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HRM QUIZ 2
CH.6-CH.10
| Question | Answer |
|---|---|
| The process of identifying potential employees, communicating job and organizational attributes to them, and convincing them to apply for available jobs is called ______ | recruitment |
| If managers cannot ______ employees, they have to find alternative ways of getting work done, or they have to change the nature of the work that is done. | attract |
| Before you can really look for ways to generate interest in job vacancies and identify high-potential individuals, you have to know what specific ______ are needed to succeed in the job. | knowledge, skills, and/or abilities |
| ______ is the process of seeking job applicants from within the company to fill open positions. posting. | Internal recruiting |
| Which of the following is not an element of successful internal recruiting? | Develop a process for job posting that is accessible to all employees. |
| A(n) ______ is a searchable database that can be used to identify employees who meet certain job requirements. | employee inventory |
| ___ is the process of recruiting employees from outside the organization. | External recruiting |
| Internal recruiting is always a better approach for finding new employees than trying to recruit externally. | False |
| An employee inventory provides an internal recruitment resource to identify existing employees who meet certain job requirements. | True |
| Public employment agencies are not-for-profit employment agencies affiliated with local, state, or federal governments. | True |
| An RPO is an agency that delivers recruitment services to employers on a contractual basis for one to four years with the base monthly fee determined by the number of search and other services provided. | True |
| Sourcing is the process of identifying, attracting, and screening potential applicants who are not actively in the market for a new job. | True |
| Ghosting is the term used to describe what happens when an employer does not respond to a job applicant or when a job applicant does not show up for an interview or for work once hired. | True |
| Selection is a(n) _______ process of deciding which applicants to hire | systematic |
| Selection is about ________ which job applicant is best for the job. | predicting |
| ______ is the extent to which there is a good match between the characteristics of a potential employee, such as knowledge, skills, values, and the requirements of the job. | Person-job fit |
| The extent to which a selection measure yields consistent results over time or across raters is called ______ | reliability |
| If an applicant takes a test today and then retakes it a week from now, we expect the scores to be similar. This correlation between the scores means there is ______ | test-retest reliability |
| ______ is the extent to which a selection method measures what it is supposed to measure and how well it does so | Validity |
| An individual with the skills, knowledge, and expertise related to a particular job is referred to as ________ | subject matter expert |
| Selection is the systematic process of deciding which applicants to hire | True |
| Selection bias occurs when one’s personal views are allowed to affect the outcome of the decision-making process, rather than basing the decision on the results of the selection measures. | True |
| Contrast effect is bias that results when an evaluation of one or more job applicants is artificially inflated or deflated compared to another job applicant | True |
| A work sample is a test in which the person actually performs some or all aspects of a job | True |
| _____ is a preliminary review of the information provided by job applicants and the collection of additional information to decide which applicants are worthy of more serious consideration for the job | initial screening |
| _____ involves taking a more in-depth look at the applicants who make it through the initial screening prior to hiring them, including reviewing references, conducting background checks, and conducting additional interviews | main screening |
| ____ are activities done at the end of the screening process such as checking references and conducting background checks | final screening |
| ____ is the extent to which the potential employee has knowledge, skills, abilities, and other characteristics that are a good complement to the assigned work team | person–group fit |
| the extent to which the potential employee shares the values of the organization and fits within the broader organizational culture | person–organization fit |
| A process designed to ensure employees understand the policies and procedures of the company when they first begin work, as well as understand how their job fits with the goals of the company, is called _____ | employee orientation |
| ______ is the process used to socialize new employees to their jobs and the company, including helping them acclimate to the culture and goals of the company | Employee onboarding |
| ______ is the process of acquiring both tacit and explicit knowledge | Learning |
| An employee with the greatest likelihood of being successful and making significant contributions to achieving organizational goals is often referred to as a(n) _______ | high-potential employee |
| The purpose of training is to improve how well employees perform their current jobs. ________, in contrast, is future-focused and aims to prepare employees to take on additional responsibilities in different jobs, usually at a higher level | Development |
