OBHR 4334 Test 1 Flashcards
(142 cards)
1
Q
Process of finding and hiring high-quality talent needed to meet the organization’s workforce needs
A
Talent Aquisition
2
Q
Through what process does an organization obtain employees?
A
Staffing
3
Q
Something a company can do differently from its competitors in order to perform better
A
competitive advantage
4
Q
the knowledge and skills a worker gains through education and experience
A
Human Capital
5
Q
The average organization’s employee cost is over 25% of its total revenue
True or False?
A
True
6
Q
the process of predicting an organization’s future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization’s business strategy
A
Workforce planning
7
Q
Workforce planning is also known as _____ ______.
A
Gap Analysis
8
Q
locating qualified individuals and labor markets from which to recruit
A
Sourcing
9
Q
all organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers
A
Recruiting
10
Q
assessing job candidates and deciding whom to hire
A
Selecting
11
Q
assigning talent to appropriate jobs and roles in the organization
A
Deploying
12
Q
Familiarizing new hires with their job, and the organization as a whole
A
Onboarding
13
Q
Performance differences are sustainable if the resources are:
a. Rare
b. Inimitable
c. Non-Sustainable
d. All of the above
e. None of the above
A
D
14
Q
This refers to the way in which the organization controls employee performance, either by means or end results
A
Employee Control Models
15
Q
An employee control model denoted by a precise control of employee means
A
Process Control
16
Q
An employee control model denoted by a control of only the end results of employee performance
A
Outcome Control
17
Q
Labor markets in which workers are hired into entry level jobs and higher levels are filled from within
A
Internal Labor Market
18
Q
Internal labor markets have low levels of job security
True or False?
A
False
19
Q
External labor markets have low levels of job security
True or False?
A
True
20
Q
Persons outside the firm who are actively seeking employment.
A
External Labor Market
21
Q
Internal labor markets train employees extensively
True or False?
A
T
22
Q
External Labor markets train employees extensively
True or False?
A
F
23
Q
The Best Practices perspective is largely viewed as unrealistic and vague
True or False?
A
T
24
Q
Someone who performs services wherein the employer only directs the result of the work
A
Independent contractor
25
Jobs where individuals don't have long-term employment contracts.
Examples: Temps, leased workers, seasonal workers
Contingent Workers
26
Agreement or contract negotiated through collective bargaining process. This document contains employment conditions
Collective bargaining agreement
27
This type of union only employs due-paying union workers
closed shop
28
This type of union employs both union and non union workers, but non union workers must join within a certain time limit
union shop
29
In this type of union, non union workers don't have to join, but still must pay union dues
agency shop
30
This type of union has no restrictions on hiring, you don't have to be in a union or pay dues
open shop
31
This portion of the civil rights act prohibits discrimination on the basis of race, color, religion, sex, or natural origin
Title VII
32
EEOC Stands for
equal employment opportunity commission
33
a necessary (not merely preferred) qualification for performing a job
Bona Fide Occupational Qualification (BFOQ)
34
There are no exceptions to the Civil Rights act
True or False?
F
35
Which Civil Rights Act made it illegal to adjust scores or cut-offs based on race or gender?
a. 1991 Civil Rights Act
b. 1964 Civil Rights Act
A
36
system that rewards employees for length of employment rather than merit
bona fide seniority system
37
Which of the following are exceptions to the Civil Rights Act of 1964?
a. BFOQ
b. Bona Fide Seniority System (BFSS)
c. Professionally developed ability tests (As long as there was no intention to engage in illegal discrimination)
d. All of the Above
D
38
This executive order extends Title VII standards to companies holding government contracts worth more than 10,000 per year. Imposes additional requirements on contractors with government contracts worth more than 50,000 per year and 50 or more employees. Additionally, affirmative action was created through this Executive order
Executive Order 11246
39
A law passed in 1990 that requires employers and public facilities to make "reasonable accommodations" for people with disabilities and prohibits discrimination against these individuals in employment.
Americans with Disabilities Act
40
Unless an accommodation for a disability causes ______ ______, it's required
undue hardship
41
Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States
Immigration reform and control act (1986)
42
This federal office enforces Executive Order 11246 and section 503 of the Rehabilitation act, and can randomly conduct audits.
Office of Federal Contract Compliance Programs (OFCCP)
43
This type of analysis involves the calculation and interpretation of a financial ratio
Ratio Analysis
44
This type of analysis uses past patterns to predict future needs
Trend Analysis
45
This type of analysis uses past employment and/or business data to build a model to predict future needs
Regression Analysis
46
This type of regression is denoted with this formula:
Y = a + b*x
Simple Regression
47
This type of regression is denoted with this formula:
Y = a + b1x1 + b2x2
Multiple Regression
48
Multiple Regression models generally contain more than 2 variables.
