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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
content validity
person performs certain tasks that are actually required by the job or completes a paper and pencil test that measures relevant job knowledge
26
construct validity:
determines weather a test measures certain constructs, traits that job analysis finds to be important in performing a job
27
types of employment tests:
cognitive aptitude tests, psychomotor abilities tests, job knowledge tests, work sample test, vocational interests tests, personality test
28
cognitive aptitude tests
determine general reasoning, memory, vocabulary, verbal fluency and numerical ability
29
psychomotor abilities tests
measures strength, coordination and dexerity
30
job knowledge tests,
measure candidates knowldge of the duties of the job
31
work sample test
requite applicant to perform a task representative of the job
32
vocational interests tests
indicate occupation a person is most interested in and the one likely to provide satisfaction
33
personality test
sel reported measures o traits, temperaments or dispositions
34
assessment center
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
genetic tests
tests given to identify predisposition to inherited diseases.
36
graphoanalysis
handwriting analysis as selection factor
37
employment interview:
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
content of an interview
occupational experience, academic achievement, interpersonal skills,personal qualities
39
general types of interviews
unstructured interview, stuctured interview, behavioral interview, situational interview
40
unstructured interview
job applicant is asked probing, open-ended questions
41
structured interview
each applicant for a particular job is asked the same series of job related questions reduces subjectivity and inconsistency of unstructured interview
42
behavioural interview
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
situational interview:
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
methods of interview
one-on-one, group, board, multiple, video, stress, realistic job interview
45
group interview
meeting in which several job applicants interact in the presence of one or more company representatives interpersonal competence, saves time
46
board interview
several of the firms representatives interview candidates at the same time multiple viewpoints, pool evaluation of candidate
47
stress interview
form of interview in which the interviewr intentionally creates anxiety
48
realistic job interview
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
potential interviewing problems
inappropriate questions, permitting non job related information, interviewer bias, interviewer domination, lack of training, non verbal communication
50
reference checks
validation from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy
51
negligent hiring
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
Human capital metrics
measures of HR performance | how employees contribute to the bottom line how HR activities contribute
53
metrics for evaluating effectiveness of recruitmen/selection
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
new hire retention
if people that are newly hired quit in a few years time already
55
turnover rate:
number of times employees had to be replaced during a year
56
selection rate
number of applicants hired from a group of candidates expressed as a percentage
57
acceptance rate
number of applicants that accepted the job divided by number of applicants that were offered the job
58
yield rate
percentage of applicants from a particular source and method that make it to the next stage of the selection process
59
LinkedIN hiring solutions
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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