IO Part 2

Question 1

ensures that employees are not paid differently based on their gender or race (comparable worth – different but comparable jobs should be paid the same).

Step 1: ___
- Level of responsibility
- Physical demands
- Mental demands
- Education requirements
- Training and experience requirements
- Working conditions

Step 2:____ - Determining the level of educational requirements, for example and as well as level of responsibility.

▪ Step 3: ____

• Giving weighted points for each of the different factors as identified on the first step.

Answer 1

DETERMINING SEX AND RACE EQUITY

Determining Compensable Job Factors

Determining the Levels for Each Compensable Factors

Determining the Factor Weights

Question 2

METHODS OF JOB EVALUATION

• A simple system that places jobs in order from highest to lowest by their value to the organization.
• Is a quantitative method in which the entire job is considered rather than individual components.
• Generally, more appropriate for a small organization that has relatively few jobs

Answer 2

Ranking

Question 3

METHODS OF JOB EVALUATION

• Uses written descriptions of job classes in which each job is put into a category that it best matches.
• Major difficulty with this method is that subjective judgments are needed to develop class descriptions, and then you place job descriptions in.

Answer 3

Classification

Question 4

METHODS OF JOB EVALUATION

• The most widely used job evaluation method looks at compensable factors in a group of similar jobs and assigns weights or points to them.
• A compensable factor identifies a dimension that is part of every job that can be rated for each job.
• Relatively simple to use and considers the components of the job rather than the total

Answer 4

Point Factor

Question 5

METHODS OF JOB EVALUATION

• Uses market pay data to identify the relative value of jobs based on what other employers pay for similar work.

▪ Identifies relevant market pay data for jobs that are good matches with the employer’s jobs

Answer 5

Market Pricing

Question 6

VUCA

captures the experience of operating in complex environments made prevalent by the rise of globalization and information technology

Question 7

• means liable to change rapidly and unpredictably. change is constant, violent, and uncontrollable. Strategy needs to evolve from resisting change to working with it through agility and enabling adaptive capacity.

Answer 7

Volatility

Question 8

• The inability to know everything fully
• Future is unpredictable, making it hard to prepare for

Comes from a large number of elements with nonlinear interactions and their capacity to adapt to local events as they co-evolution over time

Answer 8

Uncertainty

Question 9

• refers to many parts being interconnected and interdependent
• with so much going on, things can often feel chaotic and confused
• managing it means giving up traditional conceptions of strategy and leadership

Answer 9

Complexity

Question 10

• The quality of being open to more than one interpretation
• Results in the haziness of reality and the potential for misreading
• Lack clarity because it’s hard to know what the root cause of the problem is
• Arises due to lack of models to explain an observed phenomena caused by complex environments
• Understanding the context within which the event takes place resolves it

Requires systems thinking to see the interconnections, to gain different perspectives in order to build up the full context within which an event can be properly understood

Answer 10

Ambiguity

Question 11

STEPS IN COPING UP WITH A VUCA ENVIRONMENT

1)____- create a compelling vision and values for your people that will give them a clear focus so that they can react quickly to change

2) ______- when you know the current trends, you’ll be able to anticipate threats and take advantage of new opportunities.
3) ______ - be crystal clear when you communicate, and promote teamwork and collaboration, thus leading to a clear direction and encouragement of solving complex problems together
4) _______ - stay adaptable even during uncertain times by learning new skills, stimulating debate, and embracing creativity

Answer 11

Counter volatility with vision

Meet uncertainty with understanding

React to complexity with clarity

Fight ambiguity with agility

Question 12

• It refers to the process of finding, attracting, selecting, and hiring new employees to a company. This process has three key segments: Planning, Recruitment, and Selection

Answer 12

Hiring Process

Question 13

• the process of attracting employees to an organization

Answer 13

Recruitment

Question 14

• the action or fact of carefully choosing something as being the best or most suitable.

Answer 14

Selection

Question 15

Factors that Affect Recruitment (External)

– the availability of manpower in a certain location or local area.

Answer 15

Labor Market

Question 16

Factors that Affect Recruitment (External)

– the current situation of supply and demands on specific skill sets or competencies affects the recruitment process.

Answer 16

Supply and Demand

Question 17

Factors that Affect Recruitment (External)

– if the unemployment rate is high, it is most likely to easily attract a number of people which makes the recruitment process simple.

