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Business > 229 Quiz 2 > Flashcards

229 Quiz 2 Flashcards

1
Q

what planning process ensures that
1) an organization has people available (employed) who have the right competencies, and
2) that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives

A

Human Resource Planning

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2
Q

What are the Approaches to HR Planning (MSMST)

A
  • Management forecasts (Opinions based on knowledge)
  • Staffing tables (Graphic representations of internal jobs)
  • Markov analysis (Tracks pattern of employee movements)
  • Skills inventory (Information on current employees)
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3
Q

What are the 4 HR planning steps

A

Step 1: Forecast demand for labour
Step 2: Determine supply of labour
Step 3: Identify the gap between supply and
demand
Step 4: Develop action plans to eliminate the
gap

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4
Q

Below are the outcomes from what type of planning:
- Usable information about the demand for
and supply of employees
- Demand and supply also function of general
economy
- Oversupply of labour
- Shortage of labour

A

HR planning

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5
Q

What is an organizations reputation as an employer called

A

Employer Branding

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6
Q

What are 2 benefits of internal recruitment

A
  1. Rewards for past performance
  2. Makes use of people who already know the
    organization
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7
Q

What are 2 pitfalls of internal recruitment

A
  1. May not have people with specialized training or expertise when needed
  2. Difficulty in changing organizational culture
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8
Q

Whats are examples of formal external recruitment (2) and less formal external recruitment (2)

A

More Formal: (1) Internet, (2) Advertisements
Less Formal: (1) Job Fair, (2) Unions

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9
Q

What are 2 benefits of external recruitment

A

(1) Acquire unique skills and experiences
needed by the company
(2) Advance DEI initiatives

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10
Q

What are 2 Pitfalls of external recruitment

A

(1) Don’t know the persons capabilities
(2) Cost

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11
Q

What concept involves these considerations:
1. Legal Requirements
2. Bona Fide Occupational Qualification
3. Systemic Discrimination
4. Employment Equity
5. Diversity

A

Overall Recruitment Considerations

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12
Q

[ ] is the process of choosing from the pool of applicants and hiring individuals who are best able to fulfill the requirements of the job

A

Selection

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13
Q

What are the types of interview questions (2)

A

(1) Structured (Situational questions)
(2) Unstructured

Structured interview questions are carefully planned and asked in a specific order, often with fixed answers like multiple-choice or yes/no options. Unstructured interview questions, on the other hand, are more open-ended and allow for a free-flowing conversation without a set order or specific answers.

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14
Q

[. ] Is the embedding of organizational values, beliefs, and accepted behaviours

A

Socialization

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15
Q

describe 2 values of orientation

A
  1. lower turnover
  2. increased productivity
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16
Q

What does the instructional systems design (ADDIE) stand for

A

Analysis, Design, Development, Implementation, evaluation

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17
Q

What does the instructional systems design (ADDIE) Analysis mean

A

Phase 1: conducting the needs assessment
1. Organisation analysis (know the organisation)
2. Task analysis (determine the desired performance)
3. Person analysis (determine the actual performance)

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18
Q

What does the instructional systems design (ADDIE) Design mean

A

Develop the training goals, valuable information to share, learning principles

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19
Q

What does the instructional systems design (ADDIE) Develop mean

A

Create Content, Test the training program

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20
Q

What does the instructional systems design (ADDIE) Implement mean

A

Decide which training methods to use, what is to be learned

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21
Q

What are the 2 training methods for implementing the program (ADDIE)

A

(1) Delivery methods (on the job training, online)
(2_ Learning Methods (coaching, simulation)

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22
Q

What does the instructional systems design (ADDIE) Evaluate mean

A

Evaluate the program. The KEY outcomes achieved by your training.
1. Trainee reactions
2. Learning
3. Transfer to the job (behaviour)
4. Organizational Results

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23
Q

[. ] is a
- Dynamic process
- Organization responsible for supplying
information and providing support
- Organizational needs linked with individual
needs

A

Career development

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24
Q

[. ] is an Individuals responsible for own career planning

A

Career planning

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25
Q

what are the HRM practices to enhance career development (3)? (1) Promotion…

A

Promotion
Mentors
Lateral Transfer

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26
Q

[. ] is A set of integrated management practices designed to help employees maximize performance, thereby allowing the organization to reach its goals

