Management in HR Test 1

Reese gave all 2014 job applicants a math test before hiring. In 2015, she looked at the performance appraisal scores of those applicants and found that the applicants who scored well on the math test also received high scores on the analytic aspect of their jobs as measured by their performance appraisals. Reese's math test appears to have ________________ (Answer A)

Reese gave all 2014 job applicants a math test before hiring. In 2015, she looked at the performance appraisal scores of those applicants and found that the applicants who scored well on the math test also received high scores on the analytic aspect of their jobs as measured by their performance appraisals. Reese's math test appears to have ________________ a. criterion-related validity b. content validity c. construct validity d. reliability e. analytics

Reference checks, if completed during the selection process, usually have the following characteristics EXCEPT: (Answer D)

Reference checks, if completed during the selection process, usually have the following characteristics EXCEPT: a. provide information from previous companies on dates of employment and positions b. generally only provide positive reports on candidates c. personal references are usually hand-picked by the candidate d. generally will provide detailed information on previous performance e. provide minimal information on the candidates background

Productivity:

The amount of output that an organization gets per unit of input, with human input usually expressed in terms of units of time

Absenteeism

The failure of an employee to report to the workplace

Job Satisfaction

The feeling of well being that we experience in our jobs basically whether or not we like what we do and the immediate environment surrounding is and our jobs

Line Manager

The individual who creates, manages, and maintain the people and the organizational processes that create whatever it is that the business sells

The marketing dept at ACME Global is loosely structured with little hierarchy. This allows for different employees to take the lead on different projects based on their work loads and their interests. Jon joined the dept. from a company at which the marketing dept had clear lined of authority. he quit ACME Global after two months saying that he just could not figure out how to contribute to the dept. It appears that the ACME Global job lacked ____________ for Michael. (Answer C)

The marketing dept at ACME Global is loosely structured with little hierarchy. This allows for different employees to take the lead on different projects based on their work loads and their interests. Jon joined the dept. from a company at which the marketing dept had clear lined of authority. he quit ACME Global after two months saying that he just could not figure out how to contribute to the dept. It appears that the ACME Global job lacked ____________ for Michael. a. ability-job fit b. personality-job fit c. person-organization fit d. ability person fit e. ability personality fit

Human Resources:

The people within an organization

Conceptual and design skills

the ability to evaluate a situation, identify alternatives, select a reasonable alternative, and make a decision to implement a solution to a problem

Human Relations Skills

the ability to understand, communication, and work well with individuals and groups through developing effective relationships

Technical Skills

the ability to use methods and techniques to perform a task

SHRM: Society for Human Resource MGT

the largest and most recognized of the HRM advocacy organizations in the US (250,000 members and counting)

Turnover

the permanent loss of workers from the organization

The HR competencies and sub-competencies that will be the most critical

1. Business acumen (HR metrics/analytics, Organization leadership and navigation, Relationship Management, Communication)

New kind of workers: Knowledge Worker Categories

1. Knowledge workers and the knowledge based firms 2. the pace of technological change 3. knowledge workers are in short supply

Three biggest challenges in HR

1. Retaining and rewarding the best employees 2. Developing the next generation of corporate leaders 3. Creating a corporate culture the attracts the best employees

Things manager MUST control to compete in today's business environment but that the managers cannot directly manipulate

1. productivity 2. job satisfaction 3. turnover 4. absenteeism

A bad ability-to-job fit can cause a drop in: (Answer: B)

A bad ability-to-job fit can cause a drop in: a. sustainability b. employee motivation c. customer feedback d. affirmative action e. compensation

Cost Center

A division or department that brings in no revenue or profit for the organization-running this function only costs the organization money

A fitness for duty test is also known as a __________(Answer B)

A fitness for duty test is also known as a _____________ a. drug test b. medical examination c. pen and paper honesty test d. cognitive ability test e. social

Productivity Centers

A revenue center that enhances the profitability of the organization through enhancing the productivity of the people within the organization

