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PERSO DEVELOPMENT > CHAPTER 9 > Flashcards

CHAPTER 9 Flashcards

1
Q

(3) OUTLINE OF THE DISCUSSION

A
  1. RECRUITMENT
  2. SELECTION
  3. PLACEMENT
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2
Q

Applicants looking for a
Job, and Companies
looking for applicants.

A. RECRUITMENT
B. SELECTION
C. PLACEMENT

A

A.

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3
Q

Concerned with putting
the applicant to where
he/she is fitted to be or
best at.

TRUE OR FALSE

A

TRUE

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4
Q

Screening applicants
for another set of
interview and training.

A. RECRUITMENT
B. SELECTION
C. PLACEMENT

A

B.

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5
Q

It consists of any practice or activity carried on by the
organization with the primary purpose of identifying
and attracting potential employees.

A. RECRUITMENT
B. SELECTION
C. PLACEMENT

A

A. RECRUITMENT

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6
Q

Goal of RECRUITMENT:
To attract applicants with the right qualifications.

TRUE OR FALSE

A

TRUE

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7
Q

2 TYPES OF RECRUITMENT

A
  1. INTERNAL RECRUITMENT
  2. EXTERNAL RECRUITMENT
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8
Q

Example: Succession Plan

A. INTERNAL RECRUITMENT
B. EXTERNAL RECRUITMENT

A

A. INTERNAL RECRUITMENT

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9
Q

An organization hire someone from
within the organization (note: can be
outside the unit/department).

A. INTERNAL RECRUITMENT
B. EXTERNAL RECRUITMENT

A

INTERNAL RECRUITMENT

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10
Q

EXTERNAL RECRUITMENT refers to hiring someone from
outside the organization.

TRUE OR FALSE

A

TRUE

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11
Q

Advantages of Internal Recruitment:

A

It is generally cheaper and faster
⦿ It generates applicants who are wellknown to the organization
⦿ Applicants are relatively knowledgable about the organization’s policies
⦿ Applicants will have a more realistic expectations about the job position.

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12
Q

INTERNAL RECRUITMENT
⦿ Applicants will have a more realistic expectations about the job position.

ADVANTAGE
DISADVANTAGE

A

ADVANTAGE

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13
Q

A. INTERNAL RECRUITMENT
B. EXTERNAL RECRUITMENT

⦿ It generates applicants who are wellknown to the organization

A

A. INTERNAL RECRUITMENT

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14
Q

Can be more advantageous to the organization as it brings
new perspectives and new ideas for improvement.

A. INTERNAL RECRUITMENT
B. EXTERNAL RECRUITMENT

A

B. EXTERNAL RECRUITMENT

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15
Q

⦿ It generates applicants who are wellknown to the organization

A. INTERNAL RECRUITMENT
B. EXTERNAL RECRUITMENT

A

A. INTERNAL RECRUITMENT

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16
Q

Advantages of Internal Recruitment:
⦿ It is generally cheaper and faster
TRUE OR FALSE

A

TRUE

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17
Q

Advantages of Internal Recruitment:

⦿ Applicants are relatively knowledgable about the organization’s policies

TRUE OR FALSE

A

TRUE

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18
Q

Why is there a need for External Recruitment?
⦿ There are no available employees that could take on the job

TRUE OR FALSE

A

TRUE

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19
Q

(10) External Sources for Recruitment:

A
  1. Direct Applicants
  2. Referrals
  3. Electronic Hiring
  4. Advertisements in
    Newspapers &
    Magazines5. Situation-wanted
    Ads
  5. Point-of-purchase
    Methods
  6. Employment
    Agencies
  7. College & Universities
  8. Job Fairs
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20
Q

More commonly known as Online
Posting.

A. College & Universities
B. Employment
Agencies
C. Electronic Hiring

A

C. Electronic Hiring

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21
Q

Job advertisements are placed in
location where applicants are most
likely to come from.

A. Job Fairs
B. Electronic Hiring
C. 6. Point-of-purchase
Methods

A

C.

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22
Q

Referrals

Someone in the organization
prompted them to apply.

TRUE OR FALSE

A

TRUE

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23
Q

Situation-wanted
Ads

Placed by the applicants themselves

TRUE OR FALSE

A

TRUE

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24
Q

High assessment on one can make up with a low score on one.

A. COMPENSATORY MODEL
B. MULTIPLE HURDLE MODEL

A

A

25
Q

takes qualification one at a time, an applicant will not proceed if one qualification is missing.

A. COMPENSATORY MODEL
B. MULTIPLE HURDLE MODEL

A

B

26
Q

It lists down all qualifications of position and it is a way of narrowing down the candidates.

A. COMPENSATORY MODEL
B. MULTIPLE HURDLE MODEL

A

B

27
Q

-It gives weights to the qualifications

A. COMPENSATORY MODEL
B. MULTIPLE HURDLE MODEL

A

A

28
Q

It ensures that the employee is put to the position where he/she is best fitted to be.

A. COMPENSATORY MODEL
B. MULTIPLE HURDLE MODEL
C. PLACEMENT

A

C. PLACEMENT

29
Q

(3) PROBLEMS ENCOUNTERED DURING PLACEMENT

A
  1. Expectations of the applicant may not match the reality.
  2. Technological changes may result in wrong placement
  3. Changing Organizational Structure
30
Q

SELECTION DECISIONS: 2 BASIC MODELS

A

A. COMPENSATORY MODEL
B. MULTIPLE HURDLE MODEL

31
Q

(5) Employment testing

A
  1. APTITUDE TEST
  2. INTEREST TEST
  3. INTELLIGENCE TEST
  4. PERFORMANCE/ ACHIEVEMENT TEST
  5. PERSONALITY TEST
32
Q

measures the emotional stability and the ability to work in a team.