| Ongoing training and development helps ensure that the members of the organization are currently learning and maintaining their ______ within the scope of the needs of the company. | relevancy |
| _______ is a means to identify where gaps exist between what employees should be doing and what they are actually doing | Needs assessment |
| Employee orientation is a process designed to ensure employees understand the policies and procedures of the company when they first begin work, as well as understand how their job fits with the goals of the company. | True |
| _____ is the process of acquiring both tacit and explicit knowledge | learning |
| the systematic process of providing employees with the competencies—knowledge, skills, and abilities (KSAs)—required in order to do their current jobs | training |
| prepares employees to take on additional responsibilities in different jobs, usually at a higher level | development |
| A high-impact learning organization understands the value of learning and development and invests in it | True |
| Task analysis identifies the gap between the KSAs of employees currently and what they need to help achieve organizational goals. | True |
| ____ is willingness to seek new experiences and opportunities to learn new knowledge and skills | learning agility |
| having confidence that one can perform a particular task | self-efficacy |
| ______ is the process of managing two related activities: (1) effectively evaluating the performance of your employees against the standards set for them, and (2) helping them develop action plans to improve their performance | Performance management |
| Performance management, done well, aligns individual efforts with ______ goals. | organizational |
| The use of a single score to reflect an individual employee’s overall performance is called a(n) _____ | global performance measure |
| ______ are the specific tasks and activities employees must perform to do their jobs, and the competencies employees need to successfully perform those tasks and activities | Performance dimensions |
| A ______ refers to a performance measure that is irrelevant to an individual’s actual job performance | contaminated performance measure |
| In the context of performance measures, ______ refers to how well a measure yields consistent results over time and across raters | reliability |
| ______ are the levels of expected performance | Performance standards |
| Performance management is the process of managing two related activities: (1) effectively evaluating the performance of the employees against the standards set for them, and (2) helping them develop action plans to improve their performance. | True |
| Performance appraisal is evaluating employees’ prior performance on a periodic, usually annual, basis for use in determining pay increases and identifying any corrective action needed to improve performance | True |
| A contaminated performance measure is a performance measure that is irrelevant to an individual’s actual job performance. | True |
| Forced distribution is a form of individual comparisons whereby managers are forced to distribute employees into one of several predetermined categories | True |
| the evaluation of employees’ performance by comparing employees against certain “absolute” standards along a number of performance dimensions is | absolute approach |
| a method of evaluating employees based on various traits, or attributes, they possess that are relevant to their performance | graphic rating scale |
| an evaluation approach in which each employee in a business unit is compared to every other employee in the unit | Paired comparison |
| _______ includes the monetary and nonmonetary rewards employees receive in exchange for the work they do for an organization | compensation |
| ______ refers to the sum of all the aspects of a compensation package (base pay, incentives, benefits, perks, and so forth) that signal to current and future employees that they are receiving more than just base pay in exchange for their work | Total rewards |
| The key to a successful compensation plan is a compensation philosophy that supports the goals of the ______ | organization |
| If employees know or even just believe they are not receiving an appropriate level of compensation for their work (outcome), they will experience _______ | disequilibrium |
| ________ occurs when each job in a company is valued appropriately relative to every other job in terms of its ability to help the firm achieve its goal | Internal alignment |
| A type of job evaluation that involves developing broad descriptions for groups of jobs that are similar in terms of their tasks, duties, responsibilities, and qualifications for the purpose of assigning wages is called a _______ | job classification |
| A ______ is a quantitative method of job evaluation that involves assigning point values to jobs based on compensable factors to create a relative worth hierarchy for jobs in the company | point method |
| A compensation philosophy communicates information to employees about what is valued within an organization, enhances the likelihood of consistency in pay across the organizational units, and helps attract, motivate, and retain employees | True |
| Compensation includes the monetary and nonmonetary rewards employees receive in exchange for the work they do for an organization | True |
| According to equity theory, employees only make internal comparisons about their outcomes resulting from their inputs | False |
