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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

25
takes qualification one at a time, an applicant will not proceed if one qualification is missing. A. COMPENSATORY MODEL B. MULTIPLE HURDLE MODEL
B
26
It lists down all qualifications of position and it is a way of narrowing down the candidates. A. COMPENSATORY MODEL B. MULTIPLE HURDLE MODEL
B
27
-It gives weights to the qualifications A. COMPENSATORY MODEL B. MULTIPLE HURDLE MODEL
A
28
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
C. PLACEMENT
29
(3) PROBLEMS ENCOUNTERED DURING PLACEMENT
1. Expectations of the applicant may not match the reality. 2. Technological changes may result in wrong placement 3. Changing Organizational Structure
30
SELECTION DECISIONS: 2 BASIC MODELS
A. COMPENSATORY MODEL B. MULTIPLE HURDLE MODEL
31
(5) Employment testing
1. APTITUDE TEST 2. INTEREST TEST 3. INTELLIGENCE TEST 4. PERFORMANCE/ ACHIEVEMENT TEST 5. PERSONALITY TEST
32
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
5
33
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
1
34
Ex: Edward Preference Test 1. APTITUDE TEST 2. INTEREST TEST 3. INTELLIGENCE TEST 4. PERFORMANCE/ ACHIEVEMENT TEST 5. PERSONALITY TEST
2
35
(7) STAGES OF SELECTION
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
STAGES OF SELECTION Stage when the applicant is already given the formal acceptance letter. TRUE OR FALSE
TRUE
37
STAGES OF SELECTION New employee is formally introduced to his/her coworkers. TRUE OR FALSE
TRUE
38
STAGES OF SELECTION It introduces the employee to the organizational culture and company policies. TRUE OR FALSE
TRUE
39
any piece of information that we are able to measure about job applicants that are related to (predictive) of the criterion.
PREDICTORS
40
PERFORMANCE CRITERIA measures of success TRUE OR FALSE
TRUE
41
PERFORMANCE CRITERIA Examples: Salesman- amount of sales Professor- peer reviewed publications, Individual Ratings, Student Evaluation TRUE OR FALSE
TRUE
42
2 Categories of Variables which serves as Model for Employee Selection
1.PREDICTORS 2.PERFORMANCE CRITERIA
43
2 Categories of Variables which serves as Model for Employee Selection
1.PREDICTORS 2.PERFORMANCE CRITERIA
44
Deliberate effort Deliberate effort of organizations to select a fixed number of personnel from a large number of applicants.
SELECTION
45
CONDITIONS NECESSARY FOR A GOOD RECRUITMENT POLICY
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
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
TRUE
47
What are the External Sources for Recruitment?
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
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
6. Point-of-purchase Methods
49
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
5
50
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
2
51
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
3
52
can be more advantageous to the organization as it brings new perspectives and new ideas for improvement.
External recruitment
53
Why is there a need for External Recruitment? There are no available employees that could take on the job TRUE OR FALSE
TRUE
54
- An organization hire someone from within the organization (note: can be outside the unit/department).
INTERNAL RECRUITMENT
55
PLACEMENT Third Stage: Concerned with putting the applicant to where he/she is fitted to be or best at. TRUE OR FALSE
TRUE
56
SELECTION Second Stage: Screening applicants for another set of interview and training. TRUE OR FALSE
TRUE
57
RECRUITMENT First Stage: Applicants looking for a Job, and Companies looking for applicants. TRUE OR FALSE
TRUE
58
How do we source applicants? internal JOB POSTING Transfer or Promotion TRUE OR FALSE
TRUE

PERSO DEVELOPMENT (9 decks)

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