True or False?
F
49
This type of judgemental forecasting involes organizational leaders predicting what future staffing levels will need to be
Top Down
50
This type of judgemental forecasting involes low level managers estimating staffing requirements which are modified as they move up the management hierarchy.
Bottom Up
51
This type of judgemental forecasting involves playing out many "what if" scenarios
Futuring
52
A method for tracking the pattern of employee movements through various jobs. ___ ___
Markov Analysis
53
This type of analysis can be denoted with this formula:
Internal Talent Supply = Current Staffing levels - Projected losses + Anticipated staffing gains
Markov Analysis
54
This type of workforce is borrowed, and is on-demand talent for corporations
Contingent workforce
55
In the event of a talent surplus, corporations generally release __________ employees first
temporary
56
the proportion of applicants moving from one stage of the hiring process to the next
Staffing Yields
57
The process of studying jobs to gather, analyze, synthesize, and report information about job responsibilities and requirements and the conditions under which work is performed
Job analysis
58
Occupational Information Network compiled by the United States Department of Labor (Abbreviation)
ONET
59
This type of job analysis focuses on specific tasks and behaviors performed on the job, and what outcome the job exists to produce
Job oriented
60
This type of job analysis focuses on specific human abilities or attributes needed to successfully perform the job
Worker oriented
61
Objectively written descriptions of behaviors or work activities engaged in by employees in order to perform their jobs
Task statements
62
These types of abilities describe employee dexterity and reaction time
Psychomotor
63
This type of job analysis rates the entire job at once, usually on a scale of 1-5 for example.
Wholistic
64
This type of job analysis individually rates the importance of each task performed on the job and is more detailed than its counterpart.
Granular
65
Which type of job analysis takes longest?
a. Granular
b. Wholistic
A
66
Groups of jobs that call for similar worker characteristics or contain parallel work tasks
job family
67
Description of daily activities maintained for a period of time (Calendar, day planner)
* Best when job or task is non-repetitive or long cycle.
* Good for creative or "thinking" jobs/tasks.
* Requires great discipline on diary-keeper's part.
* Accuracy may be questionable
Work diary
68
This type of job analysis method is a great starting point, and involves data mining of relevant job materials and tasks
Background check
69
Behaviors of an individual that contribute to job performance and success
Competencies
70
Competencies are more narrow than KSAOs
True or False?
F
71
You should never skip job analysis, under any circumstance
True or False?
T
72
An _______ job function describes exists if any of the following is true:
The job exists solely to perform a certain task
There aren't enough employees to redistribute job function(s)
Very highly specialized job, people are hired specifically for their expertise
Essential
73
This type of recruitment essentially looks for anyone they can get their hands on, casts a very wide net, and is used for jobs which need a ton of applicants
Open recruitment
74
This type of recruitment is used for jobs with more specific qualifications, and can be used to fill key KSAO shortages or remedy a workforce diversity gap
Targeted Recruitment
75
This type of job seeker describes people who need jobs and are currently searching for openings
active
76
This type of job seeker describes someone not currently seeking a new job, but could be tempted by the right opportunity
Passive
77
This type of job seeker describes someone interested in a new position but are only occassionally searching for one
Semi-passive
78
Each organization has their own, different, "Perfect" recruiting source.
True or False?
False
79
Employee referrals, job fairs, observation, and career sites are examples of ______ recruiting sources
External
80
Sourcing based on where candidates live
Geographic Targeting
81
The extent to which employees are motivated to contribute and apply discretionary effort to their jobs
Engagement
82
The firm's corporate image or culture created to attract and retain the type of employees the firm is seeking.
Employer branding
83
Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.
Employee Value Proposition (EVP)
84
Part of a service contract where the service expectations are formally defined.
Service Level Agreement (SLA)
85
sophisticated, interactive Web advertising, usually employing sound and video are examples of ____ media
rich
86
the perceived fairness of the hiring or promotion outcome
Distributive fairness
87
Belief that the policies and procedures that resulted in the hiring decision were fair
Procedural fairness
88
fairness of the interpersonal treatment and amount of information received during the hiring process
Interactional fairness
89
Proper measurement is important because it's impossible to tell if you're hiring the right people without it.
True or False?
T
90
This tier of measurement (data) only allows one to identify that two things are different from each other.
Ex. Male & Female
Nominal
91
This tier of measurement rank-orders objects according to a certain quality. The disparity between ranks is not consistent, however.