A

performance management system

27
Q

steps in an [. ] system include:
1. Clarifying the work to be done
2. Setting goals and establishing a performance plan
3. Providing frequent coaching
4. Conducting a formal review of performance
5. Recognizing and rewarding performance
6. Creating an action plan

A

Effective performance management system

28
Q

organization factors, job factors, personal factors, are reasons for [. ] preformance

A

ineffective

29
Q

Why performance management systems can fail? (2)

A

not aligned with organizational outcomes, organizations culture does not support the system

30
Q

Legal requirements for conducting performance reviews must be 3 things:

A
  1. Reliable
  2. Fair
  3. Valid
31
Q

What are the three performance review methods?

A
  1. Trait method
  2. Behavioural Method
  3. Results Method
32
Q

In regards to the 3 performance review methods, what is the trait method?

A

Measures the extent employee possesses certain characteristics.

33
Q

In regards to the 3 performance review methods, what is the behavioural method?

A

Reviews actual, observable behaviour

34
Q

In regards to the 3 performance review methods, what is the results method?

A

Measures what is produced and/or achieved

35
Q

What is the advantage and disadvantage of trait methods? (managers look at an employee’s specific traits in relation to the job, such as friendliness to the customer.)

A
  1. simple and inexpensive
  2. strong possibility of rater error
36
Q

What is the advantage and disadvantage of behavioural methods?

A
  1. specific and observable dimensions
  2. can be time consuming
37
Q

What is the advantage and disadvantage of results methods?

A
  1. objective measurements
  2. can encourage short-term think and behaviour
38
Q
A
39
Q

Which term refers to the opinions and judgments of managers, or others, who are knowledgeable about the organization’s future need for employees?
a. staffing table
b. management forecasts
c. skills inventory
d. trend analysis

A

b. management forecasts

40
Q

What is the third step in the HR planning process?
a. developing an action plan
b. forecasting the demand for labour
c. identifying the gap between demand and supply
d. establishing an employee referral program

A

c. identifying the gap between demand and supply

41
Q

How would you best describe employment branding?
a. creating a pool of qualified applicants
b. determining the best recruitment method
c. an organization’s reputation as an employer
d. planning for staff needs

A

c. an organization’s reputation as an employer

42
Q

What is a pitfall of recruiting outside the organization?
a. individual brings unique skills needed now
b. costs are less
c. people have better skills to be more productive
d. lack of solid information on person’s performance

A

d. lack of solid information on person’s performance

43
Q

Which term refers to how well a test or selection procedure measures what it is intended to measure?
a. reliability
b. testing
c. validity
d. organizational constraint

A

c. validity

44
Q

Which term refers to the degree to which selection procedures provide consistent outcomes over time?
a. job sampling
b. reliability
c. validity
d. organizational culture

A

b. reliability

45
Q

Which of the following is the best example of a behavioural description interview question?
a. “Tell me about the last time you disciplined an employee.”
b. “Tell me what you would do if you had a difficult customer.”
c. “What does your behaviour really mean?”
d. “What behaviour would you display in a hypothetical situation?”

A

a. “Tell me about the last time you disciplined an employee.”

46
Q

Aptitude tests measure which of the following?
a. strength and endurance
b. personality and interests
c. emotional and social skills
d. capacity to learn or acquire skills

A

d. capacity to learn or acquire skills

47
Q

Which selection approach uses criteria for successful job performance in making a selection decision?
a. statistical approach
b. clinical approach
c. leadership approach
d. cognitive abilities

A

a. statistical approach

48
Q

Which term refers to the acquisition of skills, behaviours, and abilities to perform future work or to solve an organizational problem?
a. orientation
b. training
c. development
d. HRM

A

c. development

49
Q

Which of the following is a value from orientation?
a. lower turnover
b. increased training costs
c. stability of production
d. less stress

A

a. lower turnover

50
Q

What is the reason that organizations train new employees?
a. to increase profits
b. to increase employee satisfaction
c. to bring employees’ KSAs (knowledge, skills, and abilities) up to the level required for satisfactory performance
d. to decrease turnover

A

c. to bring employees’ KSAs (knowledge, skills, and abilities) up to the level required for satisfactory performance

51
Q

n a needs assessment, four questions should be asked and answered to determine if training is appropriate. What is the first question that should be asked?
a. What competencies or knowledge, skills, and abilities do the employees currently have?
b. What is the gap between the desired and the actual?
c. What competencies or knowledge, skills, and abilities do employees need?
d. How important is this issue to the success of the organization?

