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478 Cards in this Set
- Front
- Back
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A system of policies and practices that decides who is hired, how they are trained, evaluated, and compensated, and what steps are taken to retain them, or to get rid of them
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Human Resource Management
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a tendency to search for or interpret new information in a way that confirms one's preconceptions and to irrationally avoid information and interpretations which contradict prior beliefs.
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Confirmation Bias
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an error that occurs when the conditional probability of some hypothesis H given some evidence E is assessed without taking sufficient account of the prior probability of H.
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Base Rate Fallacy
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Thinking that something you own is worth more than other people think it's worth
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Endowment Effect
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Things are not always as they seem so we have to guard ourselves against these fallacies especially because we already hold so many opinions about how the world works
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Gestalt Features
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Drawing a general impression based on a single individual
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Halo Effect
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Evaluation of characteristics that are affected by comparison with other people recently encountered who rank higher or lower on the same characteristic
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Contrast Effect
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Types of Judgement Biases
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Contrast Effect and Halo Effect
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The tendency to believe that we can predict random events
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Randomness Error
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You plan things to take less time than they actually do
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Planning Fallacy
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Relying too heavily on one piece of information while making a decision.
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Anchoring Bias
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Overestimating how probable vivid events are to occur
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Availability Bias
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Tendency to invest additional resources in an apparently losing proposition, influenced by effort, money, and time already invested.
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Escalation of commitment
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A tendency for the winning bid in an auction to exceed the intrinsic value of the item purchased.
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Winner’s Curse
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A tendency to think that one would have known actual events were coming before they happened, had one been present then or had reason to pay attention
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Hindsight Bias
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Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence
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Systematic Approach
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a company’s ability to gain and maintain market share in its industry.
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Competitive Advantage
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Is there any evidence that well-designed and executed Human Resource practices have any impact on organizational performance?
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The evidence is quite impressive
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We could examine particularly famous or admired companies to see if they seem to have good HRM practices
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Case Studies
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This view argues that resources are particularly valuable when they are rare and inimitable
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Resource Based View
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Resources must be ______ _____ _____ _____ to sustain a competitive advantage.
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Valuable, rare, Nonsubstitutable, imperfectly imitated
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look at companies who have been recognized for their HRM quality, to see if their practices have seemed to create sustained competitive advantage
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Quantitative Studies
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Are the 100 Best more profitable than similar companies in those industries?
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Yes
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Mediators (intervening mechanisms) for the effect of HRM practices on firm performance?
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Increased productivity, job performance, OCBs, decreased turnover.
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What percent of 763 annual reports mentioned the importance of HRM in their annual reports
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41%
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How much higher is the success rates of companies that value HR as seen in their mission statement during their IPO?
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19%
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What percentage of worker performance is unrelated to intelligence?
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75%
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How much do firm's performance scores increase with structured interviews?
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15%
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HR personnel devoted to a specific area
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HR Specialist
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HR personnel who works in various areas
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HR Generalist
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On average what is the HR to employee ratio
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1:100
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How much do HR Generalists make
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60-80K
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How much to HR Specialists make
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80-100+K
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Typical education of HR employees
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Business undergrad+ masters (sometimes psych, econ, law)
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How much do HR Managers make on average?
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$73,500
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10-year growth of HR positions
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21%
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What is HR Consultants ranked on Money Magazine's Top 100 Jobs list?
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43
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Old HR job analysis:
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Cost Center
Keep track of forms Policy and procedure enforcement Payroll and insurance Cost reduction-oriented |
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New HR job analysis:
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Strategic Partner
Employee development Integration with the core operations of the organization Change management Results-oriented |
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Factors that have increased the importance of HR
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Many more new businesses
Increased rates of mergers and acquisitions Changes in psychological contracts Volatile economy Older Workforce Diverse Workforce |
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Unwritten agreements between an employer and employee
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Psychological Contract
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Median age of workforce
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41
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What to do in a volatile economy
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Restructure job descriptions
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The legality of selection measures depends on whether they hinder
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Equal Employment Opportunity
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Good selection measures must be
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Reliable
Valid Generalizable Useful Legal |
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Government’s attempt to ensure all individuals have equal chance for employment, regardless of their membership in certain groups
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Equal Employment Opportunity
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Equal Employment Opportunity is created using
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Constitutional amendments
Congressional legislation Executive orders State legislation |
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Equal Employment Opportunity is enforced primarily by
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EEOC
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Year EEOC was created
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1965
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Protected racial groups through citizenship and gave them the right to make and enforce contracts and to sue in federal court
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Civil Rights Act of 1866 & 1871
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Gave protected groups a right to sue for compensatory/punitive damages and equitable relief
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Civil Rights Act of 1991
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Back pay, lost benefits, attorney fees, etc. are all considered:
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Equitable relief
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What act gave birth to a lot of the HR field
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Title VII
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Who is protected under Title VII and CRA 1991
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Individuals in organizations with:
15+ employees that are working 20+ weeks a year Interstate commerce (or gov't, employment agencies, and labor orgs.) |
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What must be proven for a company to have to pay damages under Title VII and CRA 1991
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The company discriminated intentionally or with malice, or reckless indifference to federally protected rights
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Amount per violation of Title VII and CRA 1991 violation for a company with 15-100 employees
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$50,000
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Amount per violation of Title VII and CRA 1991 violation for a company with over 500 employees
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Up to $300,000
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How many days does an employee have to file a complaint with the EEOC
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300 (180 in some states)
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Ways the EEOC typically assists
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Identify “right to sue” for individual
Free mediation program Aid in federal court suit (rarely) |
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Do complaints made to the EEOC typically end up in court
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No
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What did the EEOC claim against Hooters
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Hooters’ business is food and “no physical trait unique to women is required to serve food”
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How did Hooters respond to EEOC class action suit
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they are “in the business of providing vicarious sexual recreation and female sexuality is a bona fide occupational qualification”
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What was the result of the Hooters class action suit
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Hooters settled for $3.75 million and created more male-focused jobs
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What was A&F sued for?