Answer 17

Unemployment Rate

Question 18

Factors that Affect Recruitment (External)

– policies and laws developed by the state may also affect the recruitment processes

Answer 18

Political-legal Factors

Question 19

Factors that Affect Recruitment (External)

– preference to local people may affect the recruitment process. This doctrine allows a person to be a part (like an employee) of a company which is established in the area in which he belongs. This person would be called ___

Answer 19

Sons of Soil

Question 20

Factors that Affect Recruitment (External)

– the perception of the job seekers about the company may also affect the recruitment process.

Answer 20

Image

Question 20

Factors that Affect Recruitment (External)

is any measure, beyond simple termination of discriminatory practice, adopted to correct for past or present discrimination or to prevent discrimination from recurring in the future. (unless, it is BFOQ (Bona Fide Occupational Qualification)

Answer 20

Affirmative Action

Question 21

prohibits specific types of job discrimination in certain workplaces. Favors marginalized sectors to secure jobs.

Answer 21

EQUAL EMPLOYMENT OPPORTUNITY PROGRAM (EEOP)

Question 21

Factors that Affect Recruitment (Internal)

– sets of different policies developed in order to monitor and avoid unethical or mischievous recruitment practice.

Answer 21

Recruitment Policy

Question 21

▪ It is a legally allowed restriction of hiring and employing a person based on their sex, religion, or national origin.
▪ Religious institutions hiring only members of their own religion to be clergy members.
▪ Only hiring female employees to facilitate female restrooms.

Answer 21

BONA FIDE OCCUPATIONAL QUALIFICATION (BFOQ)

Question 22

Factors that Affect Recruitment (Internal)

– manpower and organization considerations.

Answer 22

Human Resource Planning

Question 23

Factors that Affect Recruitment (Internal)

– the bigger the size, the larger the number of applicants needed to acquire

Answer 23

Size of the firm

Question 24

DIFFERENT RECRIUTMENT METHODS

concern on recruiting applicants within the organization or is currently working for the company.

▪ Job Postings
▪ Career ladders utilization
▪ In house magazine/news letters
▪ Supervisor Recommendations
▪ Computerized career progression system
▪ Career development systems

Answer 24

Internal Method/Sources

Question 25

Factors that Affect Recruitment (Internal)

– recruitment processes must stay within budget and minimize costs as much as possible

Answer 25

Costs

Question 26

WRITING A RECRUITMENT ADVERTISEMENT
▪ 1____ – An emblem of the recruiting company is visible on the advertisement.
▪ 2_____ – Information about the job were accurate, feasible, and genuine.
▪ 3____– information about the job must be sufficient.
▪ 4______ – the proper selection process were displayed.

Answer 26

Company Emblem

Realistic Job Information

Detailed Job Information

Possible Selection Process

Question 26

Factors that Affect Recruitment (Internal)

– usually simplifies and increases the recruitment processes for the company will need to have more employees.

Answer 26

Growth and Expansion

Question 27

DIFFERENT RECRIUTMENT METHODS

Media/Internet Advertisement
1____ - applicants are instructed to call rather than to apply in person or send résumés.

2_____ - applicants to apply in person rather than to call or send résumés.
▪ 3____ - Applicants are instructed to send their résumé to the company rather than call or apply in person
▪ 4___ - Applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.
- Referrals
- Campus recruitment
- Professional or trade associations
- Open House/Walk-in applicants
- Competitors
- Private employment and executive search firms
- Head hunters
- Direct Mail
- Job fairs
- Point of Purchase Methods
▪ 5____ – also called as jobs-wanted or position-wanted ads that are placed by the applicant rather than the different organizations.
▪ ___ – the process of choosing among the collected pool of applicants who applied for a certain position. It is the process in which the human resources or hiring department follows a structured series of steps that would help them decide on which among the recruits should be hired.

Answer 27

EXTERNAL RECRUITMENT METHODS

Respond by calling

Apply-in-person

Send-resume ads

Blind Box

Situational Wanted Advertisement

Selection

Question 28

AN OVERVIEW OF THE SELECTION PROCESS

Step 1: Establishing the selection procedure – the establishment of the selection procedure in order to develop a clear understanding on the different job components to be assessed.

Step 2: Selection criteria, predictors and instruments identification – consulting the job analysis results in order to develop a clear and precise job description and job specification.

