HRM 343 Final Exam Review (vocab & quizzes)

Chapter 6 quiz questions/answers

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Chapter 6 textbook definitions/terms:

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Chapter 7 definitions/terms:

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Chapter 7 quiz questions/answers:

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Chapter 9 definitions/terms:

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Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period. (T/F)

False

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees. (T/F)

False

The performance-centered objective is not widely used because it lends itself to a biased evaluation of results.(T/F)

False

The three different types of training needs assessment are organizational analysis, job knowledge analysis, and person analysis.(T/F)

False

​If employees consistently achieve their productivity objectives, it might be a signal that training is needed. (T/F)

False

​Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm's expectations when conducting person analysis.(T/F)

False

​Person analysis involves determining what the content of the training program should be, based on a study of the tasks or duties involved in the job.(T/F)

False

​Training is oriented towards broadening employees' individual skills for future responsibility.(T/F)

False

A job evaluation technique using three factors— knowledge, mental activity, and accountability—to evaluate executive and managerial positions

Hay profile method

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings

Selection

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior. (T/F)

True

Interviewers should steer clear of issues such as age, race, marital status, and sexual orientation. (T/F)

True

On application forms, questions about arrests are not permissible. (T/F)

True

The number of steps in the selection process and their sequence will vary, not only with the organization, but also with the type and level of jobs to be filled. (T/F)

True

Validity refers to what a selection procedure measures and how well it measures it. (T/F)

True

While the overall selection process is the responsibility of the HR department, line managers often make the final decision about hiring personnel into their unit. (T/F)

True

​The two preconditions for learning are employee readiness and motivation.(T/F)

True

The degree to which a test or selection procedure measures a person's attributes

Validity

Short video clips that highlight applicants' qualifications beyond what they can communicate on their résumés

Video résumés

According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks. a. conscientiousness b. extroversion c. agreeableness d. neuroticism

a. conscientiousness

The process of training employees to do multiple jobs within an organization

cross-training

Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)

cross-validation

The degree to which inferences drawn from interviews, test scores, and other selection procedures are supported by evidence (such as good job performance) is termed: a. evidential. b. accuracy. c. reliability. d. validity.

d. validity

Clauses in labor agreements that provide for quarterly cost-of-living adjustments in wages, basing the adjustments on changes in the consumer price index

escalator clauses

Employees not covered by the overtime provisions of the Fair Labor Standards Act

exempt employees

Work paid on an hourly basis

hourly work

Desired outcomes of a training program

instructional objectives

Programs jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations

internship programs

A system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades

job classification system

A systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization

job evaluation

The simplest and oldest system of job evaluation by which jobs are arrayed on the basis of their relative worth

job ranking system

training delivered to trainees when and where they need it to do their jobs, usually via computer or the internet

just-in-time training

Online system that provides a variety of assessment, communication, teaching, and learning opportunities

learning management system (LMS)

An objective and standardized measure of a sample of behavior that is used to gauge a person's knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals

pre-employment test

The extent to which applicants' test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period

predictive validity

Wage increases larger than rises in the consumer price index, that is, the real earning power of wages

real wages

Payment rates above the maximum of the pay range

red circle rates

The number of applicants compared with the number of people to be hired

selection ratio

A format in which a candidate is interviewed by multiple people, one right after another

sequential interview

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

situational interview

Programs that award employees "on the spot" when they do something particularly well during training or on the job

spot rewards

An interview in which a set of standardized questions having an established set of answers is used

structured interview

The process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job

task analysis

Effective application of principles learned to what is required on the job

transfer of training

Interviews conducted via videoconferencing or over the web

virtual interviews

A survey of the wages paid to employees of other employers in the surveying organization's relevant labor market

wage and salary survey

A curve in a scattergram representing the relationship between relative worth of jobs and pay rates

wage curve

A job evaluation system that seeks to measure a job's worth through its value to the organization

work valuation

Learning that takes place via electronic media

E-learning

The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures

Reliability

Honesty tests have been shown to validly predict all of the following employee outcomes except: a. job satisfaction. b. theft. c. absenteeism. d. job performance.

a. job satisfaction.

