Week 2: H 7, 6, 8

Question 1

Assesment centres

Answer 1

Are a bundle of different selection techniques, often including observations, GMA test, role play and interviews.

Question 2

Employment branding or employer branding

Answer 2

Is an activity where principles of marketing, in particular the science of branding, are applied to HR activities in relation to current and potential employees as targets.

Question 3

General mental ability (GMA)

Answer 3

test reflects somebody’s relative speed and accuracy of processing complex information.

Question 4

Integrity tests

Answer 4

Measure the likeliness of future counterproductive behaviours of a potential employee.

Question 5

Job knowledge tests

Answer 5

Are focussed on specific knowledge that is required to do the job.

Question 6

Job tryout procedures

Answer 6

Represent a probation period for a candidate and an organization to find out whether there is a good P-E fit.

Question 7

Peer rating

Answer 7

Is a technique that uses the judgements of colleagues for decision making with regard to selection or internal promotion.

Question 8

Person-environment fit (P-E fit)

Answer 8

Is the degree of alignment between candidates on the one hand and the job and the organization on the other hand.

Question 9

Person-job fit (P-J fit)

Answer 9

Is the degree of alignment between individual employees and their job.

Question 10

Person-Organization fit (P-O fit)

Answer 10

Is the degree of alignment between individual employees and their organizations in terms of sharing the same norms and values.

Question 11

Realistic job preview (RJP)

Answer 11

Provides applicants with hones information about a vacancy (vacature).

Question 12

Recruitment

Answer 12

relates to the different activities of attracting applicants to an organziation.

Question 13

Selection

Answer 13

Consists of sifting through the pool of applicants and making decisions about their appropriateness.

Question 14

Signalling

Answer 14

Refers to the information sent by a candidate to the organization (e.g. education level) or by the organization to the candidate (e.g. in terms of salary development).

Question 15

Structured interview

Answer 15

Is a preplanned-based job interview, with job questions mainly focused on knowledge and experiences.

Question 16

Work sample test

Answer 16

Focuses on the candidate’s knowledge, skills and/or abilities through a real-life job assignment.

Question 17

AMO

Answer 17

Represents the underlying theory for an HPWS reflecting employee abilities, motivation and participation.

Question 18

High-performance culture

Answer 18

Is an organization’s culture among employees sharing corporate norms and values aimed at achieving excellent performance.

Question 19

High-performance work practises (HPWPs)

Answer 19

Are a special type of HR practice that enable employees’ abiities, create the optimal incentive structure for employees and/or create opportunities to participate in decision making.

Question 20

High-performance work systems (HPWSs)

Answer 20

Are bundles of consistent and coherent HPWPs that potentially create employee discretionary (cyclisch) effort.

Question 21

A Goal

Answer 21

Is what an individual is trying to accomplish; it is the object or aim of an action.

Question 22

Performance Appraisal (PA)

Answer 22

Is the process of identifying, observing, measuring and developing human performance in organizations.

Question 23

Performance Management (PM)

Answer 23

Is the strategic process of linking individual goals to organizational goals to improve individual job performance and organizational performance through goal-setting, evaluation, regular appraisal, employee development, rewards, coaching and mentorship, career management and 180(-360)-degree feedback systems.

Question 24

360-degree feedback

Answer 24

is a popular technique for evaluating the performance of individual employees from multiple perspectives or sources.