  1. APTITUDE TEST
  2. INTEREST TEST
  3. INTELLIGENCE TEST
  4. PERFORMANCE/ ACHIEVEMENT TEST
  5. PERSONALITY TEST
A

5

33
Q

Measures potential ability and ability to learn a new skill (Math, Language)

  1. APTITUDE TEST
  2. INTEREST TEST
  3. INTELLIGENCE TEST
  4. PERFORMANCE/ ACHIEVEMENT TEST
  5. PERSONALITY TEST
A

1

34
Q

Ex: Edward Preference Test

  1. APTITUDE TEST
  2. INTEREST TEST
  3. INTELLIGENCE TEST
  4. PERFORMANCE/ ACHIEVEMENT TEST
  5. PERSONALITY TEST
A

2

35
Q

(7) STAGES OF SELECTION

A
  1. Resume or Curriculum Vitae
  2. Initial Interview
  3. Employment Testing
  4. Work Samples
  5. Final Interview
  6. Physical Examinations ог Medical
  7. Induction
36
Q

STAGES OF SELECTION

Stage when the applicant is already given the formal acceptance letter.

TRUE OR FALSE

A

TRUE

37
Q

STAGES OF SELECTION
New employee is formally introduced to his/her coworkers.

TRUE OR FALSE

A

TRUE

38
Q

STAGES OF SELECTION
It introduces the employee to the organizational culture and company policies.

TRUE OR FALSE

A

TRUE

39
Q

any piece of information that we are able to measure about job applicants that are related to (predictive) of the criterion.

A

PREDICTORS

40
Q

PERFORMANCE CRITERIA
measures of success

TRUE OR FALSE

A

TRUE

41
Q

PERFORMANCE CRITERIA
Examples:
Salesman- amount of sales
Professor- peer reviewed publications, Individual Ratings, Student Evaluation

TRUE OR FALSE

A

TRUE

42
Q

2 Categories of Variables which serves as Model for Employee Selection

A

1.PREDICTORS
2.PERFORMANCE CRITERIA

43
Q

2 Categories of Variables which serves as Model for Employee Selection

A

1.PREDICTORS
2.PERFORMANCE CRITERIA

44
Q

Deliberate effort Deliberate effort of organizations to select a fixed number of personnel from a large number of applicants.

A

SELECTION

45
Q

CONDITIONS NECESSARY FOR A GOOD RECRUITMENT POLICY

A

It should be in conformity with the organization’s objectives.

It should be flexible enough to meet
the changing needs of organization.

It should ensure career growth for its employees on a long termbasis

It should provide Realistic Job Preview-complete job-related information, both positive and negative.

The more likely the worker will stay on the job longer and be effective.

46
Q

When to use external or internal recruitment?

Highly specialized managerial personnel external sources could be preferred

Skilled or semi skilled workers can be recruited within organization

TRUE OR FALSE

A

TRUE

47
Q

What are the External Sources for Recruitment?

A
  1. Direct Applicants
  2. Referrals
  3. Electronic Hiring
  4. Advertisements in Newspapers & Magazines
  5. Situation wanted Ads
  6. Point-of-purchase Methods
  7. Employment Agencies
  8. College & Universities
  9. Job Fairs
48
Q

Job advertisements are placed in location where applicants are most likely to come from.

  1. Direct Applicants
  2. Referrals
  3. Electronic Hiring
  4. Advertisements in Newspapers & Magazines
  5. Situation wanted Ads
  6. Point-of-purchase Methods
  7. Employment Agencies
  8. College & Universities
  9. Job Fairs
A
  1. Point-of-purchase Methods
49
Q

Placed by the applicants themselves

  1. Direct Applicants
  2. Referrals
  3. Electronic Hiring
  4. Advertisements in Newspapers & Magazines
  5. Situation wanted Ads
  6. Point-of-purchase Methods
  7. Employment Agencies
  8. College & Universities
  9. Job Fairs
A

5

50
Q

Someone in the organization prompted them to apply…

  1. Direct Applicants
  2. Referrals
  3. Electronic Hiring
  4. Advertisements in Newspapers & Magazines
  5. Situation wanted Ads
  6. Point-of-purchase Methods
  7. Employment Agencies
  8. College & Universities
  9. Job Fairs
A

2

51
Q

More commonly known as Online Posting.

  1. Direct Applicants
  2. Referrals
  3. Electronic Hiring
  4. Advertisements in Newspapers & Magazines
  5. Situation wanted Ads
  6. Point-of-purchase Methods
  7. Employment Agencies
  8. College & Universities
  9. Job Fairs
A

3

52
Q

can be more advantageous to the organization as it brings new perspectives and new ideas for improvement.

A

External recruitment

53
Q

Why is there a need for External Recruitment?

There are no available employees that could take on the job

TRUE OR FALSE

A

TRUE

54
Q
  • An organization hire someone from within the organization (note: can be outside the unit/department).
A

INTERNAL RECRUITMENT

55
Q

PLACEMENT

Third Stage:

Concerned with putting the applicant to where he/she is fitted to be or best at.

TRUE OR FALSE

A

TRUE

56
Q

SELECTION

Second Stage:

Screening applicants for another set of interview and training.

TRUE OR FALSE

A

TRUE

57
Q

RECRUITMENT

First Stage:

Applicants looking for a Job, and Companies looking for applicants.

TRUE OR FALSE

A

TRUE

58
Q

How do we source applicants? internal

JOB POSTING
Transfer or Promotion

TRUE OR FALSE

A

TRUE

PERSO DEVELOPMENT (9 decks)

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