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Recruitment and Selection > Midterm > Flashcards

Midterm Flashcards

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1
Q

What are some socioeconomic factors affecting recruitment and selection

A
  • Global competition
  • rapid advances in technology and the internet
  • changing workforce demographics
  • the economic context
  • type of organization
  • organizational restructuring
  • redefining jobs
  • unionized work environments
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2
Q

how does global competition affect recruitment

A

there are many people that you can hire from. there will be higher costs in searching for the perfect candidates, so organizations must be more efficient and use the best practices for selection and recruitment

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3
Q

how does the rapid advances in technology and the internet affect recruitment and selection

A

most employers expect that their new hires will be computer literates. as well as most HR practices including hiring are done through the computer because e-recruiting is cheaper and more efficient, bringing in a larger pool of candidates.

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4
Q

how does changing workforce demographics affect recruitment and selection

A

the working population is getting older with fewer younger workers available. the abolition of the mandatory retirement age of 65 will pose a problem for HR, they will need to make policies around recruitment and selection of these older workers and hire less younger workers, they will need to accomadte the demographic changes. as well as accepting the growing diversity in canada

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5
Q

how does the economic context affect recruitment and selection

A

economic booms bring skilled labour shortages so recruitment and retention take on strategic importance and are given high priority. Economic slowdowns or recessions lead to cutbacks in jobs, pay and benefits or hiring freezes.

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6
Q

how does the type of organization affect recruitment and selection

A

A challenge is for HR to use the best practices even if the organization is smaller or private. Formal or informal practices may be used depending on type of organization but best practices must be put forward.

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7
Q

how does organizational restructuring affect recruitment and selection

A

HR deals with technology reducing labour jobs and fitting that in with the older generation of workers, as well as providing early retirement incentives or non-age related layoffs or flattening the structure of pyramid hierarchy f employees in a firm.

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8
Q

how does redefining jobs affect recruitment and selection

A

trying to match competencies and knowledge with new hires to the changing jobs. or trying to retain employees who are young and don’t plan on working for the same organization for life

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9
Q

how do unionized work environments affect recruitment and selection

A

recruitment and selection practices are usually addressed in the collective agreement. HR practitioners must know the requirements or it may lead to grievances and arbitration. best practice here would be to include HR in the negotiating process.

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10
Q

what is validity

A

the degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the tests proposed use

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11
Q

what is reliability

A

the degree to which observed score are free from random measurement errors. reliability is an indication of the stability or dependability of a set of measurements over repeated applications of the measurement procedure.

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12
Q

what are the strategies relating to validity

A
  • content validity
  • construct validity
  • criterion related validity
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13
Q

what is content valididty

A

whether the items on a test appear to match the content or subject matter they are intended to assess; assessed through the judgements of experts in the subject area. A related concept is face validity, which is the degree to which test users or other non-experts believe that the test measures the content area

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14
Q

what is construct validity

A

the degree to which a test or procedure assesses an underlying theoretical construct it is supposed to measure; assessed through multiple sources of evidence showing that it measures what is purports to measure and not other constructs. for example, an IQ test must measure intelligence and not personality.

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15
Q

what is criterion-related validity

A

the relationship between a predictor(test score) and an outcome measure; assessed by obtaining the correlation between the predictor and outcome scores

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16
Q

what are strategies of reliability

A
  • test and retest
  • alternate forms
  • internal consistency
  • inter-rater reliability
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17
Q

what is test and retest

A

testing the same characteristic over the same group of people on two different occasions

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18
Q

what is alternate forms

A

using different forms of interviewing so test subjects can’t recall their answers from the previous

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19
Q

what is internal consistency

A

the correlations between the scores of all possible pairs of items are calculated and then averaged which estimates the internal consistency

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20
Q

what is inter-rater reliability

A

several people monitor and then rate the performance of candidates on multiple exercises and then the correlations between these judgments estimate the reliability of the assessmets

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21
Q

what are objective oerfroance appraisal measures

A

production, sales, and personnel data used in assessing individual job performance

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22
Q

what are subjective performance measures

A

ratings or rankings made by supervisors, peers or others that are used in assessing individual job performance.

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23
Q

what is job performance

A

behavior (the observable things people do) that is relevant to accomplishing the goals of an organization