Ordinal
92
This tier of measurement rank-orders objects according to a certain quality. The disparity between ranks is consistent
Interval
93
This tier of measurement is similar to interval, in that the differences between ranks are equal. However, the difference is that this tier has a Zero Point
Ratio
94
This type of curve simply represents a distribution of a chracteristic, and is bell-shaped. Scores only have meaning in comparison to others
Normal
95
A data's midpoint or mean/median/mode
Central Tendency
96
The spread of data around the midpoint
Variability
97
the positive square root of the variance
Standard Deviation
98
The measure of the spread based on squared deviations of scores from the mean
Variance
99
A large standard deviation denotes more or less variance?
more
100
_____ = (Raw Score - Mean) / StDev.
Z score
101
a statistical index of the relationship between two things (from -1 to +1)
correlation coefficient
102
Correlation does not equal causation
True or False?
T
103
Which of the following is not one of correlations' 3 possible explanations?
a. A Influences B
b. B Influences A
c. A & B are influenced by C
d. All of the above
e. None of the above
D
104
This type of significance indicates that the observed relationship is unlikely to be due to sampling error
Statistical
105
This type of significance indicates that the observed relationship is large enough to be of value in the applied sense
Practical
106
A statistical technique that produces a formula to predict an outcome using multiple predictor variables
Multiple Regression
107
This type of reliability reflects repeatability of scores over time and the stability of the underlying construct being measured
test-retest
108
this type of reliability indicates the extent to which items on a given measure assess the same construct
internal consistency
109
This type of reliability indicates how consistent scores are likely to be if the responses are scored by 2+ raters using the same item, scale, or instrument
Inter-rater
110
Controlling the influence of extraneous factors on scores generated by a measure
Standardization
111
error that occurs due to a consistent factor, which is generally unknown
Systematic
112
Error due to failure to measure important aspects of the attribute
Deficiency
113
Error that occurs due to 3rd party factors unrelated to what's being assessed
Contamination
114
A highly reliabile measure is always valid T or F?
F
115
A measure (can or can't?) predict something else better than it predicts itself
can't
116
The accuracy of the inference being drawn from a measure
Validity
117
The process of establishing the accuracy of the inferences drawn from a measure
Validation
118
This type of validation demonstrates that there is a statistical relationship through collecting data and using it to support your inference
Criterion related
119
This type of validation involves the process of demonstrating that the content of a measure assesses important job-related behaviors
content-related
120
This type of validation design involves collecting multiple forms of data at the same time
Concurrent
121
This type of validation design collects test data up front, and compares it to future performance afterward
Predictive
122
This type of validity is a subjective assessment of how well an assessment seems to be related to job requirements
face validity
123
This is pretty much just a correlation between a criterion and a predictor used in the validation process
Validity coefficient
124
This type of selection error incorrectly predicts someone to perform poorly
False negative
125
This type of selection error incorrectly predicts someone to perform well
False positive
126
This type of assessment score involves candidates needing to pass each step in the selection process in order to be considered
Multiple hurdles
127
This is a spinoff of the multiple hurdle assessment score that involves only allowing candidates to move onto the next step if they pass the previous step
Sequential hurdle
128
This type of assessment approach involves combining scores from multiple assessments to allow some to compensate for others
Compensatory
129
This type of weighting involves a decision maker combining scores subjectively
Judgemental
130
This type of weighting involves giving all criterion equal weight
Unit
131
This type of weighting involves using multiple regression to optimally weight each assignment score
Statistical
132
a minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer
Cut Score
133
everyone who scores within a certain range of scores is considered to have performed equivalently and assigned the same grade
Banding
134
Disparate *impact* focuses on allegations and evidence about ________ of disctriminatory actions
effects
135
In an external labor market, the organization:
a. Offers little job security
b. Hires at all levels
c. Provides minimal training
d. All of the above
D
136
Which of the following is used to forecast HR Availability?
a. Ratio Analysis
b. Markov Analysis
c. Trend Analysis
d. Validation Analysis
B
137
Perpetuating past workforce imbalances is a disadvantage of?
a. realistic job previews
b. affirmative action planning
c. website recruiting
d. employee referrals
D
138
written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes
Affirmative action plan
139
Worker-oriented approach to job analysis would focus on all EXCEPT?
a. Tasks
b. Skills
c. Abilities
d. Knowledge
A
140
Summarize each employees' skills, competencies, and qualifications
Talent Inventories
141
Visually shows each of the possible successors for a job and summarizes their present performance, promotion readiness, and development needs
Replacement charts
142
What method of information gathering can identify the potential for increased turnover in the future
Employee surveys
