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Industrial Organization > Lesson 3: RSP > Flashcards

Lesson 3: RSP Flashcards

1
Q

3 sequential HR functions involved in the hiring process.

A

Recruitment, Selection, Placement

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2
Q

Process of searching for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from the time to time in organizaton.

A

Recruitment

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3
Q

Reference for the qualification requirements.

A

Job description

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4
Q

Type of recruitment which is a process of attracting job applicants from those currently working for the firm; qualified candidates from the company within the ranks of its present employees get transferred/promoted; promote/transfer someone from the organization.

A

Internal recruitment

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5
Q

2 types of internal recruitment.

A

Competitive
Noncompetitive

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6
Q

Type of internal recruitment where the position is applicable/open for everyone.

A

Competitive

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7
Q

Type of internal recruitment which could be a ladder for promotion; needs specific competencies; and limited to those in the position.

A

Noncompetitive

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8
Q

Type of recruitment which is a process of attracting job applicants from outside the organization; hiring from the outside source.

A

External recruitment

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9
Q

You adjust if you’re new in the department.

A

Culture fit

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10
Q

You add your culture to make the department more diverse.

A

Culture add

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11
Q

9 Methods of recruitment

A

Job post
Media advertisement
Recruiters/Headhunters
Point-of-purchase (pop)
Employee referral/The word-of-mouth system
Direct mail
Internet
Job fairs
Walk-ins and unsolicited applicants

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12
Q

A method of recruitment where every time a position becomes available, it is posted in the company bulletin board for the information of all interested parties; job vacancy notice is posted and all qualified employees may bid.

A

Job post

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13
Q

A method of recruitment where as soon as people learn that there’s a job opening, the words spreads around.

A

Word-of-Mouth system

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14
Q

A method of recruitment where they solicit applicants by advertising through media, newspapers, magazines, radio, or television.

A

Media advertisement

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15
Q

2 types of media advertisement.

A

Newspaper ads
Electronic media

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16
Q

4 ways to respond to ads.

A

Respond by calling
Apply-in-person ads
Send-resume ads
Blind box

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17
Q

A term used by marketers and retailers when planning the placement of consumer products, such as product displays strategically placed in a grocery store aisle.

A

Point-of-purchase

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18
Q

A recruitment method where the organizational representatives of the company gather and interview several applicants over a period of one or two days in some specific fields.

A

Job fair

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19
Q

Process of determining from among the applicants who can meet the job requirements & can be offered the vacant position in the organizaiton.

A

Selection

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20
Q

Determines the selection procedure/process on how to get the most qualified applicants.

A

Human Resource Management Office/ Human Resource Development Office

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21
Q

Who approves the standard operating procedures?

A

Managers and top executives

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22
Q

What is used as a basis when looking for people?

A

Manpower Requisiton Form

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23
Q

Recruitment slot for a possibility of being regular.

A

Probation

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24
Q

Contract ends once the project ends.

A

Coterminous

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25
Q

Has a functional authority to assist higher-ups in all related personnel functions; screen and refer.

A

HRD

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26
Q

Who has the final decision for selection?

A

Requisitioning department head

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27
Q

Selection process/method (7).

A

Preliminary/Initial screening
Application form
Testing & Evaluation
In-depth interview/Final interview
Evaluating references/ Reference check
Medical requirements
Placement

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28
Q

3 characteristics of effective employee selection techniques.

A

Valid
Reduce the chance of legal challenge
Cost-effective

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29
Q

A characteristic which measures what it’s supposed to measure.

A

Valid

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30
Q

3 types of validity.

A

Content validity
Criterion validity
Construct validity

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31
Q

Type of validity that is based on JA.

A

Content validity

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32
Q

The type of validity that predicts work-related behavior.

A

Criterion validity

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33
Q

Type of validity which measures the construct it purports to measure.

A

Construct validity

34
Q

Universal selection tool to evaluate a candidate’s suitability for employment or assess the competencies of an applicant in relation to the job organizational requirements.

A

Employment interviews

35
Q

3 strategies in doing interviews.

A

Structure
Style
Medium

36
Q

Types of structures in interviews.

A

Structured
Unstructured

37
Q

5 Types of styles in interviews.

A

One-on-one
Serial
Return
Panel
Group

38
Q

4 Types of mediums in interviews.

A

Face-to-face
Telephone
Video (conference)
Written

39
Q

2 types of interview.

A

Structured
Unstructured

40
Q

Type of interview which follows a set of procedures & the interviewer sets the lead; there’s a standardized scoring key to evaluate each answer; more on job relatedness; JA based questioning.

