Unit 2: Personnel Foundations (HR Functions)

Explain the difference between the two types of job analysis, state which is used more often, and be able to explain why it is used more often.

- Task Oriented job analysis: Focuses on the tasks of the job (behaviors, tools, results). More common and more acceptable because they are more valid according to the law - Worker Focused job analysis: Focuses on the characteristics or attributes (personality) of the worker

Be able to define and explain who is involved in 360˚ feedback.

360˚ feedback is where an employee receives feedback from multiple sources including supervisors, peers, subordinates, customers, and self.

Be able to explain what an SME is and how they are related to the job analysis process.

A Subject Matter Expert is someone with a long history in the job and they gather information via interview, observation, and survey in order to see who may be best fit for the job.

According to the lecture, how often should feedback be provided?

Feedback should be provided once a week (preferably), every two weeks at a minimum.

Explain why staffing decisions must be both reliable and valid.

Staffing decisions must be reliable and valid because they increase the chances of hiring the correct person and reduces the risk of losing a court case.

Be able to explain which type of performance information is preferred and why.

Task Focused: - Rating employees based how they perform tasks or duties - Tasks should be determined from the job analysis - Very valid approach (measures should be objective)

Describe the function of a reference check for selection purposes.

The function of a reference check is to confirm information (from the application, cover letter, resume, interview) or find out new information about the applicant. Very subjective and tricky!

Be able to identify and give examples of a work sample selection test, such as the in-basket approach.

The in-basket approach in work sampling stimulates a typical job task which the applicant performs while being objectively measured. Very valid for predicting future performance but some jobs are difficult to stimulate.

Be able to list the three decisions that need to be made when selecting an appraisal method.

The three decisions that need to be made when selecting an appraisal method are what type of performance you will focus on, are behaviors equal, and how should performance be evaluated.

Explain how development is different than training.

- Development: Formal education, job experiences, mentoring relationships, and behavior building that should help prepare for the future or advancement - Training: Systematic acquisition of skills, concepts, or attitudes that results in improved performance in another environment

Be able to define and explain the difference between false positive and false negative selection errors.

- False Positive: An applicant is hired and performed poorly (false = incorrect decision, positive = decision was to hire) - False Negative: An applicant was not hired but would have performed well (false = incorrect decision, negative = decision was NOT to hire)

Be able to differentiate between hands-on and observing training and state why one has the potential to be more effective.

- Hands-on: Trainee performs the task while being monitored, has the potential to be more effective because it allows students to experiment with trial and error, learn from their mistakes, and understand the potential gaps between theory and practice - Observing training: Method that consists of observing and modeling another individual's behavior, attitudes, or emotional expressions

Be able to explain each individual part of KSAOs.

- K = Knowledge: A body of information that is needed to perform a task - S = Skills: The proficiency to perform a learned task - A = Abilities: Basic capacity for performing a wide range of tasks, acquiring knowledge, or developing a skill - O = Other characteristics: Factors other than KSAs, such as personality or motivation

Be able to identify and explain the three levels of a training needs analysis.

- Organizational level: More big picture, determines if training fits the organizational mission, goals, values - Task-level: Usually involves a task analysis, can be a step by step breakdown of the task and/or the KSAs needed (relies on job analysis) - Behavior level: Which individuals or behaviors need training, it should be clear from your objective performance measure which behaviors (individuals) need improvement

Differentiate between examples of structured and unstructured interviews. You should also be able to explain why unstructured interviews are less preferred and what a structured interview should include.

- Structured interviews: Preferable and include: - Questions developed from the results of a job analysis - Asking all applicants the exact same question - Use the same grading rubric for all applicants - Unstructured interviews: Missing one of these aspects (they are subjective) and tend to be ineffective (no set process)

Be able to explain how the results of a job analysis, employee selection, performance measurement/appraisal and training and development are all related.

All related in that they ensure that each job in the company is being performed correctly.

Be able to explain and identify examples of the function of a job analysis. According to Dr. Ring, what is the main function of a job analysis and why?

Functions include writing job descriptions for recruitment, training, selection, job design (KSAs), standards of performance. The main job analysis function is to ensure compliance with legal guidelines. Since the passage of Title VII of the Civil Rights Act of 1964, job analyses have been necessary to determine the validity of the selection tests.

Be able to state why motivation is the key to a learner benefitting from training.

Motivation is the key to a learner benefitting from training because it allows us to change behavior and retain more information.

Define fluency and state when it is and is not necessary.

Performance that is fast and accurate; is usually retained for long periods without practice.

Explain why personality tests should not be used as selection tools.

Personality tests should not be used as selection tools because they have little to no validity for work performance (popular but not valid).

Be able to identify reasons for performance appraisal and state why the reason for performance appraisal is important.

Some reasons for performance appraisal include developing metrics, employee development, employee motivation, termination, incentives, and promotions. Performance appraisal is important because it helps the company to find out whether the employee is being productive or is a liability.

Be able to define personnel psychology and explain what types of roles I/O psychologists who work in the field typically have.

The field of study that concentrates on the selection and evaluation of employees (Example: Human Resource Management). I/O psychologists are typically involved in analyzing jobs, recruitment, training and development, and selection and placement.

Be able to state explain and identify examples of 'the first question a company should ask before training'.

The first question a company should ask before training is, "Is training necessary." Example: An employer is having an issue with employees not signing their names on their daily task reports. Is training necessary? Probably not (gun to the head, motivation issue).

Explain the main purpose of an I/O psychologist with a concentration in personnel psychology. In your explanation, you should be able to identify the different tasks that meet this purpose.

The main purpose of most HR professionals is to ensure that each job in the company is being performed correctly. Tasks that meet this purpose include: - Job Analysis: Define what a job is and what behaviors and tasks are necessary to perform the job - Employee Selection: Hire individuals who are able to perform those behaviors and tasks - Performance Measurement: Measure the performance of current employees to ensure the job is being done accurately - Training and Development: Help employees learn new skills that are necessary for the job

Define Reinforcement

The presentation or removal of a stimulus due to some response, which increases the future likelihood of that response.

Be able to explain the benefits and negatives of employee comparison methods.

- Benefits of employee comparison method: - Gives an accurate, and generally unbiased feedback, the competencies are derived from the job itself, so it provides a good base for improvement - Negatives of employee comparison method: - May be difficult to objectively choose - May not be a real difference between the 10th and 25th person - Assumes performance is normally distributed (this is statistics)