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Recruitment and Selection > Midterm > Flashcards

Midterm Flashcards

1
Q

What are some socioeconomic factors affecting recruitment and selection

A
  • Global competition
  • rapid advances in technology and the internet
  • changing workforce demographics
  • the economic context
  • type of organization
  • organizational restructuring
  • redefining jobs
  • unionized work environments
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2
Q

how does global competition affect recruitment

A

there are many people that you can hire from. there will be higher costs in searching for the perfect candidates, so organizations must be more efficient and use the best practices for selection and recruitment

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3
Q

how does the rapid advances in technology and the internet affect recruitment and selection

A

most employers expect that their new hires will be computer literates. as well as most HR practices including hiring are done through the computer because e-recruiting is cheaper and more efficient, bringing in a larger pool of candidates.

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4
Q

how does changing workforce demographics affect recruitment and selection

A

the working population is getting older with fewer younger workers available. the abolition of the mandatory retirement age of 65 will pose a problem for HR, they will need to make policies around recruitment and selection of these older workers and hire less younger workers, they will need to accomadte the demographic changes. as well as accepting the growing diversity in canada

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5
Q

how does the economic context affect recruitment and selection

A

economic booms bring skilled labour shortages so recruitment and retention take on strategic importance and are given high priority. Economic slowdowns or recessions lead to cutbacks in jobs, pay and benefits or hiring freezes.

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6
Q

how does the type of organization affect recruitment and selection

A

A challenge is for HR to use the best practices even if the organization is smaller or private. Formal or informal practices may be used depending on type of organization but best practices must be put forward.

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7
Q

how does organizational restructuring affect recruitment and selection

A

HR deals with technology reducing labour jobs and fitting that in with the older generation of workers, as well as providing early retirement incentives or non-age related layoffs or flattening the structure of pyramid hierarchy f employees in a firm.

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8
Q

how does redefining jobs affect recruitment and selection

A

trying to match competencies and knowledge with new hires to the changing jobs. or trying to retain employees who are young and don’t plan on working for the same organization for life

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9
Q

how do unionized work environments affect recruitment and selection

A

recruitment and selection practices are usually addressed in the collective agreement. HR practitioners must know the requirements or it may lead to grievances and arbitration. best practice here would be to include HR in the negotiating process.

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10
Q

what is validity

A

the degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the tests proposed use

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11
Q

what is reliability

A

the degree to which observed score are free from random measurement errors. reliability is an indication of the stability or dependability of a set of measurements over repeated applications of the measurement procedure.

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12
Q

what are the strategies relating to validity

A
  • content validity
  • construct validity
  • criterion related validity
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13
Q

what is content valididty

A

whether the items on a test appear to match the content or subject matter they are intended to assess; assessed through the judgements of experts in the subject area. A related concept is face validity, which is the degree to which test users or other non-experts believe that the test measures the content area

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14
Q

what is construct validity

A

the degree to which a test or procedure assesses an underlying theoretical construct it is supposed to measure; assessed through multiple sources of evidence showing that it measures what is purports to measure and not other constructs. for example, an IQ test must measure intelligence and not personality.

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15
Q

what is criterion-related validity

A

the relationship between a predictor(test score) and an outcome measure; assessed by obtaining the correlation between the predictor and outcome scores

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16
Q

what are strategies of reliability

A
  • test and retest
  • alternate forms
  • internal consistency
  • inter-rater reliability
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17
Q

what is test and retest

A

testing the same characteristic over the same group of people on two different occasions

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18
Q

what is alternate forms

A

using different forms of interviewing so test subjects can’t recall their answers from the previous

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19
Q

what is internal consistency

A

the correlations between the scores of all possible pairs of items are calculated and then averaged which estimates the internal consistency

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20
Q

what is inter-rater reliability

A

several people monitor and then rate the performance of candidates on multiple exercises and then the correlations between these judgments estimate the reliability of the assessmets

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21
Q

what are objective oerfroance appraisal measures

A

production, sales, and personnel data used in assessing individual job performance

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22
Q

what are subjective performance measures

A

ratings or rankings made by supervisors, peers or others that are used in assessing individual job performance.

