Human Resource Exam 2

Organizational inducements

- positive features and benefits offered by an organization to attract job applicants

Web 2.0

-A web portal enables specific groups such as business partners, customers, or vendors to access an organization's intranet. -Web based communities

5 methods of recruiting

-Both promotions and transfers should be posted. -Openings should be posted for a specified time period before external recruitment begins. -Eligibility rules for the job posting system need to be developed and communicated. For example, one eligibility rule might be that no employee can apply for a posted position unless the employee has been in his or her present position for six months. -Specific standards for selection should be included in the notice. -job bidders should be required to list their qualifications and reasons for requesting a transfer or promotion.

Problems with succession planning?

-Crowned prince syndrome- occurs when management considers for advancement only those who have managed to become visible to senior management -It is focused on just senior levels in most organizations

What is reclassification?

-Demoting an employee, downgrading job responsibilities, or a combination of the two -Usually accompanied but a reduction in pay

Outline several possible topics for a general company orientation.

-Duties -Pay -Working conditions -General aspects of the organization

EEOC recommendations for job advertising

-Help wanted ads should not indicate any race, sex or age performance for the job unless the sex is a bona fide occupational qualification. Organizations are also encouraged to advertise in media directed towards minorities and women. -Advertising should indicate that the organization is an equal opportunity employer and not discriminate. -EEOC recommends that organizations avoid recruiting primarily by employee referral and walk-ins. -Advertising should indicate that the organization is an equal opportunity employer. -Campus recruiting visits should be scheduled at colleges or universities with large female and minority groups.

Reference Checking

-Most frequently conducted by telephoning past employers -Applicant will list someone who will give them a positive recommendation so they have limited value

Describe some preemployment inquires that should be eliminated or carefully reviewed to ensure their job relations.

-Race, Color, national origin, and religion -Arrest and conviction records -Credit ranking

Replacement Planning vs. Succession Planning

-Replacement planning is to identify the backup to fill a job when it becomes vacant. -Succession planning is future focused

Succession planning

-Technique that identifies specific people to fill future openings in key positions throughout the organization -Considers the past performance and future potential of individuals -Anticipates the changing needs of an organization. -Future focused

Advantages of using internal methods of recruitment

-good idea of the strengths and weaknesses of its employees. Performance evaluations are available of the employees. -More accurate data, thus reducing chance of making wrong decision. Employee will not have inaccurate expectations of the company. -Employee Motivation.

Disadvantages of using internal methods of recruitment

-negative impact on those employees not promoted. -New ideas and innovations can be stifled.

Software as a service (Saas)

-relatively new approach to software delivery that involves accessing standard business applications over the internet -Involves users accessing standard business applications over the Internet on a pay-as-you-go basis, usually for a monthly subscription fee.

Departmental Orientation

-specific orientation that describes topics unique to the new employee's specific department and job

Benchmarking (Forecasting HR needs)

-thoroughly examining internal practices and procedures and measuring them against the ways other successful organizations operate. -Learn what other successful organizations in the industry are forecasting.

HRP consists of four basic steps:

1. Determining the impact of the organization's objectives on specific organizational units. 2. Defining the skills, expertise, and total number of employees (demand for human resources) required to achieve the organizational and departmental objectives. 3. Determining the additional (net) human resource requirements in light of the organization's current human resources. 4. Developing action plans to meet the anticipated human resource need

What is the 4/5ths rule?

A limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

Web Portal

A web portal enables specific groups such as business partners, customers, or vendors to access an organization's intranet.

Adverse (or disparate) impact

Adverse impact is a condition that occurs when the selection rate for minorities or women is less than 80 percent of the selection rate for the majority group in hiring, promotions, transfers, demotions, or other employment decisions.

Orientation Kit

An orientation kit is a packet of information given to the new employee to supplement the verbal orientation program. Not to give too much information

Aptitude Tests

Aptitude tests measure a person's capacity or potential ability to learn and perform a job.

In some organizations, a new employee's coworkers conduct the job orientation. This type of an orientation is termed a ____.

Buddy system- Enlisting the help of seasoned employees to help train or mentor new employees is commonly known as the buddy system and utilized in many organizations. If a buddy system is to work successfully, the employee chosen for this role must be carefully selected and properly trained in the orientation responsibilities.

Concurrent Validity

Concurrent validity is established by identifying a predictor such as a test, administering the test to present employees, and correlating the test scores with the present employee's performances on the job.

The difference between succession planning and replacement planning is that succession planning:

Considers the future potential of individuals- Succession planning identifies a "talent pool" that can be developed in preparation for future responsibilities. Succession planning considers not only past performance but also the future potential of individuals.