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Race and sex discrimination
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How many charges have been filed with EEOC as of 2011
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100,000
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Percentage of cases filed with EEOC that were against racial discrimination
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35%
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Percentage of cases filed with EEOC that were against sex discrimination
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28%
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Percentage of cases filed with EEOC that were against national origin discrimination
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12%
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Percentage of cases filed with EEOC that were against religious discrimination
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4%
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Percentage of racial discrimination charges filed with the EEOC with no reasonable cause
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80%
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Percentage of sex discrimination charges filed with the EEOC with no reasonable cause
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72%
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Percentage of national origin discrimination charges filed with the EEOC with no reasonable cause
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76%
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Percentage of religious discrimination charges filed with the EEOC with no reasonable cause
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66%
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Percentage of racial discrimination charges filed with the EEOC that resulted in settlements
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9%
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Percentage of sex discrimination charges filed with the EEOC that resulted in settlements
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11%
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Percentage of national origin discrimination charges filed with the EEOC that resulted in settlements
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9%
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Percentage of religious discrimination charges filed with the EEOC that resulted in settlements
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9%
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Monetary benefit from racial discrimination charges
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$83 million
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Monetary benefit from sex discrimination charges
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$146 million
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Monetary benefit from national origin discrimination charges
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$34 million
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Monetary benefit from religious discrimination charges
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$13 million
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What types of discrimination had less filings after peaks in 2002 but have recently had more
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Race and sex-based discrimination
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What types of discrimination had spikes after 2001 which then tailed off a little and now are increasing
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National origin and religion-based discrimination
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Why might the number of discrimination charges each year change?
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The economy
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What was the EEOC v. Joe's Stone Crab case about?
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Recruitment
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What was the EEOC v. Hooters case about?
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Selection
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What was the Butler v. Home Depot case about?
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Advancement (promotions and bonuses)
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What was the Kohls v. Beverly Enterprises case about?
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Separation (firings or layoffs)
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The decreasing number of discrimination charges over 10-years that are now increasing are due more to ____ effects than ____ effects.
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Legislative effects than social effects
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What is the negative side effect of the Civil Rights Act?
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It facilitates false claims
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Made it illegal to limit, segregate, or classify employees or applicants because of such individual's race, color, religion, sex, or national origin, unless discrimination was due to a bonafide occupational qualification. It also protects against retaliation.
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Civil Rights Act of 1964
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Intention to treat people differently based on group status
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Disparate treatment
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“facially neutral” employment practice adversely affects different groups
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Disparate impact
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Proving that the plaintiff belongs to a protected group, plaintiff applied for and was qualified for the job, was rejected despite qualifications, then employer either kept seeking or hired someone with similar qualifications is known as:
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The plaintiff's initial burden
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How should the defendant rebuttal a disparate treatment claim?
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Claim to have hired somebody better or that discrimination was due to a bona fide occupational qualification
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Reasonably necessary to the normal operation of that particular enterprise
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bona fide occupational qualification
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When should an employer establish protected class requirements
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When the requirements are bona fide occupational qualifications for the jobs in question
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How should the plaintiff of a disparate treatment claim reply to a typical defendant rebuttal?
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Say that it was just an excuse and use history to prove that there is a pattern or use a utilization analysis
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A comparison of a firm’s workforce with a relevant comparison group
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Utilization analysis
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According to what rule is there is disparate impact if the hiring rate for a protected group is less than 80% of the hiring rate for the majority group
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4/5's rule
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In what type of case must you show that the practice in question disproportionally affects a protected group relative to the majority group
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Disparate Impact Treatment
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How should a business respond to a disparate impact case?
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Show employment practice is a “business necessity.”
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How to show that an employment practice is a "business necessity"
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Job analysis shows it to be critical
Good criterion-related validity |
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An organization takes an adverse action against a covered individual because he or she engaged in a protected activity.
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Retaliation
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Firing, promotion denial, refusal to hire, threats, unjustified negative evaluations are examples of:
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Adverse action
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Those who opposed unlawful practices, participated in proceedings, or requested accommodations related to discrimination
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Covered individuals
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What does redressing discrimination mean?
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Encourage employers to hire people in a discriminated group
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Who believed that just making employment laws “color blind” was not enough and that proactive measures to create equality were needed?
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JFK
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Who said, “You do not take a person who, for years, has been hobbled by chains and liberate him, bring him up to the starting line of a race and say ‘you are free to compete with all the others,’ and still justly believe you have been completely fair.”
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Lyndon Johnson
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Does affirmative action involve special training programs and recruitment efforts for minority groups?
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Yes
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Does affirmative action allow for consideration of group status in making employment decisions?