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23
Q

what is job performance

A

behavior (the observable things people do) that is relevant to accomplishing the goals of an organization

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24
Q

what do effective performance measures include

A
  • relevancy
  • reliability
  • practicality
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25
Q

what is job analysis

A

the process of collecting information about jobs. a systematic process for gathering, documenting, and analyzing data about the work required for a job.

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26
Q

what is work-oriented job analysis

A

job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes

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27
Q

what is worker oriented job anlaysis

A

job analysis techniques that emphasize general aspects of jobs, describing perceptual, interpersonal, sensory, cognitive, and physical activities

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28
Q

what are some advantages and disadvantages of using these types of job analysis methods

A

advantages:
easy to use
info obtained from persons most familiar with job
access info from large # of workers
helps to identify KSAOs
good reliability and validity
disadvantages:
may not cover job of interest
requires well designed questions and probes
not useful for jobs involving cognitive tasks
may not capture points that the worker believes are important

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29
Q

what are the prohibited grounds of discrimination and how many of them are there in canada

A

race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.

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30
Q

whats different from bc protected grounds compared to that of canadas

A

source of income

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31
Q

national core standards for the HR profession

A

Canadian Council of Human Resources associations

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32
Q

what is a measurement error

A

the hypothetical difference between an observed score and a true score; comprises both random error and systematic error

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33
Q

what is meta-analysis

A

a procedure to combine validity coefficients for similar predictor and criterion measures reported by different validity studies.

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34
Q

why is meta-analysis related to a validity criterion and the context in which it is measured

A

when you combine it weighs the results from each separate validity studying according to is sample. the smaller the study size the less accurate results.

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35
Q

what is sub group norming

A

different identifiable subgroups used for hiring or in a selection pool

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36
Q

what is talent management

A

an organizations commitment to recruit, retain and develop the most talented and superior employees

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37
Q

what are Human Resources Information Systems

A

Computer based systems that track employee data, the needs of HR, and the requirements and competencies needed for different positions, among other functions

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38
Q

what is recruitment

A

the generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program

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39
Q

what is selection

A

the choice of job candidates from a previously generated applicant pool in a way that will meet manamgent goals and objectives as well as current legal requirements

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40
Q

what are ethics

A

the determination of right and wrong; the standards of appropriate conduct or behavior for members of a profession: what those members may or may not do

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41
Q

what are professional standards

A

provide guidance on how HR professionals should behave in certain situations including the use of employment tests

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42
Q

KSAO’s

A

the knowledge, skills, abilities and other attributes necessary for a new incumbent to do well on the job; also referred to as job, employment, or worker specifications

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43
Q

what is true score

A

the average score that an individual would earn on an infinite number of administrations of the same test or parallel versions of the same test

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44
Q

what is error score

A

the hypothetical difference between an observed score and a true score

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45
Q

what is predictive validation

A

strategies in which evidence is obtained about a correlation between predictor score that are obtained before an applicant is hired and criterion score that are obtained at a late time usually after an applicant is employed

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46
Q

what is concurrent validation

A

strategies in which evidence is obtained about a correlation between predictor and criteria scores from information that is collected at approximately the same time from a specific group of workers

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47
Q

validity generalization

A

the application of validity evidence obtained through meta-analysis of data obtained from many situations, to other situations that are similar to those on which the meta-analysis is based

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48
Q

what is bias

A

systematic errors in measurement or inferences made from those measurements, that are related to different identifiable group membership characteristics such as are, sex, or race

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49
Q

what is fairness

A

the principle that every test taker should be assessed in an equitable manner

50
Q

what is discrimination

A

in employment, any refusal to employ any person, or to adversely affect any current employee, on the basis of that individuals membership in a protected group. all Canadian jurisdictions prohibit discrimination at least on the basis of race or color, religion or creed, age, sex, marital status, and physical or mental disability

51
Q

what is employment equity

A

the elimination of discriminatory practices that prevent the entry or retention of members from designated groups in the workplace, and the elimination of unequal treatment in the workplace related to membership in a designated group

52
Q

what is adverse effect discrimination

A

refers to a situation where an employer, in good faith, adopts a policy or practice that has an unintended, negative impact on members of a protected group

