Term
| Provides employees with specific, identifiable knowledge and skills for use in their present jobs |
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Definition
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Term
| In order to comply with OSHA regulations, Henry s scheduling a program on handling hazardous materials for production employees at the chemical plant. This type of program is classified as _____ training. |
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Definition
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Term
| Development is distinguished from training, in that: |
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Definition
| Development is broader is scope, focusing on individuals gaining new capabilities use for both present and future jobs. |
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Term
| Training must comply with employment laws and regulations. A primary discrimination concern centers on: |
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Definition
| Criteria used to select individuals for inclusion in training programs |
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Term
| Amanda has just completed her MBA for which her company paid all tuition and book expenses. Amanda signed a training contract with her employer that runs for four years. A headhunter has contacted Amanda with an offer of a position that would be a significant promotion. Which of the following statements is true? |
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Definition
| Amanda could ask the offering company for a signing bonus that would cover her financial obligation to her employer for her MBA expenses. |
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Term
| In order to remain competitive, organizations must continually train current employees because of: |
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Definition
| Rapid technological innovation. |
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Term
| Which of the following statements is TRUE? |
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Definition
| The U.S.'s leadership position in innovation is threatened by the decline in specialized and skiller workers in the U.S. |
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Term
| The planned introduction of new employees to their jobs, coworkers, and the organization is a definition of: |
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Definition
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Term
| The director of training at the headquarters of a large insurance company is considering various methods of gathering information on the training needs of specific individuals in the organization. Which of the following is NOT a source of information the director would consider? |
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Definition
| Departmental Budget Over-Runs |
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Term
| Luis, the director of training for Helotes International, wishes to increase employee support for new training programs. the best way to build this support is for Luis to: |
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Definition
| Distribute a web-based survey of employees asking them to describe their training needs. |
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Term
| All of the following are principles for designing training for adults EXCEPT: |
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Definition
| closely monitoring their progress |
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Term
| The most common method for delivering training in the workplace is: |
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Definition
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Term
| Which of the following statements about e-learning is true? |
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Definition
| E-learning provides easy access to more employees than does conventional training |
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Term
| Andrew is enrolled in a university course on project management. His class meets at the local community college, but the instructors lecture is carried over two-way television from the state university located in another city. This is an example of: |
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Definition
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Term
| The best way to determine if the training caused the change in performance, or whether it was some other factor, is to use a control group combined with |
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Definition
| A pre-post measure technique. |
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Term
| The focus on talent management has intensified in the last few years due to all the following factors EXCEPT |
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Definition
| The obsolescence of baby boomers skills |
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Term
| _____ is a process that moves people from recruiting and selection through the organization to meet the employers need for talent |
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Definition
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Term
| Talent management includes all of the following HR activities EXCEPT |
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Definition
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Term
| When succession plans are developed for CEOs and senior managers, HR needs major involvement from: |
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Definition
| Top executives and members of the board of directors |
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Term
| The first step in the succession planning process is to: |
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Definition
| define the positions that are critical to the organizations strategy |
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Term
| A law that has impacted succession planning for CEOs is: |
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Definition
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Term
| All of the following are common mistakes in succession planning EXCEPT: |
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Definition
| Relying excessively on hiring external candidates |
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Term
| Individual-centered career planning focuses on: |
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Definition
| The employees personal characteristics and his/her life and work goals |
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Term
| Which of the following is TRUE: |
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Definition
| Modern careers are cyclical in that individuals will have periods of stability interrupted by periods of transition |
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Term
| Turnover of nursing staff is a major concern at Briar Mountain Regional Medical Center. Many experienced nurses resist moving into management, but exit interviews indicate that many of the best nurses leave Briar Mountain because they feel they cannot advance in the organization. As director of HR, you suggest: |
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Definition
| Implementing a dual-career ladder for nurses |
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Term
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Definition
| is the pattern where an idividual steps off the career track or plateaus to accommodate the demands of raising children. |
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Term
| Talent management is growing in importance because workers with needed skills are harder to find than in the past |
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Definition
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Term
| Succession planning should be done for all key jobs in the organization, even if they are low in the hierarchy. |
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Definition
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Term
| Succession planning focuses both on emergency replacements for critical positions and making sure that other successors will be ready with some development |
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Definition
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Term
| Because of the rapidly changing economic and technological environment, the traditional career progression models no longer apply. It is difficult to discern any general patters in the pattern of workers careers |
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Definition
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Term
| When applying for a job as a history instructor at a local college, Catherine was required to teach a class of sophomores on a history topic of her choosing, this is an example of: |
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Definition
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Term
| Each of the following is one of the Big Five personality traits EXCEPT: |
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Definition
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Term
| Of the following types of selection interview, which is the LEAST valid? |
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Definition
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Term
| In a structured interview: |
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Definition
| a set of standardized questions are asked of all job applicants |