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Yes but all members considered should be equally qualified
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Are rigid quota systems typically considered to be constitutional?
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No
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Employer’s obligation to do something to enable an otherwise qualified person to perform a job
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Reasonable accommodation
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What discriminated group complains most that they are not reasonably accommodated?
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Psychologically disordered
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What was the outcome of Casey Martin's case that he should be reasonably accommodated by being allowed to use a cart during golf tournaments?
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The court found in favor of Martin
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What percentage of accommodations cost nothing?
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69%
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What percentage of accommodations cost less than $1,000?
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29%
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What's the average cost of an accommodation?
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$240
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What was special about the accommodations that Verizon provided?
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They provided accommodations that were likely to be needed and it saved them a lot of $$$
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Has the percentage of disabled people working changed since ADA?
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No
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How many ADA claims are found to have merit?
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50%
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What disabilities prompted ADA?
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Blindness, deafness, paralysis, and lost limbs
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Does the disability have to be one of the ones that prompted ADA?
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No, the majority of claims aren't about them
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What company was sued for hiring 180 males in a row for wait staff positions
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Joe's Stone Crab
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What prompted the Hooters lawsuit?
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The EEOC
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Differences in subgroup validity coefficients
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Differential validity
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Differential ____ concerns correlation.
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Validity
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Differential ____ concerns regression.
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Prediction
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Differences in slopes, intercepts, and standard errors of measurement
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Differential prediction
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Is selection a dichotomous decision?
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Yes
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Dividing into two parts or classifications.
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Dichotomous
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If the predictor score tells you nothing about the criterion score, it does not ____
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Discriminate
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What shape is seen with a positive correlation?
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Oval
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What shape is seen with no correlation?
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Circle
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Does a predictor with adverse impact work equally well for both groups?
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Yes
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What happens when a predictor is valid for an entire group but not for subgroups?
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The test doesn't select anyone well but you think it works for everyone
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Are you allowed to use invalid tests?
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Yes, as long as they don't have an adverse impact
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What type of predictor will have a high proportion of false negatives for one group and a high proportion of false positives for another?
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A predictor with equal validity but unequal predictor means
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Does the same predictor/ criterion correlation exist for both groups for a predictor with equal validity but unequal predictor means?
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Yes
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What is the solution to a predictor with equal validity but unequal predictor means?
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Use different cut scores or race norming
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Is criterion performance the same for a predictor with equal predictor means but that is only valid for the majority?
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Yes
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Is predictor performance the same for a predictor with equal predictor means but that is only valid for the majority?
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Yes
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What should you do if your test has equal predictor means but is only valid for the majority?
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Only use it for the majority
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How will minority performance be effected by a test that has equal predictor means but is only valid for the majority?
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It will be poorer
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When a selection test is invalid, mean group performance is _____ the mean for the sample
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near
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When a selection test is valid, mean group performance is _____ the mean for the sample
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above
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The law that requires the same pay for men and women who do the same job in the same organization.
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Equal Pay Act of 1963
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What are the problems with the Equal Pay Act of 1963?
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Are the 2 employees doing exactly the same job
What if the man is getting paid less because they have been around for a shorter time period? Required only for jobs within the same geographic regions Different responsibilities and different shifts can be paid differently Can pay more if one is doing a better job Can pay more for differences in quality and quantity Any factor other than sex can be used to determine pay |
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Will the Equal Pay Act of 1963 be less important in the future?
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No, it will likely be more important
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In 2001, how much did women make for every dollar a man made?
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77 cents
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Jobs of same level of difficulty and importance should be paid the equally. I.E.: Secretaries and truck drivers
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Equal Compensation Laws
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How do performance bumps given to women compare to those given to men for altruistic behavior?
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Bumps given to women are not as big
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Do you have to be on the receiving end of harassment to file a law suit?
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No
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What is it called when the behavior of coworkers, supervisors, customers or anyone else in the work setting is sexual in nature and the employee perceives the behavior as offensive and undesirable
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Hostile work environment
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What is it called when a manager trades sex for a promotion
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Quid pro quo (this for that)
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verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, national origin, age, or disability, or that of his/her relatives, friends, or associates, and that:
Has the purpose or effect of creating an intimidating, hostile, or offensive working environment; Has the purpose or effect of unreasonably interfering with an individual’s work performance; or Other wise adversely affects an individual’s employment opportunities |
Harassment
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What are the basic steps of job analysis?
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List every dimension of the job
List every task within each dimension Rate all those tasks according to importance Come up with the “KSAO’s” needed to perform the most important tasks |
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Written materials, such as manuals, memos, and notices, used for job analysis
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Job element inventory
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A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs
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Position analysis questionnaire
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Tool used to do a job analysis where experts rate the level of 52 different abilities required for a particular job
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Fleishman system
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an online resource that describes the tasks involved in many jobs, along with their KSAO’s
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O*Net
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replacement of the Dictionary of Occupational Titles
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DOT
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What is the Fleishman System useful for?
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Selection, training, and career development functions
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Why was DOT created?
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During the Great Depression it was used to match employers and employees
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Why was the Dictionary of Occupational Titles replaced?
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Technology made it obsolete.
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How many jobs does O*NET describe?
