L5 Flashcards
(19 cards)
- What does VUCA stand for and why does it matter in HR planning?
VUCA = Volatile, Uncertain, Complex, Ambiguous;HR planning must adapt tounpredictable business environments.
- What are the five HR strategies for future workforce needs?
Restructuring, Training & Development, Recruitment, Outsourcing, Collaboration.
- What is the purpose of HR action plans?
To translate HR strategies into concrete, practical steps for implementation.
- What is a job description?
It defines job-related data including title, location, responsibilities, tools used, and hazards, used to attract and select candidates.
What is a job specification?
A written statementwritten statement of the required:
1.qualifications
2.experience
3.characteristics (skills, health, attitude)
needed for the job.
- How are job description and job specification related to job analysis?
They are the two outputs of job analysis
help in :
1. recruitment,
2. selection,
3. performance evaluation
4. training needs assessment.
- What are the key components of structured interview questions?
Questions are:
1.based on job analysis,
2. grouped into categories (situational, biographical, knowledge),
3. asked equally to all candidates.
- What are the six potential areas assessed in structured interviews?
Upbringing
Education
Work History
Aspirations, Circumstances
Interests.
- Name common biases that affect interviewers.
Gender bias
First-impression effect Contrast effect
Non-verbal communication
Physical attractiveness
Similarity effect
Likeability
Ideal stereotype
- What makes structured interviews preferable to unstructured interviews?
They reduce subjectivity, are based on uniform criteria, and show greater reliability and validity.
What is a competency-based interview (CBBI)?
An interview that explores how candidates used specific skills in real past situations to predict future job behavior.
- According to McClelland, why are competencies more predictive than test scores?
Because hidden traits and behaviors—not academic performance—drive superior workplace performance.
What are competencies and their two main types?
Competencies are underlying traits leading to high performance;
1.technical (measurable) 2.behavioral (deep-seated, harder to measure).
What elements can a competency include?
1.Skill,
2.Knowledge,
3.Self-image,
4.Values,
5.Traits,
6.Motives (linked to Maslow’s hierarchy of needs).
- What is the Iceberg Model in competency theory?
Visible traits like skills and knowledge are above the surface; deeper traits like values and motives are below and drive performance.
- What are the benefits of competency-based selection?
1.Predicts behavior,
2.ensures fairness,
3.aligns hiring with job goals,
4.minimizes hiring risk.
- What does STAR stand for in CBBI?
Situation,
Task,
Action,
Result
— a format to evaluate a candidate’s behavior in past situations.
- What are incomplete STAR answers and how are they spotted?
They lack clarity or detail and may includevague, opinion-based,hypothetical statements instead of real past actions.
What are the final biases to consider in structured interviews, and what do they mean?
1.Information favourability: Negative info weighs more heavily than positive info in judgment.
2.Information utilisation: Interviewers often rely on irrelevant details instead of job-related criteria.
3.Decision time: Most decisions are made early in the interview, often within 4 minutes.
4.Job & applicant information effects: Context like job type or how a candidate looks on paper can influence perception unfairly.
