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Human Resource Managment > chpter 6 > Flashcards

chpter 6 Flashcards

1
Q

selection

A

process of choosing from a group of applicants the individual best suited for a particular position and the organisation

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2
Q

environmental factors affecting the selection process

A

other HR functions, egal considerations, speed of decision making, organisational hierarchy, applicant pool, type of oganisation, probationary period, orgnisational fit

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3
Q

applicant pool:

A

number of qualified applicants recruited for a particular job

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4
Q

selection ratio

A

number of people hired for a particular job compared to the number of qualified individuals in the applicant pool.

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5
Q

organisational fit

A

Managements perception of the degree to which th prospctive employee will fit in with the firms culture or value system
a poor fit harms organisational effectiveness, hurts morale and drains creativity

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6
Q

selection process

A

determine if applicant is qualified, educate candidate and to assess cultural fit

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7
Q

selection technology

A

applicant tracking system and candidate relationship manangement

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8
Q

applicant tracking system

A

talent management system, helps and enterprise to select employees more efficiently, screening resumes, spotting candidatesm conducting tests and handling abckgound investigations

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9
Q

candidate relationship management

A

help manage potential actual applicants in an organised manner

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10
Q

selection process how?

A

recruited individual, preliminary screening, review of applications and resumes, selection tests, employment interview, pre employment screening:background and reference check, selectio decision, physical examination, employed individual

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11
Q

preliminary screening

A

eliminate those who dont meet the positions requirements

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12
Q

review of applications

A

application form can be helpful since essential information is included and presented in a standardised format

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13
Q

resumé

A

goal directed summary of a persons experience, education and training developed for use in the selection process.

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14
Q

keywords

A

words and phrases that are used to search databases for resumes that match

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15
Q

keywords resume

A

resume that contains adequate description of the job seekers characteristics and industry secific experience presented in keyword terms in order to accommodate the computer search process.

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16
Q

selection tests:

A

rate factors such as: aptitute, personality, abilities, motivation
predict on-the-job performance, identify attitudes and job related skills
does not predict if the individual is motivated to perform

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17
Q

characterisitcs of properly designed selection tests:

A

standardisation, obectivity, norms, reliability, validity

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18
Q

standardisation

A

uniformity of the procedures and conditions related to administering the tests

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19
Q

objectivity

A

condition that is achieved when everyone scoring a given test obtains the same results (multiple choice, true false are objective)

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20
Q

norm

A

frame of reference for comparing an applicants performance with that of others.

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21
Q

reliability

A

extend to whihc a selection test provides consitent results

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22
Q

validity

A

extent to which a test measures what it claims to measure

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23
Q

test validity approaches

A

criterion-related validity, content validitym construct validity

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24
Q

citerion related validity

A

compares scores on selection tests to some aspect of job performance determined for example by performance appraisal

25
Q

content validity

A

person performs certain tasks that are actually required by the job or completes a paper and pencil test that measures relevant job knowledge

26
Q

construct validity:

A

determines weather a test measures certain constructs, traits that job analysis finds to be important in performing a job

27
Q

types of employment tests:

A

cognitive aptitude tests, psychomotor abilities tests, job knowledge tests, work sample test, vocational interests tests, personality test

28
Q

cognitive aptitude tests

A

determine general reasoning, memory, vocabulary, verbal fluency and numerical ability

29
Q

psychomotor abilities tests

A

measures strength, coordination and dexerity

30
Q

job knowledge tests,

A

measure candidates knowldge of the duties of the job

31
Q

work sample test

A

requite applicant to perform a task representative of the job

32
Q

vocational interests tests

A

indicate occupation a person is most interested in and the one likely to provide satisfaction

33
Q

personality test

A

sel reported measures o traits, temperaments or dispositions

34
Q

assessment center

A

selection techniique that requires individuals to perform activities similar to those they might encounter in an actual job
one of the most powerful tools
in basket exercies, management games, leaderless discussion group, mock interviews

35
Q

genetic tests

A

tests given to identify predisposition to inherited diseases.

36
Q

graphoanalysis

A

handwriting analysis as selection factor

37
Q

employment interview:

A

gol oriented conversation in which an interview and an applicant exchange information
often subjective and not predictors of success on the job, still primary methods companies use to evaluate applicants, good to see fi its an organisational fit

38
Q

content of an interview

A

occupational experience, academic achievement, interpersonal skills,personal qualities

39
Q

general types of interviews

A

unstructured interview, stuctured interview, behavioral interview, situational interview

40
Q

unstructured interview

A

job applicant is asked probing, open-ended questions

41
Q

structured interview

A

each applicant for a particular job is asked the same series of job related questions
reduces subjectivity and inconsistency of unstructured interview

42
Q

behavioural interview

A

structured interview in whihc applicants are asked to relate actual incidents from their past relevent to the target job
past behaviour as predicter for futur behaviour

43
Q

situational interview:

A

gives interviewrs better insight in how canddate would perform in the work environment by creating hypothetical situations candidates would likely to encounter on the job and asking them how they would handle it

44
Q

methods of interview

A

one-on-one, group, board, multiple, video, stress, realistic job interview

45
Q

group interview

A

meeting in which several job applicants interact in the presence of one or more company representatives
interpersonal competence, saves time

46
Q

board interview

A

several of the firms representatives interview candidates at the same time
multiple viewpoints, pool evaluation of candidate

47
Q

stress interview

A

form of interview in which the interviewr intentionally creates anxiety

48
Q

realistic job interview

A

method of conveying both positive and negative job information to an applicant in an unbiased manner
fewer employees accept offer but the ones that do stay

49
Q

potential interviewing problems

A

inappropriate questions, permitting non job related information, interviewer bias, interviewer domination, lack of training, non verbal communication

50
Q

reference checks

A

validation from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy

51
Q

negligent hiring

A

liability a company incurs when it fails to conduct a reasonable investigation of an applicants background and then assigns a potentially dangerous person to a position in which he or she can inflict harm

52
Q

Human capital metrics

A

measures of HR performance

how employees contribute to the bottom line how HR activities contribute

53
Q

metrics for evaluating effectiveness of recruitmen/selection

A

quality of hiere, time required to hire, new-hire retention, hiring managers overall satisfaction, turnover rate, cost per hire, selection rate, acceptance rate, yield rate

54
Q

new hire retention

A

if people that are newly hired quit in a few years time already

55
Q

turnover rate:

A

number of times employees had to be replaced during a year

56
Q

selection rate

A

number of applicants hired from a group of candidates expressed as a percentage

57
Q

acceptance rate

A

number of applicants that accepted the job divided by number of applicants that were offered the job

58
Q

yield rate

A

percentage of applicants from a particular source and method that make it to the next stage of the selection process

59
Q

LinkedIN hiring solutions

A

variety of services for in house and external recruiters, online job postings and ways to organise job searches

Human Resource Managment (17 decks)

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