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1,000
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What assigns 12,000 specific jobs a 9 digit code
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DOT
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Which numbers in DOT's code are essentially uninterpretable and merely insure that all jobs have a distinct number
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first and last three digits
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Which numbers in the DOT code provide some information on the kinds of tasks the job requires, which can also help identify KSAO’s
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The middle three numbers
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If the middle number's in a DOT code are low what does this represent?
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The jobs is more complex
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What does the 4th number in the DOT Code represent?
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Working with data
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What does the 5th number in the DOT Code represent?
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Working with people
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What does the 6th number in the DOT Code represent?
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Working with things
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What gets grouped into a Job Description that defines the job
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Important tasks
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What are included in the job posting (job specification)
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KSAO's
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What do employers look for in resumes, references, interviews, ability tests, personality tests, etc.
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KSAO's
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What is the foundation for other HR functions?
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Job analysis information
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What are important tasks considered under ADA?
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Essential job functions
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What are less important tasks considered under ADA?
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Marginal job functions
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What is designed to improve the K’s and S’s inherent in the important tasks?
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Training
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What is the basis for training evaluation?
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Improvement in the K’s and S’s inherent in the important tasks
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Job description that focuses on jobs that are either being created or changed in some manner
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Job design
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Job description that focuses on jobs that already exist
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Job analysis
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What job design approach maximizes intrinsic enjoyment
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Motivational approach
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What job design approaches maximize efficiency and safety
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Mechanistic approach
Biological approach Perceptual-motor approach |
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What is a functional approach that sees organizations as machines designed to accomplish specific goals, with workers as interchangeable parts?
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Mechanistic approach
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Which approach structures job tasks and the work environment to reduce physical fatigue and health problems?
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Biological approach
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Which approach structures job tasks and the work environment to focuses on mental capacities and limitations?
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Perceptual-motor approach
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What are the key arguments for the motivational approach?
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Easier to manage intrinsically enjoyable jobs
Puts less pressure on some HR aspects |
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What are the key arguments against the motivational approach?
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HR must supply more extrinsic value to motivate and retain employees if intrinsic enjoyment is lacking
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The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
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Motivation
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Percentage of people with no enthusiasm for their work
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55%
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The tenacity or energy someone put into working toward a goal
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intensity
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the target of the goal
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Direction
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Stamina of working towards a goal
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Persistence
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Is motivation one of the most widely researched areas in organizational behavior?
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Yes
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Has motivation provided a lot of insight?
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Yes
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What does the E stand for in the ERG Theory?
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Existence
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What does the R stand for in the ERG Theory?
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Relatedness
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What does the G stand for in the ERG Theory?
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Growth
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What is needs are considered to be existence needs in the ERG Theory?
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Physiological and safety needs
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What is needs are considered to be relatedness needs in the ERG Theory?
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Social and status needs
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What is needs are considered to be growth needs in the ERG Theory?
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Esteem and self-actualization needs
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Does the ERG Theory assume that one set of needs must be satisfied before moving on to the next?
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No
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Is Maslow's Hierarchy true?
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No
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Which theory says that assumed attitude is more or equally as important as success?
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Herzberg's Motivation-Hygiene Theory
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Which theory asked people to describe situations in which they felt exceptionally good or bad about their jobs
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Herzberg's Motivation-Hygiene Theory
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According to which theory are the response people give when they feel good are significantly different from when they feel bad?
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Herzberg's Motivation-Hygiene Theory
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Are higher level needs generally view more positively that lower level needs in Herzberg's Motivation-Hygiene Theory?
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Yes
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Factors, such as company policy and salary, that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied
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Hygiene factors
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Factors such as growth and self-actualization. These factors usually only have a positive influence on people.
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Motivation factors
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People take credit for good things and blame bad things on external environment
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Fundamental Attribution Error
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Criticisms of Herzberg's Motivation-Hygiene Theory
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Fundamental Attribution Error
No reliability check for coding No overall satisfaction measure Inconsistent with previous research and ignores situational variables Assumed a relationship between satisfaction & Performance |
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Is the motivational approach useful?
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In a general sense but not in a practical sense
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What are the five core job characteristics that combine to make some jobs more rewarding than others according to the motivational approach?
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Variety
Identity Significance Autonomy Feedback |
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Job has different activities and uses different skills
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Variety
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Job results in whole, identifiable piece of work, from start to finish
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Identity
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Job affects the lives of other people at work and society as a whole
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Significance
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Job holder has freedom and discretion to choose how and when to do work
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Autonomy
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The job itself provides feedback on the performance of the employee
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Feedback
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According to the motivational approach, the five core characteristics create what three critical psychological states?
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Meaningfulness of Work
Responsibility for Work Knowledge of Results |
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|
Belief that the job has a meaningful outcome that matters to other people
|
Meaningfulness of work
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Belief that worker controls the outcome or final product of the work
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Responsibility for Work
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Worker is aware of the job outcome
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Knowledge of Results
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What core characteristics contribute to the meaningfulness of work?
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Variety, identity, and significance
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What core characteristic contributes to the responsibility for work?
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Autonomy
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What core characteristic contributes to the knowledge of results?
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Feedback
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Do the core characteristics trump most other job factors?
|
Yes
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Broadening the types of tasks performed
|
Job enlargement
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Combining several relatively simple jobs together to form a job with a wider range of tasks
|
Job extension
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Does not redesign the jobs themselves, but moves employees among several different jobs
|
Job rotation
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When is job rotation most useful?
