Mgmt 351 Human Resources

Which of the following correlation coefficients indicates a perfect negative relationship?

-1.0

Applicant Characteristics

Applicants' perceived fit with the job and perceived fit with the organization are by far two of the strongest predictors of their attraction to a job

Which of the following is NOT one of the three primary goals of recruitment? Increase the quantity of qualified applicants Attract applicants from good universities Increase the likelihood of acceptances Attract applicants who fit the position

Attract applicants from good universities

What are the benefits of using a scientist-practitioner approach to HRM

Ethical practice, relationship management, human resource expertise, critical evaluatin,

Which of the following personality dimensions is associated with sociable, gregarious, assertive, and talkative individuals?

Extraversion

What is Job Analysis

Formal system developed to determine the tasks people actually perform in their jobs and the human attributes needed to successfully perform such tasks

Perceptual-Motor Approach

Goal: ensure jobs do not exceed individual's mental capabilities and limitations Stems from human factors field Identify least capable worker and then construct job requirements that an individual of that ability level could meet

Mechanistic Approach

Goal: increase efficiency Often entails reducing the complexity of work to provide more human resource efficiency Rooted in classical industrial engineering Could reduce complexity to a fault, and result in boredom and lack of engagement

Motivational Approach

Goal: increase intrinsic motivation Often entails increasing the meaningfulness, sense of responsibility, and knowledge of performance on jobs

Biological Approach

Goal: minimize physical strain on the worker by structuring the physical work environment around the way the human body works Ergonomics: interface between individuals' physiological characteristics and the physical work environment

5 Core Characteristic contribute to an individual's intrinsic enjoyment of a job

Helps them understand their usefulness and allows them to feel satisfaction for performing their job.

Neuroticism

Includes being anxious or easily upset May only affect job performance if at high levels

Agreeableness

Includes being compliant, kind, and sympathetic to others Not a consistent predictor of job performance

Openness to Experience

Includes being interested in learning and culture A predictor of success in training

Extraversion

Includes being sociable, assertive, and friendly A good predictor of performance for sales and management jobs, and also relates to training performance

Conscientiousness

Includes dimensions such as achievement-orientation, detail-orientation, and dependability Most consistent of the Big Five in predicting performance across all jobs

Which of the following is the most accurate definition of concurrent validity?

It assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance.

What are KSAO's

Knowledge, Skill, Ability, Other Know What Know How Can do Personality, values

Job Description

List of tasks, duties, and responsibilities (TDRs) that a job entails (usually 1-2 pages in length) Can be provided to employees so that they might understand their main responsibilities

What is ONET

Occupational Information Network (O*NET) Online job analysis database available for free (www.onetonline.org) Provides detailed job information for a variety of jobs Provides workforce characteristics information that indicates the outlook for a particular job

Talent Flow

Potential Labor pool, labor pool, applicant pool, candidates for further evaluation, offer candidates, new hires

A recruiter tells a potential applicant some additional information about what the job will be like and what the work will entail. For instance, the recruiter tells the potential applicant that the amount of travel required for the job can be demanding. In this scenario, the recruiter is most likely:

Providing a realistic job preview

Which of the following is an example of image advertising?

Rain Inc. releases television advertisements that give an idea about the pleasant working conditions in the organization.

_____ is the practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees.

Recruitment

Which of the following selection methods has low validity compared to others?

Reference checks

_____ is defined as the degree to which a measure is consistent and free from random error.

Reliability

Which of the following statements is true regarding reliability and validity?

Reliability of a measure is essential for it to have any validity.

The percentage of people chosen relative to the total number of people tested gives the _____ ratio.

Selection

Job Specifications

Similar to a job description but instead provide a relatively brief overview of the characteristics (KSAOs) needed to do a job Can include the minimum qualifications

What are SME's

Subject Matter Experts - an expert about the job in question Job Incumbent: person doing the job Supervisor: person who provides directives to job incumbent

Which of the following is a disadvantage of employing temporary workers as a means of eliminating a labor shortage?

The low levels of commitment to the organization and its customers that temporary workers bring with them often reduces the level of customer loyalty.

Workforce Planning

The process of determining what work needs to be done in the short- and long-term and coming up with a strategy regarding how to fill positions to complete the necessary work

Three goals of recruitment

Three goals: Attract a lot of qualified applicants Attract applicants who fit the position Increase the likelihood of acceptances

Statistical planning (quantitative analysis) models are useful when there is a long, stable history that can be used to reliably detect relationships among variables.

True

Utility

Utility can be boiled down to expected benefits relative to expected costs

Referrals

are people who are prompted to apply by someone within the organization.