A typing test representing what typists routinely do given to candidates for positions where they would need to be able to type would have which of the following? (Answer C)

A typing test representing what typists routinely do given to candidates for positions where they would need to be able to type would have which of the following? a. low-level validity b. criterion-related validity c. content validity d. high-level validity e. construct validity

A(n) _________________is a test where a candidate is put into a high pressure situation in a controlled environment so that the danger and cost are limited (Answer A)

A(n) _________________is a test where a candidate is put into a high pressure situation in a controlled environment so that the danger and cost are limited a. simulation b. skills c. fitness for duty d. cognitive ability e. assessment center

Drug testing must be done systematically in one or two forms, which are _______or _________________ (Answer A)

Drug testing must be done systematically in one or two forms, which are _______or _________________ A. Random, Universal B. Random, meticulous C. Universal, Singular D. Universal, Competitive E. Meticulous, Random

What is Selection: Answer D

What is selection: a. the process of finding applicants for jobs b. the ability to choose candidates who will evolve into good employees over time c. the ability to get a reasonable pool of job candidates fro a job opening d. the process of choosing the best-qualified applicant recruited for a job e. the process of carrying out the strategic plan of the company

What is the main reason to do a background check? (Answer D)

What is the main reason to do a background check? A. Recruit new candidates B. Find potential medical programs C. Analyze physical strengths D. Prevent negligent hires E. See how long the candidate has lived in the area

Empathy

being able to put yourself in another persons place-to understand not only what that person is saying but why the individual is communication that information to you

Revenue Centers

Divisions of departments that generate monetary return for the organization

An important focus of the candidate interview process should be to determine (Answer C)

An important focus of the candidate interview process should be to determine: A. General lifestyle of the candidate B Detailed Knowledge of the position and the skills required C. Fit between the person, the job, and the organization D. The candidate with the most future potential E. The validity of the candidates job history

ATD

Association for Talent Development (training and development functions of HR managers)

Based on what you said earlier, you have a lot of experience in customer service. How have you handled irate customers in the past?" would be an example of what type of interview question: (Answer D)

Based on what you said earlier, you have a lot of experience in customer service. How have you handled irate customers in the past?" would be an example of what type of interview question a. hypothetical b. closed-ended c. representational d. probing e. traditional

Concern with intro-version vs. extroversion is associated with_________________fit. (Answer B)

Concern with intro-version vs. extroversion is associated with_________________fit. a. ability-job b. personality job c. person organization d. personality-ability e. interest-organization

Credit Checks are useful during the hiring process because they can reveal: (Answer D)

Credit Checks are useful during the hiring process because they can reveal: A. habits of personal responsibility B. A pattern of failure to live up to credit obligations C. Historical data or previous patterns of employment and criminal history D. All of the above E. None of the above

HRCI

Human Resource Certification Institute (provides the three most recognized and respected certifcations in HR) certifications: PHR: Professional in HR SPHR: Senior Professional in HR GPHR: Global Professional in HR

Staff Manager

Individuals who advise managers in some filed of expertise

Disciplines within HR: 1. Legal Environment: EEO and Diversity MGT 2. Staffing 3. Training and Development 4. Employee Relations 5. Labor and Industrial Relations 6. Compensation and Benefits 7. Safety and Security 8. Ethics and Sustainability

LOOK AT ONENOTE!!! (PG 15)

Most organizations require all applicants to fill out an application, even if they have provided a resume, because the application generally does all the following except: (Answer E)

Most organizations require all applicants to fill out an application, even if they have provided a resume, because the application generally does all the following except: a. provides information in a standard format b. provides legal information such as employment-at-will-language c. gives information mandatory tests for employment d. notes consequences for providing false information e. can request items such as gender and race that are usually not on a resume

On Monday, Emily gave 10 job applicants a personality test. On Tuesday, her car was stolen with the results of the test. On Wednesday, she gave all applicants the test again. On Thursday her car was found and the results of the first tests were still in the trunk. On Friday, Emily compared the results of the first and second tests and found that they were almost the same. Emily's personality test appears to have _______________________ (Answer D)