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24
Q

what do effective performance measures include

A
  • relevancy
  • reliability
  • practicality
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25
what is job analysis
the process of collecting information about jobs. a systematic process for gathering, documenting, and analyzing data about the work required for a job.
26
what is work-oriented job analysis
job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes
27
what is worker oriented job anlaysis
job analysis techniques that emphasize general aspects of jobs, describing perceptual, interpersonal, sensory, cognitive, and physical activities
28
what are some advantages and disadvantages of using these types of job analysis methods
advantages: easy to use info obtained from persons most familiar with job access info from large # of workers helps to identify KSAOs good reliability and validity disadvantages: may not cover job of interest requires well designed questions and probes not useful for jobs involving cognitive tasks may not capture points that the worker believes are important
29
what are the prohibited grounds of discrimination and how many of them are there in canada
race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.
30
whats different from bc protected grounds compared to that of canadas
source of income
31
national core standards for the HR profession
Canadian Council of Human Resources associations
32
what is a measurement error
the hypothetical difference between an observed score and a true score; comprises both random error and systematic error
33
what is meta-analysis
a procedure to combine validity coefficients for similar predictor and criterion measures reported by different validity studies.
34
why is meta-analysis related to a validity criterion and the context in which it is measured
when you combine it weighs the results from each separate validity studying according to is sample. the smaller the study size the less accurate results.
35
what is sub group norming
different identifiable subgroups used for hiring or in a selection pool
36
what is talent management
an organizations commitment to recruit, retain and develop the most talented and superior employees
37
what are Human Resources Information Systems
Computer based systems that track employee data, the needs of HR, and the requirements and competencies needed for different positions, among other functions
38
what is recruitment
the generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program
39
what is selection
the choice of job candidates from a previously generated applicant pool in a way that will meet manamgent goals and objectives as well as current legal requirements
40
what are ethics
the determination of right and wrong; the standards of appropriate conduct or behavior for members of a profession: what those members may or may not do
41
what are professional standards
provide guidance on how HR professionals should behave in certain situations including the use of employment tests
42
KSAO's
the knowledge, skills, abilities and other attributes necessary for a new incumbent to do well on the job; also referred to as job, employment, or worker specifications
43
what is true score
the average score that an individual would earn on an infinite number of administrations of the same test or parallel versions of the same test
44
what is error score
the hypothetical difference between an observed score and a true score
45
what is predictive validation
strategies in which evidence is obtained about a correlation between predictor score that are obtained before an applicant is hired and criterion score that are obtained at a late time usually after an applicant is employed
46
what is concurrent validation
strategies in which evidence is obtained about a correlation between predictor and criteria scores from information that is collected at approximately the same time from a specific group of workers
47
validity generalization
the application of validity evidence obtained through meta-analysis of data obtained from many situations, to other situations that are similar to those on which the meta-analysis is based
48
what is bias
systematic errors in measurement or inferences made from those measurements, that are related to different identifiable group membership characteristics such as are, sex, or race
49
what is fairness
the principle that every test taker should be assessed in an equitable manner
50
what is discrimination
in employment, any refusal to employ any person, or to adversely affect any current employee, on the basis of that individuals membership in a protected group. all Canadian jurisdictions prohibit discrimination at least on the basis of race or color, religion or creed, age, sex, marital status, and physical or mental disability
51
what is employment equity
the elimination of discriminatory practices that prevent the entry or retention of members from designated groups in the workplace, and the elimination of unequal treatment in the workplace related to membership in a designated group
52
what is adverse effect discrimination
refers to a situation where an employer, in good faith, adopts a policy or practice that has an unintended, negative impact on members of a protected group
53
what is adverse impact
occurs when the selection rate for a protected group is lower that that for the relevant comparison group
54
what is a bona fide occupational requirement
a procedure used to defend a discriminatory employment practice or policy on the grounds that the policy or practice was adopted in an honest and good faith belief that it was reasonably necessary to assure the efficient and economical performance of the job without endangering employees or the general public. BFORs are sometimes referred to as bona fide occupational qualificatins
55
what is accomodation
the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure. as part of BFOR defence, an employer must demonstrate that such accommodation is impossible to achieve without incurring underwear hardship in terms of the organizations expense or operations
56
what is sufficient risk
as part of BFOR defence, an employer may argue that an occupational requirement that discriminates against a protected group is reasonably necessary to ensure that work will be performed successfully and in a manner that will not pose harm or danger to employees or the public
57
what is outreach recruiting
a recruitment practice where the employing organization makes a determined and persistent effort to make potential job applicants, including designated group members, aware of available positions within the employing organization
58
what is a job description
A written description of what job occupants are required to do, how they are supposed to do it, and they rationale for any required job procedures
59
what is job specification
the knowledge, skills, abilities, and other attributes or competencies that are needed by a job incumbent to perform well on the job
60
what is a job
a collection of positions that are similar in their significant duties
61
what is a position
a collection of duties assigned to individuals in an organization at a given time
62
what is job family
a set of different, but related, jobs that rely on the same set of KSAO's
63
what are subject matter experts (SME's)
People who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors
64
what is a task statement
a discrete sentence containing one action verb that concisely describes a single observable activity performed by a job incumbent
65
what are task inventories
work-oriented surveys that break down jobs into their component tasks
66
what are worker traits inventories
methods used to infer employee specifications from job analysis data
67
what are competencies
groups of related behaviours or attributes that are needed from successful job performance in an organization
68
what is a competency model
a collection of competencies that are relevant to performance in a particular job, job family, or functional area