Construct Validity

Construct validity refers to the extent to which a selection procedure or instrument measures the degree to which job candidates have identifiable characteristics that have been determined to be important for successful job performance. Job-related constructs might include verbal ability, space visualization, and perceptual speed

Content Validity

Content validity refers to whether the content of a selection procedure or selection instrument, such as a test, is representative of important aspects of performance on the job.

A study found that turnover rates for employees hired through ____ were lower than for employees hired through the other methods

Employee Referrals

Human resource planning must be conducted independent of an organization's strategic plan to ensure its effectiveness. True or false

False- Human resource planning contributes significantly to the strategic management process by providing the means to accomplish the outcomes desired from the planning process. In essence, human resource demands and needs are derived from the strategic and operating planning and then compared with human resource availability and resources.

Attracting, contacting, and evaluating potential employees is easier when recruiting from external sources. True or False

False-One disadvantage of external recruitment is that attracting, contacting, and evaluating potential employees is more difficult.

Realistic job previews (RJP's) attempt to sell an organization and a job to a prospective employee by making both look good. True or false

False-Realistic job previews (RJPs) provide complete job information, both positive and negative, to the job applicant. Traditionally, organizations have attempted to sell the organization and the job to the prospective employee by making both look good.

Usually, the human resource (HR) manager should bear full responsibility for a new employee's orientation. True or False

False-Since there are two distinct levels of orientation, the human resource department and a new employee's immediate manager normally share responsibility for orientation.

Interest Tests

Interest tests are designed to determine how a person's interests compare with the interests of successful people in a specific job.

Intranet

Intranet is a private computer network that uses internet products and technologies to provide multimedia applications within organizations

Job posting and job bidding

Job posting and bidding are an internal method of recruitment in which notices of available jobs are posted in central locations throughout the organization and employees are given a specified length of time to apply for the available jobs.

A brief assessment of a manager's past performance strengths, and potential for advancement is included in a:

Management inventory- A management inventory often contains brief assessments of the manager's past performance, strengths, weaknesses, and potential for advancement. In essence, a management inventory is a specialized type of skills inventory just for management.

Needs Assessment

Needs assessment is a systematic analysis of the specific training activities the organization requires to achieve its objectives.

A systematic analysis of the specific training activities an organization requires to achieve its objectives is called:

Needs assessment- Needs assessment is a systematic analysis of the specific training activities the organization requires to achieve its objectives. In general, five methods can be used to gather needs assessment information: interviews, surveys/questionnaires, observations, focus groups, and document examination.

In an organization, who has the primary responsibility for a new employee's job training?

New employee's manager- Since there are two distinct levels of orientation, HR and the employee's department manager share responsibility for orientation. Job specific training is conducted by the department manager or designated seasoned employee who has the required knowledge, skills, and abilities needed to complete the work. HR is responsible for coordinating both levels of orientation and provides information that all employees need to know to be successful in their employment.

Identify which statement about organizational objectives is not true.

Organizational objectives, which give the organization and its members direction and purpose, should be stated in terms of expected results. The objective-setting process begins at the top of the organization with a statement of mission, which defines the organization's current and future business. Long-term objectives and strategies are formulated based on the organization's mission statement. An organization's mission should NOT be based on its objectives.

Personality Tests

Personality tests attempt to measure personality characteristics.

Predictive validity

Predictive validity is established by identifying a criterion predictor such as a test, administering the test to the entire pool of job applicants, and hiring people to fill the available jobs without regard to their test scores. At a later date, the test scores are correlated with the criteria of job success to see whether those people with high test scores performed substantially better than those with low test scores.

Recruitment

Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen.

Proficiency Tests

Proficiency tests measure how well the applicant can do a sample of the work required in the position.

____ involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen.

Recruitment-Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen.

Reliability

Reliability refers to the extent to which a criterion predictor produces consistent results if repeated measurements are made.

Identify which statement about strategy linked HRP is true.

Strategy-linked HRP is based on a close working relationship between human resource staff and line managers. Human resource managers serve as consultants to line managers concerning the people-management implications of business objectives and strategies. Line managers, in turn, have a responsibility to respond to the business implications of human resource objectives and strategies.

Advantages of external methods of recruiting

The advantages are that the pool of talent is much larger; new insights and perspectives can be brought to the organization; and it is frequently cheaper and easier to hire technical, skilled, or managerial employees from outside.