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When an employee first starts.
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Why is job rotation most useful when an employee first starts
|
See what other jobs entail
Place employee in best fit |
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Record employees doing their job at slow speeds. Analyze the tape to eliminate or combine steps or redesign the work space around them.
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Micromotion analysis
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Record employees doing their job at fast speeds. Analyze the tape to orient the placement of equipment in the room.
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Memomotion analysis
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When was the mechanistic approach actually studied?
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Industrial Revolution
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What did they find when studying the mechanistic approach?
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Things improved every time a change was made because employees thought that somebody cared
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Identifies the sequence of steps needed to fulfill a job. Seeks to discover which steps could be performed by machines, or which steps could be eliminated or combined to make work more efficient.
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Process engineering
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Study of the interface between individuals’ physiology and the characteristics of the physical work environment
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Ergonomics
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What does the Perceptual-Motor Approach limit?
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Amount of information and memorization
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Is job design, which includes motivational, mechanistic, biological, and perceptual-motor based goals equally important to job analysis?
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Yes
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A current assessment of HR, along with an analysis of future HR supply and demand
|
HR Planning
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How much labor does a business like ours use? Is there any reason why we may differ
|
Benchmarking
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Correlating the labor demand with leading indicators, such as, sales this year.
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Statistical Methods
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Forecasting the demand by taking various factors into account, such as, new product launches and changes with competitors
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Educated guesses
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What is the best demand forecasting method?
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A combination of benchmarking, statistical methods, and educated guesses
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A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.
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Transitional matrix
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How quickly is downsizing implemented?
|
Quickly
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How quickly are pay reductions implemented?
|
Quickly
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What are the advantages of outsourcing?
|
Takes advantages of “economies of scale” on the part of the outside firm
Reduces costs |
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What are the disadvantages of outsourcing?
|
Long-term economic impact
Potential lack of strategic fit Little say over performance and compensation Creation of potential competitor |
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How fast is overtime implemented?
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Quickly
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How fast are temporary workers implemented?
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Quickly
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How fast is outsourcing implemented?
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Quickly
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How fast are retrained transfers implemented?
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Slowly
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How fast is turnover reduction implemented?
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Slowly
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How fast are new external hires implemented?
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Slowly
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How fast are technology changes implemented?
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Slowly
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How revocable are overtime workers?
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Very
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How revocable are temporary workers?
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Very
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How revocable is outsourcing?
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Very
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How revocable is retraining transfers?
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Very
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How revocable is turnover reduction?
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Moderately
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How revocable are new external hires?
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Little
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How revocable are technology changes?
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Little
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|
Advantages of temp workers:
|
flexibility needed to operate efficiently
Frees company from administrative tasks Don’t have to “test” temps Don’t have to train temps |
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|
Disadvantages of temp workers:
|
Tension between full-time and temporary employees
Lower levels of “extra-role” behaviors & commitment/loyalty |
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Has outsourcing gradually shifted to being a permanent means of structuring work?
|
Yes
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|
job functions are completed overseas
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Offshoring
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How quickly are demotions implemented?
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Quickly
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How quickly is work sharing implemented?
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Quickly
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How quickly is a hiring freeze implemented?
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Slowly
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How quickly is natural attrition implemented?
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Slowly
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How quickly is early retirement implemented?
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Slowly
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How quickly is retraining implemented?
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Slowly
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How much suffering is involved with downsizing?
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A lot
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How much suffering is involved with pay reductions?
|
A lot
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How much suffering is involved with demotions?
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A lot
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How much suffering is involved with work sharing?
|
A moderate amount
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How much suffering is involved with hiring freezes?
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Little
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How much suffering is involved with natural attrition?
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Little
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How much suffering is involved with early retirement?
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Little
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How much suffering is involved with retraining?
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Little
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|
What percentage of Fortune 1000 firms downsized between 1987 and 2001?
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85%
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How many of the Fortune 1000 firms that downsized between 1987 and 2001 were profitable at the time of the layoffs?
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80%
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|
What are the reasons that most firms downsize?
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Reduce labor costs
Take advantage of new technologies Decrease bureaucracy due to use of work teams or because of corporate mergers Pave way for use of foreign labor |
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Is downsizing always the result of loosing money?
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No
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How does downsizing effect future profitability?
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It declines in the following years and takes 3 years to return to where it was
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When is downsizing immediately profitable?
|
A major business change
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Why doesn't downsizing work?
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Organizational memory
Cuts are too deep Effects on surviving employees |
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What are some benefits of phased retirement programs?
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Reduce costs
Retains experience for training or mentoring Allows potential for promotion |
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A set of activities designed to identify and attract potential employees.
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Recruitment
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Key goals of recruitment
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Attract a lot of applicants
Applicants fit the position Increase likelihood of acceptance |
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|
What are the 4 most important aspects of recruitment goal achievement in decreasing order?
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Vacancy characteristics
personnel policies recruitment sources recruiter characteristics |
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|
What are the 3 most important vacancy characteristics in decreasing order?
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Pay
Challenges and responsibilities Job security |
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|
What strategy is an applicant using if they won't take a job that doesn't pay at least $60,000?
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Non-compensatory strategy
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What strategy is an applicant using if they rate prospective jobs according to strengths and weaknesses?