Step 3: Collate and evaluate applicant information – where the different evaluation takes place.
- Preliminary Screening – it includes the initial interviews and preliminary screening techniques for it only assesses obvious and observable factors such as communication skills, physical appearance and grooming, educational background, training and experience. It provides a general impression of a certain individual or applicant.
-
Application Form – it is done by assessing an applicant’s employment application forms which were filled by those applicants who passed the preliminary screening. It includes details such as: Schools Attended, Skills and Talents, Trainings and Seminars Attended, Employment Data, and Professional Memberships.

In-depth Interview - a procedure designed to obtain in-depth information through personal and oral inquiries.

Answer 28

AN OVERVIEW OF THE SELECTION PROCESS

Step 1: Establishing the selection procedure – the establishment of the selection procedure in order to develop a clear understanding on the different job components to be assessed.

Step 2: Selection criteria, predictors and instruments identification – consulting the job analysis results in order to develop a clear and precise job description and job specification.

Step 3: Collate and evaluate applicant information – where the different evaluation takes place.
- Preliminary Screening – it includes the initial interviews and preliminary screening techniques for it only assesses obvious and observable factors such as communication skills, physical appearance and grooming, educational background, training and experience. It provides a general impression of a certain individual or applicant.
-
Application Form – it is done by assessing an applicant’s employment application forms which were filled by those applicants who passed the preliminary screening. It includes details such as: Schools Attended, Skills and Talents, Trainings and Seminars Attended, Employment Data, and Professional Memberships.

In-depth Interview - a procedure designed to obtain in-depth information through personal and oral inquiries.

Question 29

DIFFERENT SYTYLES OF INTERVIEW

– involves a single interviewer and an interviewee.

Answer 29

One on One Interview

Question 30

DIFFERENT SYTYLES OF INTERVIEW

– involves a number of interviewers usually with three or four members, and an interviewee.

Answer 30

Panel Interview

Question 31

DIFFERENT SYTYLES OF INTERVIEW

– involves a series of interviews from the hiring officer up to the department head.

Answer 31

Serial Interview

Question 32

DIFFERENT SYTYLES OF INTERVIEW
– involves an interviewer and a number of interviewees that can be accommodated by the interviewer

Answer 32

Mass Interview

Question 33

DIFFERENT SYTYLES OF INTERVIEW (Classified into medium)

– interviews conducted through cellular or long-distance phones.

Answer 33

Telephone Interview

Question 34

DIFFERENT SYTYLES OF INTERVIEW (Classified into medium)

– interviews conducted at remote sites using technology imitating a face-to-face interview having a lower voice, image, and interaction capacity.

Answer 34

Video Conference Interview

Question 35

DIFFERENT SYTYLES OF INTERVIEW (Classified into medium)

– Interviews conducted by answering a series of interview questions and sending it through a regular mail or email

Answer 35

Written Interview

Question 36

DIFFERENT STRUCTURES OF INTERVIEW

– an interview following an identified procedure and sequencing of questions. Questions are based on the results of the job analysis, with a standardized scoring key area provided to evaluate each answer and are all job-related questions.

Answer 36

Structured or Directive Interview

Question 37

DIFFERENT STRUCTURES OF INTERVIEW

– an unstructured conversational pattern in which an interviewer may pursue points of interests which are unrelated to his/her job application. Unstructured interviews have some problems which includes:

1___ – hiring decisions were based on gut feelings and subjective evaluations.
2____ – also known as first impression effect or halo effect which early information influences the overall perception of the interviewer all throughout the interview procedure.
3____– the performance of one applicant affects the perception of an interviewer towards the following applicants
4____– applicants with similar characteristics or cultural background with the interviewer may receive high scores than other applicants.
5____ – when attractiveness bias influences an interviewer’s decision in the hiring process.
6.____– appropriate and inappropriate nonverbal cues may influence interview results.

Answer 37

Unstructured or Non-Directive Interview

1. Poor Intuitive Ability
2. Primacy Effect
3. Contrast Effect
4. Interviewer - Applicant Similarities
5. Interviewee Appearance
6. Non-verbal Communication

Question 38

• an interview in which the applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance.

Answer 38

Stress Interview

Question 39

– considered being the best predictor of future performance. It focuses on what the applicant has done rather than what they can do.

Answer 39

Behavioral, Past Focus, or Patterned Behavior Description Interview

Question 40

– can tap an applicant’s problem-solving ability, experience, and common sense. A problematic situation will be given and the interviewee would suggest things that can solve the problem presented.

