Midterm Flashcards Preview

Recruitment and Selection > Midterm > Flashcards

Flashcards in Midterm Deck (121)
Loading flashcards...
1

What are some socioeconomic factors affecting recruitment and selection

-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

2

how does global competition affect recruitment

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

3

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

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.

4

how does changing workforce demographics affect recruitment and selection

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

5

how does the economic context affect recruitment and selection

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.

6

how does the type of organization affect recruitment and selection

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.

7

how does organizational restructuring affect recruitment and selection

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.

8

how does redefining jobs affect recruitment and selection

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

9

how do unionized work environments affect recruitment and selection

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.

10

what is validity

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

11

what is reliability

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.

12

what are the strategies relating to validity

-content validity
-construct validity
-criterion related validity

13

what is content valididty

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

14

what is construct validity

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.

15

what is criterion-related validity

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

16

what are strategies of reliability

-test and retest
-alternate forms
-internal consistency
-inter-rater reliability

17

what is test and retest

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

18

what is alternate forms

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

19

what is internal consistency

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

20

what is inter-rater reliability

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

21

what are objective oerfroance appraisal measures

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

22

what are subjective performance measures

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

23

what is job performance

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

24

what do effective performance measures include

-relevancy
-reliability
-practicality

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