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Compensatory Strategy
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What strategy is an applicant using if they just simply choose their favorite prospective job?
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Implicit favorite
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|
What policies affect vacancy desirability?
|
Lead-the-Market Pay
Promoting from Within Image Advertising |
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|
What recruitment strategy is a company using if they pay more than the current market wages for a job?
|
Lead-the-Market Pay
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|
What recruitment strategy is a company using if they fill upper-level vacancies with candidates who already for the organization?
|
Promoting from Within
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|
What recruitment strategy is a company using if they advertise the company as a good place to work?
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Image advertising
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|
What are the advantages of promoting from within?
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Less risky
Culture Committed employees Shared experiences Cheaper |
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What are the disadvantages of promoting from within?
|
Less new ideas
Not practical in small firms |
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|
What are the advantages of online recruiting?
|
Efficient
Data collection |
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What are the disadvantages of online recruiting?
|
Equity issues
Self selection |
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|
What does recruiter characteristics have a large impact on?
|
Acceptance of a second interview
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|
Should the recruiting function be separated from the selection function?
|
Yes
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|
Why should the recruiting function be separated from the selection function?
|
Don't waste time on people that you don't want
No need to switch from attracting people to selecting people |
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|
Do applicants use the recruiter to judge person-organization fit?
|
Yes
|
|
|
What turnover timeframe is particularly damaging to employers
|
Within the first 6 months
|
|
|
What can realistic job previews improve?
|
Expectations
Self-selection Perceptions of employer fairness |
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|
Do realistic job previews have a strong effect on reducing turnover?
|
No
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|
The process by which companies decide who will or will not be allowed into the organization
|
Selection
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|
|
Goal of selection
|
improve a company’s ability to predict -- Before The Fact -- which job candidate is likely to be the most effective employee
|
|
|
What does "r" represent?
|
Correlation
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|
What is an ideal selection correlation
|
+1
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|
What is the correlation of an invalid selection method
|
0
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|
What are the ranges of the correlation coefficient
|
-1 to 1
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|
What correlation indicates a small association
|
r < .1
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What correlation indicates a medium association
|
.10 < r < .3
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|
|
What correlation indicates a large association
|
r > .3
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|
|
What does R^2 symbolize
|
Determination
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|
|
What does the coefficient of determination indicate?
|
the variance explained
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|
|
Are both correlation and variance standardized?
|
Yes
|
|
|
In order for employee selection measures to be considered good they must be:
|
Valid
Generalizable Legal Have Utility Reliable Useful |
|
|
In order for selection measures to be considered valid they must be:
|
Reliable
Content and construct Predictive and/or concurrent validity |
|
|
The degree to which a measure is free of random error
|
Reliability
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|
|
A score on any measure has two components:
|
True score +/- random error
|
|
|
How is reliability calculated
|
Correlating measurement repetitions
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|
|
Repetition in Items
|
Inter-item reliability
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|
|
Repetition in Times
|
Test-retest reliability
|
|
|
Repetition in raters
|
Inter-rater reliability
|
|
|
Is content validation statistically derived?
|
No
|
|
|
What decides content validation?
|
Expert judgement
|
|
|
The extent to which the measure correlates with some criterion of interest
|
Criterion-related validity
|
|
|
Give measure to people already on the job, correlate with performance (or some other criterion) at that time
|
Concurrent validation
|
|
|
Problem with concurrent validation because most of the sample already has high levels of whatever it is you’re measuring
|
Restriction in range
|
|
|
Give measure to job applicants but don’t use it to hire (just hire at random or using something else that is unrelated to the measure). Then correlate it with performance (or some other criterion) several months later
|
Predictive validation
|
|
|
When should you use predictive validation
|
When you’re first hiring people to see if it does correlate with performance
|
|
|
Degree to which selection method enhances bottom line effectiveness of company
|
Utility
|
|
|
What does increasing overall profitability depend on?
|
economic consequences of failure vs. success
|
|
|
What does accurately selecting those who succeed on the job depend on?
|
Selection ratio and validity
|
|
|
What type of selection method looks at where the applicant worked, what type of work they did, etc.
|
Biographical inventory
|
|
|
What are resumes used for
|
Assessing the necessary qualifications
|
|
|
Have references historically had moderate validity?
|
Yes
|
|
|
Why are past employers afraid to say anything negative
|
Defamation
|
|
|
Seven physical abilities tested in a physical ability test
|
Muscular tension, muscular power, muscular endurance, cardiovascular endurance, flexibility, balance, coordination
|
|
|
What company was sued for 3.3M for use of a strength test
|
Dial
|
|
|
What is the correlation of cognitive ability tests with job performance?
|
.5
|
|
|
Is the correlation between job performance and cognitive ability tests stronger in more complex jobs?
|
Yes
|
|
|
Components of general intelligence:
|
Verbal ability
Quantitative ability Reasoning ability Spatial ability |
|
|
What is the most popular cognitive ability test?
|
The Wonderlic Personnel Test
|
|
|
What does the Wonderlic Personnel Test measure?
|
Verbal ability
Quantitative ability Reasoning ability Spatial ability |
|
|
What football position has the highest average on the Wonderlic?
|
Offensive tackles
|
|
|
treat all scores within a range of scores on a test as being similar
|
Banding
|
|
|
Establishing different norms for hiring members of different racial groups
|
Racial norming
|
|
|
Are there questions of the legality of banding?