A study by the American Society for Training and Development found that organizations conduct need assessment less than ____ percent of the time. a.50 b.40 c.30 d.20

a.50

​The four phases of a systematic approach to training are: a.needs assessment, program design, program implementation, and evaluation. b.organization analysis, task analysis, person analysis, and performance analysis. c.needs assessment, person assessment, program implementation, and evaluation. d.organization assessment, KSA assessment, person assessment, and evaluation.

a.needs assessment, program design, program implementation, and evaluation.

​The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: a.simulation method. b.classroom method. c.vestibule method. d.apprenticeship method.

a.simulation method.

A system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work

apprenticeship training

A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job.

assessment center

Which of the following is NOT a common drawback to on-the-job training programs? a.lack of a well-structured environment b.a non-threatening learning environment c.poor training skills on the part of managers d.absence of well-defined performance criteria

b.a non-threatening learning environment

A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-the-job training? a.case study b.coaching c.individual development d.role modeling

b.coaching

A quantitative job evaluation procedure that determines the relative value of a job by the total points assigned to it

point system

​Person analysis: a.has shifted from a fixed sequence of tasks to a set of competencies b.helps organizations avoid the mistake of putting all employees through training when some do not need it c.involves self-improvement and self-directed training d.examines the external labor market for needed skills

b.helps organizations avoid the mistake of putting all employees through training when some do not need it

A technique that operates on the principle that behavior that is rewarded, or positively reinforced, will be exhibited more frequently in the future, whereas behavior that is penalized or unrewarded will decrease in frequency

behavior modification

An approach that demonstrates desired behavior and gives trainees the chance to practice and role-play those behaviors and receive feedback

behavior modeling

An interview in which an applicant is asked questions about what he or she actually did in a given situation

behavioral description interview (BDI)

The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement

benchmarking

The use of multiple training methods to achieve optimal learning on the part of trainees

blended learning

Which of the following interview questions is appropriate? a. What is the origin of your name? b. What color are your eyes? c. Have you ever worked under a different name? d. Are you a U.S. citizen?

c. Have you ever worked under a different name?

A validity coefficient of -1.00 indicates: a. a complete lack of correlation b. an error in math c. a perfect negative correlation d. a perfect positive correlation

c. a perfect negative correlation

Which of the following is inappropriate on an application form? a. indicate whether the applicant has the legal right to work in the U.S. b. asking the applicant to disclose any criminal convictions c. high school and college attendance with dates d. references' names, addresses, and phone numbers

c. high school and college attendance with dates

The terms "training" and "development": a.mean the same thing b.both refer to short term skill development efforts c.refer to a short term performance orientation vs. a longer term skill development, respectively d.refer to skills development in low level vs. managerial employees, respectively

c.refer to a short term performance orientation vs. a longer term skill development, respectively

Many organizations never make the connection between their ____ and their training programs. a.technology b.competition c.strategic objectives d.functional requirements

c.strategic objectives

A high-ranking manager directly responsible for fostering the ethical climate within the firm

chief ethics officer

A high-ranking manager directly responsible for fostering employee learning and development within the firm

chief learning officer

A selection decision model in which a high score in one area can make up for a low score in another area

compensatory model

Analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs

competency assessment

extent to which the test scores of current employees correlate with job performance

concurrent validity

The extent to which a selection tool measures a theoretical construct or trait

construct validity

A measure of the average change in prices over time in a fixed "market basket" of goods and services

consumer price index (CPI)

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job

content validity

A training program that combines practical on-the-job experience with formal educational classes

cooperative training

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior

criterion-related validity

A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions

multiple cutoff model

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages

multiple hurdle model

The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others

negligent hiring

An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks

nondirective interview

Employees covered by the overtime provisions of the Fair Labor Standards Act

nonexempt employees

A method by which employees are given hands-on experience with instructions from their supervisor or other trainer

on-the-job training (OJT)

The process of systematically socializing new employees to help them get "on board" with an organization.

onboarding

Examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed

organization analysis

The formal process of familiarizing new employees with the organization, their jobs, and their work units

orientation

An interview in which a board of interviewers questions and observes a single candidate

panel interview

An employee's perception that compensation received is equal to the value of the work performed

pay equity

Groups of jobs within a particular class that are paid the same rate

pay grades

A standard by which managers tie compensation to employee effort and performance

pay-for- performance standard

Determination of the specific individuals who need training

person analysis

Work paid according to the number of units produced

piecework