Ch 5 and 6

Question 1

Behavioural / Personal competencies

Answer 1

Underlying personal characteristics required for successful performance

Question 2

Work based / Occupational competencies

Answer 2

Expectations of workplace performance and the outputs and standards expected

Question 3

Generic competencies

Answer 3

Can apply to all people e.g. the need to be decisive

Question 4

Physiological tests

Answer 4

Personality - to undercover basic attitude profiles.

Cattle p16 personality factors looks at traits such as touch, weak-mindedness, introvert or extrovert

Question 5

Proficiency tests

Answer 5

Ability to do the work involved

Question 6

Cognitive tests

Answer 6

Concerned with the process of thinking - IQ tests, aptitude tests (maths, literacy, reasoning)

Question 7

Psychometric tests

Answer 7

Establish wide psychological profile - intelligence, personality etc.

Myers-briggs type indicator used to categorise people as one quality or the opposite

Question 8

Face validity

Answer 8

Does the test, on the face of it, measure the abilities of the candidate? i.e. does a maths test measure maths ability?

Question 9

Concurrent validity

Answer 9

How well do test scores accurately estimate an individuals current state with regards to the criteria?

Question 10

Predictive validity

Answer 10

Occurs when the criteria measures are obtained at a time after the test e.g. career or aptitude tests to determine who is likely to succeed in certain occupations in the future

Question 11

Reward review

Answer 11

Determine if a pay increase or bonus is deserved - important motivating factor

Question 12

Performance review

Answer 12

For planning and following up training programmes

Question 13

Potential review

Answer 13

Determine an individuals likely career path and help them achieve progression through the company

Question 14

360 Degree feedback

Answer 14

Your raters include people at all levels of relationship with you - boss/peers/colleagues as well as direct reports

Question 15

180 Degree feedback

Answer 15

Your raters are at the same level as you - peers/colleagues and one person that you report to

Question 16

Hard HRM

Answer 16

Employees treated as a resource of the business

• little empowerment
• pay is just enough to recruit and retain staff

Question 17

Soft HRM

Answer 17

Treats employees as the most important resource in the business and a source of competitive advantage

• empowered employees
• competitive pay structure

Question 18

Decide HRM strategy

Answer 18

Differentiation (innovation), focus (quality) or cost (cost reduction

Question 19

HRM Practices

Answer 19

Includes selection, appraisal, training, rewards

Question 20

HRM Outcomes

Answer 20

Commitment, flexibility

Question 21

Behavioural outcomes

Answer 21

Motivation, effort, co-operation

Question 22

Performance outcomes

Answer 22

Improved productivity, reduced employee turnover

Question 23

Financial outcomes

Answer 23

Profit

Question 24

Knowledge management

Answer 24

Where intranets can be used to allow the business to share information on how to best meet customers needs

Question 25

Autonomous working groups

Answer 25

Teams that take responsibility for the work that they are carrying out. Under the control of management they encourage worker participation by getting groups to organise their own workloads and methods of work, within targets set by management