HRM 3375 test 2- multiple choice

a special approach to organizational change in which employees themselves formulate and implement the change that requires

organizational development

a procedure for providing new employees with basic background information about the firm

employee orientation (onboarding)

to protect against against negligent hiring claims

-carefully scrutinize all information supplied by the applicant, such as unexplained gaps in employment -get the applicants written authorization for reference checks, and check references -save all records and information you obtain about the applicant -reject applicant who make false statements of material facts or who have conviction records for offenses directly related and important to the job in question -take immediate disciplinary action if problems arise

workforce planning basic steps:

-review the clients business plan and workforce data -forecast and identify what positions the firm will have to fill and potential workforce gaps -prioritize key workforce gaps -the implement the plan

employers use a mathematical process known as _________ to forecast availability of internal job candidates

Markov analysis (transition analysis)

a training technique by which management trainees are allowed to work full time analyzing and solving problems in other departement

action learning

online systems that help employees attract, gather, screen, compile, and manage applicants

applicant tracking systems

a form used by employers to compile information regarding an applicants identity and educational, military, and work history

application form

a structured process by which people become skilled workers through a combination of classroom instruction and on the job training

apprenticeship training

a training technique in which trainees are first shown good management techniques in a film, are asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor

behavior modeling

a development method in which the manager is presented with a written description of an organizational problem to diagnose and solve

case study method

a graphic model that consolidates in one diagram a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well

competency model

a test that is ________ is one in which the test contains a fair sample of the tasks and skills actually needed for the job in question

content validity

formal methods for testing the effectiveness of a training program, preferably with before-and-after tests and control group

controlled experimentation

a type of validity based on showing that scores on the test (predictors) are related to job performance

criterion validity

training employees to do different tasks or jobs than their own; doing so facilitates flexibility and job rotation

cross training

an outside consultant who questions the executives associates to identify the executive strengths and weaknesses, and then counsels the executives so he or she can capitalize on those strengths and overcome the weaknesses

executive coach

under the __________________, prospective employees must prove that they are eligible to work in the United States. they do not have to be a U.S. citizen to be employees under this act

immigration reform and control act of 1986

a company-based method for exposing prospective managers to realistic exercises to develop improved management skillls

in-house development center

a set of instructions, diagrams, or similar methods available at the job site to guide the workers

job aid

listing each jobs specific tasks, along with key points, to provide step by step training for employees

job instruction training

publicizing an open job to employees and listing its attributes, like qualifications, supervisor, working schedules, and pay rates

job posting

a management training technique that involves moving the trainee from department to department to broaden his or her experence and to identify strong and weak points

job rotation

provides employees with continuous learning experiences over their tenure with the firm, with the aims of ensuring they have the opportunity to learn the skills they need to do their jobs and to expand their occupational horizons

lifelong learning

any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills

management development

a development technique in which teams of managers compete by making computerized decisions regarding realistic but simulated situation

management games

hiring workers with criminal records or other such problems without proper safeguards

negligent hiring

_______ means having outside vendors or employees *abroad* supply services that the company own employees did in-house

offshoring

services that provide short term specialized recruiting to support specific projects without the expense of retaining traditional search firms

on-demand recruiting services

______ means having outside vendors supply services ( such as benefits management and manufacturing) that the company own employees previously did in-house

outsourcing

verifying that there is a performance deficiency and determine whether that deficiency should be corrected through training or through some other means (such as transferring the employee)

performance analysis

company records showing present performance and promotability of inside candidates for the most important positions

personnel replacement charts

a card prepared for each position in a company to show possible replacement candidates and their qualifications

position replacement card

paying continuous attention to workforce planning issues

predictive workforce monitoring

a systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers

programmed learning

a forecasting technique for determining future staff needs by using ratios between, for example, sales volume and number of employees needed

ratio analysis

the historical arithmetic relationship between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted

recruiting yield pyramid

the characteristic that refers to the consistency of scored obtained by the same person when retested with the identical or equivalent tests

reliablity

a training technique in which trainees act out parts in realistic management situation

role-playing

a graphical method used to help identify the relationship between two variable

scatter plot

what are some common interview mistakes?

snap judgement, negative emphasis, not knowing the job, pressure to hire, candidate order error, influence on nonverbal behavior, attractiveness, research insight, ingratiation, nonverbal implications

an ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance

succession planning

the ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance

succession planning

a detailed study of a job to identify the specific skills required

task analysis

the accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill

test validity

what are some of the basic personnel tests?

tests of cognitive ability, tests of motor and physical ability, measuring personality, achievement tests, computerized and online testing, improving performance through HRIS, work samples and simulation, situational judgement tests, situational judgement tests, management assessment centers, video based situational testing, the miniature job training and evaluation approach

the process of teaching new or current employees the basic skills they need to perform their jobs

training

study of a firms past employment needs over a period of years to predict future needs

trend analysis

the 3 basic tools for projecting personnel needs are:

trend analysis, ratio analysis, and scatter plot

the degree to which use of a selection measure improves the quality of individuals selected over what would have happened if the measure had not been used

utility analysis

the process of deciding what positions the firm will have to fill, and how to fill them

workforce planning (or personnel planning)