| the theory that employees compare their input (work effort) and outcome (wages) levels with those of other people in similar situations to determine if they are being treated the same in terms of pay and other outcomes | equity theory |
| Job ranking is a type of job evaluation that involves reviewing job descriptions and listing the jobs in order, from highest to lowest worth to the company | True |
| a quantitative method of job evaluation that involves assigning point values to jobs based on compensable factors to create a relative worth hierarchy for jobs in the company | point method |
| Crafting recruitment messages that clearly convey job requirements and company values, will not help the hiring manager in the small-town dentist office | False |
| Job analysis identifies the required KSAs and informs recruitment advertisements. | True |
| Maintaining employee morale when external candidates are hired is a key challenge a company faces when recruiting ____ | externally |
| What recruitment feature provides information to help applicants understand what makes the company unique and attractive as an employer | value proposition |
| Retention rates of new hires is a legitimate metric to measure recruitment effectiveness | True |
| To understand where qualified candidates can be found and to design recruitment strategies accordingly, it is important to determine the relevant labor market (RLM) | relevant labor market |
| Which of the following is most relevant for managerial searches outside the company? | Whether the company has qualified internal candidates and the potential costs of external search |
| To align the candidate's attributes with the job, team, and company values it is important to consider ____, selection process? | fit |
| ____ensures that results are consisten | Reliability |
| Providing a first cut and identify which applicants are worthy of further consideration, is the primary purpose of the ____ processes in employee selection | initial screening |
| _____ensures that the right information is being measured | Validity |
| Gathering more information at a higher cost and time investment is a potential disadvantage of a ____approach in employee selection | compensatory |
| deriving a final score for each candidate in the selection process by weighting outcomes on multiple selection measures differentially so that some items are weighted more heavily than others and a high score on one part can offset a low score on another | compensatory approach |
| To clarify who is legally protected under anti-discrimination laws and avoid potential legal issues, it is important to define the meaning of ___in the selection process | applicant |
| When creating a behavioral interview for a recruiter at a software company, the organization's culture should shape the interview questions to assess whether the candidate fits with the company values and goals | True |
| By evaluating whether new skills are being applied on the job through performance reviews and work samples, a company can assess whether ___ resulted from training | learning |
| Emphasizing performance improvement by investing more in learning and development activities is a key characteristic of a ____ learning organization | high-impact |
| True or False: To identify gaps between the desired and actual state in the company, job tasks, and individual competencies it is important to conduct an organization , task, AND person analysis for determining training needs | True |
| Virtual reality simulations with complex scenarios are appropriate for all employees in a company | False |
| ___is about ensuring job performance | Training |
| ____is preparing employees for future roles | Development |
| Regarding employee discipline, ___ discipline is more punitive in nature | Progressive |
| Marketing surveys are ___ a source of employee performance data | not |
| _____ discipline is more developmental than progressive discipline | Positive |
| Employees overrating or underrating themselves is a ___of using self-appraisals as a source of performance data | disadvantage |
| True or False: Ensuring alignment with the organization’s HR challenges and strategic goals, is not essential when developing a new performance management process | False |
| Which performance evaluation method is most likely to provide specific examples of an employee’s behavior related to job performance? | BARS |
| What is the main purpose of providing feedback during the performance management process? | To inform employees about how they can improve and develop their skills |
| If a company pays below the market rate for a particular job, they are said to ___ the market. | lag |
| Employees may ask for a raise, reduce their effort, leave the organization, or try to create balance in some other way, when employees believe their pay is not ___ | equitable |
| Companies historically viewed employees as interchangeable, so traditionally paid based on the ___rather than the person. | job |
| When Jianjun, a computer programmer, says he is not being paid “at market,” he means he is being paid ____ the industry average for similar jobs | at |
| Employees may feel more valued and motivated to stay with an entry level job, if a state _____its minimum wage above the federal requirement? | raises |
| If a company pays above the market rate for a particular job, they are said to ___ the market. | lead |
| To avoid the extra cost burden on employers, especially small businesses, states choose not to raise the minimum wage above the federal level | True |
Created by:
hargo