69
what is a competency framework
a broad framework for integrating, organizing, and aligning various competency models that are based on an organizations strategy and vision
70
what are core competencies
characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess
71
what are function competencies
characteristics shred by different positions within an organization. Only those members of an organization in these positions are expected to possess these competencies
72
what are job specific competencies
characteristics that apply only to specific positions within the organization. Only those people in the position are expected to possess these competencies
73
what is a competency dictionary
a listing of all of the comepetnices required by an organization to achieve its mandate along with the proficiency level required to perform successfully in different functional groups or positions
74
what is proficiency level
the level at which competency must be performed to ensure success in a given functional group or position
75
what is a proficiency scale
a series of behavioural indicators expected at specific levels of a competency
76
what is a competency profile
a set of proficiency ratings related to a function, job or employee
77
what is criteria
measures of job performance that attempt to capture indicual differences among employees with respect to job-related behaviors
78
what is task perfrmance
duties related to the direct production of goods and services and to the direct contribution to the efficient functioning of the organization that form part of a job. these duties are part of the workers formal job description
79
what is contextual performance
the activities or behaviors that are not part of a workers formal job description but that remain important for organizational effectiveness
80
what is counterproductive work behaviors
voluntary behaviros that violate significant organizational norms and in so doing threaten the well-being of an organization, its members or both
81
what is adaptive performance
a workers behavioural reactions to changes in a work system or work role
82
what is job performance domain
the set of job perfomance dimensions that is relevant to the goals of the organization, or the unit in which a person works
83
what are performance dimensions
sets of related behaviors that are derived from an organizatioas goals and linked to successful job perfomrance
84
what is criterion relevance
the degree to which the criterion measure captures behaviors or competencies that constitute job performance
85
what is criterion deficiency
those job performance behaviours or competencies that are not measured by the criterion
86
what is criterion contamination
the degree to which the criterion measure is influenced by, or measures, behaviors or competencies that are not part of job performance
87
what is practicality
the degree to which a criterion measure is available, plausible, and acceptable to organizational decision makers
88
ultimate criterion
the concept that a single criterion measure reflects overall job success
89
what are objective performance measures
productions, sales and personnel data used in assessing individual job performance
90
what is subjective performance measures
ratings or rankings made by supervisors, peers, or others that are used in assessing individual job performance
91
what is a relative rating system
a subjective measurement system that compares the overall performance of one employee to that of others to establish a rank order of employee performance
92
what is an absolute rating system
compare the performance of one worker with an absolute standard of performance; can be used to assess performance on one dimension or to provide an overall assessment
93
why is a job analysis important for recruitment and selection
it is the first line of defence when selection procedures are legally challenged
94
which concept describes the processes of collecting information about jobs by any method for any purpose
job analysys
95
how would you best define work analysis
the systematic process for gathering, documenting, and analyzing data about the work required for a job
96
what source of data is not typically used in a job anlysis
shareholders
97
what is not a third key consideration in a job analysis
a job analysis refers to a single methodology
98
what would not typically be used as data for a job analysis
perfromance
99
what is the definition of job specifications
the knowledge, skills, abilities, and other attributes required to perform work
100
what best defines oerfomnace management
organizational processes used to improve employee and organizational performance in the workplace
101
which measure of job performance attempt to capture individual differences among employees with respect to job-related behaviors
criteria
102
what defines the concept that is described as activities or behaviros that are not part of a workers formal job description but that remain important for organizational effectiveness
contextual performance
103
what is not a job task behavior for an airplane pilot
promoting safety procedures
104
what best defines job performance
the observable things employees do that are relevant to accomplishing the goals of the organization
105
what best defines job criteria
measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviors
106
what is an example of contextual behavior
extra effort
107
In "Bafleck: what you should know about making bad hired" explains why a selection error was made. what was the reason for the selection error?
the employer gave too much consideration to only one job requirement
108
what practice would not lead to an improvement in the hiring system of an organization
knowing the going rates of pay and offering slightly more
109
what is the definition of recruitment
generating an applicant pool
110
what is the definition of selection
choosing job candidates
111
given that best practices in recruitment and selection are applied to an organization, what result has not been supported with empirical studies
increasing the firms market price
112
what can effective recruitment and selection practices do for and organization
improve the knowledge, skills, and abilities of its employees
113
which of the following elements are part of the socioeconomic external environment that affects recruitment and selection
globalization and demographics
114
given the application of progressive Human Resources practices, what might an organization expect from its employees?
lower dysfunctional behaviors
115
what is the first step-in in an organizations selection process
identifying knowledge, skills, abilities, and other attributes for the job position
116
which of the following statements applies to a test by the UK Department of Work and Pensions as described in the "sham Psychometric Test" controversy
the test was innapropriate because it had not been validated for use by DWP
117
for what is job analysis information used
to identify both the performance domain and the knowledge, skills, abilities and other attributes linked to job perfomance
118
In the "mystery Diners" article what was the main selection mistake made by the manager
not systematically analyzing the requirements of the job
119
what is the best way for HR professional to make sure that their selection decisions meet the standards set by courts and tribunals
thoroughly analyzing required KSAO's for each position to be filled
120
Toronto Police Service requires candidates to show that they are Canadian citizens or permanent residents, are at least 18 years of age, and have a valid drivers license and not record of criminal convictions. what would these requirements be classified as
screening criteria
121
what is not a selection criterion for the Toronto Police Service
the applicant must have successfully completed four years of secondary school education

Recruitment and Selection (1 decks)

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