On Monday, Emily gave 10 job applicants a personality test. On Tuesday, her car was stolen with the results of the test. On Wednesday, she gave all applicants the test again. On Thursday her car was found and the results of the first tests were still in the trunk. On Friday, Emily compared the results of the first and second tests and found that they were almost the same. Emily's personality test appears to have _______________________ a. criterion-related validity b. content validity c. construct validity d. reliability e. analytics

When conducting selection interviews, Conor does not prepare questions. He prefers to greet each job candidate and allow the interview to develop organically. He says he likes to have more of a 'conversation" than an interview with each candidate. His questions to each candidate are different. Conor uses a __________interview (Answer B)

When conducting selection interviews, Conor does not prepare questions. He prefers to greet each job candidate and allow the interview to develop organically. He says he likes to have more of a 'conversation" than an interview with each candidate. His questions to each candidate are different. Conor uses a __________interview a. open-ended b. unstructured c. semi-structured d. probing e. traditional

When conducting selection interviews, Jane has a list of prepared questions that she asks each candidate. However, she also finds it useful to ask some unplanned questions when the candidate mentions something interesting or when it seem appropriate to gather more information. Jane use_______________ interview. (Answer C)

When conducting selection interviews, Jane has a list of prepared questions that she asks each candidate. However, she also finds it useful to ask some unplanned questions when the candidate mentions something interesting or when it seem appropriate to gather more information. Jane use_______________ interview. a. Probing b. Unstructured C. Semi-Structured D. Open-Ended E. Traditional

When conducting selection interviews, Marc likes to ask questions like "Describe a time when you had to lead a team but had no formal authority." Marc is asking ________ questions (Answer D)

When conducting selection interviews, Marc likes to ask questions like "Describe a time when you had to lead a team but had no formal authority." Marc is asking ________ questions A. Structured B. Hypothetical C. Probing D. Behavioral-descriptive E. Traditional

When we compare a score on the SAT test to the job performance of existing workers in that job, we are using _____________ validity? (Answer D)

When we compare a score on the SAT test to the job performance of existing workers in that job, we are using _____________ validity? a. construct b. content c. convective d. criterion-related e. observational

Which of the following application form questions can a company legally ask? (Answer A)

Which of the following application form questions can a company legally ask? a. do you have any disabilities that would prevent you from performing the job? b. what language do you speak when not on the job? c. can you provide a reference from a religious leader? d. what were the dates and conditions of discharge from the military? e. how much longer do you plan to work before retiring?

Which validity measure would be associated with the measurement of "honesty?" (Answer E)

Which validity measure would be associated with the measurement of "honesty?" a. high level validity b. criterion-related validity c. content validity d. low level validity e. construct validity

Knowledge Workers

Workers who "use their head more than their hands" and who gather and interpret information to improve a product or process for their organization

__________is the extent to which a test measures what it claims to measure (Answer A)

__________is the extent to which a test measures what it claims to measure a. validity b. reliability c. accuracy d. true value

_________were created to guide employers in their efforts to comply with federal laws concerning all employment decisions, and especially the selection process. (Answer E)

_________were created to guide employers in their efforts to comply with federal laws concerning all employment decisions, and especially the selection process. a. equal employment tests b. selection modules c. guidance principals d. employment norms e. uniform guides

________involves matching the candidate's intellectual and physical skills to those of the job being filled. (Answer C)

________involves matching the candidate's intellectual and physical skills to those of the job being filled. a. person-organization fit b. cognitive analytics c. ability job fit d. personality ability fit e. personality job fit

Employee Engagement:

a combination of job satisfaction, ability, and a willingness to perform for the organization at a high level and over an extended period of time

Effectiveness

a function of getting the job done whenever and however it must be done

Efficiency

a function of how many organizational resources we used in getting the job done (Main job of HR)

Information Age

an era that began around 1980, in which information became one of the main products used in organizations: it is characterized by exponential increases in available information in all industries