Exam 2 (Selection, Performance Appraisal, and Training)

Strategic Appraisal Steps:

1. Define criteria with job analysis (What) 2. Evaluate Performance (How and Who) 3. Review Performance 4. Provide Performance consequences 5. Establish new performance standards and communicate to employees

What are the different sources of collecting performance appraisal ratings?

1. Managers 2. Peers/coworkers 3. Subordinates 4. Self 5. Customers

What is criterion-related validity?

A test validation method that compares the scores on selection tests to some aspect of job performance determined. (what we're trying to predict/looking for)

What is on-the-job training?

An informal method that allows an employee to learn job tasks by actually performing them. -Production continues during training. -Most commonly used training method. -Learning while doing better able to retain knowledge. Disadvantages: Might have a poorly qualified trainer. Some disruption of regular work. Passing on bad or incorrect habits.

What are the benefits of career development?

Benefits: -Employee satisfaction with their development needs. -Improved employee performance. -Improved, loyalty, motivation, and retention. -Can also be used to determine training needs.

Establishing Specific Training and Development Objectives:

Desired end results must be determined. Clear and concise learning objectives must be formulated.

What is the difference between training and development?

Development involves learning that goes beyond today's job and has a more long-term focus.

What is the forced distribution method of performance appraisal?

Performance appraisal method in which the rater is required to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution. As a manager you have to rank the lowest 10% of total employees ... and highest 10% of total employees.

What is the critical incident method of performance appraisal?

Performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions. keep track of when an employee has a good behavior and a bad behavior.

What is Behavior System?

Rate employees on the extent to which they display specific/successful job performance behaviors. Critical Incidents BARS

What is the halo rating error?

Halo / Horns Effect = tendency to use a global evaluation. When an employee's good behavior on one aspect of the job is accounted for all aspects of the job. I like this person so, I'll give them high ratings on everything (vice versa).

What is a performance appraisal?

Performance appraisal: a formal system of review and evaluation of individual or team task performance. It is often negative, disliked activity but important for organizations.

What are the benefits of customer ratings?

-can determine the firm's success. -it can demonstrate commitment to customer service. -holds employees accountable

What are some areas that employers should avoid asking about in the selection process/ application form?

Gender, Race, age, convictions, national origin, birthplace, citizenship, dependents, disabilities, religion, color, and marital status.

What is the Review of Applicants & Resume step?

-Application: essential info is included & presented in a standardized format (usually includes a certification that info is accurate, if position is employment at will, and permission for background checks). -Resume: goal-directed summary of a person's experience, education, and training (key is relevancy because companies use automated tracking systems).

What are some ways to prevent legal issues with performance appraisal?

-Criteria = based on job analysis -Focus on specific behaviors, not traits -Clear instructions and training for raters -Allow employees to review and appeal their appraisal -Provide guidance for improvement -Review appraisal system for bias and fairness -Multiple raters (360 rating system) -Document everything!

Positives and negatives for Classroom method training?

-Efficient for transfer of facts or knowledge. -Not effective for skill development. -Allows for real-time discussion.

What are tips for effective performance appraisal?

-Focus on job-related criteria. -Managers and subordinates agree on performance expectations in advance. -Same system for all employees to avoid unfairness. -Train raters. -Continuous communication/process. -Focus on behavior, not personality.

What is the Selection Decision?

-Most critical step -Person whose qualifications most closely conform to requirements and organization should be selected -Notify candidates as soon as possible

Effective Recruitment & Selection measurements

-Quality of hire -Time required to hire -New hire retention -Hiring manager satisfaction -Turnover rate -Cost per hire -Selection Rate -Acceptance rate -Yield rate

What are the different uses of performance appraisal?

1. Administrative Purposes: Compensation, promotion, dismissal/downsizing, disciplinary action. 2. Development Purpose: training/development, career planning (strengths and weaknesses) 3. HR System Maintenance: planning for recruitment or selection, monitoring employee satisfaction/motivation, and evaluating systems. 4. Documentation Purposes: legal documentation.

Rating Errors

1. Based on impressions: -Halo/Horns effect -Similar-to-Me Effect = favorable ratings when we perceive someone to be like us. 2. Based on scale ratings: -Central tendency error -leniency error -Severity error

What are the different types of selection tests?