A

d. How important is this issue to the success of the organization?

52
Q

When designing a training program, which practice is based on the premise that the consequences of behaviour determine if it will be repeated or discontinued?
a. goal setting
b. behaviour modification
c. active practice and repetition
d. whole-versus-part learning

A

b. behaviour modification

53
Q

What is the third step in the instructional systems design?
a. needs assessment
b. implementation of KSAs
c. developing the program
d. program design

A

c. developing the program

54
Q

Which of the following provides managers with release time to work full time on projects with others in the organization?
a. action learning
b. case studies
c. role-playing
d. simulation

A

a. action learning

55
Q

What term is used to describe a systematic approach in which you would assess your values, interests, abilities, and goals and identify a path you would need to take to realize your career goals?
a. career development
b. career training
c. career planning
d. career assessment

A

b. career training

56
Q

What does strategic performance management emphasize?
a. training and development and growth plans for employees
b. opportunity to identify issues for discussion
c. improving performance of all employees
d. aligning individual output to organizational goals

A

a. training and development and growth plans for employees

57
Q

Which of the following best describes the parts of an effective performance management system?
a. developing a behavioural checklist, coaching and mentoring the employee, transferring or training the employee in the areas needed, and disciplining or discharging the employee
b. clarifying the work to be done, setting goals and establishing a performance plan, coaching frequently and regularly, conducting a formal review of performance, and recognizing and rewarding performance
c. setting goals and establishing a performance plan, coaching frequently, training or transferring the employee in the areas needed, and disciplining or rewarding as required
d. clarifying the work to be done, developing job specifications, analyzing tasks, conducting a formal review of performance, and recognizing and rewarding performance

A

b. clarifying the work to be done, setting goals and establishing a performance plan, coaching frequently and regularly, conducting a formal review of performance, and recognizing and rewarding performance

58
Q

What is one of the guidelines that formal performance reviews meet?
a. ensuring that performance ratings are done by others who don’t interact with the employee
b. encouraging active contribution from the employee during performance review discussions
c. ensuring that employees don’t disagree with their performance
d. encouraging the employee to ignore any negative feedback

A

b. encouraging active contribution from the employee during performance review discussions

59
Q

Which of the following is a trait approach to performance review whereby each employee is rated according to a scale of characteristics?
a. behaviour observation scales (BOS)
b. management by objectives (MBO)
c. graphic rating scale
d. behaviourally anchored rating scale (BARS)

A

c. graphic rating scale

60
Q

Which management philosophy has employees and supervisors working together to establish objectives?
a. simulation
b. management by objectives (MBO)
c. TQM
d. quality circles

A

b. management by objectives (MBO)
a company that has a quarterly objective to earn 30% of overall revenue from their marketing efforts. To achieve this objective, they break it down into personal objectives for each team member

61
Q

Which of the following measures are used to rate performance in management by objectives?
a. the employee’s achievement of goals
b. the number of units an employee produces
c. the extent to which an employee possesses certain characteristics
d. how well the employee gets along with management

A

a. the employee’s achievement of goals

62
Q

Which of the following best describes the two performance review methods classified under the “results methods”?
a. critical incident; behavioural checklist
b. critical incident; behaviourally anchored rating scale (BARS)
c. BARS; management by objectives (MBO)
d. MBO; productivity measures

A

d. MBO ( By comparing actual productivity to a given set of standards, managers can identify problem areas and improve efficiency.); productivity measures

63
Q

Which performance method term refers to helping managers translate strategic goals into operational objectives?
a. behavioural checklist
b. productivity measures
c. management by objectives
d. Balanced Scorecard

A

d. Balanced Scorecard (banks often contact customers and conduct surveys to gauge how well they do in their customer service.)

Business (13 decks)

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