|
Yes
|
|
|
Does being more intelligent helps performance on most any job
|
Yes
|
|
|
Are interviews reliable
|
No
|
|
|
Are interviews valid
|
No
|
|
|
What is the 2nd highest job performance predictor?
|
Conscientiousness
|
|
|
Causes of noise in interviews:
|
Interviewer tendencies and mood
Applicant mood and anxiety Applicant prep and coaching Interviewer- applicant mix Situational factors |
|
|
A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate
|
Non-directive interview
|
|
|
established set of questions for interviewer to ask
|
Structured 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
|
Situational interview
|
|
|
A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past
|
Behavior description interview
|
|
|
What types of questions should you focus on in an interview
|
Situational and behavioral
|
|
|
Should you use panel interviews?
|
Yes
|
|
|
What is the correlation of an individual unstructured interview with performance?
|
.2
|
|
|
What is the correlation of an panel unstructured interview with performance?
|
.37
|
|
|
What is the correlation of an individual structured interview with performance?
|
.63
|
|
|
What is the correlation of an structured panel interview with performance?
|
.61
|
|
|
The relatively stable organization of a person’s characteristics
|
Personality
|
|
|
Is personality an enduring pattern of behavior?
|
Yes
|
|
|
Does a person’s personality changes with the environment
|
No
|
|
|
How much of personality is inherited?
|
50%
|
|
|
Does personality depends mostly on socialization and environment influence
|
No
|
|
|
What is used to describe a persons personality
|
traits
|
|
|
Subjects' perceptions of inkblots are recorded and then analyzed using psychological interpretation
|
Rorschach Inkblot Test
|
|
|
Set of cards showing ambiguous human events and the subject must describe what is going on to elicit information about a person's view of the world and his or her attitudes toward the self and others
|
Thematic Apperception Test
|
|
|
Do projective personality tests require a trained clinical psychologist?
|
Yes
|
|
|
Are projective personality tests reliable?
|
No
|
|
|
Are projective personality tests subject to the interviewer's interpretation?
|
Yes
|
|
|
What are projective personality tests typically used to assess?
|
Mental stability
|
|
|
Are projective personality tests typically used to assess future job performance?
|
No
|
|
|
What personality inventory measures 5 "Big" traits?
|
MTBI
|
|
|
According to the MTBI what percentage of the population could be considered successful intellectuals?
|
5%
|
|
|
What are the "Big Five" Factors?
|
Conscientiousness
Agreeableness Neuroticism Openness to Experience Extraversion |
|
|
Dependable, organized, achievement-oriented are all factors of what personality trait?
|
Conscientiousness
|
|
|
Courteous, trusting, tolerant, cooperative are all factors of what personality trait?
|
Agreeableness
|
|
|
Stable, nondepressed, secure, content are all factors of what personality trait?
|
Neuroticism
|
|
|
Curious, imaginative, broad-minded are all factors of what personality trait?
|
Openness to experience
|
|
|
Sociable, assertive, talkative, expressive are all factors of what personality trait?
|
Extraversion
|
|
|
What personality trait is related to inquisitiveness
|
Openness to experience
|
|
|
What is the correlation of conscientiousness to job performance
|
.25
|
|
|
What personality traits are important for jobs with social demands
|
Extraversion and agreeableness
|
|
|
What personality traits are important for jobs that are constantly changing
|
Openness
|
|
|
What does "g" represent?
|
Cognitive ability
|
|
|
What does conscientiousness show
|
Typical performance
|
|
|
What does "c" represent?
|
Conscientiousness
|
|
|
What does cognitive ability show
|
maximum performance
|
|
|
What is the most important trait of an effective leader?
|
Extraversion
|
|
|
Is extraversion more strongly related to social emergence or effectiveness
|
Social emergence
|
|
|
What other traits are important for an effective leader
|
Conscientiousness and openness to experience
|
|
|
Are effective leaders generally agreeable?
|
No
|
|
|
What percentage of Fortune 1000 firms use drug tests?
|
67%
|
|
|
Impairment testing of employees
|
Fitness-for-duty
|
|
|
What type of statement should you use while describing your experience in a resume?
|
PAR
|
|
|
What does the P in PAR stand for?
|
Project
|
|
|
What does the A in PAR stand for?
|
Action
|
|
|
What does the R in PAR stand for?
|
Result
|
|
|
When should you include your GPA in your resume?
|
When it's over a 3.0
|
|
|
What provides a framework for your resume?
|
Your objective
|
|
|
List previous positions in starting with the most recent and working backwards
|
Reverse chronological format
|
|
|
Put the experience most relevant to the job first
|
Functional format
|
|
|
Is a body of information applied directly to the performance of a function.
|
Knowledge
|
|
|
Is an observable competence to perform a learned psychomotor act.
|
Skill
|
|
|
Is competence to perform an observable behavior or a behavior that results in an observable product.
|
Ability
|
|
|
According to the US Postal Service what percentage of applicants who failed a drug test have a higher rate of absenteeism?
|
59%
|
|
|
According to the US Postal Service what percentage of applicants who failed a drug test have a higher rate of involuntary turnover?
|
47%
|
|
|
Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process
|
Multiple-Hurdle 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
|
Compensatory model
|
|
|
Prohibits discrimination because of genetic information
|
Genetic Information Nondiscrimination Act (GINA) of 2008
|
|
|
Who does GINA apply to?