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Term
| In a ____ interview an applicant might be asked "in your experience as a supervisor, how did you handle an employee who was a poor performer?" |
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Definition
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Term
| Selection interviews have high face validity with employers, which explains their continued widespread use even though interviews with fraught with reliability and validity problems. |
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Definition
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Term
| In general, the more structured a type of selection interview is, the more likely it is to be statistically valid |
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Definition
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Term
| It is legal for an employer to check a persons social security number, motor vehicle records and his/her military record when the employer is doing background checks |
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Definition
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Term
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Definition
| The process of choosing individuals with qualifications needed to fill jobs in an organization. |
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Term
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Definition
| Fitting a person to the right job. |
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Term
| The process of choosing individuals who have needed qualifications to fill jobs in an organization is called |
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Definition
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Term
| Lack of a fit between the person and the job is most likely to result from |
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Definition
| Mistakes in evaluating a persons KSA's |
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Term
| Ability, Intelligence, and conscientiousness are all examples of |
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Definition
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Term
| ____ is the extent to which a predictor repeatedly produces the same results, over time |
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Definition
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Term
| In the typical division of HR responsibilities for selection, the HR unit will |
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Definition
| Obtain background and reference information |
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Term
| What is the purpose of pre-employement screening? |
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Definition
| To determine if applicants meet the minimum requirements for open jobs |
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Term
| Every application form should have all of the following disclosures or disclaimers EXCEPT: |
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Definition
| The organizations policy that employees who join a union will be terminated |
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Term
| Predictors of Selection Criteria |
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Definition
| Measurable or visible indicators of selection criteria |
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Term
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Definition
| The correlation between a predictor and job performance. |
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Term
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Definition
| Is an index number that gives the relationship between a predictor variable and a criterion variable |
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Term
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Definition
| Is measured when an 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
| Establishing a minimum cutoff (level of performance) for each predictor, and requiring that each applicant must score at least the minimum on each predictor to be considered for hiring. |
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Term
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Definition
| Scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on another predictor. |
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Term
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Definition
Record of applicant’s desire for the job
Provides a profile of the applicant
Basic record for applicants hired
Research effectiveness of the selection process |
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Term
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Definition
Questions are developed from the answers to previous questions.
Possibility of not obtaining needed information.
Information obtained may not be not job-related or comparable to that obtained from other applicants |
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Term
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Definition
| An interview designed to create anxiety and put pressure on an applicant to see how the person responds. |
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Term
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Definition
| Interview in which several interviewers meet with candidate at the same time. |
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Term
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Definition
| Interview in which applicants are interviewed by the team members with whom they will work |
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Term
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Definition
Occurs when an employer fails to check the background of an employee who injures someone.
Employers are liable for employees’ actions. |
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Term
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Definition
| Occurs when an employer is aware an employee may be unfit for employment, continues to employ the person, and the person injures someone. |
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Term
| American With Disabilities Act (ADA) |
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Definition
Prohibits pre-employment medical exams.
Prohibits rejecting persons for disabilities or asking disability-related questions until after a conditional job offer is made. |
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Term
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Definition
Use of drug testing in the selection process is increasing.
Tests must be monitored to protect integrity of results. |
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Term
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Definition
| A process whereby people acquire capabilities to aid in the achievement of organizational goals. |
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Term
| Training’s Effects on Competitiveness |
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Definition
Training makes organizations more competitive.
Training helps retain valuable employees.
Training helps accomplish organizational strategies. |
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Term
| Benefits of Strategic Training |
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Definition
HR and trainers partner with operating managers to solve problems, and to make contributions to organizational results.
Managers are less likely to think that training alone can solve performance problems. |
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Term
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Definition
Is identifying and leveraging intellectual capital to create value and be competitive.
Gets the right knowledge to the right people at the right time so that it can be shared and put into action |
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Term
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Definition
| The distance between where an organization is with its employee capabilities and where it needs to be. |
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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
| The use of the Internet or an organizational intranet to conduct training on-line |
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Term
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Definition
| A comparison of costs and benefits associated with organizational training efforts |
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Term
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Definition
| Concerned with enhancing the attraction, long-term development, and retention of key human resources |
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Term
| Organization-Centered Career Planning |
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Definition
| Focuses on jobs and on identifying career paths that provide for the logical progression of people between jobs in the organization. |
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Term
| Individual-Centered Career Planning |
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Definition
| Focuses on an individual’s career rather than in organizational needs. |
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Term
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Definition
| Efforts to improve employees’ abilities to handle a variety of assignments and to cultivate employees’ capabilities beyond those required by the current job |
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