Chapter 6 Selection and Hiring Flashcards Preview

C202 Managing Human Capital > Chapter 6 Selection and Hiring > Flashcards

Flashcards in Chapter 6 Selection and Hiring Deck (39)
Loading flashcards...
1
Q

selection

A

the process of gathering and evaluating the information used for deciding which applicants will be hired

the lower the quality of the assessment pool the better the assessment system must be to week out any poor fits and identify the applicants most likely to succeed

2
Q

person-job fit

A

the fit between a person’s abilities and the job’s demands and the fit between a person’s needs and motivations and the job’s attributes and rewards

3
Q

person-group fit

A

the match between the person and his or her workgroup and supervisor

4
Q

person-organization fit

A

the fit between an individual’s values, attitudes and personality and the organization’s values, norms, and culture

5
Q

Uniform Guidelines on Employee Selection Procedures (UGESP)

A

advises employers in legal compliance in candidate assessment and selection

6
Q

screening assessment methods

A

reduces the pool of job applicants to job candidates

7
Q

evaluative assessment methods

A

identify whom to hire

8
Q

contingent assessment methods

A

background check, drug screen, medical exam

9
Q

types of evaluative assessment methods

A
  1. cognitive ability test

2. noncognitive ability test

10
Q

cognitive ability test

A

computerized or paper and pencil tests to assess general mental abilities, including reasoning, logic and perceptual abilities

11
Q

noncognitive ability tests

A

measure sensory and psychomotor abilities

12
Q

sensory tests

A

assess visual, auditory, and speech perception

13
Q

psychomotor tests

A

assess strenght, physical dexterity, and coordination

14
Q

The Big Five personality factors

A
  1. extraversion
  2. conscientiousness
  3. emotional stability
  4. agreeableness
  5. openness to experience
15
Q

integrity tests

A

assess candidates’ attitudes and experiences related to their reliability, trustworthiness, honesty, and moral character

16
Q

job knowledge tests

A

measure job-related knowledge required for success. technical

17
Q

unstructured interview

A

ask varying questions across interviews and usually lack standards for evaluating candidates’ answers

18
Q

structured interview

A

uses consistent, job-related questions; a formal scoring system

a. ask all applicants the same questions
b. develop questions systematically to assess specific job relevant questions
c. use a formal scoring system to consistently evaluae answers

19
Q

behavioral questions (past)

A

use information about what the applicant has done in the past to predict future behaviors

20
Q

case questions (present)

A

the candidate is given a business situation, challenge, or problem and asked to present a carefully planned solution

21
Q

situational interview questions (future)

A

asking people how they might react to future hypothetical situations

22
Q

work samples

A

evaluate the performance of actual or simulated work tasks

23
Q

simulation

A

a type of work sample that gives candidates and actual job task to perform or simulates crucial events that might occur to assess how well a candidate handles them

24
Q

assessment center

A

puts candidates through a variety of evaluation techniques to evaluate their potential fit with and ability to do the job

25
Q

2 ways of combining assessment scores

A

multiple hurdles

compensatory approaches

26
Q

multiple hurdles

A

candidates must receive a passing score on an assessment before being allowed to continue in the selection process

27
Q

compensatory approach

A

high scores on some assessments can compensate for low scores on other assessments

28
Q

cut score

A

hiring only those who exceed a minimum score

29
Q

rank order

A

ordering candidates from highest to the lowest based on their overall score and hiring from the top of the list down

30
Q

3 types of fairness

A
  1. distributive fairness
  2. procedural fairness
  3. interactional fairness
31
Q

distributive fairness

A

the perceived fairness of the outcomes received

32
Q

procedural fairness

A

the perceived fairness of the policies and the procedures used to determine the outcome

33
Q

interactional fairness

A

reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process

34
Q

best alternative to a negotiated agreement BATNA

A

what you would do instead if you can’t reach an agreement

35
Q

explicit employment contract

A

written or verbal employment contract

36
Q

implicit employment contract

A

an understanding that is not part of a written or verbal contract

37
Q

succession management

A

the identification of critical jobs too important to be left vacant and creating a strategic plan to quickly fill them when they become available

38
Q

Equal employment opportunity and affirmative action goals are the two primary ________ factors that influence the content of a job offer

a. organizational
b. finalist
c. external
d. legal

A

d. legal

39
Q

If Judy believes that she was not given a fair chance at a promotion because the hiring manager had an implicit favorite and did not give her a chance to demonstrate her skills, she would perceive low _______ fairness

a. perceived
b. interactional
c. distributive
d. procedural

A

c. distributive