HRM-study guide test 2

Question 1

Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization

Answer 1

Recruitment

Question 2

Process of hiring an external provider to do the work that was previously done internally

Answer 2

Outsourcing

Question 3

Described as the “disposable American workforce” by a former secretary of labor, have a nontraditional relationship with the worksite employer, and work as part-timers, temporaries, or independent contractors
- temporary workers, do a job and then leave

Answer 3

Contingency workers

Question 4

Time in addition to what is normal, as time worked beyond one’s scheduled working hours
-anything over 8 hours a day / 40 hours a week
• most commonly used alternative to recruitment, especially in meeting short-term fluctuations in work volume
• advantages:
o employer can save hiring and training costs
o employees have increased income
• disadvantages:
o employees have lower productivity
o employees become fatigue and lack energy
o employees may pace themselves to ensure overtime
o employees may become accustomed to the added income

Answer 4

Overtime

Question 5

Is a measure of the prevalence of unemployment and it is calculated as a percentage by dividing the number of unemployed individuals by all individuals currently in the labor force
• Number of people that are actively seeking work but can’t find a job

Answer 5

Unemployment rate

Question 6

• provides workers whose jobs have been terminated through no fault of their own monetary payments for up to 26 weeks or until they find a new job

Answer 6

[(Unemployment insurance)]

Question 7

Policy of filing vacancies above entry-level positions with current employees

Answer 7

Promotion from within (PFW)

Question 8

Individual committed to finding another job whether presently employed or not

Answer 8

Active job seeker

Question 9

The level of energy, commitment, and creativity that a company’s workers bring to their jobs
Motivation increases if firms are interested in employees’ career planning
- Higher pay check
- More paid days off
- Better insurance

Answer 9

Employee motivation/ Motivation

Question 10

Process of choosing from a group of applicants the individual best suited for a particular position and the organization (optimal types and levels of human capital). Properly matching people with jobs and the organization is the goal of the selection process.

Answer 10

Selection

Question 11

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

Answer 11

Organizational fit

Question 12

Document that provides information regarding the essential tasks, duties, and responsibilities of a job

Answer 12

Job description

Question 13

• reason or reasons one has for acting or behaving in a particular way
• general desire or willingness of someone to do something

Answer 13

Motivation

Question 14

• age (can be referred to age discrimination)
• religion
• race disabilities
• medical history
• gender
• sexual orientation
• marital status
• national origin
• applicant’s financial status

Answer 14

Items not to ask for on a job application form

Question 15

Interview in which the interviewer asks each applicant for a particular job the same series of job-related questions

Answer 15

Structure Interview types

Question 16

Interview in which the job applicant is asked probing, open-ended questions

Answer 16

Unstructured Interview types

Question 17

Structured interview in which applicants are asked to relate actual incidents from their past relevant to the target job

Answer 17

Behavioral interview

Question 18

• gives interviewers better insight into how candidates would perform in the wok environment by creating hypothetical situations candidates would be likely to encounter on the job and asking them how they would handle them

Answer 18

[Situational Interview]

Question 19

• applicant meets one-on-one with interviewer

Answer 19

[One-on-One Interview]

Question 20

• meeting in which several job applicants interact in the presence of one or more company representatives

Answer 20

[Group Interview]

Question 21

• an interview approach in which several of the firm’s representatives interview a candidate at the same time

Answer 21

[Board Interview]

Question 22

• applicants typically interviewed one-on-one by peers, subordinates, and supervisors

Answer 22

[Multiple Interviews]

Question 23

• form of interview in which the interviewer intentionally creates anxiety

Answer 23

[Stress Interview]

Question 24

Many studies have demonstrated that the top candidates for nearly any job are hired and off the job market within anywhere from 1 to 10 days
• Within the next few weeks, receive an answer

Answer 24

Timeframes for a realistic job interview

Question 25

• heart of a continuous effort designed to improve employee competency and organizational performance

Answer 25

[Training & Development (T&D)]

Question 26

Activities designed to provide learners with the knowledge and skills needed for their present jobs

Answer 26

Training

Question 27

Development- Learning that goes beyond today’s job and has a more long-term focus
• The extent to which an employee understands and retains principles, facts, and techniques
Formal education classes, understand what is included in the work

Answer 27

Development learning

Question 28

• Determine Specific Training and Development Needs
• Establish Training and Development Program Objectives
• Select Training and Development Methods and Delivery Systems
• Implement Training and Development Programs
• Evaluate Training and Development Programs

Answer 28

Steps of the training and development process (p.192-193)

Question 29

• Organizational Analysis
o Training needs assessment activity, which focuses on the firm’s strategic mission, goals, and corporate plans are studied, along with the results of strategic HR planning
• Task Analysis
o A training needs assessment activity, which focuses on the tasks required to achieve the firm’s purposes
• Person Analysis
o A training needs assessment activity that focuses on finding answers to questions such as: Who need to be trained? What do they need to do differently from what they’re doing today? What kind of knowledge, skills, and abilities (KSAs) do employees need?

Answer 29

Training and development needs (organizational analysis, etc…….) (p.193)

Question 30

An informal training and development method that permits an employee to learn job tasks by actually performing them

Answer 30

On-the-job training (p.197)

Question 31

Formal system of review and evaluation of individual or team task performance
- for many organizations the primary goal of an appraisal system is to improve individual and organizational performance

Answer 31

Performance Appraisals (PA)

Question 32

o	Human Resource Planning
o	Training and Development
o	Career Planning and Development
o	Compensation Programs
o	Internal Employee Relations
o	Assessment of Employee Potential

Answer 32

Uses of Performance Appraisals:

Question 33

In which areas do you consider yourself to be a specialist?
In what specific areas do you need to expand your knowledge to become more proficient at this job?
What do you know about us?
Why do you want to work with us?
Why should we hire you?

Answer 33

Know how to write job knowledge questions

Question 34

Describe how you would handle the situation if you met resistance when introducing a new idea or policy to a team or work group.

You’ve been assigned a major project and are halfway through when you realize that you’ve made a mistake that requires you to go back to the beginning to fix it. How do you handle that while still trying to make your deadline?

You’re a team leader. What would you do if the work of one of your subordinate team members was not up to expectations?

Answer 34

Know how to write Situational Questions