1. Cognitive Ability Tests 2.Psycho-motor Abilities Tests 3. Personality Tests: 4. Job-Knowledge Tests 5. Job Performance & Work Samples

What are the two ways in which we can test criterion-related validity?

1. Concurrent validity: is determined when the firm obtains test scores and the criterion/performance data at the same time to see if they are correlated. 2. Predictive validity: involves administering a test and later obtaining the criterion information. (collect predictor info and use it to forecast future performance).

Types of Training Delivery Systems:

1. Corporate universities 2. Actual colleges and universities 3. Simulators

What are the steps in the training and development process in order?

1. Determine Specific T&D Needs 2. Establish Specific T&D objectives 3. Select T&D Method(s) and Delivery System(s) 4. Implement T&D Programs 5. Evaluate T&D Programs

What is pre-employment screening?

1. Determine if information submitted is accurate 2. Social network checking 3. Reference checks

What are the different steps of the selection process?

1. Preliminary Screening 2. Review of applications & resumes 3. Selection Tests 4. Employment Interviews 5. Pre-Employment Screening: background and reference checks 6. Selection Decision 7. Offer of Employment

Describe the four methods of evaluating training programs?

1. Reactions: -Measures level of trainee/customer satisfaction (a good and quick way for feedback). 2. Learning: -Determines what participants have learned. -Measure knowledge before and after training to be able to make comparisons. -Differences attributed to training. 3. Behavior: -Observing employee behavior to see if training knowledge translates into behavior change on the job. *Transfer of training* 4. Results: -Determines whether training has actually impacted company performance.

What are some factors that influence the success of training and development ?

1. Top management support 2. Shortage of skilled workers 3. Technological advances 4. Learning styles Blended learning: use of multiple, different training methods.

Describe the three types of performance appraisal methods?

1. Trait Systems 2. Comparison Systems 3. Behavioral Systems

Why is training important?

1. Unlikely to select someone who is ready to go on day 1. 2. Training is expensive. 3. Training makes organizations more competitive by increasing commitment, productivity, job satisfaction, knowledge/skills/abilities 4. and decreasing turnover and absenteeism

What is a corporate university?

A delivery system provided under the umbrella of the organization. Hamburger University for McDonald's (role-playing, classroom training, and on-the-job training).

What are the problems with interviews?

A) They can be biased by: 1.Nature and order of questions 2. Interviewer biases (like interviewees if they are like the interviewer) 3.Interviewee appearance & behavior B) 1. Inappropriate Questions 2. Lack of interview training for interviewer 3. Nonverbal communication

What are the benefits and disadvantages of subordinate ratings?

Advantages: Managers might be more responsive to employees and it can help us identify who are competent managers. Disadvantages: Potential negative reactions from MGMT or fear of repercussions may prevent accurate ratings.

What are the benefits and disadvantages of self-ratings?

Advantages: can get employees involved in the process and allows employees to discuss ratings with the supervisor, which ncreases perceptions. Disadvantages: Potential for distortion and inaccuracy or conflict of interest if used for administrative purposes.

What are some problems with Performance Appraisals?

Appraiser Discomfort Employee anxiety Rate Errors

What are behavioral/Situational Interviews?

Behavioral: Structured interview in which applicants are asked to relate actual incidents from their past relevant to the target job. Situational: focuses on how an individual would handle a hypothetical situation. For both: Describe situation What the candidate did Measurable results

What is the behaviorally anchored rating scale (BARS) method of performance appraisal?

Behaviorally Anchored Rating Scales (BARS): combines traditional rating scales and critical incidents methods. -Job behaviors described more objectively -More defensible in court Tie rankings to very specific behaviors* Ex: This person is a 4 because they demonstrate the following behaviors...

What is career planning?

Career planning is the ongoing process whereby an individual sets career goals and identifies means to achieve them. -Should not only be focused on promotions, -Should evaluate abilities and interests -Self-assessment and formal methods).

What is coaching?

Coaching is often considered the responsibility of the immediate boss or supervisor. It involves helping workers to see why they were selected for a specific role in an organization. It also is focused more on performance and customized to each individual.

