Lesson 2

Question 1

Define workforce planning at the macro level as per CIPD (2011).

Answer 1

Ensuring the right number of people with the right skills are in the right place at the right time to meet short- and long-term objectives.

Question 2

What is PEST analysis, and how is it used in resourcing strategy?

Answer 2

PEST analysis evaluates Political, Economic, Social, and Technological factors to analyze the organization and its environment.

Question 3

What is the purpose of a job analysis at the micro level?

Answer 3

To identify the knowledge, skills, and behaviors that contribute to good performance in a specific role.

Job description.

Question 4

Name three recruitment channels.

Answer 4

1. Corporate website
2. Professional networking sites (e.g., LinkedIn)
3. Recruitment consultants / agencies
4. news paper
5. Referral schemes / word of mouth
6. Alumni
7. Links with schools or universities
8. Internships

Question 5

What are two types of references in selection methods?

Answer 5

1. Factual
2. Testimonial

Question 6

Name and describe types of bias that can occur during interviews.

Answer 6

1. Halo/horns effect: Overgeneralizing based on one positive or negative trait.
2. Stereotypes: Preconceived notions about a candidate.
3. Primacy or Recency: First or last to be interviewed

Question 7

How can interview bias be minimized?

Answer 7

By using clear assessment criteria, standardized interviews, and behavioral/situational questions.

Question 8

What are the two main types of psychometric testing, and their purposes?

Answer 8

1. Ability testing: Determines maximum performance (e.g., cognitive tests).
2. Personality testing: Assesses typical behaviors or traits.

Question 9

List the Big Five personality traits relevant to work performance.

Answer 9

1. Conscientiousness *
2. Emotional Stability *
3. Extraversion
4. Agreeableness
5. Openness to Experience

• Best predictors of work performance

Question 10

What are the three fairness aspects in selection according to Arvey and Renz (1992)?

Answer 10

1. Selection procedure elements
2. Information used for selection decisions
3. Results of the selection procedure

Question 11

Define adverse impact in the context of selection fairness.

Answer 11

Occurs when two groups score differently on a measure, leading to differential hiring rates for each group.

Question 12

What is the purpose of assessment centers in selection methods?

Answer 12

Is a structured process used to evaluate individuals’ competencies, skills, and potential for specific roles within an organization. It typically involves a series of exercises and activities designed to simulate real-world scenarios relevant to the job or role being assessed

a collection of tools, methods, and exercises conducted in a controlled environment.

Question 13

What are the four steps in resourcing strategy at the macro level?

Answer 13

1. Strategy and Business Plan
   Knowledge and skills need to be acquire and retained
2. Analysis (e.g., PEST)
   Of the org and environment (Laws, payments, inflation, consumer behavior, Tech changes..)
3. Develop a Forecast
   Available HR in an out of the org, future plan
4. Action Planning
   Retention, development, talent management, training…

Question 14

What is the key challenge in workforce planning at the macro level?

Answer 14

Predicting future workforce needs in an uncertain environment.

Question 15

Define ‘competencies’ in the context of job analysis.

Answer 15

Observable behaviors that are key to good job performance and associated with different levels of performance.

Question 16

What role do recruitment channels play in attracting candidates?

Answer 16

They provide access to potential candidates through various mediums like social media, corporate websites, or professional networks.

Question 17

Name two advantages and one challenge of psychometric testing.

Answer 17

Advantages:
1. Cost-effective
2. Identifies hidden potential.

Challenge: Candidates may fake responses.

Question 18

What is surface acting and deep acting in emotional labor?

Answer 18

Surface acting: Faking emotions to meet job requirements.

Deep acting: Internally adjusting feelings to genuinely experience required emotions.

Question 19

Explain the difference between behavioral and situational interview questions.

Answer 19

Behavioral: Focus on past behaviors in specific situations.
Situational: Hypothetical questions about how a candidate would handle future scenarios.

Question 20

What are biodata forms, and how are they used?

Answer 20

Biodata forms collect information about qualifications and experience to predict job performance.

Question 21

How can fairness perceptions impact the selection process?

Answer 21

Fairness perceptions affect candidate trust and satisfaction, influencing organizational reputation and appeal.

Question 22

What is the purpose of using work samples in the selection process?

Answer 22

To directly assess a candidate’s ability to perform job-related tasks, such as group exercises, in tray exercises (priority), presentations or role-plays.

Question 23

Why is reliability important in selection methods?

Answer 23

Ensures consistency in results across different times and evaluators, increasing credibility.

Question 24

How does validity differ from reliability in the context of selection?

Answer 24

Validity measures whether a selection method assesses what it intends to, ensuring accurate candidate evaluation.

Question 25

What are the implications of the ‘halo effect’ in interviews?

Answer 25

The interviewer may overgeneralize a single positive trait, overlooking weaknesses in other areas.

Question 26

Why is the Big Five personality model relevant in recruitment?

Answer 26

It predicts work performance