53
Q

what is adverse impact

A

occurs when the selection rate for a protected group is lower that that for the relevant comparison group

54
Q

what is a bona fide occupational requirement

A

a procedure used to defend a discriminatory employment practice or policy on the grounds that the policy or practice was adopted in an honest and good faith belief that it was reasonably necessary to assure the efficient and economical performance of the job without endangering employees or the general public. BFORs are sometimes referred to as bona fide occupational qualificatins

55
Q

what is accomodation

A

the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure. as part of BFOR defence, an employer must demonstrate that such accommodation is impossible to achieve without incurring underwear hardship in terms of the organizations expense or operations

56
Q

what is sufficient risk

A

as part of BFOR defence, an employer may argue that an occupational requirement that discriminates against a protected group is reasonably necessary to ensure that work will be performed successfully and in a manner that will not pose harm or danger to employees or the public

57
Q

what is outreach recruiting

A

a recruitment practice where the employing organization makes a determined and persistent effort to make potential job applicants, including designated group members, aware of available positions within the employing organization

58
Q

what is a job description

A

A written description of what job occupants are required to do, how they are supposed to do it, and they rationale for any required job procedures

59
Q

what is job specification

A

the knowledge, skills, abilities, and other attributes or competencies that are needed by a job incumbent to perform well on the job

60
Q

what is a job

A

a collection of positions that are similar in their significant duties

61
Q

what is a position

A

a collection of duties assigned to individuals in an organization at a given time

62
Q

what is job family

A

a set of different, but related, jobs that rely on the same set of KSAO’s

63
Q

what are subject matter experts (SME’s)

A

People who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors

64
Q

what is a task statement

A

a discrete sentence containing one action verb that concisely describes a single observable activity performed by a job incumbent

65
Q

what are task inventories

A

work-oriented surveys that break down jobs into their component tasks

66
Q

what are worker traits inventories

A

methods used to infer employee specifications from job analysis data

67
Q

what are competencies

A

groups of related behaviours or attributes that are needed from successful job performance in an organization

68
Q

what is a competency model

A

a collection of competencies that are relevant to performance in a particular job, job family, or functional area

69
Q

what is a competency framework

A

a broad framework for integrating, organizing, and aligning various competency models that are based on an organizations strategy and vision

70
Q

what are core competencies

A

characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess

71
Q

what are function competencies

A

characteristics shred by different positions within an organization. Only those members of an organization in these positions are expected to possess these competencies

72
Q

what are job specific competencies

A

characteristics that apply only to specific positions within the organization. Only those people in the position are expected to possess these competencies

73
Q

what is a competency dictionary

A

a listing of all of the comepetnices required by an organization to achieve its mandate along with the proficiency level required to perform successfully in different functional groups or positions

74
Q

what is proficiency level

A

the level at which competency must be performed to ensure success in a given functional group or position

75
Q

what is a proficiency scale

A

a series of behavioural indicators expected at specific levels of a competency

76
Q

what is a competency profile

A

a set of proficiency ratings related to a function, job or employee

77
Q

what is criteria

A

measures of job performance that attempt to capture indicual differences among employees with respect to job-related behaviors

78
Q

what is task perfrmance

A

duties related to the direct production of goods and services and to the direct contribution to the efficient functioning of the organization that form part of a job. these duties are part of the workers formal job description

79
Q

what is contextual performance

A

the activities or behaviors that are not part of a workers formal job description but that remain important for organizational effectiveness

80
Q

what is counterproductive work behaviors

A

voluntary behaviros that violate significant organizational norms and in so doing threaten the well-being of an organization, its members or both

81
Q

what is adaptive performance

A

a workers behavioural reactions to changes in a work system or work role

82
Q

what is job performance domain

A

the set of job perfomance dimensions that is relevant to the goals of the organization, or the unit in which a person works

83
Q

what are performance dimensions

A

sets of related behaviors that are derived from an organizatioas goals and linked to successful job perfomrance

84
Q

what is criterion relevance

A

the degree to which the criterion measure captures behaviors or competencies that constitute job performance

85
Q

what is criterion deficiency

A

those job performance behaviours or competencies that are not measured by the criterion

