Term
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Definition
HR Planning
Recruiting
Selection
Orientation |
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Term
General Model for Personnel Selection
pg 233 |
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Definition
Application
Preliminary Screening
Initial interview
test and assessments
background investigation
in-depth interview
decision to hire
physical examination
employment orientation |
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Term
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Definition
| distance depends on how specific your job qualifications are. |
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Term
| Internal Recruiting Advantages |
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Definition
-Morale of promotee
-Better assessment of abilities
Lower cost for some jobs
Causes a succession of promotions
-Have to hire only at entry level |
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Term
| Internal Recruiting Disadvantages |
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Definition
-Inbreeding
-Possible morale problems of those not promoted
-“Political” infighting for promotions
-Need for management-development program |
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Term
| External Recruiting Advantages |
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Definition
-New “blood” brings new perspectives
-Cheaper and faster than training professionals
-No group of political supporters in org. already
-May bring new industry insights |
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Term
| External Recruiting Disadvantages |
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Definition
-May not select someone who will fit the job or org.
-May cause morale problems for internal candidates not selected
-Longer “adjustment” or orientation time |
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Term
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Definition
-Media
-Print
-Other
-Schools (ex. ECPI)
-Employment Agency – 2 types, private or public . Private is all fee for service.
-Walk In |
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Term
| Salinas vs Fort Worth Baggage |
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Definition
Cab driver kills some people
Victims family tries to sue cab company for hiring a person with a criminal record
Cab company claims that the drivers are their own business entity. |
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Term
| Fair credit reporting act |
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Definition
provides limited legal amenity to employers that hire 3rd party private investigators
Protects them from lawsuits |
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Term
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Definition
| better at estimating failure |
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Term
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Definition
Valid- Extent to which test measures importance
Reliable
Objective
Standardized |
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Term
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Definition
| Measures when employer tests current employees and correlates the scores with their performance ratings |
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Term
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Definition
| measured when test results of applicants are compared with subsequent job performance |
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Term
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Definition
| Reliability of a predictor is the extent to which it repeatedly produces the same results over a period of time |
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Term
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Definition
Process through which a job applicant receives an picture of the job
Competition will not be as ethical and realistic and will steal employees
People who get a realistic preview get what they came for |
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Term
| Employee polygraph protection act |
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Definition
| Private employers cannot use polygraphs when hire |
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Term
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Definition
| testing that measures a persons thinking, memory, reasoning, verbal skills, and mathematical capabilites. |
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Term
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Definition
| when an employer fails to check an employees background and employee injures someone on the job |
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Term
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Definition
| Employer knows employees are negligent and then he injures someone. |
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Term
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Definition
| job training partnership act - created more accountability restrictions. |
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Term
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Definition
| Workforce investment act - money is distributed more evenly rather than focusing on poor people |
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Term
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Definition
relatively permanent change in behavior due to reinforced practice.
its an active process and requires people to work with information. |
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Term
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Definition
| improves and allows the refining of skills. |
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Term
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Definition
| performance of job-related tasks and duties by trainees during training |
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Term
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Definition
| practice performed in several eosins based over a period of days |
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Term
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Definition
| Prac. performed all at once |
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Term
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Definition
| copying someone else's behavior |
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Term
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Definition
| people tend to repeat things that give them positive rewards and not repeat things connected to negative rewards |
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Term
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Definition
| people learn best if reinforcement and feedback are given as soon as possible after training |
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Term
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Definition
| Training that occurs through interactions and feedback among employees |
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Term
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Definition
| training people to do more than one job |
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Term
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Definition
| Planned introduction of new employees to their jobs, co-workers, and the organization. |
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Term
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Definition
| interview in which applicants give specific ex. of how they dealt with a problem in the past |
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Term
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Definition
| structured interview that determines how an employee would act in a given situation |
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Term
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Definition
| interview that uses questions developed from answers to previous questions |
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Term
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Definition
| Pressure put on interviewee to see how they respond |
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Term
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Definition
| interview where several interviewers meet with the candidate at the same time |
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Term
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Definition
| interviewee is interviewed by team they will work with if hired |
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Term
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Definition
| Set questions for each interviewee |
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Term
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Definition
| planned introduction of new employees to their jobs, co-workers and the organization. |
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Term
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Definition
| reduces anxiety, reduces startup costs, reduces turn-over |
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Term
evaluating outcomes
Reaction |
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Definition
| org.s evaluate reaction elves of trainees by conducting interviews or by administering questionnaires and its to very helpful |
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Term
evaluating outcomes
Learning |
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Definition
measuring how well trainees have kerned facts, ideas, concepts, theories, and attitudes.