Disadvantages of external methods of recruiting

The disadvantages are that attracting, contacting, and evaluating potential employees are more difficult; adjustment or orientation time is longer; and morale problems can develop among those employees within the organization who feel qualified to do the job.

The First challenge of a human resource planning is to

The first challenge of HRP is to translate the organization's plans and objectives into a timed schedule of employee requirements. Once the employee requirements have been determined, HRP must devise plans for securing the necessary employees.

General Company Orientation

The introduction of new employees to the organization, work unit, and job

Polygraph Test

The polygraph records physical changes in the body as the test subject answers a series of questions. The operator makes a judgment on whether the subject's response was truthful or deceptive by studying the physiological measurements recorded as the questions were answered.

Selection Proces

The steps in the selection process are the application form, the preliminary interview, formal testing, the follow-up interview, reference checking, the physical examination, and making the final selection decision.

Structured interview

The structured interview is conducted using a predetermined outline

Which of the following is true of cooperative work programs?

They offer an opportunity for both a formal education and work experience- Through cooperative work programs, students may work part-time and go to school part-time, or they may go to school and work at different times of the year. These programs attract people because they offer an opportunity for both a formal education and work experience.

Training

Training is a learning process that involves the acquisition of skills, concepts, rules, or attitudes to enhance employee performance.

Three categories of training objectives

Training objectives can be categorized as instructional objectives, organizational and departmental objectives, and individual performance and growth objectives.

Changes in workforce refer not only to the workforce composition but also to its work habits - True or false?

True

The likelihood of an employee having inaccurate expectations or becoming dissatisfied with an organization is reduced when recruiting is done from within. True or False

True

The objective of an employee selection process is to attract qualified candidates to apply for a job opening. True or False

True

A layoff is synonymous with termination. True or False

True- A layoff, as opposed to a termination, assumes it is likely that the employee will be recalled at some later date.

Training objectives should state what impact training will have on the employees and the organization when it is completed. True or False

True- Effective training objectives should state what will result for the organization, department, or individual when the training is completed.

Spacing out training over a period of time facilitates the learning process. True or False

True- Trade-offs are involved in deciding whether the training should be given on consecutive days or at longer intervals. Generally, spacing out training over a period of time facilitates the learning process.

Unions generally prefer promotions based on seniority for unionized jobs? True of False

True- Unions generally prefer promotions based on seniority for unionized jobs. Many organizations, on the other hand, prefer promotions based on prior performance and potential to do the new job.

Training needs must be determined prior to establishing training objectives. True or False

True-After training needs have been determined, training objectives must be established for meeting those needs.

What factor usually plays a large role in unionized organizations?

Unions prefer promotions based on seniority.

Unstructured interview

Unstructured interviews are conducted without a predetermined checklist of questions.

Validity

Validity refers to how well a criterion predictor actually predicts the criteria of job success

Online Recruitment

With the growing use of the Internet, job candidates seeking employment and managers searching for qualified job applicants are increasingly relying on the Internet. Businesses are advertising job openings on job sites such as Monster.com, Hire.com, and Hotjobs. com. On many of these, job openings are posted for 30 days for less than the cost of running one single advertisement in a Sunday newspaper. In addition, Internet job listings tend to generate nine times as many résumés as one "want ad" in a Sunday newspaper. At the same time, online recruitment does not suit all job vacancies. Although the Internet can open up the process to a wider pool of candidates, it can also result in having too many applicants and generate many unqualified candidates.

Selection Process

choosing from the pool of qualified candidates the individual or group of individuals are likely to succeed in a given job

Strategy linked HRP

close working relationship between HR staff and line managers.

PaaS- Platform as a service

deliver a computing platform that usually includes an operating system, programming language execution environment, database, and web service. Users develop and run their software on a cloud platform without having to buy and manage the underlying hardware without software layers

Human Resource Planning

determines the specific number of jobs to be filled

Organizational Orientation

general orientation that presents topics of relevance and interest to all employees

Job analysis

gives the nature and requirements of specific jobs.

The aim of the cascade approach to objective setting is to:

involve all levels of management in planning- The cascade approach is not a form of top-down planning, whereby objectives are passed down to lower levels of the organization. The idea is to involve all levels of management in the planning process.

IaaS Infrastructure as a service

most basic of cloud service models where providers offer computers and other resources

Are polygraphs allowed in most employment settings?

no

Human Resource Planning HRP

process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time.

Under strategy-linked human resource planning (HRP), line managers have a responsibility to respond to the business implications of human resource objectives and strategies: True or False?

true

Scenario Analysis (Forecasting HR needs)

using workforce environmental scanning data to develop alternative workforce scenarios.