What is 360 degree feedback and what are the pros and cons?

Combining all of the sources of collecting performance appraisal ratings (use everyone: subordinates, self, customers, coworkers, and manager). Pros: -More comprehensive picture of performance -Positive Reactions (not just 1 person) Cons: -Difficult to aggregate -Potential for political issues

What is cross-training?

Cross-training: educates team members about other members' jobs so that they may perform them when another employee or team member is: (absent, assigned to another company, or has completely left).

What does an organizational analysis involve?

Determine short-& long-term goals & compare these to current performance. Consider how to best address gaps in organizational support. Assess barriers and constraints to training.

Implementing Training and Development Programs:

Difficult to find qualified trainers who are motivating and knowledgeable. Good implementation gives trainees opportunities for practice. Feedback should be provided to employees during training.

What is Trait System?

Evaluate employees based on traits. (Ex: quality of work, appearance, judgment, dependability, etc.) However, it is not very precise, Raters might not all agree on scale points, Ex: "average" to one person might be "above average" to the next.

What is Comparative System?

Evaluating an employee's performance against that of another employee (ranked from the best performer to the poorest). Comparative Scales: 1. Paired Comparisons or 2. Forced Distribution

What does a task analysis involve?

Examines the specific tasks and KSAOs necessary for job success. Use a job analysis to uncover this info. Also, think about target future performance.

What is a yield rate and how do you calculate it?

How well is this one recruitment method working: Percentage of applicants from a particular source and method that make it to the next stage of the selection process. 100 applicants who applied through the career website. 25 were asked to interview. Yield rate= 25/100=25% A low yield rate is bad.

What does a person analysis involve?

Identifying the people who need training. Can get this information from: -Performance appraisal data. -Supervisor nominations. -Tests or work samples.

What is a realistic job preview and what is its purpose?

Informing applicants about desirable and undesirable aspects of job (FedEX example). It is aimed at reducing turnover because it's expensive in the long-run to give people a false impression.

What is an unstructured and structured interview and which should organizations use?

Interviews are used to gain insight about job knowledge, abilities, skills, personality, & personality, and person-organizational/culture fit. Structured(good): all applicants are asked the same questions and it's easier to compare. Unstructured(bad): not all applicants are asked the same questions (probing/open-ended), which can lead to potential legal issues and hard to compare responses.

What is the Preliminary Screening?

It is a review to eliminate those who are unqualified to meet the position's requirements. quickly removes unqualified or could redirect applicants to another position.

What is E-Learning?

It is a training method that utilizes computer technology to enhance learning. Advantages: Self-paced (own speed) Interactive (video, games, quiz) Decreased costs Easy to update content Enhance classroom training

What is performance management?

It is the goal-oriented process used to maximize the productivity of employees, teams, and the overall org. It's an ongoing process and should be done multiple times per year.

What is the goal of selection?

It is to match people with jobs and the company. Good selection = improved productivity Bad selection = ineffective performance and turnover

What is standardization?

It is uniformity of the procedures and conditions related to administering tests. (same exact test, under same exact conditions; like SATs).

What is mentoring?

It's an approach to advising and nurturing an individual to enhance growth and development. Can be informal or formal and the mentor can be located anywhere. The relationship should enhance the individual's career and create personal and professional growth and development opportunities.

What does a work sample measure?

Measures job skills by taking samples of behavior under realistic, job-like conditions (e.g. truck driving tests, control test for pilots, situational judgment tests for managers). Why? 1. Other predictors may not resemble the job. 2. Highly predictive of job performance. 3. Low discrimination against any one group. 4. Can measure a wide variety of skills and abilities.

What are some career development methods?

Methods: -Employee self-service through online training availability, -Company workshops, and -Performance appraisal system

Describe the role play method of training:

Participants respond to specific problems they encounter in jobs by acting out real-world situations. Used to teach: -Interviewing -Grievance handling (ex: upset customer) -Performance appraisal reviews -Communication

What are the pros and cons of selection tests? And what makes a good test?

