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HRP - PREMID > Recruitment, Selection, Placement > Flashcards

Recruitment, Selection, Placement Flashcards

1
Q
  • the collection of data is vital to recruitment, selection and placement. This is when job descriptions are made.
  • the process of gathering all the needed information which is important in a particular job.
A

Job Analysis

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2
Q

– written summaries of various jobs consisting of duties, responsibilities and qualifications
– once job analysis is done, the information gathered will help in designing jobs

A

Job Description

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3
Q

the process of allocating qualified applicants who apply for various positions in a particular organization

A

Recruitment

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4
Q

a process that is rather tedious. It requires a gene and analytical mind to make such selection decisions

A

Selection and Placement

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5
Q

refers to the different ways by which the organization together with new employees adapt to the work environment. This includes the organizational structure with the inclusion of new employees

A

Adjustment

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6
Q

The acquisition of information related to the jobs in the organization is done in job analysis.

A

Acquisition

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7
Q

the procedure of determining the duties and skill requirements of a job and the kind of person who should be hired for it.

A

Job Analysis

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8
Q

list the duties, responsibilities, reporting relationships, and the job specifications for each job

A

Job Description

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9
Q

refers to the minimum qualifications required by a particular job such as educational background, experience, skills, and abilities.

A

Job Specification

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10
Q

review is necessary to assess which of the jobs are available, which jobs should be combined and how many jobs may be needed in the future.

A

HR planning

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11
Q

Job specification is needed by the HR department to update the educational background of each employee and align it to the requirements of his or her work. A good job analysis can validate and ensure good decision making and recruitment and selection

A

Recruitment and selection

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12
Q

indicates how much money an employee is paid for doing a certain job based on the tasks and responsibilities attached to it.

A

Compensation

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13
Q

Information obtained from the job analysis can help in the employees development. The HR department can identify the skills the employee should have to improve on a job.

A

Training and development

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14
Q

Performance standards are set during job analysis. This assessment can help supervisors set up better performance measures.

A

Performance appraisal

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15
Q

The information obtained from employees evaluation of working conditions can help the HR department eliminate health hazards to ensure work safety.

A

Safety and health

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16
Q

Job analysis helps in determining whether certain aspects of a job can be covered by union agreement. It helps in avoiding future conflicts between the management and the union regarding the coverage of jobs negotiated for the employees.

A

Labor Relations

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17
Q

This method is very useful for repetitive job

A

Observation

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18
Q

It provides an opportunity for the job analyst to clarify vague points and creates a venue for a pleasant interaction between the employee and the job analyst

A

Interview

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19
Q

It usually includes the duties and responsibilities, working conditions, equipment used, and requirements of the job. The questionnaire is usually structured and, therefore, very convenient to answer.

A

Questionnaire

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20
Q

a good source of data regarding employee duties- how frequently they have to be done and when they are scheduled to be finished.

A

Logbook

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21
Q

written summary of the particular job.

A

Job description

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22
Q

a part of a job description. It is found in the lower part of the job description and contains the educational qualifications, skills, experience, and traits that a job holder should have in order to become effective in the job.

A

Job Specification

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23
Q

This describes the exact job title or designation like HR Manager or HR Assistant, and Production Manager, among others.

A

Job Title or position

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24
Q

This includes the job title for the position’s immediate supervisor.

A

Reporting relationships

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25
Q

Classification provides the rank or position of the job in the hierarchy of the various jobs in the company.

A

Job Classifications

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26
Q

This portion provides a summary of the job and gives an overview of its duties and responsibilities.
Specific duties and responsibilities

A

General description of the job

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27
Q

These include and clarify the functions of the job in detail. Usually, the specific functions start with a verb to show an element of action.

A

Specific duties and responsiblities

28
Q

it lists the minimum requirements of the job.

A

Job specification

29
Q

is usually formulated after a job analysis.

A

Job design

30
Q

the vertical approach of job design

A

Job enrichment

31
Q

The horizontal approach to job design is job enlargement.