-you can have a pre-test and a post-test
-not hard to measure
-problem is that trainees may pass test then forget everything they learned |
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Term
evaluating outcomes
Behavior |
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Definition
Measuring the effect of training on job performance through interviews of trainees and their co-workers
-observing the actual job performance
*more difficult to measure |
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Term
evaluating outcomes
Results |
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Definition
difficult to measure - finding weather changes were a result of training or a result of other factors.
-effect of training on the achievement |
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Term
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Definition
| learning cannot be transferred to the job itself |
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Term
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Definition
to much emphasize on getting it done and not enough on telling people what they need to do.
In order to show someone is doing bad you need concrete evidence like a paper trail
if you want to improve somones behavior tell them what they have to do
reward people for what they do well and what they need to do to improve. |
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Term
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Definition
| tell people how they're doing on the spot |
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Term
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Definition
appraisal from your supervisors, subordinates, co-workers, customer, yourself, and an outside review (from within the company but different department)
must be able to observe you more than once and on a regular basis. |
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Term
| trait-based performance appraisal |
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Definition
| problem- you can't measure or define what a trait is |
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Term
| Watson vs Fort Worth Bank |
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Definition
adverse impact
-black male is rejected from back job 4 times
-company doesn't have a specific hiring process |
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Term
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Definition
behavioral ranking scales
behaviors you have identified are important
allow raters to rate on behaviors required by that specific job
when you rate on behavior you focus on the job and therefore doesn't require a definition.
allows employees to see where they need to improve and understand why they were given a specific rating.
allows supervisors to get inout in developing system as a whole
these systems work based when you can observe an employee daily. |
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Term
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Definition
| a soecific goal can be defined and has boundaries |
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Term
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Definition
| its attainment can be described objectively by noting subjective indicators |
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Term
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Definition
| given the situation it seems something that can be achieved |
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Term
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Definition
| pertains to something that is needed and pertains to the companies mission situation |
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Term
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Definition
| Goals can be achieved within a specific period of time |
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Term
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Definition
demanding and some what risky
achievement would be worth mentioning |
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Term
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Definition
| the idea of working with people with developed plans |
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Term
Performance MGMT cycle
Stage 1 - Planning Performance |
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Definition
| establish performance goals, developmental goals, and action plans |
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Term
Performance MGMT cycle
Stage 2- managing Performance |
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Definition
observe and document efforts and accomplishments
provide feedback
coach and council regarding their performance |
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Term
Performance MGMT cycle
Stage 3 - appraising performance |
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Definition
evaluate employees accomplishments and skills
discuss the evacuation with the employees |
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Term
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Definition
| a person who gets ratings better than they should be |
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Term
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Definition
| a person who gets ratings worse than what they should be |
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Term
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Definition
| rater gives most people a score near the middle |
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Term
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Definition
| rater gives all employees bad rating |
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Term
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Definition
| rater gives employees good rating all the time |
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Term
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Definition
| a rater gives greater weight to recent events when you they appraise that individual |
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Term
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Definition
| give greater weight to the info you got when you first met the person (bad first impression) |
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Term
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Definition
| tendency to rate people relative to others |
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Term
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Definition
| when someone does the same thing and the rater has 2 different scores |
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