Direct Applicants

are people who are prompted to apply by someone within the organization. direct applicants are to some extent already "sold" on the organization

Situational Interview

asks hypothetical, job-related questions, with all job applicants being asked the same questions Tends to measure job knowledge and cognitive ability

Behavioral Interview

asks job-related questions about a past experience that the applicant had Tends to measure experience and some personality dimensions

Forecasting

attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses

Task

basic element that can be used to describe a job Often stated in terms of an action verb, object, using what, and purpose Answers calls using phone to resolve concerns

What value does the scientific process bring to HRM

data driven, evidence-based

A person who is conscientious tends to be:

dependable, organized, persevering, thorough, and achievement-oriented.

Yield Ratios

express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

Sometimes organizations advertise just to promote themselves as a good place to work in general. This is called _____.

image advertising

EEOC three responsibilities

investigating and resolving discrimination complaints, monitoring and gathering information, and issuing guidelines

criterion-related validity?

it refers to the extent of which scores on a predictor related to scores on some criterion

what is job design, and how does it differ from job analysis?

job analysis refers to and focuses on jobs that already exist. In other words, what should be done, or what is actually done in a job that's already been created. Now job redesign, or job design focuses on job that are either being created or changed in some manner.

Workforce Planning - supply chain perspective

look at staffing processes in relation to talent flows

how can we use job analysis data in recruitment

one example is that the most important task duties and responsibilities, those TDRs, are grouped into job descriptions that define the job. And the most important KSAOs are included in the job specifications that often appear in the job posting

Recruitment

organizational process wherein the primary purpose is to identify and attract potential employees Provides the organization with a pool of (hopefully) qualified job candidates from which to choose Three goals: Attract a lot of qualified applicants Attract applicants who fit the position Increase the likelihood of acceptances

Task Identity

perception that they can understand what it is that they are doing for a specific task and how that contributes to the ultimate outcome that they are contributing to, or that the organization is contributing to

Autonomy

person's perception that they have freedom, latitude, and control to complete work as they see fit.

Feedback

person's perception that they're receiving information about how well they're doing their task and how well they're doing their job, in general.

According to a relatively recent meta-analysis by Uggerslev and colleagues, ____ and ____ are by far the two strongest predictors of a person's attraction to a job.

person-job fit; person-organization fit

Job ReDesign

process of changing the tasks or the way work is performed in an existing job

Job Design

process of defining the way work will be performed and the tasks that will be required in a given job

Xijia is a maintenance supervisor at a large petroleum refinery in Texas. Xijia's friend, who works at another refinery in New Mexico, informs Xijia about a vacancy for a maintenance manager's position at the New Mexico refinery and asks Xijia to apply for the position. Xijia is an example of a(n) _____.

referral

Task Significance

refers to a person's perception that the job substantially influences the work, health, or well-being of other people.

Each of the following is a relatively fast method to reduce an expected labor surplus EXCEPT _____

retraining

Job Characteristics Model

skill variety, task identity, task significance, autonomy, and feedback.

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called:

test-retest reliability

(HRM) Human Resource Management

the constellation of decisions and actions associated with systems, policies, and practices used to manage individuals throughout the employee lifecycle in order to maximize employee and organizational effectiveness in attaining goals

Skill Variety

the job is perceived as entailing different tasks and uses different skills and abilities

People (HR) analytics

the process of collecting, analyzing, and reporting people-related data for the purpose of improving decision making, achieving strategic objectives, and sustaining a competitive advantage.

content validity

this is the degree to which the selection procedure or tool has been developed to sample the criterion in terms of the required behaviors, and/or knowledge, skills, abilities, and other characteristics, those KSAOs

predictive validation

we actually give the selection tool to a group of people that are prospective applicants. And then we bring people into the organization and then see, maybe six months down the road, we assess their performance and then correlate those people who are originally applicants, their scores with their future job performance scores.

concurrent validation study

we give the selection measure to people who are already on the job, and we correlate it with the criterion at the same time. So we give people the selection measure or tool that are currently job encumbrance. And then we look at their most recent job performance ratings, and then we correlate those two scores together, and that's our criterion related validity estimate.

supply forecasting

which is how much labor will we have

demand forecasting

which means how much labor will we need at some point in the future

generalizability

will what you found in a given study or a given sample, generalize from that sample or that underlying population to another population Does the validity of the selection measure tool generalize to other jobs, organization, kinds of people, or even time frames

A(n) _____ test attempts to simulate the job in a pre-hiring context to observe how the applicant will likely perform if hired.

work sample