86
Q

what is criterion contamination

A

the degree to which the criterion measure is influenced by, or measures, behaviors or competencies that are not part of job performance

87
Q

what is practicality

A

the degree to which a criterion measure is available, plausible, and acceptable to organizational decision makers

88
Q

ultimate criterion

A

the concept that a single criterion measure reflects overall job success

89
Q

what are objective performance measures

A

productions, sales and personnel data used in assessing individual job performance

90
Q

what is subjective performance measures

A

ratings or rankings made by supervisors, peers, or others that are used in assessing individual job performance

91
Q

what is a relative rating system

A

a subjective measurement system that compares the overall performance of one employee to that of others to establish a rank order of employee performance

92
Q

what is an absolute rating system

A

compare the performance of one worker with an absolute standard of performance; can be used to assess performance on one dimension or to provide an overall assessment

93
Q

why is a job analysis important for recruitment and selection

A

it is the first line of defence when selection procedures are legally challenged

94
Q

which concept describes the processes of collecting information about jobs by any method for any purpose

A

job analysys

95
Q

how would you best define work analysis

A

the systematic process for gathering, documenting, and analyzing data about the work required for a job

96
Q

what source of data is not typically used in a job anlysis

A

shareholders

97
Q

what is not a third key consideration in a job analysis

A

a job analysis refers to a single methodology

98
Q

what would not typically be used as data for a job analysis

A

perfromance

99
Q

what is the definition of job specifications

A

the knowledge, skills, abilities, and other attributes required to perform work

100
Q

what best defines oerfomnace management

A

organizational processes used to improve employee and organizational performance in the workplace

101
Q

which measure of job performance attempt to capture individual differences among employees with respect to job-related behaviors

A

criteria

102
Q

what defines the concept that is described as activities or behaviros that are not part of a workers formal job description but that remain important for organizational effectiveness

A

contextual performance

103
Q

what is not a job task behavior for an airplane pilot

A

promoting safety procedures

104
Q

what best defines job performance

A

the observable things employees do that are relevant to accomplishing the goals of the organization

105
Q

what best defines job criteria

A

measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviors

106
Q

what is an example of contextual behavior

A

extra effort

107
Q

In “Bafleck: what you should know about making bad hired” explains why a selection error was made. what was the reason for the selection error?

A

the employer gave too much consideration to only one job requirement

108
Q

what practice would not lead to an improvement in the hiring system of an organization

A

knowing the going rates of pay and offering slightly more

109
Q

what is the definition of recruitment

A

generating an applicant pool

110
Q

what is the definition of selection

A

choosing job candidates

111
Q

given that best practices in recruitment and selection are applied to an organization, what result has not been supported with empirical studies

A

increasing the firms market price

112
Q

what can effective recruitment and selection practices do for and organization

A

improve the knowledge, skills, and abilities of its employees

113
Q

which of the following elements are part of the socioeconomic external environment that affects recruitment and selection

A

globalization and demographics

114
Q

given the application of progressive Human Resources practices, what might an organization expect from its employees?

A

lower dysfunctional behaviors

115
Q

what is the first step-in in an organizations selection process

A

identifying knowledge, skills, abilities, and other attributes for the job position

116
Q

which of the following statements applies to a test by the UK Department of Work and Pensions as described in the “sham Psychometric Test” controversy

A

the test was innapropriate because it had not been validated for use by DWP

117
Q

for what is job analysis information used

A

to identify both the performance domain and the knowledge, skills, abilities and other attributes linked to job perfomance

118
Q

In the “mystery Diners” article what was the main selection mistake made by the manager

A

not systematically analyzing the requirements of the job

119
Q

what is the best way for HR professional to make sure that their selection decisions meet the standards set by courts and tribunals

A

thoroughly analyzing required KSAO’s for each position to be filled

120
Q

Toronto Police Service requires candidates to show that they are Canadian citizens or permanent residents, are at least 18 years of age, and have a valid drivers license and not record of criminal convictions. what would these requirements be classified as

A

screening criteria

121
Q

what is not a selection criterion for the Toronto Police Service

A

the applicant must have successfully completed four years of secondary school education

Recruitment and Selection (1 decks)

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