the following, if true, is a leading staffing indicator? A) The company's quarterly performance has declined after it preferred employment agencies over campusrecruitment programs. B) The company recently modified its training programs specifically to suit the needs of new recruits. C) The company's workforce is short of managerial talent due to the lack of investment in management developmentprograms. D) The company's current business model only allows it to pay salaries that are below the industry average.

D) The company's current business model only allows it to pay salaries that are below the industry average.

A nine box matrix requires assessing employees on ________. A) past job performance and current job performance B) past job performance and future potential C) tenure and current job performance D) current job performance and future potential

D) current job performance and future potential

In order to reduce turnover rates, Sigma Corp. offers middle and high-ranking employees stock options in the company. This is an example of which retention strategy? A) job challenge B) strong culture C) accountability D) mobility barriers

D) mobility barriers

Firms that do not have proper documentation to terminate an employee but want to end the employment relationship, and at the same time reduce the possibility of a lawsuit, offer the employee a(n) ________. A) non-compete agreement B) non-disclosure agreement C) employment at will statement D) release

D) release

The Family and Medical Leave Act (FMLA)

Entitles qualified applicants up to 12 weeks of unpaid leave for certain reasons.

The evaluation of a firm's current employees for training, reassignment, promotion, or dismissal purposes

Internal Assesment

Person-Group Fit

Match between individuals and their work groups, including supervisors.

The process of creating back-up candidates for specific senior management positions

Replacement planning

Whether the assessment method generates a financial return that exceeds the cost associated with using it

Return on Investment

Having a low selection ratio means hiring only a few applicants, which allows an assessment method to have maximum impact in improving the performance of the people hired

Selection Ratio

Asking people how they might react to hypothetical situations

Situational behaviors

Using a statistical technique, such as multiple regression, to assign a different weight to each assessment score

Statistical Weighing

Written policies that guide the succession management process

Succession Managment Plans

An ongoing process of systematically identifying, assessing, and developing an organization's leadership capabilities to enhance its performance

Succession management

Multiple regression

The most scientific approach to determining how to weight each assessment in computing a candidate's overall score

Workforce redeployment

The movement of employees to other parts of the company or to other jobs the company needs filled to match its workforce with its talent needs.

Moral Disengagement

The process of convincing ourselves that ethical standards do not apply to us in a particular context Explains how otherwise good people sometimes do unethical and even cruel things