|
Employers with over 15 employees
|
|
|
What decisions can't be based on genetic info?
|
Terms, conditions, or privileges of employment (promote, hire, lay off)
|
|
|
Does GINA forbid harassment based on genetic info?
|
Yes
|
|
|
When can a company intentionally obtain genetic info?
|
voluntarily given
request for time off for relative |
|
|
Set of guidelines issued by the EEOC and other gov't to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discriminiation laws
|
Uniform Guidelines on Employee Selection Procedures
|
|
|
What ways does the Uniform Guidelines on Employee Selection Procedures accept validity measurements?
|
Criterion-related
Content Construct validity |
|
|
A measure of validity based on showing a substantial correlation between test scores and job performance scores
|
Criterion-related validity
|
|
|
Consistency between test items or problems and the kinds of situations or problems that occur in the job
|
Content validity
|
|
|
Consistency between a high score on a test and high level of an attribute such as intelligence or leadership ability, as well as between mastery of this attribute and successful performance on the job
|
Construct validity
|
|
|
The agency responsible for enforcing the executive orders that cover companies doing business with the federal government
|
Office of Federal Contract Compliance Procedures
|
|
|
In order to have a contract over $50,000 with the federal government, a company must:
|
not discriminate based on race, color, religion, national origin, or sex
Written affirmative action plan on file |
|
|
n order to have a contract over $50,000 with the federal government, a company's affirmative action plan must include:
|
Utilization analysis
Goals and timetables Action steps |
|
|
A comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supply
|
Utilization analysis
|
|
|
The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained
|
Goals and timetables
|
|
|
A plan for how the organization will meet its affirmative action goals
|
Action steps
|
|
|
Besides working towards goals for hiring women and minorities what groups must a company take towards hiring to have a contract of over $50,000 with the federal government?
|
Vietnam veterans
Individuals with disabilities |
|
|
Agency that audits government contracts to ensure they are actively pursuing their affirmative action goals
|
Office of Federal Contract Compliance Procedures
|
|
|
What can the Office of Federal Contract Compliance Procedures do if a company isn't complying with the affirmative action requirements of having a contract with the federal government?
|
Notify the EEOC
Advise Department of Justice to begin criminal proceedings Requests Secretary of Labor suspends or cancels current contracts Forbid from bidding in future |
|
|
A list of the tasks, duties, and responsibilities that a particular job entails
|
Job description
|
|
|
Actions in a job description's TDRs are all
|
Observable
|
|
|
A list of the knowledge, skills, abilities, and other characteristics that an individual must have to performa a particular job
|
Job specification
|
|
|
Factual or procedural information necessary for successfully performing a task
|
Knowledge
|
|
|
Individual's level of proficiency at performing a particular task
|
Skill
|
|
|
A general enduring capability that an individual possesses
|
Ability
|
|
|
A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market
|
Workforce utilization review
|
|
|
Steps in a workforce utilization review
|
1.) assess current utilization patterns
2.) Forecast how they're likely to change or their goals |
|
|
Employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause
|
Employment at will
|
|
|
Policies that formally lay out the steps an employee may take to appeal the employer's decision to terminate that employee
|
Due-Process Policies
|
|
|
Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States
|
Immigrant Reform and Control Act of 1986
|
|
|
How should employers verify and maintain records on applicants' legal rights to work in the United States
|
Fill out Form I-9 and keep for 3+ years
Check applicant's identity and eligibility documents |
|
|
Does the Immigrant Reform and Control Act of 1986 prohibit an employer from discriminating against an eligible person on the basis of national origin or citizenship?
|
Yes
|
|
|
Does evidence suggest that honest tests are somewhat valid in predicting behaviors such as theft?
|
Yes
|
|
|
What do honesty tests typically ask applicants?
|
Attitudes/ own experiences with theft
|
|
|
Why might an organization perform a medical examination for legality issues?
|
To see if the employee suffered a work-related disability later on
|
|
|
Can a company use a medical exam to discriminate against women?
|
Yes, if valid in predicting ability
|
|
|
What can medical exams see?
|
Related job requirements
|
|
|
When are medical exams permitted?
|
After candidate has received a job offer
|
|
|
An organization's workers
|
Internal labor market
|
|
|
Individuals who are actively seeking employment
|
External Labor Market
|
|
|
HR practices that support diversity management
|
Employee relations
Performance appraisals Development Communication |
|
|
Organizations that have the best possible fit between their social system and technical system
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High-performance work systems
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Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession
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Knowledge workers
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Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
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Employee empowerment
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The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service
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Teamwork
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A companywide effort to continually improve the ways people, machines, and systems accomplish work
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Total quality management
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A complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality
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Reengineering
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The practice of having another company provide services
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Outsourcing
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Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available
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Offshoring
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Employees who take assignments in other countries
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Expatriates
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A computer system used to acquire, store, manipulate analyze, retrieve, and distribute info related to an organization's HR
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HR Info System
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The processing and transmission of digitized HR info, especially using a computer network and the Internet
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Electronic HR Management
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System in which employees have online access to info about HR issues and go online to enroll themselves in programs and provide feedback through surveys
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Self-service
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A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions
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Psychological contract
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Methods of staffing other than traditional hiring of full-time employees
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Alternative work arrangements
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