Examples: When you are dealing with customers, it is inevitable that you are going to get someone angry. Tell us about a time when a customer was angry with you. What did you do to fix the situation?

Answer 40

Situational or Future Focus Interview

Question 40

– questions that focus on the knowledge of the interviewee about his/her chosen discipline or career. Example: Several months after installing a computer network, the client calls and says that nothing will print on the printer. What could be going wrong

Answer 40

Skills, Skill-Level Determiner, or Knowledge Focus Interview

Question 41

– designed to assess how an applicant could fit in the organization. Example: What type of work pace is best for you? Describe your experience working with a culturally diverse group of people.

Answer 41

Organizational Fit Focus

Question 41

An interviewer uses different types of interview questions in order to obtain factual and accurate information about a certain candidate or applicant:

– includes clarifying questions about the information provided in the resume and application forms.
- Examples: I noticed a three-year gap between two of your jobs. Could you tell me about that?

Answer 41

Clarifier

Question 42

Creating a Scoring Key for Interview Answers – after creating a set of interview questions a way to determine the quality of the answers obtained is to create a scoring key through the following:
▪1____ – scored based on correct and incorrect answers.
▪ 2_____mark answers and then rated with a five-point scale. Benchmark Answers is determined by Subject Matter Experts for a number of possible answers favorable.
▪ 3_____ – scored based on the key issues or word the applicant was able to tackle or provided.
▪ 4_____– where psychological and standardized tests were administered to serve as a measuring tool for a sample behavior and cognition.
5_____ – are structured written, visual or verbal evaluations administered in a standardized condition to asses cognitive, emotional and other functions of an individual

Answer 42

1. Right-Wrong Approach
2. scored based on bench
3. Key-Issues Approach
4. Testing and Assessment
5. Psychological Tests

Question 43

CHARACTERISTICS OF PSYCHOLOGICAL TESTS

– administered following a strict and systematic procedures and conditions.

Answer 43

Standardization

Question 44

An interviewer uses different types of interview questions in order to obtain factual and accurate information about a certain candidate or applicant:

– includes questions that may disqualify an applicant from a wrong answer.
▪ Examples: Can you work overtime without notice?

Answer 44

Disqualifiers

Question 45

CHARACTERISTICS OF PSYCHOLOGICAL TESTS

– a frame of reference is established where the obtained score is to be compared.

Answer 45

Norms

Question 45

CHARACTERISTICS OF PSYCHOLOGICAL TESTS

– test results are assessed based on numerical representations and eliminates subjective prejudice and biases.

Answer 45

Objectivity

Question 46

CHARACTERISTICS OF PSYCHOLOGICAL TESTS

– the overall consistency of the tests, where similar results will occur under consistent conditions

Answer 46

Reliability

Question 47

CHARACTERISTICS OF PSYCHOLOGICAL TESTS

– the degree to which a test measures what it purports to measure

Answer 47

Validity

Question 48

CHARACTERISTICS OF PSYCHOLOGICAL TESTS

– the degree to which the measure retains its validity and reliability across various contexts.

Answer 48

Generalizability

Question 49

TEST ADMINISTRATION

– tests that are supposed to be administered with a single applicant or respondent.

Answer 49

Individual Testing

Question 50

TEST ADMINISTRATION

– tests that are allowed to be administered with a certain number of applicants or respondents.

Answer 50

▪ Group Testing

Question 51

TEST ADMINISTRATION

– tests +that are administered with the help of electronic and technological processing unit.

Answer 51

Computerized Testing

Question 52

TEST ADMINISTRATION

– tests where questions are written and printed in a questionnaire and answers are recorded on an answer sheet.

Answer 52

Paper-and-Pencil Tests

Question 52

TEST ADMINISTRATION

a ____ has a fixed time limit which all test takers must conform to, it usually contains easy to moderate level questions. A ____ may not have a time limit for it contains a much difficult set of questions.

Answer 52

Speed and Power Tests

Question 53

TEST ADMINISTRATION

– usually take longer than a paper and pencil test for it assesses an actual performance of an individual for a certain job or task. Tests

Answer 53

Performance Tests

Question 54

TEST ADMINISTRATION

– ___ tests are that are guided by psychometric standardization, while ___ tests allow subjective evaluation that may include biases and prejudice.

Answer 54

Objective and Subjective Tests