Pro: usually reliable and accurate for selecting candidates, small costs, and can identify skills and attitudes that cannot be reveal through an interview. Con: Ability vs. Motivation (someone can be a genius but it won't prove that person will be motivated on the job), test anxiety, legal issues. Good tests have: standardization, reliability, and validity.

What are the pros and cons of assessment centers?

Pros: 1.Able to assess numerous performance dimensions 2. Assess more than one candidate at a time Cons: 1. Costly 2. Time consuming (takes a whole day)

What is training?

Provides learners with the knowledge and skills needed for their jobs. Designed to improve competencies and organizational performance.

What is organizational fit?

Refers to management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system.

What is a Needs Assessment?

Required to understand where training is needed, what needs to be trained, and who will be trained. 3 steps to conducting needs assessment: 1. Organizational Analysis 2. Task Analysis 3. Person Analysis

Assessment Centers

Selection technique that requires individuals to perform activities similar to those they might encounter in an actual job. 1. Multiple methods: -role plays, -in-basket/simulations, -leadership group discussion. 2. Multiple Assessees 3.Multiple Assessors

Self Assessment:

Self-assessment is the process of learning about oneself. -It can help a person avoid mistakes. -It should be a continuous process. -And it is an individual's responsibility. 1. Strength/Weaknesses Balance Sheet: assists people in becoming aware of their strengths & weaknesses. 2. Likes and Dislikes Survey: assists individuals in recognizing restrictions they place on themselves.

What is reliability?

The extent to which a selection test provides consistent results regardless of time and form. (should always get the same results)

What is validity?

The extent to which a test measures what it claims to measure. (A test could be reliable without being valid (not actually measuring what it's supposed to be measuring).

What is career development?

The formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed.

What is a selection rate and how do you calculate it?

The number of applicants hired from a group of candidates. 100 qualified applicants 25 chosen Selection rate= 25/100= 25%

What is acceptance rate and how do you calculate it?

The number of applicants who accepted the job divided by the number who were offered the job.

What is the leniency rating error?

The tendency to use only the high end of the scale.

What do cognitive ability tests measure?

These tests determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. (reason, plan, solve problems, and comprehend complex ideas). NFL uses Wonderlic Intelligence Test Specific Cognitive Abilities (Construc/Predictor): mechanical, spatial, and clerical.

What are Personality Tests?

They are self-reported measures of traits, temperaments, or dispositions (leadership, teamwork, assertiveness). ex: Integrity tests (which measures attitudes toward theft, absenteeism, dishonesty, violence, and other rule-breaking behaviors). Why Integrity Tests? 1. consequences of rule-breaking are high 2. predictive power, and 3. simple and cost-effective administration

What are job-knowledge tests?

They are tests designed to measure a candidate's knowledge of the duties of the job (e.g. lawyers).

What is transfer of training?

Transfer of training: is the extent to which an employee generalizes knowledge and skill learned in training to the workplace. Tips to increase: -Maximize similarity b/w training and job. -Provide adequate amount of practice time. -Provide different situations/contexts for practicing behaviors. -Work with trainer, trainee, & mgmt. to monitor job performance.

What are interviews?

Used to gain insight about job knowledge, abilities, skills, personality, & personality, and person-organizational/culture fit. (get &give) However, they are not great at predicting actual success on the job but most commonly used.

What is Simulations and Virtual Reality Training?

Virtual reality training: a type of computer-based training that uses 3D computer-generated imagery. -Conditions are very similar to actual job conditions. -Usually useful when on-the-job training is too risky. + Immediate feedback (scores) + Highly similar to job conditions + Highly engaging (entertaining) - Very expensive

What is the Severity error?

The tendency to use only the low end of the scale.

What is the central tendency error?

The tendency to use only the midpoint of the scale.

What are some examples of psychomotor ability tests?

-Arm-hand steadiness, -Finger dexterity, -Reaction time (manufacturing type jobs). -Typing Test (WPM), -Control simulator

Types of Training Methods:

1. Classroom method 2. E-Learning 3. Role-Playing 4. On-the-job training 5. Simulations/Virtual Reality 6. Cross Training

What is the paired comparison method of performance appraisal?

Each employee is compared to one another.

What is selection?

It is the process of choosing the individual best suited for a particular position and organization from a group of applicants.