Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
HRTest2
| Question | Answer |
|---|---|
| "other characteristics" defined by job specification | personality traits |
| Dictionary of Occupational Titles (DOT) | gov provides background info for analyzing jobs(not applicable for new economy so O*NET Online is used) |
| Occupational Information Network (O*NET) | generalizes across jobs to describe the abilities, work styles, work activities, and work context for 1000 broadly defined occupations |
| information input of (PAQ) | where and how a worker gets information need to perform the job |
| mental processes (PAQ) | the reasoning, decision making, planning and info processing activities involved in performing a job |
| work output (PAQ) | the physical activities, tools,and devices used by the worker to perform the job |
| job context (PAQ) | physical and social context where job is performed |
| what is job analysis a building block for | work redesign, HR planning, selection, training, performance appraisal, career planning, job evaluation |
| skill variety | the degree to which a job requires a variety of skills to carry out the tasks involved |
| task identity | the degree to which a job requires completing a "whole" piece of work from beginning to end |
| task significance | the extent to which the job has an important impact on the lives of others |
| autonomy | the degree to which the job allows an individual to make decisions about the way the work will be carried out |
| telework | doing one's work away from a centrally located office (best for managerial, professional, or sales jobs) |
| work flow design | the process of analyzing the tasks necessary for the production of a product or service |
| job | a set of related duties |
| position | the set of duties (job) performed by a particular person |
| job analysis | the process of getting detailed information about jobs |
| job description | a list of the tasks, duties, and responsibilities (TDRs) that a particular job entails |
| job specification | a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job |
| position analysis (PAQ) | A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs |
| fleishman job analysis system | job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job |
| job design | the process of defining how work will be performed and what tasks will be required in a given job |
| industrial engineering | the study of jobs to find the simplest way to structure work in order to maximize efficiently |
| job enlargement | broadening the types of tasks performed in a job |
| job extension | enlarging jobs by combining several relatively simple jobs to form a job w/a wider range of tasks |
| job rotation | enlarging jobs by moving employees among several different jobs |
| job enrichment | empowering workers by adding more decision-making authority to jobs |
| flextime | a scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization |
| job sharing | a work option in which 2 part-time employees carry out the tasks associated w/a single job |
| ergonomics | the study of the interface btwn individuals' physiology and the characteristics of the physical work environment |
| phased-retirement | keep older workers while reducing their number of hours |
| lead-the-market pay strategies | pay more than current market wages for a job |
| public employment agencies are usually for ______collar markets | blue collar markets |
| executive search firm (ESF) | private employment agencies, headhunters, find new jobs for ppl almost exclusively already employed (white-collar market) |
| Fair Credit Reporting Act | requires employers to obtain a candidate's consent before using a 3rd party to check the candidate's credit history |
| banding | treats a range of scores as similar. within the set of "tied" scores, employers give preference to underrepresented groups |
| cognitive ability | ability to use written and spoken language, solving math problems, using logic to solve problems |
| request for proposal (RFP) | a document outlining the type of service needed, the type and number of references need, the number of employees to be trained, the date by which the training is to be completed, and the date by which the proposals should be received. indicates funding. |
| vendors | submit proposals to organizations that they think they'll be able to provide services to based upon RFP |
| training administration | done by HR professional. includes activities before, during, and after training sessions |
| cultural immersion | sending employees directly into the communities where they have to interact with persons from diff cultures, races, and nationalities |
| strategic purpose of performance management | helps the organization achieve its business goals |
| administrative purpose of performance management | ways in which organization use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs |
| developmental purpose of performance management | basis for the developing employees' knowledge and skills |
| validity | the extent to which a measurement tool actually measures what it is intended to measure |
| contamination | information that's gathered but is irrelevant |
| reliability | consistency of results |
| interrater reliability | consistency of results when more than one person measures performance |
| alternation ranking | manager picks the best employee and then the worst. then the second best, then second worst |
| test-retest reliability | consistency of results over time |
| acceptability | whether or not a measure is valid and reliable |
| behaviorism | individuals' future behavior is determined by their past experiences |
| 2 kinds of TQM | 1.subjective feedback: about employees' qualities 2.objective feedback: based on the work process(from statistical quality control methods-->use charts to detail causes of probs, measures of performance and relationships btwn work-related variables) |
| contrast errors | if the rater compares an individual, not against an objective standard, but against other employees |
| distributional errors | raters tend to use only one part of a rating scale |
| leniency | reviewer rates everyone near the top of the scale |
| halo error | rating employees positively in all areas because of strong performance observed in one area |
| horns error | rating employees negatively in all areas b/c of weak performance observed in one area |
| tell-and-sell approach | managers tell the employees their ratings and then justify those ratings |
| tell-and-listen | managers tell employees their ratings and then let the employees explain their side of the story |
| problem-solving | (superior!)managers and employees manager and reviewed employee work together to solve performance problems in an atmosphere of respect and encouragement |
| performance measurements should evaluate ______and_________not _______ | evaluate: behaviors and results, not: traits |
| how do you improve the performance of an employee with low ability and low motivation (deadwood) | withhold pay increases, demotion, firing, specific direct feedback on performance probs |
| how do you improve the performance of an employee with high ability and low motivation (misdirected effort) | coaching, frequent performance feedback, goal setting, training, restructured job assignment |
| how do you improve the performance of an employee with high ability and high motivation (solid performers) | reward good performance, identify development opportunities, provide feedback |
| how do you improve the performance of an employee with low ability and high motivation (underutilizers) | feedback, provide counseling, over training for needed skills or knowledge, use team building, manage stress levels |
| personnel selection | the process through which organizations make decisions about who will or will not join the organization |
| reliability | the extent to which a measurement is free from random error |
| validity | the extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance) |
| criterion-related validity | a measure of validity based on showing a substantial correlation btwn test scores and job performance scores |
| predictive validation | research that uses the test scores of all applicants and looks for a relationship btwn the scores and future performance of the applicants who were hired |
| concurrent validation | research that consists of administering a test to ppl who currently hold a job, then comparing their scores to existing measures of job performance |
| content validity | consistency btwn the test items or problems and the kinds of situations or problems that occur on the job |
| construct validity | consistency btwn a high score on a test and high level of a construct such as intelligence or leadership ability, as well as btwn mastery of this construct and successful performance of the job |
| generalizable | valid in other contexts in which the selection method was developed |
| utility | the extent to which something provides economic value greater than its cost |
| immigration reform and control act of 1986 | federal law requiring employers to verify and maintain records on applicants' legal rights to work in the US |
| aptitude tests | tests that assess how well a person can learn or acquire skills and abilities |
| achievement tests | tests that measure a person's existing knowledge and skills |
| assessment center | a wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential |
| nondirective interview | a selection interview in which the interviewer has great discretion in choosing questions to ask each candidate |
| structured interview | a selection interview that consists of a predetermined set of questions for the interviewer to ask |
| situational interview | a structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation |
| behavioral description interview (BDI) | a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past |
| panel interview | selection interview in which several members of the organization meet to interview each candidate |
| multiple-hurdle model | process of arriving at a selection decision by eliminating some candidates at each stage of the selection process |
| compensatory model | process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another |
Created by:
skraitup22