A

job enlargement

32
Q

The company should attempt to provide employees with a variety of tasks

A

Task variety

33
Q

Using a number of their skills makes employees happy.

A

Skill variety

34
Q

The employees should be informed if they have already reached their required targets

A

Feedback

35
Q

Each group of tasks should be clearly defined, visible, meaningful, and separated from one another.

A

Task Identity

36
Q

Employees should have some form of control over their work. They should be empowered to decide on some aspects of the job.

A

Task autonomy

37
Q

is used in recruitment, selection, and placement.

A

Allocation

38
Q

is the process of attracting applicants qualified to occupy vacant positions in the company. It consists of various activities that entice and influence qualified applicants to fill these vacancies.

A

Recruitment

39
Q

used to be the most popular medium for recruiting applicants

A

Newspaper

40
Q

the most popular source of applicants. J

A

Internet

41
Q

Companies which need temporary workers use the service of a manpower agency

A

Manpower Agency

42
Q

employed by companies to look for applicants for managerial and executive positions. Ideally, executive search firms are paid a certain percentage, say 21%, as a professional fee, based on the annual gross compensation per position.

A

Executive Search

43
Q

Applicants who hop from one company to another submit their résumés anytime. Usually, fresh graduates are walk- ins and companies with strict admission policies usually let them leave their résumés with company guards

A

Walk-ins

44
Q

are referred by people who know employees in the companies that have vacancies.

A

Referral

45
Q

Companies can conduct preliminary interviews, further interviews, and psychological tests at the site. There are also many applicants to choose from.

A

Job fairs

46
Q

Companies which participate in college fairs usually need fresh graduates willing to accept minimum or a little above-the-minimum wage as starting salaries.

A

Campus recruitment

47
Q

Companies that are highly technical in nature usually hire project-based employees

A

Project basis

48
Q

involves the selection and placement of qualified candidates for a vacant position

A

Adjustment

49
Q

After screening and sorting out the résumés of the applicants, these steps in the selection process follow:

A

Selection

50
Q

There are companies that start their preliminary screening with the psychological tests. Those who pass the psychological tests are qualified for preliminary interview.

A

Psychological testing

51
Q

a test of general knowledge. It consists of general questions on linguistic and numerical abilities and abstract reasoning. Linguistic ability includes grammar, spelling, vocabulary, and sentence construction

A

Mental ability test or IQ

52
Q

a measure of specific abilities and a test of the applicant’s inclination to succeed in a particular field

A

Aptitude Test

53
Q

measure of patterns of behavior such as cooperation, initiative, dependability, responsibility, and sociability. These tests are not time-pressured unlike the mental ability and aptitude tests.

A

Personality Test

54
Q

means that the test measures what it intends to measure.

A

Validity

55
Q

means that there is consistency in the test

A

Reliabilit

56
Q

A candidate faces several interviewers who take turns asking questions.

A

Panel job interview

57
Q

done to clarify incidents in the applicant’s past such as former jobs or life experiences relevant to the job he/she is applying for.

A

Behavioral or experience-based interview

58
Q

relies on a pre-established questionnaire, usually based on job descriptions and specifications. The responses are rated against the pre-establishes answers.

A

Structured interview

59
Q

Interviewer prepares guide questions and allows the applicant to be as spontaneous as he/she
wants to be in answering the questions.

A

Unstructured interview

60
Q

offers the job to the chosen candidate

A

Job offer

61
Q

putting the candidate in the position he/she is applying for.

A

PLacement

62
Q

The HR department prepares the pre-employment requirements

A

Post-selection considerations

63
Q

After the job offer and the submission of pre-employment requirements and medical results, the
chosen candidate is hired and given a particular date to report for work.

A

Hiring

64
Q

contains the position title, date employed, conditions of employment,
starting salary, and a summary of the job responsibilities.

A

Employment contract

65
Q

a non-written utterance of expectations of the newly-hired employee as well as the employer’s expectations of the employee

A

Psychological contract

66
Q
A

HRP - PREMID (2 decks)

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