A

Structured interview

41
Q

2 types of structured interview.

A

Past-focused (Behavioral/Competency based)
Future-focused (Situational)

42
Q

Type of interview which provides no specific reference.

A

Unstructured interview

43
Q

4 Disadvantages of unstructured interview

A

Poor intuitive ability
Lack of job relatedness
Creates primacy & contrast effect
Interviewer-applicant similarities

44
Q

Giving the applicant an honest assessment of the job; includes both good and bad aspects of the job.

A

Realistic Job Previews

45
Q

Commonly used instrument to determine qualifications & subsequent performance of the applicant; frequently used test include cognitive ability tests, personality tests, job performance/skill.

A

Employee testing

46
Q

Measuring device applied in consistent & systematic function to measure a sample of behavior.

A

Psychological test

47
Q

Process of finding the right job for a particular person.

A

Placement

48
Q

Psychological test has to have (5):

A

Standardization
Objectivity
Norms
Reliability
Validity

49
Q

Uniformity of conditions & procedures.

A

Standardization

50
Q

Scoring of test results (right or wrong).

A

Objectivity

51
Q

Frame of reference.

A

Norms

52
Q

Consistency of response on a test.

A

Reliability

53
Q

Measures what it purports to measure.

A

Validity

54
Q

3 types of Psychological test.

A

Cognitive ability tests
Personality test
Emotional intelligence tests

55
Q

2 types of cognitive ability test.

A

Intelligence test
Aptitude test

56
Q

Type of cognitive ability test which measures the general ability of a person to think, analyze, reason, plan, & solve problems.

A

Intelligence test

57
Q

Examples of Intelligence Test.

A

Culture Fair Intelligence Test (CFIT)
Raven’s Progressive Matrices (RPM)

58
Q

Type of cognitive ability test which measures the ability to learn or the potential to develop proficiency in a specialized field or area.

A

Aptitude test

59
Q

Type of psych test which measures a variety of psychological traits.

A

Personality test

60
Q

2 categories of personality test.

A

Measurement of types of normal personality
Measurement of psychopathology

61
Q

Type of personality test which measures traits such as OCEAN.

A

Measurement of types of normal personality

62
Q

Examples of measurement of types of normal personality.

A

Minnesota Multiphasic Personality Inventory (MMPI)
16PF/16PFi

63
Q

Type of personality test which measures problems such as depression, bipolar disorder etc.

A

Measurement of psychopathology

64
Q

Example of measurements of psychopathology.

A

Projective test

65
Q

Used to reveal conscious and unconscious attitudes & motivation of a person.

A

Projective test

66
Q

Examples of projective test.

A

Rorschach inkblot test
Thematic apperception test
Sentence completion test

67
Q

Type of psych test which measures the main constructs of EQ/IQ .

A

Emotional Intelligence test

68
Q

5 main constructs of EQ/IQ.

A

Self-awareness
Self-regulation
Social skills
Empathy
Motivation

69
Q

Father of EQ.

A

Daniel Goleman

70
Q

5 issues in Employment Testing.

A

Test validity
Over-acceptance of the test
Test familiarity
Faking test response
Lack of knowledge about test usage & interpretation

71
Q

Summary of applicant’s professional & educational background.

A

Resumé

72
Q

3 characteristics of effective resume.

A

Must be attractive & easy to read
Cannot contain typing, spelling, grammatical or factual mistakes
Makes the applicant look as qualified as possible (without lying)

73
Q

3 types of resumé.

A

Chronological
Functional
Psychological

74
Q

Process of confirming the accuracy of information provided by an applicant.

A

Reference check

75
Q

Expression of an opinion regarding an applicant’s ability, previous performance, work habits, character or potential.

A

Reference

75
Q

4 reasons for using references & recommendations.

A

Confirming details on resumé
Checking for discipline problems
Discovering new information about the applicant
Predicting future performance

76
Q

Process concerned with matching individual skills, knowledge abilities, preferences & personality to a job; a person is assessed for their skills, qualities, & personality and supported to find a place in an organization they will be happy with.

A

Placement

77
Q

Benefits of placement.

A

Increased retention
Decreased absence
Increases productivity
Increases loyalty

78
Q

Need for T&D

A

Change
Holistic development of self

79
Q

Benefits of T&D

A
  • Higher employee engagement and productivity
    -Better conformance to performance and quality standards
  • Greater Customer satisfaction
  • Increase sales and profits
  • Enhancement of corporate image

Industrial Organization (10 decks)

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