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HRM > Chapter 6 > Flashcards

Chapter 6 Flashcards

1
Q

Process of choosing the individual best suited for particular position and organization from a group of applicants

A

Selection

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2
Q

Goal is to properly match people with jobs and organization

A

Selection

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3
Q

Environmental factors affecting the selection process

A

Othe HR Functions
Legal Considerations
Decision-Making Speed
Organizational Hierarchy
Applicant Pool
Type of Organization
Probationary Period
Organizational Fit

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4
Q

Number of qualified applicants recruited for a particular job

A

Applicant Pool

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5
Q

Number of people hired for a particular job compared to number of people in applicant pool

A

Selection Ratio

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6
Q

Period that permits evaluating an employee’s ability based upon performance

A

Probationary Period

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7
Q

Screen applicants with regard to how they can help achieve profit goals

A

Private Sector

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8
Q

Identify qualified applicants through competitive examination

A

Government Civil Service Systems

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9
Q

Applicants must be qualified and dedicated to work

A

Non-for-profit organization

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10
Q

Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system

A

Organizational Fit

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11
Q

Removes obviously unqualified individuals

A

Preliminary Screening

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12
Q

Essential information is included and presented in a standardized format

A

Review of Applications

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13
Q

Goal-directed summary of a person’s experience, education, and training developed for use in the selection process

A

Resume

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14
Q

Reliable and accurate means of selecting qualified candidates

A

Selection Tests

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15
Q

Uniformity of procedures and conditions of administering test

A

Standardization

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16
Q

Everyone scoring a test obtains same results

A

Objectivity

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17
Q

Frame of reference for comparing applicant’s performance with that of others

A

Norms

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18
Q

Provides consistent results

A

Reliability

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19
Q

Measures what it is supposed to measure (basic requirement)

A

Validity

20
Q

Must no have adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law

A

Requirement for job relatedness

21
Q

Types of Employment Tests

A

Cognitive Aptitude
Psychomotor Abilities
Job Knowledge
Work-Sample
Vocational Interests
Personality

22
Q

Measures individual’s ability to learn, as well as to perform a job

A

Cognitive Aptitude Tests

23
Q

Form of IQ test which is helpful in identifying job candidates who have extensive knowledge bases

A

Cognitive Aptitude Tests

24
Q

Strength
Coordination
Dexterity
Miniaturization in assembly operations

A

Psychomotor Abilities Tests

25
Q

Measure candidate’s knowledge of duties of position for which he or she is applying

A

Job-Knowledge Tests

26
Q

Perform set of tasks representative of job
Job related
Produces high validity
Reduces adverse impact
More acceptable to applicants

A

Work-Sample

27
Q

Indicate occupations in which person is most interested and that will most likely provide satisfaction

A

Vocational Interest

28
Q

Self-reported measure of:
-Traits
-Temperaments
-Dispositions
Tap into softer areas, such as leadership, teamwork, and personal assertiveness

A

Personality Tests

29
Q

Goal-oriented conversation where interviewer and applicant exchange information

A

Employment Interview

30
Q

Types of Interviews

A

Unstructured
Structured
Behavioral
Situational

31
Q

Asks probing, open-ended questions
Encourages applicant to do much of the talking
Is often time consuming
Potential legal issues

A

Unstructured Interview

32
Q

Series of job-related questions asked of each applicant

A

Structured Interview

33
Q

Prompt applicants to relate actual incidents relevant to target job

A

Behavioral Interview

34
Q

Creates hypothetical situations candidates would be likely to encounter on the job and ask how they would handle them

A

Situational Interview

35
Q

Applicant meets one-on-one with interviewer

A

One-on-one interview

36
Q

Several applicants interact in presence of one or more interviewers

A

Group Interview

37
Q

Several firm representatives interview candidate at same time

A

Board Interview

38
Q

Applicants typically interviewed one-on-one by peers, subordinates, and supervisors

A

Multiple Interviews

39
Q

Provide both positive and negative job information to applicant in unbiased manner

A

Realistic Job Previews

40
Q

Convey information about tasks person would perform and behavior required to fit into organization’s culture

A

Realistic Job Previews

41
Q

Occurs when interviewer assumes that applicant has certain traits because they are members of a certain class

A

Stereotyping Bias

42
Q

Occurs when interviewer generalizes one positive first impression feature of the candidate

A

Halo Error Bias

43
Q

Occurs where interviewer’s first impression of candidate creates a negative first impression that exists throughout interview

A

Horn Error Bias

44
Q

Occur when, for example, interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate

A

Contrast Bias

45
Q

Interviewers make judgement about candidates in first few minutes of interview

A

Premature Judgement Bias

46
Q

Belief in interview ability was exaggerated

A

Interview Illusion Bias

HRM (7 decks)

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